Classified Staff Handbook 2015-2016

Transcription

Classified Staff Handbook
2015-2016
San Benito High School – A Great Place to Learn
An Equal Opportunity/Affirmative Action Employer
San Benito High School District
1220 Monterey Street
Hollister, CA 95023
Phone: (831) 637-5831
Fax: (831) 636-1187
E-mail: [email protected]
San
Benito
High
School
District
The mission of San
Benito High School is to
educate all students to
their highest potential so
they will have the greatest
range of personal options
upon graduation.
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Board of Trustees
Ray Rodriguez
Steve DeLay
Evelyn Muro
Juan Robledo
William Tiffany
President
Clerk
Trustee
Trustee
Trustee
Administration
District
John Perales
Shawn Tennenbaum
Cindi Krokower
Roseanne Lascano
Paulette Cobb
Superintendent
Director of Human Resources
Director of Educational Services
Director of Finance & Operations
Director of Special Education
School
Todd Dearden
Jeremy Dirks
Elaine Klauer
Adrian Ramirez
Principal
Assistant Principal
Assistant Principal
Assistant Principal
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Table of Contents
History 1895
Board of Trustees
Goals and Objectives, 2015-2016
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8
9
Attendance Procedures
Attendance Reporting
Advanced Request of Absence
10
10
10
Benefits
11
11
11
12
Health and Welfare Benefits
Retirement
Unemployment Benefits
Communications
12
Mail, E-Mail, Voice Mail
12
Special Bulletins
12
Communicating With Respect
13
Respectful Behavior – Staff Member to Staff Member 14
Employment Requirements
California School Employees Association (CSEA)
Child Abuse Reporting
Drug Free Workplace
Employee Appearance Guidelines
Employee Processing
Fingerprints
Loyalty Oath
Orientation to Work
Sexual Harassment
Standards of Behavior
Tuberculosis Test
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18
18
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Getting Paid
Anniversary Date
Deductions
Direct Deposit
Longevity Pay
Pay Day
Payroll Vouchers
Personnel Action Forms (PAF)
Salary
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19
20
20
20
20
20
20
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Hours of Employment
Work day
Overtime
Rest Periods
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21
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Important Information
Affirmative Action
Bargaining Unit Contract
Change of Personal Information
Classified Staff Meetings
Employee Staff Badge
Employment Status – Probationary/Permanent
Employment Status – Temporary
Evaluation
Facilities and Equipment Use By Staff
Grievances and Complaints
Guidelines for Use of Vehicles on Campus
Internet Use
Job Descriptions
Keys
Lost and Found
Lunch Facilities
Parking
Personnel File
Professional Growth
Purchasing
Resignations
Tobacco Use
Transfers
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23
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24
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26
27
27
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28
28
28
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Leaves
Bereavement
Holidays
Industrial Accident and Illness
Jury Duty
Personal Necessity
Sick Leave
Vacations
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30
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Responsibilities Toward Students
Student/Campus Rules
Student Welfare and Confidentiality
Supervision of Students (Board Policy 4115/5412)
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Safety Precautions
Accidents – Employees
Accidents – Students
Chemical and Physical Hazards
Fire/Code Red/Earthquake Preparedness Drills
General Behaviors
Reporting
Work Environment
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31
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32
32
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Appendices
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6
History 1895 . . .
The San Benito Joint Union High School District was officially organized August 20, 1895,
when, by vote of the electorate, the County Board of Education was authorized to form a
separate high school district. Mr. James P. Davis became Principal of the grammar school
building previously occupied by the now defunct Thomas Business School. Mr. Davis
greatly influenced the early development of the high school and later the junior college and
served the district for 47 years before retiring as the Superintendent of the San Benito County
High School and Junior College District. Mr. Davis served the secondary schools of San
Benito County as long, if not perhaps longer, than anyone else in the state for a single
district.
In 1909, the “old high school” building was completed at a cost of $45,000 at the school’s
present location on a ten-acre plot of land. In 1910, the school enrolled 110 students and
graduated its first class. It remained standing until destroyed by fire in May 1955. In 1957,
thirty-four additional acres were added to the school site.
Over the past years, the District has been in the midst of extensive renovation and new
construction. More than 50 new classrooms have been built; an additional gymnasium was
added to the campus along with 4,000 square feet of additional library space. All buildings
over thirty years old have been renovated. In the main building, the Administrative offices
now occupy the second floor and Student Support Services occupy the first floor. In 1999
thirteen portable classrooms and a dance studio were completed. During the 1999-2000
school year an additional ten permanent classrooms were completed. The beginning of the
2004-05 school year began with 28 new permanent classrooms and one snack bar located on
the “new campus” up Nash Road. In 2005 a new administrative building opened in this same
area.
In July 1988, the San Benito Joint Union High School District’s name was officially changed
to “San Benito High School District.”
In recognition of its academic and vocational programs, the District has received numerous
honors and awards over the past years. Some of these awards include: the California
Distinguished Schools Award received in 1988, 1994 and 1999, the U.S. Department of
Education Certificate of Merit, the California Exemplary School Award received in 1984, the
California Outstanding Achievement Award received in 1986 and 1987, and the Golden Bell
Award for Migrant Education Programs.
The present enrollment of the high school is approximately 2900 students, with 9
administrators, 131 certificated staff and 120 classified staff members.
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Board of Trustees
The Board of Trustees, consisting of five persons elected from the local communities,
provides the overall direction of our school system and sets general policies concerning the
operation of the District. The Board members have an obligation and responsibility to the
voters of the District to operate schools at maximum efficiency and to provide the best
possible educational program. Each Board member serves a term of four years. Terms of
office are staggered, and School Board elections are held in even-numbered years.
Board members draw upon the counsel and advice of the District’s chief administrative
officer, the superintendent, and other staff members. The Board of Trustees also defines and
describes the duties to be performed by employees of the District. A job description has been
prepared which outlines the significant duties and responsibilities assigned to each employee
position.
Regular business meetings of the Board of Trustees are generally held once a month. Special
Board meetings are held as needed. Board agendas are posted on the front of the main
building and posted online on the San Benito High School District website. The agenda
includes the date, time, location and a brief description of agenda items for the Board
meeting. Minutes and/or a summary for each Board meeting are available in the
superintendent’s office.
At the beginning of each Board meeting, a maximum time of thirty minutes is set aside for
comments on various issues, concerns, and ideas from the public. The procedure for formally
placing an item on the Board agenda is to contact the superintendent ten days prior to the
meeting date. A copy of all Board Policies is available in the superintendent’s office and the
school library. All policies and regulations are posted on the San Benito High School District
website: www.sbhsd.k12.ca.us
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Once the Board of Trustees approve the
District Goals and Objectives for 2015-2016,
they will be posted on the District website.
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Attendance Procedures
Attendance Reporting
Supervisors expect each employee to be punctual and conscientious in his/her attendance.
However, when it is necessary to be tardy or absent from this assignment, notify the
Human Resource Department and the immediate supervisor as soon as possible,
indicating the length of time of this absence and the reason for the absence. Absences
must be reported by either calling the AESOP absence reporting line at 1 (800) 942-3767
or reported online at www.sbhsd.k12.ca.us.

Home telephone numbers of the employee is the initial Access ID number.
Please note your ID number is your home number, with the area code ( 10 digits )

Your pin number was assigned upon hiring. Pin numbers for new employees to
the District is their last four digits of their social security number, ie, 6789 would
be your pin number if your social security number was 123-45-6789. Pin numbers
must 4 digits. If you want to change your pin number and would like some help,
contact the Human Resource Office.
To access online service click on the STAFF tab on the San Benito High School website;
then look for Links for Staff, and finally look for Reporting an Absence.
The employee pin number will be used for both the phone line and the website. The
Human Resource Department can offer assistance with the initial setup. During regular
working hours, call the Human Resource Department directly at (831) 637-5831, ext.
143. Excessive absences and tardiness may jeopardize your employment with the
District.
Advance Request of Absence
For bereavement, jury duty, medical/dental appointments, personal necessity, and
vacation it is necessary to record your absence on AESOP. This request must be
approved by the supervisor and the Director of Human Resources prior to the date of the
leave. Once approved, an email will be generated to your District issued email address
confirming the status of your request. In case of emergency, contact the
SmartFindExpress absence reporting line and complete the Advance Request of Absence
form upon return. This form is available on the San Benito High School District web site,
as well as in the Human Resource Office.
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Benefits
Health and Welfare Benefits
All probationary and permanent classified employees working four hours or more per day
may receive medical, dental and vision coverage for themselves and their eligible
dependents on a prorated basis which is calculated using an eight hour day. The
negotiated cap on medical insurance will be in effect on October 1, 2013. The District
contributes $1,603.80 per month for medical, dental and vision coverage for all full time
employees. The District contributes a prorated portion of this amount for part time
employees electing to enroll in a medical plan. Employees have the option of choosing
between six plans; SISC Blue Cross 100A Office Co-pay $10, 100B Office Co-pay $20,
90C $30, 80G $30, 80K $30 or Minimum Value PPO, and Two-Tiered Bronze medical
plans. It is mandatory for full time employees to elect health coverage. Brochures giving
details of coverage for the medical, dental and vision plans are available in the Human
Resource office and posted on the District website under Human Resources.
Open enrollment for changes to election of coverage or dependent status will be held
every June with an October 1 start date.
Retirement
Classified probationary or permanent employees working 20 hours a week or more
automatically become members of the Public Employees’ Retirement System (PERS).
Membership is mandatory.
Membership in the Public Employees’ Retirement System also brings the employee
under the Social Security System. Deductions for both the retirement system and Social
Security will be made automatically from the employee’s monthly pay.
A member separating from the District may have his/her contribution to the Public
Employees’ Retirement System, with earned annual interest, refunded or rolled over to
another retirement plan. The District will submit a separation form to CalPERS. Once
CalPERS receives the separation notice, a packet will be sent to the member stating the
member’s options.
The amount of retirement income from PERS depends on length of service as a member,
the average salary for the last 12 consecutive months of employment, and the age at the
time of retirement.
If an employee dies before retirement, his or her beneficiary will receive all the
contributions made to CalPERS by the employee, plus interest, plus one month’s salary
for each year of current service as a member, to a maximum of six months salary.
Beneficiary selection forms are available in the Human Resource office.
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Unemployment Benefits
Classified employees are covered by unemployment insurance. Should an employee
become unemployed or have his/her work hours/year reduced, a claim may be filed with
the nearest Employment Development Department office.
Communications
MAIL, E-Mail, Voice Mail Protocol
Effective Communication with Parents, Students, Staff, and Community
All Communication Venues Share the Following Characteristics:



8-02-06
Evidence of initiating communication to parents/guardians, students, staff and community
members.
Prompt returns, within twenty-four (24) hours, to parents/guardians, students, staff members
and community members of phone calls and written, voice, and electronic messages.
Response to student, parent, staff, and community concerns with sensitivity and respect.
Incoming
MAIL - Staff mailboxes are located in the Staff Lounge (Room 203) on the Main Campus.
Staff names are located below each box.
 Staff members are expected to check their mailboxes regularly.
E-MAIL – Each staff member may request a San Benito High School District E-Mail address.
The school E-mail address can be checked from any computer connected to the Internet using
Web Mail (on- campus or off-campus).
 Teachers and staff members with e-mail are expected to check their school E-mail
address twice a day.
VOICE MAIL - Each staff member with a room location has a San Benito High School voice
mail box.

Any voice mail box can be checked from any phone (on-campus or off campus).
Staff members without a set work station may gain voice mail through their
supervisor.
 Staff members are requested to personalize their phone messages with their name and
room number or office location.
 Staff members are expected to check their school voice mail boxes twice a day.
SPECIAL BULLETINS- Union and administrative bulletins are posted in the Staff Lounge
(Room 203) on the Main Campus
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Outgoing - All school mail should be deposited in the mailbox in the Secretarial Center for
stamping. Drop off mail to the office prior to 2:30 p.m. daily. All outgoing mail will be logged
and the appropriate department program will be charged.


Outgoing mail must have a return address with who or what department it should be
charged to or it will be delayed until this information is received.
Staff mailboxes are designed for sharing educational information and
communication. Private or commercial profit making business information is not to
be distributed.
Communicating with Respect
Listen to each word that we speak, recognizing the importance of word choice, body
language and tone.
Actively listen to others. Use first person pronoun, “I”, rather than an accusatory “you”.
Treat people the way we would want to be treated.
Always present ourselves professionally and respond without sarcasm, personal
comments.
Recognize that the comments directed toward us are often from a distraught person and
are not personal. The person may feel threatened and thus respond in a retaliatory
manner. Understand that we are not at risk and therefore we can respond in a calm
manner.
Always consider that there is a “rest of the story”. Understand that information given is
the perception of the person sharing the information.
Parents/guardians are to be treated as the best advocate for their child. Put yourself in the
position of the parent/guardian to understand the concerns and fears,
School personnel are advocates for all students, thus seeking a balance between
individual and group interests.
Always consider that staff members will act professionally.
Do not speak in terms of taking sides. We are a partnership, consisting of families,
students, educators and community members. There are no sides, theirs or ours.
When complaints arrive, encourage the complainant to contact the individual being
complained about directly.
Do not assert that all students and staff must be treated exactly the same. Each case must
be investigated as a separate case with separate circumstances. Certainly past practice
assists in decisions, but decisions are supported on the merits of the specific case.
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Do not state, “I’m just following policy”. The policy is yours/ours as a team member of
the District. The policy should be explained rather than stated as if someone else set the
policy and you have no responsibility for it. Employees of the District serve to support
policies. If a policy is considered unfair, suggest policy changes.
This same concept includes the comments such as “This is what the Superintendent or
Principal or Director wants”; “The people upstairs are making the policy”. “I was
instructed to inform you”. As an agent of the District, you are part of a team and we are
working together and take responsibility for decisions as a team. If you disagree with the
idea, policy or decision, we work it out with team members and then we support the
decision or policy as a team. We do not undermine our colleagues and make a good
guy/bad guy climate.
Parents, students and the public know that we have been hired to provide educational
services. When we say that we do not have the time or an activity causes too much paper
work, we are stating that we cannot do our job. Is this the impression we want the
community to have of us as employees?
Always be able to explain your rationale. Parents/guardians deserve to understand the
decisions that affect their child.
Provide equal access to information and opportunities to all involved. Do not make deals
with some and leave others out.
When an inquiry is made by an outside source (not the parent/guardian of the student
involved in a discipline consequence) as to what type of discipline was given to a student
that is confidential, explain the District policy related to the transgression. An
explanation of typical procedures can provide information to the inquirer without
breaking confidentiality. Avoid stating “That’s confidential. I cannot share that
information”. You can share information of typical consequences and regular
procedures.
Avoid the use of the term and the activity of random. Random suggests no thought, no
consideration of individual differences and no careful choice. The definition is
“impetuous and haphazard”; “without careful choice, aim or plan.” This is not the way
our school district operates.
Always return phone calls and electronic messages within 48 hours. Record the date and
time of the conversation or message if you are not able to speak with someone directly.
Follow up parent/guardian concerns as quickly as possible.
Respectful Behavior: Staff Member to Staff Member
With an emphasis on respectful behavior throughout the school, district, and community,
questions may arise as to how to let an individual staff member know that his/her actions
may not be respectful toward students or other staff members.
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Staff members model for students the courage and confidence to speak up for a safe and
supportive learning environment. When staff members routinely stop others from using
disrespectful language or actions, they save many people from the experience of fear,
anger and the loss of spirit that is a result of feeling harassed or disrespected. Any
intervention used to curtail disrespectful behavior must also be respectful to avoid
embarrassing or humiliating anyone. In some cases people may not realize the impact of
their words and simply need a reminder of respectful behavior.
To help staff members assist others in developing respectful behavior, here are a few
examples of responses that deal with the challenge of speaking to a staff member about
disrespectful behavior.
When a staff member says, “I don’t have time for all of your paper work requests.
Isn’t that your job anyway?” how should I approach this person? I do not know how
to respond to this type of disrespectful behavior?
Response Examples
“I see that my request appears to be difficult for you to complete. Paper work is often
overwhelming for me also. To have the best opportunity to have your work correctly
completed, it requires you or one of your colleagues who knows your program well, to
complete it. Thank you for your help.”
“I understand how difficult it is to complete all of the various requests within such a short
time frame. Would you like to postpone your request and have an opportunity to
complete the work at a later date?”
“You may want to consider thinking through the steps you need to complete the
paperwork and see if there are other people who can assist you.”
“I will be happy to e-mail a draft/template to you to serve as a basis for the required
paperwork.”
“When you speak to me in a disrespectful manner I feel that you devalue my job, yet you
expect me to assist you. It is difficult for me to want to help you when I do not feel
respected. Please refrain from sarcastic remarks so that I will be more willing to assist
you.”
“I understand that you have a class coming in right now. I greatly value instructional
time and apologize for interrupting you. Please call me back at your earliest
convenience so that I can guide you through the steps to accomplish your request.”
“Unfortunately, if I do not have the information necessary, I will not be able complete the
request without your information. “
“It looks like you may have too many things to deal with at this moment. May I call you
back and we can set up a time to review the required steps?”
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How should I handle this situation? A staff member mentions to another staff member
the following comment, “That person never does anything to help the school. I don’t
know why he/she thinks that he/she deserves a paycheck.”
Response Examples
“I don’t like hearing negative comments about our co-workers. It downgrades our
school, community and profession. Please don’t talk like that around me.”
“When you say negative things about others, it encourages students and parents to be
negative and then people start responding in a defensive manner.”
“If you feel that someone’s behavior should be corrected, you may want to offer some
positive suggestions, rather than say things behind the person’s back.”
“When you talk like that, I wonder what you say about me when I am not around. It
really makes me feel uncomfortable. “
“Constructive criticism is often welcomed. If you have suggestions for improving the
staff member’s performance, you may want to share your ideas with the person or his/her
supervisor.”
“Once we start making others look bad, we create a suspicion about our own work. I
would suggest that you not speak of others that way.”
“Is this the impression we want people to have of us? This type of talk reflects directly on
us. We should try to improve people’s performance, rather than criticize others.”
Employee Requirements
California School Employees Association (CSEA), Chapter 173
The California School Employees Association (CSEA), Chapter 173, is the recognized
representative of all classified employees of the San Benito High School District. The
current negotiated agreement between San Benito High School District and CSEA,
Chapter 173 is posted online on the SBHS District website, on the Human Resource page,
under Classified Employee Information. In accordance with state law, the District will
collect a service fee from each employee who does not join the local CSEA chapter.
Child Abuse Mandated Reporter
Employees are required to sign a statement concerning child abuse reporting laws. Each
year the District provides an in-service on child abuse reporting responsibilities. Also,
each staff member will complete on online training program through Keenan Safe
Schools regarding mandated reporter for suspected child abuse. Questions about these
responsibilities are directed to the Human Resource Department.
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Drug Free Workplace
All employees are required to sign the Drug Free Workplace Board Policy 4105.
Carefully review this policy.
Employee Appearance Guidelines
San Benito High School District promotes an environment where appearance and
behavior support a positive learning environment. Dress, grooming and personal
cleanliness standards contribute to the morale of all employees and students and affect
the image that San Benito High School District presents to students, parents/guardians,
visitors and community members.
During work hours and at school events employees are expected to present a clean and
neat appearance and to dress according to the requirements of their position with a sense
of responsibility and self-respect. Appropriately groomed adult role models instill
respect for their position and confidence with students, parents and community, setting a
tone of professionalism.
Acceptable appearance includes:
 Shoes and shirts for safety reasons
 Clean clothing to promote healthy, sanitary conditions
 No strapless or tube tops
 Clothing that fits without tugging or adjusting
 Clothing that covers stomach, midriff and back
 Clothing that is appropriate for the work environment so as not to endanger health
or safety of the employee. Examples include closed toe shoes for maintenance
and food service workers.
Attire which will not be considered appropriate includes but is not limited to the
following:
 Transparent apparel
 Low cut, suggestive or revealing clothing
 Attire that reveals a bare stomach, midriff or back
 Excessive make up
 Hats, caps, head wraps, scarves, bandanas, or other head apparel during the work
day, unless that head apparel is part of the employee uniform, part of customary
religious attire or prescribed by a physician. Beanies under hoods are not allowed.
 Garments that expose a bare midriff or torso or unusually large amounts of bare
skin or underclothing
 Short shorts, very short skirts (above mid thigh)
 Strapless tube tops
 Underwear worn as outerwear or exposed underwear
 Obscene, vulgar, sexual or other inappropriate words or graphics on clothing,
buttons or visible tattoos
 Drug, alcohol, or tobacco-related logos, slogans, brand names, or references
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Beach wear, including but not limited to flip flops, swimming attire, or clothing
generally considered sleeping attire
Pants worn in a sagging manner (below the hips)
Ripped out pants
Apparel with offensive, threatening, provocative, vulgar, displays profanity,
weapons, violence, racial slurs, or has images of gang-related symbols
Consult your supervisor or the Director of Human Resources if you have questions as to
what constitutes appropriate attire. Employees dressed inappropriately will be asked to
modify their attire to fit the District Employee Appearance Guidelines or will be
requested to obtain a change of clothing from home. Repeat offenders will be subject to
evaluation review.
Employee Processing
All new employees must complete the forms, statements, and applications necessary to
confirm their employment, to establish payroll records, and to enroll in insurance
programs (if applicable).
Fingerprints
All classified employees must be fingerprinted prior to employment. Fingerprinting
services are provided by the District through the San Benito County Office of Education.
Loyalty Oath
All classified employees are required by law to sign a loyalty oath. All public employees
are disaster service workers. Signing the loyalty oath serves to notify the employee that in
the event of natural, man made, or war-caused emergencies all district employees are
subject to disaster service activities as assigned to them by their supervisors.
Orientation to Work
Upon hiring, an initial orientation to the workplace, common procedures and a copy of
the job description, are provided to each employee. The Human Resource Specialist and
the direct supervisor of the employee review the orientation form with the employee.
Sexual Harassment
The District is required to provide employees with a copy of Board Policy 4107
(Appendix G): Sexual Harassment. When receiving the policy the employee is required
to sign a notice of policy receipt. Each year the District provides an in-service on sexual
harassment policies, administrative regulations and reporting procedures as well as,
training through Keenan Safe Schools online training.
Standards of Behavior
As employees become familiar with their job, there are two basic ingredients for success;
courtesy and cooperation. A positive attitude at school and in the community is one of the
most valued attributes of a good employee. Whether in contact with the public, with other
employees, with students, or with teachers, the District expects employees to be loyal,
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productive, and prompt, to perform a full day of work for a full day’s pay, and to act in a
manner which will promote the respect of the community.
Employees should not assume that other people with whom they deal have as much
knowledge about the job as the employee does. Staff will explain procedures and
regulations briefly and concisely to assist others in understanding the total operation.
Employees must be prompt both in reporting for work and completing assigned tasks.
Habitual tardiness or absence from work may lead to disciplinary action and/or
termination.
Employees should ask for clarification if instructions given by the employee’s supervisor
are not clear. Understand how work is to be done, when the task is expected to be
finished, and which jobs must be done first.
Quality and accuracy are goals employees should strive to obtain. If employees do make
mistakes, they should find out why, accept correction graciously, and profit from the
mistakes.
Employees do not repeat confidential or personal information. Please remember that
while many items are matters of public record, the release of such information is the
function of specific offices or individuals. Staff members need to keep in mind that
personal information concerning students enrolled in the school is to be kept confidential
except under specific circumstances and to designated individuals. Refer to the Board
policy handbook or immediate supervisor for specific details.
Tuberculosis Test
State law requires each employee to submit to the District Human Resources Department,
prior to employment and every four (4) years thereafter, evidence by a chest x-ray or skin
test that he/she are free of tuberculosis.
Getting Paid
Anniversary Date
The anniversary date is the date upon which an employee is granted salary step
advancement earned by completion of a required period of service which shall not exceed
eighteen (18) months from the initial date of employment, the date of the last salary step
advancement or, in the case of change in classification, the date of such change.
Employees hired between January 1 and June 30 will have an anniversary date of July 1.
Employees hired between July 1 and December 31 shall have an anniversary date of
January 1. Ten-month employees hired for the coming school year, between July 1 and
the first day of school, will have an anniversary date of September 1.
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Deductions
Your salary is subject to five mandatory deductions: Federal Withholding Tax, State
Withholding Tax, OASDI (Social Security), Medicare, and PERS (Public Employees
Retirement System). PERS is deducted if you work 20 hours or more a week. The
District nor the employee pays into State Disability (SDI). Per contract agreement, the
District allows American Fidelity to offer a voluntary disability insurance to employees.
Direct Deposit
Direct deposit of paychecks is available to checking or savings accounts. Please contact
the Human Resource Department for details.
Longevity Pay
Employees who have completed five, ten, fifteen and twenty years of continuous service
with the District are entitled to longevity pay. Refer to the negotiated contract for details.
Pay Day
Salary warrants (payroll checks) are normally issued on the last working day of each
month in payment for work performed during that month. Warrants are available in the
Fiscal Services Office. If you have any questions about your pay warrant, please contact
the Human Resource Department or the Fiscal Services Office.
Pay Vouchers
Pay vouchers are paid at the end of each month but the pay period is counted from the
11th of previous month to the 10th of the current month. Days worked each pay period
would include the 11th of one month to the 10th of the next month; for example, a voucher
for the pay period of September 11th to October 10th would be paid at the end of the
month on the October 31st payroll.
Pay vouchers are due to the immediate supervisor by the 10th of each month.
List only the days worked on the pay voucher. Do not list more than a 30/31 day period
on the pay voucher (from the 11th of one month to the 10th of the next month). Start a
new voucher for any time worked after the 10th of any month.
Personnel Action Forms
Personnel Action Forms (PAF) are generated when employees are initially hired and each
time there is a change in status: i.e., additional dependents, program changes, anniversary
and longevity raises, new withholdings, etc. Employees will receive a copy. Employees
are encouraged to keep copies of the personnel action form, and if questions arise, please
contact the Human Resource Department.
20
Salary
Employees are categorized by classification on a master salary schedule which offers a
beginning rate and a maximum rate reached in five years (steps A-E). The salary
schedule’s monthly rates are based on 12-month, 8-hour day employees. If you are a 10
or 11 month employee the hourly rate reflects your correct placement. Employees will be
eligible for a step increase after the successful completion of one year of service (based
on your anniversary date), and thereafter will progress through the steps of the
classification on each anniversary year until you reach the top step.
If a new employee has previous experience in exactly the same type of position outside
the school district, the Director of Human Resources will determine the placement on the
salary schedule.
Hours of Employment
Work Day
Each employee is provided with expected work hours and designated lunch and breaks.
Overtime
In case of emergency it may be necessary for the supervisor to request that an employee
work more than 8 hours in one day or more than 40 hours in one week. Compensation for
overtime hours will be at a rate of 1½ times the employee’s base pay. Overtime is only
approved in extreme situations.
Overtime must first be approved by your supervisor. Overtime is paid on a pay voucher.
These pay vouchers are available from your supervisor. Employees must complete the
voucher for overtime and have their immediate supervisor sign. These vouchers are then
submitted to Payroll.
Rest Periods
The District provides a 15-minute rest period in the middle of each four hour working
period. These morning and afternoon “breaks” are planned to provide a brief period of
relaxation so the employee will be better able to do the work of his or her position.
Supervisors are responsible for scheduling the actual time for rest periods.
21
Important Information
Affirmative Action
The San Benito High School District has a Board adopted Affirmative Action Program
for ensuring Affirmative Action and Equal Employment Opportunity in recruitment,
assignment, promotion, retention, compensation, and training, and for improving
representation of handicapped persons, minority, and racial and ethnic groups, and
women as appropriate. The Equal Opportunity/Affirmative Action and Title IX Officer is
the Director of Human Resources.
Bargaining Unit Contract
Classified employees of this District are represented by the California School Employees
Association (CSEA). Many aspects of your work here are governed by the contract
between CSEA and the District, including many of the items covered in this handbook
such as: hours of employment, overtime, sick leave, rest periods, transfers, grievances,
holidays, absences, vacations, wages, professional growth, health and welfare benefits,
and more. For up-to-date information in these areas employees should consult this
contract. The bargaining unit contract is posted on the San Benito High School District
website under Human Resources. At the time of initial employment, employees will
receive a copy of this contract.
Change of Personal Information
If employees should move, have a new telephone number, or change their name,
employees must report this information immediately to the Human Resource Department
so that records may be kept accurate and up-to-date. If there is a change in the number of
dependents, report this new information to the Human Resource Department within 30
days. For employees covered under medical, dental, and vision coverage the addition of
dependents must be made within 30 days of the date of marriage, birth or adoption.
Classified Staff Meetings
Up to four times during the course of each school year, classified staff will meet. During
these meetings various administrators and support staff present information of general
interest and provide an opportunity for questions and answers. A list of meeting dates and
times will be distributed.
Employment Staff Badge
At the beginning of each school year, each employee receives a staff identification badge.
This badge identifies you as an employee of San Benito High School District and must be
worn during the workday. This badge can be used for free admission to most home
athletic events and may be used for reduced admission to San Benito athletic events
played away from campus.
22
Employment Status – Probationary/Permanent Status
The first year of employment in any classification (except temporary positions) is
probationary. Probationary employees may be terminated at any time during the
probationary period without stated cause. During the probationary period, the employee
has an opportunity to demonstrate his or her ability to efficiently learn and perform the
duties of the job.
A probationary period must be served for every new classification to which an employee
is appointed, whether it is the initial position with the District, or a different position
obtained through the application/interview process. Current employees appointed to a
new classification will serve a 6 month probationary period. Employees new to the
District will serve a one year probationary period.
Upon successful completion of the probationary period, the employee becomes a
permanent employee.
Probationary and permanent employees receive sick leave, earn vacation time,
accumulate seniority hours, and are paid for holidays.
Employment Status – Temporary Status
Temporary employees are those employees filling in for the District on a temporary basis.
They do not earn vacation time, receive pay for holidays, or accumulate seniority hours,
and are not eligible for health benefits.
Evaluation
Classified employees will receive at least one formal evaluation a year. New employees
will receive formal evaluations at three months, at eight months and at the conclusion of
the first year. Permanent employees will receive a formal evaluation once a year. The
evaluation will be completed by the designated evaluator and will include an evaluation
of knowledge of the job, the quality and quantity of work, attitude, attendance,
interpersonal interaction, personal appearance and work responsibilities.
Each evaluation report will be discussed with the employee by the designated evaluator
and a copy of the completed form will be given to each employee. The original
evaluation will be placed in the employee’s personnel file in the Human Resource
Department.
Facility & Equipment Use By Staff
The use of school facilities is governed by the Civic Center Act and Education Codes
381303 through 38134. The Board of Trustees has the responsibility for granting the use
of school facilities in accordance with the applicable Education Codes.
School facilities, supplies and equipment are designed for educational purposes and shall
not be used by staff for personal gain or to provide services to the general public.
23
Staff shall not use school facilities, supplies or equipment to make or repair anything for
their personal use.
Staff may request the use of facilities by completing the District’s Facilities Request
Form located on the District Finance & Operations webpage and obtaining the required
approvals.
Staff may be required to pay direct charges for facilities use and provide liability
insurance prior to obtaining permission to use school facilities. (See Board Policy 1410
and Administrative Regulations: Use of School Facilities).
Grievances and Complaints
Occasionally employees encounter problems in their work, and the District wants to
assist in resolving these concerns. Employees should promptly present the problem to the
immediate supervisor in an informal discussion. Every effort will be made to provide a
satisfactory adjustment of the problem at this level.
If the problem cannot be resolved with the immediate supervisor, the employee should
consult with an administrator. If a solution still cannot be reached, the problem should be
referred to the Director of Human Resources. Refer to the contract for grievance
procedures.
Guidelines for Use of Vehicles on Campus
As it is paramount that the San Benito High School District ensures the safety of all
students transported in any school transportation vehicle (STV) and meets the legal
requirements of Vehicle Code section 34520.3, the District has established a Non-DOT
Drug and Alcohol Pull Program. Any person who drives a District-owned vehicle for the
transportation of students to any District/school event shall be in this Pull Program.
To become part of this Pull Program you must:
 Contact Transportation Supervisor, at (831) 637-5831 ext. 320, to be added to the
pull list and to schedule a time to drop off a copy of your California Driver’s
License. You will be given a Drug and Alcohol passport you must take to the
Pinnacle Urgent Care located at 591 McCray Street in Hollister.
 Report to Pinnacle Urgent Care in Hollister. Please be sure to bring your current
picture ID, the completed passport and the necessary chain of custody forms
available in the Transportation department. While there, you will be required to
complete a pre-employment drug screen (urine collection) and alcohol test
(Breathalyzer). You should share with the medical personnel any medications
you are taking that may affect your test results.
 After the pre-employment tests are completed, you must return chain of custody
papers to Transportation Supervisor. This provides immediate results for the
alcohol portion of the test. Your drug results will come via e-mail to the District.
24

As soon as the District receives negative test results, you will be notified of the
results and added to the list of drivers. If your results come back positive, you
will not be permitted to drive an STV.
Safety sensitive employees are subject to drug and alcohol testing in the following
situations:
 Pre-employment
 Reasonable suspicion / cause
 Random pull from the enrolled participants on a quarterly basis
 Return to duty
 Follow up after a negative result or a negative dilute result
 Post-accident
If you have any questions regarding this process, please feel free to contact the
Transportation Supervisor at ext. 320.
The District Wide Goal of “maintaining safe, clean, functional and enjoyable campus
facilities with a positive learning atmosphere” provides a focus for staff members using
vehicles on campus. With safety as the primary focus, the following guidelines outline
the use of vehicles on campus:
Definition
Mules used for deliveries; buildings & grounds upkeep
Trucks used for maintenance trades, athletic facilities upkeep
Electric Gems used for cafeteria; maintenance, and custodial work
Golf Carts used by Administrators & Supervisors for campus safety
Use




Emergency transport of injured student/s
Transportation of staff to assist in an emergency situation
Move heavy or cumbersome equipment or supplies
Carry tools and equipment from one place to another as a work station
Operation
Where student pedestrian traffic occurs, all vehicles operate on the campus grounds when
students are not passing from classes, during student break or during student lunch or the
first 15 minutes before and after school, except in emergency situations.
Operation of any vehicle on campus with students in session must be at a reduced speed
of 5 miles per hour or less.
Students are not to ride in any vehicles without the direct supervision of a certificated
staff member or a designee unless in an emergency situation.
25
The vehicles are used to respond to situations quickly or to carry heavy equipment, tools,
food, etc.
Parking
 Vehicles are parked away from staff and student traffic patterns.
 Vehicles parked temporarily do not inhibit staff and student traffic during school
hours.
 Parked vehicles are not in front of a building or in a location that attracts students’
undue attention (attractive nuisance).
Internet Use –
Please refer to Board Policy/Administration Regulation 4040
Use of San Benito High School District’s E-mail, Internet connections, the Network, and
computers is a privilege and not a right.
Because Internet-use can cause problems for the District, unauthorized access (hacking),
willful destruction of property (viruses), and accessing or providing materials which are
obscene, pornographic, defamatory, inaccurate, abusive, profane, sexually oriented,
threatening, racially offensive, or illegal will result in suspension of this privilege and
possible employment sanctions.
Also, because of necessary day-to-day maintenance of the system, certain SBHS
employees and consultants have access to all directories and files.
San Benito High School grants Internet access to students. Use of the Internet by students
is intended to support school-related projects. This medium provides vast informational
resources for students to use in their academic pursuits. The Internet, however, may be
used unsuitably to access inappropriate* information. SBHS has installed filtering
software to reduce the possibility of unsuitable access, but there is no absolute way to
prevent access to information which is clearly inappropriate*. In an effort to preclude
students using the Internet unsuitably, the following guidelines are employed to assist the
filtering software:
1.
As part of the orientation on use of the Internet, teachers will stress the
expectation that students will not use the Internet to access inappropriate*
information.
2.
Staff members observing students using the Internet to obtain or provide
inappropriate* information are to promptly refer those students to the
Discipline Office for appropriate action.
* For the purpose of this guideline, inappropriate information is material that is
defamatory, inaccurate, abusive, obscene, profane, sexually oriented, threatening, racially
offensive, or illegal.
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Job Descriptions
When employee meets with the immediate supervisor and the Human Resources
Specialist for an initial orientation meeting, the employee will be given a job description
explaining examples of duties, pay rate, etc. The employee will be asked to sign one copy
for human resource filing and a second copy will be given to the employee for their
records.
Annually, around June, employees will receive a copy of their job description stating
their years of service to the District, salary placement, vacation and sick leave
information and seniority hours. For ten-month employees, toward the bottom of the job
description, you will find a statement letting you know your return to work date for the
upcoming school year. Employees will again be asked to sign, date and return one copy
and keep one copy for your records.
Keys
Keys to school buildings or offices are issued only to those employees whose duties
necessitate access to school premises at other than regular working hours. If a key is
issued to you, you are charged with a special responsibility for the care and protection of
school property. Extreme care must be exercised against loss of the key and against
granting illegal permission for unauthorized persons to enter the buildings. Keys should
never be given to students or left where students have access to them.
If a key is lost or misplaced, please notify the Fiscal Services office immediately.
If a key is lost, there will be a charge for the actual replacement cost of the key plus the
cost to re-key locks keyed to that particular key and to provide new keys to the re-keyed
locks. This charge will depend upon the key that is lost or misplaced.
Lost and Found
Lost and Found for both students and staff is located in Student Services B.
Lunch Facilities
The Staff Lounge, located next to the cafeteria, in room 203 is available for employee
use. A microwave oven and a refrigerator are available for employee use. Satellite lunch
windows are located throughout the campus and lunch carts are located throughout the
campus.
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Parking/ Parking Passes
There are designated parking spaces for staff. Parking is available in the parking lots,
around the perimeter of the school of West St and B Street.
Staff parking passes are available in the Human Resources office. This will allow you to
park in the parking lots on campus. A pass is also necessary if you are parking on the
street. There is no charge for these passes and will indicate your vehicle belongs to a staff
member rather than a student. At the end of each school year, you will be asked to show
your pass to the Human Resource office. Please contact the Personnel Clerk at ext. 143
for further information.
Personnel File
An individual file is established in the Human Resource office at the time of initial
employment with the District. Information in an employee’s file is considered
confidential and revealed only to authorized District personnel. If information is
derogatory in nature and received by the Director of Human Resources, the information
will not be entered in the file until the employee is given notice an opportunity to review
and comment. Responses, along with the original document, will be entered into the
employee’s file. All annual evaluations are included in employee’s personnel file.
Professional Growth
For details of the professional growth policy for classified employees, please refer to the
negotiated agreement between the District and CSEA.
Purchasing
A purchase order request form (P.O.) must be completed and approved prior to any
purchases for school/district needs. Please see immediate supervisor for specific
information about purchasing procedures and before completing the purchase order(s).
Resignations
An employee who wishes to resign from his/her job should submit a written resignation
to the Human Resource Department with a copy to his/her supervisor. The employee is
asked to provide at least two weeks notice prior to his/her resignation to allow for the
orderly transfer of the duties of the position. The resignation must include three items: the
reason for resignation, the last day he/she plans to work, and a forwarding address. On or
before the last working day, the employee will be asked to meet with the Director of
Human Resources or designee for an exit interview.
Tobacco Use
The use of tobacco products is prohibited at all times on San Benito High School District
property and in District vehicles. This prohibition applies to all employees, students,
visitors, and other persons at any school or school-sponsored activity or athletic event. It
also applies to any meeting on any property owned, leased, or rented by or from the
District.
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Transfers
Employees in the CSEA bargaining unit shall be given consideration in filling any job
vacancy, after the announcement of the position vacancy. The District Equal Opportunity
Employment policy will be utilized in all employee hiring.
All vacancies shall be posted on the District web site and in the Staff Lounge, Room 203
for not less than five (5) working days prior to the position being filled. Any employee in
the bargaining unit may apply for consideration for transfer to that posted position by
filing a written notice with the Director of Human Resources. For employees on leave or
vacation during the period of posting, the District shall make every effort to mail a copy
of the notice by first class mail on the date the position is posted.
Leaves
Bereavement
Employees shall be granted a leave with full pay in the event of the death of any member
of the employee’s immediate family. See the negotiated contract or the back of the
Advanced Notice of Absence form for definitions of “immediate family” and for further
details, including the number of days granted for bereavement.
Holidays
Refer to the negotiated agreement between the District and CSEA for a list of paid
holidays throughout the year and for compensation if employees must work a holiday.
Please refer to the school calendar (Appendix C).
Note: Temporary employees are not paid for holidays.
Industrial Accident and Illness
See the negotiated contract for further details.
Jury Duty
When an employee is required to serve on a jury, he/she may receive full pay during his
or her absence from the job. Time off for preliminary examination for jury duty may be
taken without loss of pay. To receive regular salary, notify that supervisor, submit a copy
of the summons to that immediate supervisor, submit a statement from the jury
commissioner’s office specifying the dates and times served, and reimburse the District
Fiscal Services Office for the full amount you received for jury duty, less mileage
reimbursement. Please refer to the negotiated contract for further information on these
and other leaves.
Personal Necessity
Employees may use not more than eight days of accrued sick leave in any fiscal year for
personal necessity. Please review the negotiated contract for specific details.
29
The employee must create a Request of Absence on AESOP and this request must be
approved, first by the immediate supervisor and then by the Director of Human
Resources, before the employee may take the leave.
Sick Leave
All classified employees, full or part time, employed for five days a week for twelve
months per fiscal year shall receive twelve (12) days sick leave at their regular rate of
pay. Sick leave will be prorated for employees working less than twelve months. Sick
leave shall accumulate from year to year with no limit to the number of days
accumulated. Please review the negotiated contract for further details.
Vacations
Twelve-month employees earn 10 days of paid vacation annually. At the completion of 5
years, twelve-month employees receive 15 days of vacation, and at the completion of 15
years, 20 days of vacation. Regular employees working less than a full twelve-month
year earn vacation on a prorated basis. See the negotiated contract for more specifics on
vacations. Vacations must be approved by your immediate supervisor. Ten-month
employees normally may not take vacations during times when school is in session but
will be paid for all unused vacation time in June of each year.
Responsibilities Towards Students
Student/Campus Rules
Please refer to the student handbook (Baler Handbook) for a description of
student/campus rules. San Benito High School is a closed campus. Students are not to
leave campus without an approved pass at any time during the day. During class time,
students out of class must carry their student planner as a pass. Visitors to campus must
report to the Attendance Clerk in Student Services “B”
Hats, baseball caps, skateboards, tobacco, radios, head gear, and pets are not allowed on
campus. Assistant Principals, Student Support Managers, or the Principal will provide
further information about school policies and procedures.
The school district and parents or legal guardians share responsibility and concern for the
safety and welfare of the students in our school. Whenever a staff member becomes
aware of information that is critical to a student’s welfare, it shall be promptly
communicated to the appropriate individual. Refer to policy handbook or your supervisor
for specific details.
30
Supervision of Students
All staff has responsibility for student supervision. It is the duty of all staff members to
report incidents of vandalism or graffiti along with inappropriate student behavior on
campus. See the Principal and/or Assistant Principals about the supervision of students
and reporting procedures. See attached Board policy 4115/5412 in the appendix.
Safety Precautions
Accidents are costly, not only in terms of money, time lost on the job and personal pain.
Most accidents can be prevented: think safety, work safely. Report any unsafe condition
to the immediate supervisor.
San Benito High School has organized a safety committee. See Adrian Ramirez,
Assistant Principal for details.
San Benito High School District has established the following safety rules, which are
applicable to all staff members. Adherence to these rules is mandatory. The following
website: sbcoe.org provides details regarding safety measures, i.e.; proper lifting,
carrying, abuse reporting, etc. At the website, look for: On-line Safety Training.
Accidents - Employees
All injuries to employees which occur while on duty, no matter how minor, must be
reported to the immediate supervisor and the Human Resource Department within 24
hours. Employees injured and absent from work may receive Workers Compensation
benefits.
Accidents - Students
If a student is injured, report the accident to the nearest staff member and then to the
Principal or designee. The student can be sent to the Health Office, room 126, which is
located inside the front doors of the main building, near the boys’ restroom. Please make
a conscientious effort to preserve evidence of the accident and identify witnesses.
Complete an accident report in the Health Office.
Chemical and Physical Hazards (Right to Know)
To maintain a safe and healthful environment for employees, students, and the public, the
District has developed a communication program regarding chemical and physical
hazards which may exist in the District. In-service and additional information on this
subject are provided during the back to school meeting and at your orientation.
Fire/Code Red/Earthquake Preparedness Drills
During the course of the school year, fire, code red and earthquake drills are held.
Supervisors have specific details about such procedures.
General Behaviors
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1. Always use a ladder or sturdy stool to reach high places.
2. Do not stand on chairs, tables, boxes, etc.
3. Avoid horseplay or any action that may endanger other people. Actions which
may endanger other people must be avoided.
4. Always walk, never run, when performing your work duties.
5. Never use alcohol and drugs during working hours.
San Benito High School District provides health and safety rules through access on the
San Benito County Office of Education website: www.sbcoe.org. Safety rules may also
be distributed, and where applicable, posted for information and welfare. Failure to
observe these rules shall be grounds for disciplinary action.
Reporting
•
•
Report all accidents and/or injuries to the Human Resource Department
immediately after the incident.
Report any unsafe condition or potentially unsafe condition immediately to the
Fiscal Services office.
Work Environment
•
•
•
Keep work areas clean and free from spills.
Aisles, exits, electrical panels and fire extinguisher must be kept clear of
materials.
Report “Potentially Hazardous Material” spills immediately to the Maintenance,
Operations and Facilities Manager.
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Appendices
Appendix A
Certificated Staff
Classified Staff
34
35
Appendix B
Student Schedule
36
Appendix C
School Calendar
37
Appendix D
School Map
38
Appendix E
Organizational Chart
39
Appendix F
Student Service Teams
40
Appendix G
Selected Student Policies and Procedures
Drug-Free Workplace
Zero Tolerance
Information Concerning Students
Non-Discrimination
Release of Students
Reporting Suspected Child Abuse
Staff – Student Relations
Supervision of Students – Board policy 4115/5412
Supervision of Students – Administrative Regulation 5412
Sexual Harassment – All Personnel
Sexual and Other Harassment Between Students
Tobacco-Free School/Smoking
Staff Complaint Policy
Uniform Complaint Procedure
Employee Use of Technology – Board policy 4040
41
41
41
41
42
42
43
43
44
45
46
46
47
48
48
51
Appendix H
Disciplinary Action – Board policy 4330
33
58
Appendix A1: Certificated Staff
Edie Achterman…Independent Study
Pat Adams………………..…Spanish
Tom Agan…....Industrial Technology
Susie Alarcon.......Child Dev/Textiles
Irma Albright….…Special Education
Carissa Alvarez…………...…English
Lane Bacchi……………………Math
Irene Bailey…...…Migrant Education
Derek Barnes………...Social Science
Mike Baumgartner……….Special Ed
Jacqueline Bautista…….Psychologist
Georgene Becerra…………...Science
John Bessa………………..…English
Kelly Bianchi……………Agriculture
Michele Blankenship...Social Science
Becky Bonner-Leland.Social Science
Clete Bradford……………..Business
Jeremiah Brantner………..…Science
Adam Breen…..Yearbook/Journalism
Susan Burke……...Special Education
Chris Cameron………….Physical Ed
Robert Campbell…..........Video Prod
Don Carman………...Industrial Tech
Julie Carriere…………..Carrier Tech
Joanne Carruth………………English
Melissa Casas.....................Counselor
Laurie Chavez…………..Physical Ed
Elly Condos……...Special Education
Rebecca Conklin…………….English
Tiffany Cotter…………….Counselor
Maxine Cunningham…...Physical Ed
Brian DeCarli…………...Physical Ed
Rick Dukes…………………….Math
Tate Edwards………………..Science
Chris Evans……....Special Education
Bryn Faulkenberry……………Math
Carissa Filice………………..Science
Amber Fisher………..Sign Language
Chris Fisher……………………Math
John Fisher……….Special Education
Katherine Foster…………….Science
Isabel Garcia…………………...Math
Chip Gauvreau………………Science
Michelle Goldstone...........Special Ed
Claire Grissom………………Science
Casandra Guerrero…….Speech/Lang
Maria Gutierrez……………..Spanish
Tim Hammer…….….Industrial Tech
Jennifer Henig…………..Special Ed
Iris Hernandez…………...….Spanish
Juan Hernandez…...…Social Science
Mitch Huerta………...Social Science
Bill Johnson………………....Science
Teri Johnstone…………………Math
Amber Kearns……………….English
Vanessa Kirchner………..…..English
Myndi Krafft…………….Ag Science
Mark Krause………...Industrial Tech
Jennifer Kutcha……………..Science
Mike Lango………Special Education
Chris Lasley…………Social Science
Michelle Lassaga…………….French
Fred Latimore………………… Math
Catalina Lemos…..Student Activities
Rebecca Liechty……………….Math
Randy Louge…………...…Academy
Balena Lominario…………...English
Joseph Martin…………...Agriculture
Patrick Martin………..….Agriculture
Araceli Maupin…...............Counselor
Nina Mongiello…..Special Education
Chris Moore………….Social Science
Leanna Morgan…………Physical Ed
Jennifer Mott………..Sign Language
Keith Muraoka………………English
Emmanuel Nelson…..…Psychologist
Michelle Nelson……………….Math
Rebekah Newman…………… .Math
Heather Nichols……………...Dance
Marco Orozco…………………Math
Benjamin Pang………………...Math
Vincent Parker……………...English
Melissa Peeters……………..Science
Frank Perez…………..Social Science
James Peters…………...........English
Woodrow Peterson……………Math
Kathy Picchi…………………..Math
Tim Pipes…………………Counselor
Kristen Porter…………….….Drama
Mario Prado……...Special Education
Andrew Prisco…………....Counselor
Monica Prisco……………....English
Liz Pulcheon……..Special Education
Dan Quinn .……………………Math
Joshua Radon……………….English
Jordan Rager………………..English
Robert Rawles………………English
Matthew Raymond………….English
34
Mallory Richards………..Special Ed
John Robrock…………. ………..Art
Sue Rojcewicz……...…….Counselor
Tom Rooth………….English/SocSci
Steven Salcedo…………...Special Ed
Tania Sauer………………Special Ed
Star Saunders…………………….Art
Elizabeth Scalmanini………..…Math
Charles Schallhorn..…Social Science
Pat Schleeter………..……….English
Edward Schmidt……………Spanish
Travis Schroeder……French/Spanish
Michael Schurig……………Business
Brandon Shores……………..English
Brendon Sigourney…..Social Science
Beri Smith…..…...Independent Study
Bryan Smith………….…..Special Ed
Meg Sullivan-Haertal……Special Ed
Tod Thatcher………Physical Ed/A.D
Luisa Toste………………………Art
Hayley Vandercook……………Math
Ann Vasquez……..Special Education
Laurie Vierra………...Social Science
Marlene Villegas……….Physical Ed
Andrea Walton………Social Science
Kylee Waterman…………….English
James Zuniga…………………Music
JoAnne Z-Kaplansky….ELPrgmSpec
Appendix A2: Classified Staff
Liliana Alba-Bermejo Translator/Att Clrk
Eva Gaitan………….………….Inst. Aide
Mikey Ramos……….………….Mechanic
Mary Andrade………….…...Alt Ed Clerk
Leeann Gaitan………………….Inst. Aide
Charlotte Reyes…..…...Food Service Asst
Terry Andrade…….....Campus Supervisor
Maria Garica………....Food Service Asst
Lucy Reyes…………....Food Service Asst
Maria Arroyo………..Campus Supervisor
Pablo Garcia.…………….….…Custodian
Robert Rivas……… .. ...Career/Job Coord
Lauretta Avina……...……Guidance Tech
Elena Gonzalez……...………....Inst. Aide
Lynne Rose………..….Food Service Asst
Frances Bargas……….Accounting Clerk
Annie Goularte…….….……….Inst. Aide
Peggy Rothermel………………Inst. Aide
Mercedes Berglund….…....Security Suprv
Bonafacio Haro………….Grndswrkr/Cust
Elio Ruedas……………….….Bus Driver
Beverly Bettencourt……...Principal’s Sec
Carol Heiderich……..…..HR Specialist II
Jose Salazar………….……. .…Custodian
Kristy Bettencourt .....Transportation Sup.
Cleofas Hernandez…...………..Custodian
Christina Sambrano………...….Inst. Aide
Amber Botelho……………….. Inst. Aide
Reyna Hernandez………………Inst. Aide
Melanie Sartuche…......Food Service Asst
Robin Brown……....Guidance Technician
Jill Ichien………………………Inst. Aide
JoAnn Scagliotti…........Food Service Asst
Nydia Buelna………....Sped Rcrds. Clerk
Rebecca Iddings…………..…....Inst. Aide
Maria Serrano….Data Processor/Asst.Reg
Melanie Burns…...……..Transport Driver
Jennifer Irvin…………….….Library Asst
Pedro Serrano………………….Custodian
Kevin Byers……….…..Technology Tech
Maria Ketchum….……Food Service Asst
Tim Solomon…….……..Grndswrkr/Cust
Robert Cabrera………………..Custodian
Vanessa Klauer… Employment Specialist
Honor Spencer…..…..Campus Supervisor
Hilda Cascio…………..Instructional Aide
Victoria Kuun………………….Inst. Aide
George Stagi………………...…Inst. Aide
Yesenia Castro-Nunez………....Inst. Aide
Bill Leighty…………..……….Bus Driver
Kim Starke…………....Food Service Asst
Claudia Chavez……..MEP Case Manager
Janice Lemos………….Food Service Asst
Carol Telles……..Stu Act Financial Clerk
Elsa Chavez…………Campus Supervisor
Sarah Lesondak……….Instructional Aide
Linda Torres.......………………Inst. Aide
John Conroy…………………... Inst. Aide
Jim Lewis…………....Food Service Suprv
Monica Garcia de Toscano…...Food Srvc
Tricia Cooper………...Admin Asst to Sup
Lara Lichten……………………Inst. Aide
George Toste………...Campus Supervisor
Cheri Cosio…………….Attendance Clerk
Raul Lopez……................. Grnswrkr/Cus
Linda Valdivia-Solano… …….Inst. Aide
Sue Crosby…............Schl Clrk Sec/Center
Anna Lorenzana….……… . ..Health Aide
Rolando Victory………………Custodian
Jose DeAvila………....Grnds/Custodian II
Elizabeth Martinez…….Migrant Ed Clerk
Deanna Villalon…. Payroll/Audit Analyst
Adria Deegan…………………. Inst. Aide
Juan Carlos Martinez…....Grndswrkr/Cust
David Wallace…………Main Trdswrkr II
Kim Del Toro……….. Instructional Aide
Gloria McConnell……………...Inst. Aide
Michael Ward………………….Inst. Aide
Sylvia DeLuna………………..Bus Driver
Suzanna Medina…..…..Food Service Asst
Donna Wilkinson……..…...Prjct Curr Sec
Donna Destefanis……Campus Supervisor
Jesus Medrano………….Maint. Trdswrkr
Khrista Wilkinson.Employment Specialist
Daren Dickison…….…....Main Trds Tech
Miriam Mendoza……....Attendance Clerk
Mariel Wrobel……………....Library Asst
Dayna Dickison………....Personnel Clerk
Grezia Meza-Sanchez……….Receptionist
Hermelinda Ybarra…….Counseling Clerk
Lynn Dotson……….. Campus Supervisor
Yolanda Nunez………....Vocational Tech
Linda Yetter……………...Guidance Tech
Becky Doty…...…..Stu Act Athletic Clerk
Karla Ornelas………….... HR Specialist I
Karen Zanella…………..…Job Developer
Caleb Doty...Bus Driver/Mechanic Helper
Lizzette Ortiz………..MEP Case Manager
Rob Zimmerman……….…MOF Manager
Yolanda Echevarria.…Campus Supervisor
Anthony Pedregon….....Sr.Nite Custodian
Terri Embry………….Campus Supervisor
Pat Pelaiz………………..……..Inst. Aide
Denise Escover……………….Bus Driver
Shelley Penney…………..HR Specialist I
Rafaela Espinoza…….…..Eng Learner IA
Carlos Perez………….….Grndswrkr/Cust
Kim Faraone………....Fiscal Services Sup
Wayne Powers…………..MainTrdswrkr I
Carlos Figueroa...….Grndswrkr/Custodian
Angelica Prado…….…Food Service Asst.
Lisa French……….…Campus Supervisor
Nick Rabago……….Stu Support Manager
John Frusetta…………. Technology Tech
Domingo Ramirez……….….....Custodian
35
Appendix B: Student Schedule
36
Appendix C: School Calendar
37
Appendix D: School Map
38
Appendix E: Organizational Chart
Once the Board of Trustees approves the
Organizational Chart,
it will be posted on the District website.
39
Appendix F: Student Service Team
STUDENT SUPPORT TEAMS
40
Appendix G: Selected Student Policies and Procedures
Drug-Free Workplace
Pursuant to the requirement of the Drug-Free Workplace Act of 1988 (Public Law 100690, Title V, Subtitle D), it is the policy of the San Benito High School District to
continue to provide a drug-free workplace.
The unlawful manufacture, distribution, dispensing, possession or use of a controlled
substance is prohibited in the workplace which includes all facilities under the control
and use of the San Benito High School District.
Any violation of this prohibition by an employee of the San Benito High School District
may result in (1) requiring such employee to participate satisfactorily in a drug abuse
assistance or rehabilitation program; or (2) disciplinary action up to and including
termination.
Legal Reference: Public Law 100-690, Title V, Subtitle D
Zero Tolerance
The District’s policy regarding illegal drugs, alcohol, and weapons is one of zero
tolerance. Any student under school jurisdiction who possesses or uses illegal drugs,
alcohol, or weapons shall be referred to the Board of Trustees for expulsion.
Information Concerning Students
Teachers shall not divulge personal information concerning pupils enrolled in the school
in any class to any person except under judicial process unless the person is one of the
following:
a. A parent or guardian of such pupil
b. A person designated by such parent or guardian in writing
c. An officer or employee of a public, private, or parochial school
d. An officer or employee of the United States, the State of California, the city or
county seeking information in the course of his/her duties
e. An officer or employee of a public or private guidance or welfare agency of which
the pupil is a client
f. An employer or potential employer of the student
g. The student, if 18 years or older.
Legal Reference: California Education Code 49074 et. seq. - Privacy of Student Records
Non-Discrimination
The governing board of the San Benito High School District affirms as its policy that it
shall operate without discrimination against any student because of race or sex. It further
affirms that no person shall inappropriately, on the basis of race, sex, or handicapping
41
condition, be excluded from participation in, be denied the benefits of, or be subject to
discrimination under any academic, extracurricular, occupational training, or any other
program or activity operated or offered by the District.
The San Benito High School District shall take action to assure that fair and equitable
practices are adhered to according to the Final Title IX Regulations, Implementing the
Education Amendments of 1972, Prohibiting Sex Discrimination in Education. In
addition, the Board shall require full responsibility and cooperation from its individual
employees in the implementation of compliance procedures.
Legal Reference:
California Education Code
200 Prohibition of Discrimination on the Basis of Sex
(purpose)
220 Prohibition of Sex Discrimination (extent)
230 Particular Practices Prohibited
56000 Special Education - Legislative Findings and Declarations
Final Title X Regulations Implementing the Education Amendment
of 1972, Prohibiting Sex Discrimination in Education
Release of Students
No pupil shall be taken from school during school hours by any person other than a
school employee with the following exceptions:
a. A parent or guardian when properly identified by the Superintendent
or his/her designee. (In cases in which the parents have been
divorced, the child may be released only to the parent having legal
custody of the child.)
b. Upon written request, another person properly verified by the
Superintendent or his/her designee.
c. Confirmation by a phone call to a parent or guardian by a school
employee.
d. Properly identified representatives of law enforcement agencies as
verified by the Principal or his/her designee in accordance with
Policy #5336.
Legal Reference:
49408 - Emergency Information
cf. SBHS Policy 5336 - Police and the School
The school district and parents or legal guardian share responsibility and concern for the
safety and welfare of the pupils in our school. Therefore, whenever a staff member
becomes aware of information that is critical to a student’s welfare, it shall be promptly
communicated to the parent or guardian. Some examples of such information are:
a. Extreme change in a student’s behavior.
b. Knowledge or strong suspicion of pregnancy.
42
c. Knowledge or strong suspicion of a student’s intent to run away
from home.
d. use of alcohol, drugs, or ingesting other chemical substances.
e. Severe depression or threat of suicide.
f. Danger of being attacked or planned fighting after school.
It is important for staff, students and parents to recognize that no communication between
students and school employees is legally privileged.
The governing board is committed to furthering a supportive and cooperative relationship
between the home and the school. This can be best achieved by acknowledging and
honoring the preeminent role of the parent or guardian in decisions regarding the welfare
of their children.
Legal References:
49069 Access to Student Records
49400 Pupil Health and Physical Development
49443 Parental Consent for Psychological or Psychiatric
Treatment
4945 Report to Parents or Health Department Civil Code:
34.5 Prevention or Treatment of Pregnancy
43.1 Treatment of Minors with Drug or Alcohol Related
Problems
Reporting Suspected Child Abuse
Any school employee upon observation that a minor has been a victim of child abuse or
who suspects that a minor has been a victim of child abuse must report such fact to the
Assistant Principals and must directly notify the Children’s Protective Services Agency
or Police Department by telephone and in writing within thirty-six (36) hours.
No person shall incur any civil or criminal liability as a result of making any report
authorized by law.
Legal Reference: Penal Code Section 11166.5
Staff-Student Relations
Staff members shall be expected to regard each student as an individual and to accord
each of them the rights and respect due any person. All staff members are expected to
interact with students in a restrained, mature manner, keeping in mind that students are
often impressionable and vulnerable. It is the responsibility of staff to serve the
educational needs of students. The Board of Trustees expects all staff members to
scrupulously avoid using their intention with students to serve their own personal,
political, emotional or financial ends. The relationship between staff and students should
be one of professionals dealing with their clients.
Legal Reference: California Administrative Code, Title VI, 1978
5480 et seq. Code of Ethics for Teaching Professions 5530 Moral Supervision
Board Policy 4115/5412
43
SUPERVISION OF STUDENTS
Providing for the safety of students in school, on their way to and from school, and at all
school sponsored activities is an essential function of the District. Supervision of students
is one of the most important tasks of all staff members. The Superintendent or designee
shall develop appropriate guidelines to promote the safety of all students and which assist
staff in their supervisory functions. All staff have responsibility for student supervision.
It is the duty of all staff members to report inappropriate student behavior on campus or
incidents of vandalism or graffiti.
The District and parents/guardians share responsibility and concern for the safety and
welfare of students within the school. Whenever a staff member is aware of information
that is critical to a student’s welfare, it shall be promptly communicated to the
appropriate administrator or supervisor.
Students shall be supervised by District personnel at all times that the students are in
attendance at school or a school sponsored activity. The Principal or designee shall have
regular supervision schedules and guidelines developed, implemented, and monitored.
Campus Supervision
When campus supervision is not otherwise provided, the site administrators, using
certificated employees, shall provide for the supervision of the conduct and safety, and
for direction of activities of the pupils of the school who are on the school grounds,
during school day breaks, other intermissions, and before and after school. (Title 5,
Section 5552)
Supervision of Extracurricular Activities of Pupils
All social activities of pupils, wherever held, if conducted under the name or auspices of
a public school or of any class or organization thereof, shall be under the direct
supervision of certificated employees of a district or an office of a county superintendent
of schools. (Title 5, Section 5531)
Legal Reference:
44807 - Duty Concerning Conduct of Students
44808 - Responsibility for Student Safety
Calif. Admin. Code Title V
5530 - Moral Supervision
5531 - Supervision of Extracurricular Activities
5552 - Playground Supervision
Adopted:
Revised:
Revised:
November 12, 1980
August 21, 1991
July 19, 2006
44
Administrative Regulation 4115/5412
SUPERVISION OF STUDENTS
Proper supervision of students shall be provided while they are under the immediate
control of the school. Supervision of students shall be maintained on the school grounds,
in classrooms, for bus loading and unloading, in student occupied areas in buildings, on
field trips, during any extra-curricular activity, at school sponsored functions, and at any
other school related and sponsored activity.
Any employee who has direct responsibility for the supervision of students in the
performance of his/her normal duties or who is assigned duty requiring the supervision of
students who fails to provide such supervision by failing to report to duty or by leaving
his/her post of duty without being properly relieved of such duties shall be deemed guilty
of neglect of duty unless absence was due to an emergency condition beyond the control
of the employee.
Administrative guidelines to ensure the proper supervision of students are:
I. Each staff member shall maintain a standard of care for supervision, control,
and protection of students commensurate with assigned duties and
responsibilities.
II. Each staff member shall promptly report to the principal or designee any
accident or safety hazard s/he detects.
III. A staff member shall not send students on personal errands.
IV. A staff member shall not transport students in a private vehicle without the
approval of an administrator/or designee and parent/guardian. A phone
contact may serve as approval. If a parent/guardian is not available,
emergency contacts from the student’s emergency card may be used
V. A staff member shall not require a student to perform work or services that
may be detrimental to his/her health.
VI. Supervision guidelines will be provided to staff members to assist in fulfilling
their responsibilities.
Supervision of Student Behavior Subject to Disciplinary Action
A pupil may be subject to disciplinary action for acts related to school activities or
attendance that occur at any time, including , but not limited to, any of the following:
VII. While on school grounds,
VIII.While going to or coming from school.
IX. During lunch period whether on or off campus.
X. During, or while going to or coming from a school sponsored activity.
District Liability For Pupils Not on School Property
45
The district shall not be responsible or liable for the conduct or safety of any pupil at any
time when such pupil is not on school property, unless a district or school employee has
undertaken to provide transportation for the pupil to and from the school premises,
Sexual Harassment-All Personnel
It is the policy of San Benito High School District to prohibit sexual harassment.
Any employee or applicant for employment who feels that he/she or another individual in
the San Benito High School District programs is being sexually harassed should first tell
the perpetrator to stop the behavior. If the behavior is extreme or if it continues, the
employee should immediately contact the Title IX Coordinator to file a complaint. For
purposes of this policy, the conduct must be sufficiently severe or pervasive so that it has
a negative impact upon the individual’s work performance or environment.
Each complaint of sexual harassment shall be promptly investigated.
Any person employed by or performing a service for San Benito High School District
who violates this policy shall be subject to disciplinary action up to and including
suspension, removal, or dismissal.
Legal References:
Education Code
200-240 Prohibition of discrimination on the basis of sex, especially:
212.5 Sexual Harassment, defined
212.6 Sexual Harassment policy
230 Particular practices prohibited
Government Code
12900-12996 Fair Employment and Housing Act
Labor Code
1101 Political activities of employees
1102.1 Discrimination: sexual orientation
United States Code, Title 42
2000d & 2000c et seq. Title VI & Title VII, Civil Rights Act of 1964 as amended
2000h-2 seq. Title IX, 1972 Education Act Amendments
Sexual and Other Harassment Between Students
The San Benito High School District Board of Trustees prohibits sexual or other
harassment of student(s) by any other student(s).
Teachers shall discuss this policy with their students in age-appropriate ways and should
assure them that they need not endure any form of sexual or other harassment. Any
student who engages in any form of harassment of another student will be subject to
disciplinary action up to and including expulsion. According to Civil Code 1714.1,
parents may be held financially liable for the misbehavior of their children.
46
The San Benito High School District Board of Trustees expects students or staff to
immediately report incidents of student harassment to the Principal or other administrator
or counselor. A copy of complaint procedures shall be available from the Principal and
complaints of harassment shall be filed in accordance with these procedures.
Each complaint of sexual or other harassment of student(s) by any other student(s) shall
be promptly investigated.
Legal References:
200-240 Prohibition of discrimination on the basis of sex, especially:
212S Sexual harassment, defined
212.6 Sexual harassment policy
230 Particular practices prohibited
Government Code
12900-12996 Fair Employment and Housing Act
Labor Code
1101 Political activities of employees
1102.1 Discrimination: sexual orientation
United States Code, Title 42
2000d and 2000e et seq. Title VI and Title VII, Civil Rights Act of 1964 as amended
2000h seq. Title IX, 1972 Education Act Amendments.
Tobacco-Free School/Smoking
San Benito High School District and its governing board recognize that tobacco use
presents health hazards and desires to discourage student use of tobacco products.
Students shall not be allowed to smoke, chew, or possess tobacco or nicotine products on
school property, at school-sponsored events, or while under the supervision of district
employees.
The district shall provide instruction to fully acquaint all students with the hazards
associated with the use of tobacco products and take steps to discourage students from
using tobacco. Students who violate this policy are subject to disciplinary procedures
which may result in suspension or expulsion.
Legal References:
44049 Known or suspected alcohol or controlled substance abuse by student
48900 Suspension or expulsion (grounds)
48900.5 Suspension, limitation on imposition; exception
48901 Smoking or use of tobacco prohibited
48909 Narcotics or other hallucinogenic drugs
51202 Instruction in personal and public health and safety
51203 Instruction on alcohol, narcotics and restricted dangerous drugs
41260 Elementary and secondary school instruction in drug education by appropriately
trained instructors.
47
Staff Complaint Policy
The Board of Trustees of the San Benito High School District recognizes the need to
provide for the orderly resolution of any staff complaints arising out of a purported
violation, interpretation or inappropriate application of school district policies or
Administrative Regulations. Any school employee shall have the right of access to the
complaint procedures of this school district.
There shall be no reprisals by the Board or any employee of the school district against
any employee who uses the complaint procedures.
The written procedures for this policy are included in Administrative Regulations and
printed copies are available to all employees of the school district.
Uniform Complaint Procedures
The Board of Education recognizes that the district has primary responsibility for insuring that it
complies with applicable state and federal laws and regulations governing educational programs.
The district shall investigate and seek to resolve complaints at the local level. The district shall
follow the Uniform Complaint Procedures
.
Uniform Complaint Procedures were developed and established to handle complaints against the
District involving specific educational programs which are conducted with state or federal funds,
or regarding charges that the District has unlawfully discriminated against someone. (Procedures
established in accordance with state law, Title 5, California Code of Regulations, Sections 46004671.)
These same complaint procedures may be used to file complaints against the District that allege
the imposition of an impermissible pupil fee, harassment, intimidation, bullying, and/or unlawful
discrimination under the following federal laws: Section 504, or Americans with Disabilities Act
(discrimination based upon physical or mental disability); Title IX (discrimination based on
gender, including sexual harassment); and Title VI (discrimination based on race, color, or
national origin). Discrimination complaints must be filed within six months of last occurrence or
when knowledge was first obtained.
What Programs Are Covered: These complaint procedures cover the following educational
programs: 1) Adult Basic Education; 2) Federal Aid Programs; 3) Migrant Education; 4)
Vocational Education; 5) Section 504 Program; 6) Special Education; 7) Any other program
benefitting from state or federal funds in which discrimination occurs based on ethnicity, religion,
age, gender, (including sexual harassment), sexual orientation, race, physical or mental disability,
medical condition, or political belief or affiliation. In addition, these complaint procedures shall
be used when it is alleged that the District requires a student to pay an impermissible pupil fee for
participation in an educational activity, that a student has been harassed, intimidated, and/or
bullied.
How To Submit A Complaint: Any person, organization, or public agency concerned about a
violation of state or federal regulations governing an educational program listed is to submit a
written complaint to Shawn Tennenbaum, Director of Human Resources, Compliance and
Technical Support, 1220 Monterey Street, Hollister, CA 95023. This office will provide
assistance to those who cannot complete a written complaint.
48
A complaint regarding a pupil fee may be submitted to the Principal of San Benito High School.
The District assures confidentiality of the facts to the maximum extent possible. The District
prohibits retaliation against anyone who files a complaint or anyone who participates in the
complaint investigation process.
Complainants are further advised that civil law remedies, including, but not limited to,
injunctions, restraining orders, or other orders, may also be available to them.
How A Complaint Is Investigated And Answered: Each complaint is investigated by the
appropriate District office or division which must do the following within 60 days: 1) Provide an
opportunity for the person or organization complaining and District personnel to present
information related to the complaint; 2) Obtain specific information from other persons familiar
with events and locations related to the complaint; 3) Review related documents; 4) Prepare a
written report (in English and in the language of the complainant) on findings and recommend
solutions; 5) Notify the person or organization of appeal procedures.
Complaints about Special Education programs and services may also be referred by the District or
the complainant may file the complaint with the California Department of Education, Special
Education Division. To file a special education complaint directly with the California
Department of Education (CDE), you may write to the CDE at the address listed in the section
“How to Appeal.”
How to Appeal: Persons or organizations disagreeing with the local District, school, or office
decision have 15 days after receipt of the decision to file an appeal. The appeal must be in
writing and must include a copy of the original complaint, as well as a copy of the local site
decision provided to them. 1If the original complaint involved one of the education programs
listed (1-7), the appeal should be sent to: State of California, Department of Education, State
Superintendent of Public Instruction, P. O. Box 944272, Sacramento, CA 94244-2720.
2.
If the original complaint involved discrimination under Section 504, the ADA, or Title
IX, and the decision was provided by a District, school, or office, the appeal may be
directed to: Shawn Tennenbaum, Director of Human Resources, San Benito High School
District, 1220 Monterey Street, Hollister, CA 95023.
Appeals of local site decisions involving Title IX or Title VI may also be directed to the
Department of Education for resolution.
Civil Law Remedies: A complainant may pursue available civil law remedies for discrimination,
harassment, intimidation and bullying outside of the District’s complaint procedures.
Complainants may seek assistance from mediation centers or public/private interest attorneys.
Civil law remedies that may be imposed by a court include, but are not limited to, injunctions and
restraining orders. For discrimination complaints, however, a complainant must wait until 60
days have elapsed from the filing of an appeal with the California Department of Education
before pursuing civil law remedies. The moratorium does not apply to injunctive relief and is
applicable only if the district has appropriately and, in a timely manner, apprised the complainant
of his/her right to file a complaint in accordance with 5 CCR 4622 (EC Section 262.3)
Legal Reference:
EDUCATION CODE
200-262.4 Prohibition of discrimination
8200-8498 Child care and development programs
49
8500-8538 Adult basic education
18100-18203 School libraries
32289 School safety plan, uniform complaint procedure
35186 Williams uniform complaint procedure
41500-41513 Categorical education block grants
48985 Notices in language other than English
49060-49079 Student records
49490-49590 Child nutrition programs
52160-52178 Bilingual education programs
52300-52490 Career-technical education
52500-52616.24 Adult schools
52800-52870 School-based coordinated programs
54000-54028 Economic impact aid programs
54100-54145 Miller-Unruh Basic Reading Act
54400-54425 Compensatory education programs
54440-54445 Migrant education
54460-54529 Compensatory education programs
56000-56867 Special education programs
59000-59300 Special schools and centers
64000-64001 Consolidated application process
CODE OF REGULATIONS, TITLE 5
3080 Application of section
4600-4687 Uniform complaint procedures
4900-4965 Nondiscrimination in elementary and secondary education programs
PENAL CODE
422.6 Interference with constitutional right or privilege
UNITED STATES CODE, TITLE 20
6301-6577 Title I basic programs
6601-6777 Title II preparing and recruiting high quality teachers and principals
6801-6871 Title III language instruction for limited English proficient and
immigrant students
7101-7184 Safe and Drug-Free Schools and Communities Act
7201-7283g Title V promoting informed parental choice and innovative
programs
7301-7372 Title V rural and low-income school programs
Management Resources:
WEB SITES
U.S. Department of Education, Office for Civil Rights:
http://www.ed.gov/offices/OCR
Adopted: Feb. 2, 2000
Revised: Jan. 14, 2003, Jan. 26, 2005, May 27, 2009, March 23, 2011, March 20, 2013
50
Employee Use of Technology
Employee Use Of Technology
Board Policy 4040
The Board of Trustees recognizes that technological resources can enhance employee
performance by improving access to and exchange of information, offering effective tools to
assist in providing a quality instructional program, and facilitating district and school
operations. The Board expects all employees to learn to use the available technological
resources that will assist them in their jobs. As needed, staff shall receive training in the
appropriate use of these resources.
Use of technology by SBHSD employees and students is permitted and encouraged where
such use is suitable for educational purposes and supports the goals and objectives of
SBHSD. Technology is to be used in a manner that is consistent with the SBHSD standards
of student and employee conduct, and as part of the normal execution of an employee's job
responsibilities and student learning.
Students and employees should be aware that computer files and communications over
District-provided electronic media, including, but not limited to, text messages, email and
voice mail are not private. The District reserves the right to monitor these systems at any time
without advance notice or consent. District-provided electronic devices, including e-mail,
networks, cellular telephones and voice mail, are not private. These technologies should not
be used to transmit confidential information about students, employees, or district operation
without authority. Authority to transmit confidential information shall be granted by the
Superintendent or designee.
Employees shall be responsible for the appropriate use of technology and shall use the
District's electronic resources only for purposes related to their employment. Such use is a
privilege which may be revoked at any time.
The Superintendent or designee shall ensure that all district computers with Internet access
have a technology protection measure that prevents access to visual depiction that is obscene
or includes child pornography, and that the operation of such measures is enforced. The
Superintendent or designee may disable the technology protection measure during use by an
adult to enable access for bonafide research or other lawful purpose.
To ensure proper use, the Superintendent or designee may monitor the district's technological
resources, including e-mail, cellular telephones and voice mail systems, at any time without
advance notice or consent. If passwords are used, they must be known to the Superintendent
or designee so that he/she may have system access when the employee is absent.
The Superintendent or designee shall establish administrative regulations which outline
employee obligations and responsibilities related to the use of technology. The
Superintendent shall also establish guidelines and limits on the use of technological
resources. Inappropriate use shall result in a cancellation of the employee's use privileges,
disciplinary action and/or legal action in accordance with law, Board policy and
administrative regulations.
Employees shall be asked to acknowledge in writing that they have read and understood these
policies, regulations and guidelines.
51
In the event that the use of an electronic resource affects the working conditions of one or
more employees, the Superintendent or designee shall notify the employees' exclusive
representative.
Legal Reference:
CALIFORNIA CONSTITUTION
Article 1, § 1
EDUCATION CODE
212.5 Definition Sexual Harassment
231.5 Educational Institutions; Written Policies on Sexual harassment
35291 Rules
51870-51874 Education technology
PENAL CODE
502 Computer crimes, remedies
630 - 633.8 Eavesdropping on or recording confidential communications
UNITED STATES SUPREME COURT
City of Ontario v. Quon, 130 S. Ct. 2619 (2010)
Policy SAN BENITO HIGH SCHOOL DISTRICT
adopted: March 9, 2011, Hollister, CA 95023
revised: March 9, 2011
52
Employee Use Of Technology
Administrative Regulation 4040
The San Benito High School District recognizes the value of computer and other electronic
resources to improve student learning and enhance the administration and operation of its
schools. To this end, the Board of Trustees encourages the responsible use of computers;
computer networks, including the internet; and other electronic resources in support of the
mission and goals of the San Benito High School District and its schools.
Because the internet is an unregulated, worldwide vehicle for communication, information
available to staff and students is impossible to control. Therefore, the SBHSD Governing
Board adopts this policy governing the voluntary use of electronic resources and the internet
in order to provide guidance to individuals and groups obtaining access to these resources
through the SBHSD network. This policy also addresses the use of all District-provided
electronic devices.
I. SAN BENITO HIGH SCHOOL DISTRICT RIGHTS AND RESPONSIBILITIES
It is the policy of the San Benito High School District to maintain an environment that
promotes ethical and responsible conduct in all online network activities by staff and
students. It shall be a violation of this policy for any employee, student, or other individual to
engage in any activity that does not conform to established board policy BP 4040 and
administrative regulation AR 4040. Within this general policy, the San Benito High School
District recognizes its legal and ethical obligation to protect the well-being of students and
District employees in its charge. To this end, the San Benito High School District retains the
following rights and recognizes the following obligations:
1. To log network use and to monitor fileserver space utilization by users and assume no
responsibility or liability for files deleted due to violation of fileserver space allotments.
2. To create or remove a user account on the network.
3. To monitor the use of online activities. This may include, but is not limited to, real-time
monitoring of network activity, text messages and/or maintaining a log of electronic
communications for later review.
4. To provide internal and external controls as appropriate and feasible. Such controls shall
include the right to determine who will have access to the SBHSD network and,
specifically, to exclude those who do not abide by the San Benito High School District's
acceptable use policy or other policies governing the use of school facilities, equipment,
and materials. San Benito High School District reserves the right to restrict online
destinations through software or other means.
5. To provide guidelines and make reasonable efforts to train staff and students in acceptable
use and policies governing electronic communications.
II. USER OBLIGATIONS AND RESPONSIBILITIES
Employees are authorized to use the district's technological assets and on-line services in
accordance with employees' obligations and responsibilities specified below.
53
1. The employee in whose name a District network login account is issued or to whom
District technology assets are assigned, or both, is responsible for its proper use at all
times. They shall use the system only under their own login name or number. "District
network login" includes, but is not limited to, the District's email system, student
information system, purchase order system, human resources system, assessment system,
Special Education Information System, Wide Area Network (WAN) and all components,
Local Area Network (LAN) and all components, and any other systems that may contain
District information.
2. Employees shall safeguard their District account logins and passwords in a secure manner,
and shall not allow anyone else access to said information. This includes, but is not limited
to, other teachers, students, para-professionals, parent volunteers, and other District
employees except Technology Department technical support personnel required to have
access to said information to perform their duties.
3. Employees shall use the District's technology assets only for purposes related to their
employment with the District. Commercial, political, and/or personal use of the system is
strictly prohibited. The District reserves the right to monitor any on-line communications
for improper use.
4. Employees shall not use any District technology assets to promote unethical practices or
any activity prohibited by law or District policy.
5. Employees shall not create or transmit material, or by omission or permission cause
material to be created or transmitted that is threatening, obscene, disruptive, or sexually
explicit, or that could be construed as harassment or disparagement of others based on
their race, national origin, sex, sexual orientation, age, disability, religion, or political
beliefs.
6. Copyrighted material may only be placed on the system or used by employees with the
author's written permission or in accordance with copyright laws, licensing agreements,
and within the bounds of the fair use doctrine.
7. Teachers and other employees shall also ensure students are aware of and adhere to
copyright laws, licensing agreements, and fair use doctrine.
8. Vandalism may result in the cancellation of employee privileges. Vandalism includes
knowingly uploading, downloading, or creating computer viruses, and or any malicious
attempt to harm or destroy district equipment, materials or the data of the District, and any
other user.
9. Employees shall immediately upon discovery report any known or realized security
problem, infection, invasion, contamination or misuse of the network or District data to
the Superintendent or designee.
10. Employees are hereby notified that there is no expressed or implied expectation of
privacy when using any District technology asset. Email, voice mail, instant messages,
SMS messages and District data are the property of the District. All such data may be
archived by the Technology Department for a period no less than required by law. Access
to said information shall be provided to law enforcement agencies and attorneys
concerned with litigation as stipulated by law, and may be provided in response to Public
Record Act request.
54
11. Employees hired into positions with authority to access to confidential pupil records or
employee employment data shall sign a confidentiality agreement upon hire.
12. Employees are not permitted to add, remove, change, or modify any hardware, firmware,
or software without the expressed written consent of the Director of Educational Services
and in accordance with approval procedures.
13. Employees shall safeguard all District confidential or sensitive data.
14. Employees shall not abuse District technology assets for personal use including, but not
limited to, commercial ventures, solicitation, music, video, digital images, personal
messages, on-line shopping, on-line gaming, on-line gambling, participation in virtual
social websites, chat rooms, and the like.
15. Employees shall not spend dedicated work time using technological assets for personal
use.
III. ELECTRONIC MESSAGING (EMAIL, INSTANT MESSAGES, TEXT MESSAGES)
1. Employees shall only send electronic messages which deal with the District business or
within the provisions allowed by the collective bargaining agreement. Employees should
observe appropriate judgment and ethics in sending electronic messages as representatives
of the District. The District reserves the right to monitor electronic messaging
transmissions for suspected abuse or improper use.
2. Employees must use appropriate language and are encouraged to keep messages brief.
3. Employees shall immediately upon discovery report any security problem or misuse of the
network to the Superintendent or designee.
4. Employees are required to maintain their District email accounts in an appropriate manner,
periodically archiving data, removing old data, and saving data to appropriate data folders.
IV. SOFTWARE
1. Employees shall not place unlicensed software on District computer equipment.
2. Employees shall not place District software on non-District owned computer equipment
unless appropriate licensing is obtained and written District permission is requested and
received.
3. Employees may place personally owned software on District owned computer equipment
if:
a. the employee can provide evidence of proper current licensing;
b. the software is used for District business; and
c. software is free of viruses and other damaging, invasive, intrusive, or destructive
programming.
d. Approval is sought and given by Director of Educational Services.
55
V. NETIQUETTE
You are expected to abide by the generally accepted rules of electronic etiquette. These
include (but are not limited to) the following:
1. Be polite. Be brief. Do not be abusive in your communication to others or encourage others
to be abusive.
2. Use appropriate language. Do not swear, use vulgarities, or any other inappropriate
language. Illegal activities are strictly forbidden.
3. Type messages in sentence case. Some users view typing in all capitals as though the
sender is verbally yelling.
4. Do not reveal personal addresses or phone numbers of students, colleagues, or yourself to
any stranger met on the internet.
5. Do not reveal names, contact information, or any pupil record information to other students
or any stranger met on the internet. Ensure colleagues requesting this information will use
it for appropriate District business only.
6. Note that electronic messaging is not private. People who operate the system do have
access to all electronic messages. Messages relating to or in support of illegal activities
may be reported to the authorities.
7. Do not use the network in such a way that you would disrupt the use of the network by
other users.
8. All communications and information accessible via the network should be assumed to be
private property of San Benito School District.
9. Never share your password.
10. Use discretion and good professional judgment when forwarding, replying to all, or using
distribution lists.
This policy and administrative regulation will be reviewed annually to reflect changes in
practice, technology, and the law.
56
User Agreement
I have read, understand, and will abide by the above Employee Use of Technology Board and
Administrative Regulation Policy when using computer and other electronic resources
owned, leased, or operated by the San Benito High School District. I further understand that
violation of the regulations above is unethical and certain violations may constitute a criminal
offense. Should I commit any violation, my access privileges may be revoked, disciplinary
action, including termination of employment, may be taken, and/or appropriate legal action
may be initiated.
User Name (please print) ______________________________________________________
User's Signature _____________________________________________________________
Date:___________________________________________________________________
57
Appendix H: Disciplinary Action
Board Policy 4330
DISCIPLINARY ACTION
Causes for Disciplinary Action
Persons employed in the classified service may be suspended, demoted, or dismissed for
any of the following causes:
A.
Incompetency, inefficiency, insubordination, inattention to or dereliction of duty,
discourteous treatment of the public or fellow employees, or any other willful or
persistent violation of the provisions of the Education Code or rules, regulations,
or procedures adopted by the Board of Trustees.
B.
Dishonest, habitual drunkenness which directly or indirectly has an adverse effect
on the performance of his/her job, immoral conduct, or addiction to the use of
narcotics.
C.
Political activities engaged in by an employee during his assigned hours of
employment.
D.
Conviction of a serious crime by a court of law; a record of one or more
convictions which indicates that the person is a poor employment risk; failure to
disclose material facts regarding criminal records; other false or misleading
information on application forms or examination and employment material
matters.
E.
Excessive unexcused absence or tardiness.
F.
Excessive absence which is detrimental to the District.
G.
Failure to report for review of criminal records or for health examination after due
notice.
H.
The discovery or development during an initial probationary period of any
physical, emotional, and/or mental condition which would have precluded
acceptance as eligible for assignment.
I.
Abandonment of position.
Procedures for Disciplinary Action
When a regular employee is to be recommended for suspension, demotion, or dismissal,
the following shall apply:
58
A.
An employee, upon making a written request, shall be granted an informal review
with the administrator responsible for making the recommendation for discipline.
The administrator will review the information submitted by the employee prior to
being the final recommendation.
B.
Written notice of the specific charges shall be given to the employee in
accordance with California Education Code 45116.C.Written notice of the right to
a hearing on such charges shall be given to the employee.
D.
Accompanying the notice of charges presented to the employee shall be a
“Request for Hearing” form. If the employee desires a hearing, this form must be
signed by the employee and returned to the Personnel Office within five (5) days
of receipt.
E.
If a hearing is requested, the Governing Board shall act on the Superintendent’s
recommendations after the hearing is completed.
F.
If the employee does not request a hearing within the specified five days (see C
above), the Board shall act upon the Superintendent’s recommendation.
G.
An employee may be suspended by the Superintendent subject to later ratification
by the Governing Board.
H.
Board action on employee discipline shall be final and conclusive.
Legal Reference
45113 Rules for disciplinary action
45116 Notice of disciplinary action
Adopted:
Reviewed:
July 9, 1980
Oct. 20, 1999
59
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Classified Staff Handbook 2015-2016

Transcription

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