File - Yupiit School District

Yupiit School District
Classified Support
Staff Handbook
2011-2012
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FORWARD
The Yupiit School District School Board policies, administrative rules and
regulations, and Alaska state and federal statutes provide the foundation and
structure for the Classified Support Staff Handbook. In most instances, the
directives represent an abbreviation or paraphrasing of existing and original school
district documents located in school-site administrative offices. It is strongly
recommended that staff who are seeking further clarification, insights and guidance
for adhering to and/or implementing any given school district policy, rule,
regulation and state and federal statute, review the original source if cited (i.e., BPBoard Policy/AR-Administrative Rule/E-Exhibit).
The Classified Support Staff Handbook shall be applicable for all classified
support staff except as may otherwise be specified in an employment contract
approved by the Superintendent. The handbook is not a contract, but merely a set
of general operating guidelines and principles that can help staff effectively and
efficiently support the creation and nurturing of quality teaching and learning
environments.
Although the Classified Support Staff Handbook represents a collection of the
most relevant governing and managing school district operational standards, it is
imperative that those entrusted with supporting the educational mission and goals
of the school district apply their best professional judgment and common sense at
all times. No other expectations than “caring” and “protecting” the well-being of the
children entrusted in our care should take precedence. It is absolutely essential that
all staff members take the necessary time to review this handbook annually and
ensure there is no doubt to the meaning and intent of its contents.
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Table of Contents
District in General
School District/Schools ………………………………………………………………...…….
Mission Statement ………………………………………………………………………..…….
Philosophy ………………………………………………………………………………..……….
School District Goals ……………………………………………………………..……………
District/School-Site Improvement Plans ……………………………..………………
School-Based Management/Site Councils ………………………………...………….
Budget Advisory Committee ……………………………………………………...………..
Organizational Chart …………………………………………………………...……………...
School Calendar ………………………………………………………………...……………….
School Work Day/Week/Year …………………………………………...……………….
Teacher-In-Charge/Principal’s Principal ……………………………………………..
Harassment/Sexual Harassment …………………………………………...……………
Public Concerns/Issues …………………………………………………………...…………
Establishment of Positions …………………………………………………………………
Employee Status ………………………………………………………………………………...
School Security …………………………………………………………………………..………
Tobacco-Free Schools/Smoking …………………………………………………..……..
Drug and Alcohol-Free Workplace ………………………………………………..…….
Open/Closed Campus ……………………………………………………………….………..
Visitors ………………………………………………………………………………………..…….
Safety …………………………………………………………………………………………..…….
Infectious Diseases …………………………………………………………………….………
Pandemic/Epidemic Emergencies ………………………………………………………
Bloodborne Pathogens ………………………………………………………………………
Environmental Safety …………………………………………………………………………
Hazardous Substances and Pesticides …………………………………………………
Cellular Phones/Portable Electronic Devices ………………………………………
Computers/Printers …………………………………………………………………………..
Internet ……………………………………………………………………………………………..
Electronic Mail (E-mail) …….………………………………………………………………..
Maintenance/Repair Requests ……………………………………..……………………..
Campus Disturbances/Crisis Response Plan …………..……………………………
Intruders on Campus ………………………………………..………………………………...
Child Abuse/Neglect …………………………………………………………………………...
Confidential Information …………………………………………………………………….
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Student-Family Privacy Rights ……………………………………………………………. 18
Employment in General
Equal Employment Opportunity ………………………………………………………….
Nondiscrimination in Employment ……………………………………………………...
Standards/Expectations ..……………………………………………………………………
Job Descriptions …………………………………………………………………………………
Recruitment and Selection ………………………………………………………………….
Hiring and Promotion …………………………………………………………………………
Assignments ………………………………………………………………………………………
Extra Duty Assignments/Schedule ………………………………………………………
Compensation .……………………………………………………………………………………
Health Examinations …………………………………………………………………………..
Legal Status Requirement …………………………………………………………………...
Insurance/Retirement Plans/Payroll Deductions ………………………………...
Holidays and Leave …………………………………………………………………………….
Personnel Records/Files …………………………………………………………………….
Professional Evaluations/Supervision ………………………………………………...
Separation …………………………………………………………………………………………
Dismissal ……………………………………………………………………………………………
Termination Agreements ……………………………………………………………………
Suspension/Disciplinary Action ………………………………………………………….
Employment References ……………………………………………………………………..
Nonschool Employment ……………………………………………………………………...
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Support Staff in General
Codes of Ethics …………………………………………………………………………………...
Professional Conduct ………………………………………………………………………….
Attendance/Absence …………………………………………………………………………..
Dress and Grooming …………………………………………………………………………...
Advertising and Promotion …………………………………………………………………
Media Relations ………………………………………………………………………………….
Relations With Vendors ……………………………………………………………………...
Contracts …………………………………………………………………………………………...
Volunteers …………………………………………………………………………………………
Staff Concerns/Complaints …………………………………………………………………
Political Activities ………………………………………………………………………………
Publication/Creation of Materials ……………………………………………………….
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District in General
School District/Schools
School District: Yupiit School District
Schools: Akiachak, Tuluksak and Akiak
Mission Statement
To educate all children to be successful in any environment.
Philosophy
The School Board is committed to providing a program of instruction which offers
each and every student an equal and equitable opportunity to develop to the
maximum of his/her individual capabilities. The Board further believes all students
can succeed regardless of their ethnicity, background, gender or ability. School staff
shall ensure this philosophy is reflected in all school programs and supporting
educational activities and in all that they do. [BP 0100]
School District Goals
The School Board is committed to educational excellence and self-evaluation and
believes the school district exists to meet the diverse and unique needs of students,
parents/guardians and other community members. It is, therefore, important that
citizens are afforded viable ways and means for freely expressing their expectations
for their school district and each of its schools. The Board strongly encourages
students, parents, staff, and all other community members and organizations to
actively participate in the school district’s continuing and ongoing school
improvement efforts.
The Board believes that a quality education should provide an opportunity for
students to develop:
1. Their concept of self-worth and the ability to exercise self-discipline.
2. A positive attitude toward responsible citizenship.
3. Mastery of the basic knowledge, skills, understandings and abilities
associated with reading, writing, mathematics, science, computer technology,
foreign languages and fine arts.
4. Skills and other competencies leading toward economic independence
consistent with individual interests and basic potential.
5. An awareness and understanding of our country’s history and ideals and its
diverse ethnic, racial and cultural heritage.
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6. An awareness and understanding of the heritage, ideals, and contributions of
other cultures, races and nationalities.
7. A recognition of the importance of physical and mental health.
8. An ability to adapt and participate constructively in a changing society.
9. An understanding of the relationship of people and their environment.
10. Moral and ethical values based on the rights and responsibilities of
individuals and their relationships to each other. [BP 0200; BP 0210]
District/School-Site Improvement Plans
The School Board is committed and dedicated to continuing to improve the overall
performance of the school district and each of its individual schools. If the school
district and/or individual schools within the district do not successfully
demonstrate Adequate Yearly Progress (AYP), as determined by No Child Left
Behind (NCLB) statutes, they will be required to develop and implement a district
and/or school improvement plan in accordance with state and federal law.
District/school improvement plans will be submitted to the Board for review and
approval. District/school improvement plans must be developed and provided to
the school district administration for approval within ninety (90) days of the
district’s/school’s notification that it has not met AYP. The school district
administration will review school-site improvement plans and approve them within
forty-five (45) days of receipt of their plans from individual school sites and forward
school improvement plans to the state for their review and approval.
District and/or school improvement plans must be developed and designed to
address those deficient areas identified in the AYP report received from the state.
Parents/Guardians, school staff, and other interested community members must be
involved in the preparation of the school improvement plan.
District/school improvement plans shall address:
1. Duration: length of time to implement, monitor, and evaluate plan.
2. Strategies: plans must include scientifically and research-based strategies,
methods and approaches that will strengthen core academic content areas
(reading, writing, mathematics, and science) and that address the specific
academic issues that lead to the AYO designation.
3. Policies: plans will implement policies and practices concerning the school’s
core academic content areas that have the greatest likelihood of ensuring all
students demonstrate proficiency or better on state assessments by the end of
the ensuring school year.
4. Funding: plans will provide for the school’s allocation and spending of at least
ten (10) percent of the funding allocated to the school under Title I in order to
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provide the school teachers and building Principal with high-quality
professional development that has the greatest likelihood of addressing the
academic performance problems that resulted in the AYP designation.
5. Professional Development: plans will explain how the high-quality professional
development suggested will directly address the academic performance
problem that caused the AYP designation.
6. Annual Objectives: plans will establish specific annual measureable objectives
(AMOs) for continuous and substantial progress by all students collectively, and
each subgroup of students, to ensure that all students demonstrate proficiency or
better on state assessments by the end of the ensuing school year.
7. Parental Notice: plans will describe how written notice of the AYP designation will
be provided to parents/guardians of students enrolled in the school. To the extent
possible and practical, the notice will be in a format and in a language that
parents/guardians can understand; Annual Report Card to the Public.
8. Responsible Parties: plans will specify the respective responsibilities of the school,
school district, and the Alaska Department of Education & Early Development in
implementing the plan.
9. Parental/Guardian Involvement: plans will include strategies to promote effective
parental/guardian involvement in the school improvement effort.
10. Extended Day Programs: when appropriate, the plan will incorporate activities for
helping students acquire the essential academic knowledge, skills, understandings
and abilities before and after school, during the summer, and during the extension of
the school year.
11. Teacher Mentoring: plans will incorporate a teacher mentoring program.
The school will implement district/school improvement plans immediately upon district
approval. The district will ensure appropriate technical assistance to school sites during
the development of individual school improvement plans and throughout a plan’s
duration. [BP 0520 (a-b)]
School-Based Management/Site Councils
The School Board believes that shared decision making at each of the school site
levels can more readily address local educational concerns and issues and improve
school overall performance. The Board supports the active involvement of students,
parents/guardians, staff, and other community and civic organizations in the school
improvement decision making process, and encourages the use of site councils in
helping draft effective and efficient district and school governing policies, rules and
regulations which respond to the diverse and unique educational school site needs
and that are supported in school district policies and goals. [BP 0420; BP 9000]
Budget Advisory Committee
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The School Board shall establish and maintain a balanced budget. The Board shall
prepare and adopt an annual budget which is compatible with district and school
goals and objectives and reflects the best possible estimates of revenues and
expenditures. In order to receive public input and comment early in the budget
planning process, a budget advisory committee, comprised of members of the staff
and community, shall review the proposed budget at regular intervals during its
preparation and shall report its findings and recommendations to the Board. [BP
3100]
Organizational Chart
The school district and each school shall create a single administrative system
organized to provide appropriate and effective decision-making at all levels. Each
school site will maintain a current school site organizational chart that clearly
identifies the primary supervisory lines of supervision and responsibility.
The organizational chart should clarify working relationships and functions. It is
not intended to indicate all the lines of communication and cooperation which must
exist to create successful and effective schools. Administrators and supervisors
shall insure that all staff understand to whom they are responsible and for what
functions. Lines of supervision and responsibility should in no way prevent staff
members at all levels from cooperating to develop the best possible school teaching
and learning environments possible. [BP 2110] (Appendix B)
School Calendar
The school calendar will meet the requirements of the law as well as the needs of
the school community. The school calendar shall show the beginning and ending
school dates, number of teaching days, vacation/holiday periods, and other
pertinent dates. District schools shall be closed in observance of Labor Day,
Thanksgiving Day and the day after, Christmas, New Year’s Day, Memorial Day, and
the Fourth of July. Holidays that fall on a Sunday shall be observed the following
Monday. Holidays that fall on a Saturday shall be observed the preceding Friday.
The district shall commemorate special days and events in accordance with the law.
Schools are encouraged to celebrate and recognize days and events of local
significance. [BP 6111; BP 6115] (Appendix C)
Work Day/Week/ Year
The work day/week/year is the number of days in a fiscal year for which each
support staff position has been budgeted. For the purpose of identifying benefits, a
full time position is based upon a minimum work week of twenty (20) hours. The
district’s workweek begins on Sunday and ends on Saturday. Employees are
expected to work the hours authorized on their status form. Additional hours must
be approved by the supervisor and/or administration prior to working them.
Failure to do so may result in dock of pay for those unauthorized hours. Employees
will be authorized to work the number of days listed unless the supervisor requests
a change in status from the Superintendent.
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1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.
Business Manager
Maintenance Director
Payroll Supervisor
Maintenance
Administrative Assistants – District Office
Preschool Program Coordinator,
Cultural Specialist
Administrative Assistants – School Offices
Custodians
Associate Teachers
Aides, Parent Educators, Elders, Librarians
260 Days
260 Days
260 Days
260 Days
230 Days
215 Days
215 Days
210 Days
210 Days
190 Days
190 Days
The School Board shall fix the length of the school/work day subject to the
provisions of law. A typical school day would be as follows:
7:00 am
Cooks arrive.
8:00 am
Elementary teachers, office staff, some teaching
assistants, and maintenance staff arrive.
Breakfast for all students.
8:25 am
Elementary teachers meet and pick-up students in the
Hall of Elders.
8:30 am
Teaching assistants and High School staff arrive.
9:00 am
High School classes start.
10:45 am
Elementary lunch.
11:15 am
Elementary teachers pick-up their students in the
gymnasium.
12:29 pm 1:04 pm
High school lunch starts and every three (3) minutes.
two (2) new classes arrive for lunch.
3:00 pm
Elementary school dismissed.
Teachers walk their classes to the front door and assure
students have left the building or are with a supervising
adult (i.e., after school tutor).
3:30 pm
Elementary teachers may leave work.
4:00 pm
Middle/High school dismissed.
4:30 pm
Middle/High school teachers may leave work after
confirming that all their students have left the building
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or are with a supervising adult (i.e., cocurricular
advisor, athletic coach, tutor, etc.) [BP 6112]
NOTE: The end of the working day for classified employees is based
on their contracted hours. [BP 4253 (a-b)]
Teacher-In-Charge/Principal’s Principal
The School Board recognizes that there will be times when the building Principal
will be absent from the school site in the course of exercising their administrative
duties and responsibilities. Therefore, the Board authorizes the position of TeacherIn-Charge/Principal’s Principal in order to provide proper supervision and to
manage and maintain the continuity of the instructional programs and school
operations. In the absence of the building Principal, the Teacher-In-Charge/
Principal’s Principal shall administer the school in accordance with Board policies,
administrative regulations and procedures, and the law. The name of the TeacherIn-Charge/Principal’s Principal shall be kept on file in the school office and when
necessary, staff will be informed of who this individual is.
In most instances, the Dean of Students will serve in the capacity of acting Principal
when the Principal is out of the building. If the Dean of Students is not available to
serve, the school Counselor will then be the acting Principal. Every effort will be
made by office staff to ensure teachers will be able to contact and communicate with
the building Principal on a daily basis, even though the Principal may be out of the
office or community. [BP 2250]
Harassment/Sexual Harassment
The School Board is committed to the elimination of all forms of harassment.
Harassment can cause embarrassment, feelings of powerlessness, loss of selfconfidence, reduced ability to perform school work, and increased absenteeism or
tardiness. The Board will not tolerate the harassment of any student by another
student, district employee, or any employee from another employee, or any third
party (includes, but not limited to, school volunteers, parents, school visitors,
service contractors or others engaged in district business). Any individual who is
found guilty of any form of harassment shall be subject to disciplinary action.
Harassment means intimidation by threats of or actual physical violence; the
creation by whatever means of a climate of hostility or intimidation; or the use of
language, conduct, behavior, or symbols in such a manner as to convey hatred,
contempt, or prejudice or to have the effect of insulting or stigmatizing an
individual. Harassment includes, but is not limited to, harassment on the basis of
race, sex, creed, color, national origin, religion, marital status, or disability.
Sexual harassment of or by any employee shall not be tolerated and should be
reported immediately so that action may be taken to eliminate inappropriate
behavior. The Board considers sexual harassment to be a major offense which may
result in disciplinary action or dismissal of the offending employee. Unwelcome
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sexual advances, requests for sexual favors, and other verbal or physical conduct of
a sexual nature constitute sexual harassment when:
1. Submission to the conduct is made either an explicit or implicit condition of
employment, status or promotion.
2. Submission to or rejection of the conduct is used as the basis for an
employment decision affecting the harassed employee.
3. The harassment substantially interferes with an employee's work performance
or creates an intimidating, hostile, or offensive work environment.
4. Submission to, or rejection of, the conduct is the basis for any decision
affecting benefits, services, honors, programs or other available activities.
An employee who feels that he/she is being harassed is encouraged to report such
incident to the immediate supervisor of the accused employee or the appropriate
personnel department official without fear of reprisal. The Superintendent or
designee shall be informed of all such complaints and will assist in the investigation
and resolution of complaints. An employee making a complaint of sexual
harassment shall not be required to resolve the complaint directly with the
offending person. The Superintendent or Principal shall ensure prompt and strict
enforcement of Board policy.
The Board encourages students and staff to immediately report incidences of any
form of harassment to the appropriate administrator. In no case shall a student or
staff member be required to resolve the complaint directly with the offending
person. [BP 4119.11 (a-b); BP 4119.12 (a-b); BP 5145.5 (a-b); BP/AR 5145.7 (a-b)]
Public Concerns/Issues
The School Board believes that the quality of educational programs and supporting
activities can only improve when the school district and schools genuinely makes a
concerted effort to listen to public concerns/issues, considers differences of opinion,
and resolves disagreements through an established and objective decision-making
process. The Board encourages those with concerns/issues to resolve their
differences as early and informally whenever possible and at the lowest possible
level when appropriate. If differences remain unresolved, individuals who still feel
their concerns/issues have not been resolved should submit a formal complaint as
early as possible in accordance with appropriate district procedures.
Staff Related. When a concern arises, staff members are asked to first work with
their immediate supervisor and/or school administration. If the concern is not
satisfactorily resolved at this level, an employee may appeal to the district
administration. The concern should be in writing and cite the issue and how the
staff member believes resolution can be reached. Staff members are asked to
resolve staff related concerns and/or issues with the greatest professional judgment
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and highest respect for their profession. As a member of the school district staff, it
is wise to not circumvent the process or involving the immediate supervisor and/or
building administration in seeking resolution. Creating or encouraging strife is in no
one’s best interest and is considered an inappropriate behavior for resolving issues.
[BP 1312.1 (a-b); BP/E 1312.2 (a-b)); BP 1312.3 (a-b)/AR (a-b)]
Establishment of Positions
The Superintendent shall establish such classified positions as are necessary and
appropriate to meet the operational needs of the District and as are consistent with
budgetary constraints. These may include both permanent and temporary
positions. A listing of permanent positions and their associated job descriptions are
contained in the Job Description Handbook.
Employee Status
The following definitions help define the type and status of a support staff
employee:
Classified Employee. Any district employee who occupies a position for which
an Alaska Teacher’s Certificate is not required.
Permanent Employee. The employee, other than the probationary employee
who occupies a permanent position.
Probationary Period. The first ninety (90) working days in attendance in a
permanent position.
Seasonal Position. A permanent position established to meet recurring season
needs that approximately coincide with the school year.
Temporary Employee. The employee who occupies a temporary position or
who has been appointed to a permanent position on a temporary basis.
Temporary Position. A position established with an anticipated duration of 90
working days. [BP 4216]
School Security
The School Board is fully committed to preventing violence and crime on school
grounds. School administration and staff shall strictly enforce district policies and
regulations related to crime, campus disturbances, campus intruders, student safety,
student conduct and student discipline. The Board encourages staff, parents/
guardians and students to work with local law enforcement agencies and other
interested parties in developing a comprehensive school safety plan which includes
strategies for preventing crime and violence on school premises. Incidents of illegal
entry, theft of school property, vandalism, and damage to school equipment and/or
property shall be reported to school administration as soon after discovery as
reasonably possible. A written report of the incident shall be made within twentyfour (24) hours of its discovery.
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An employee may use appropriate force when necessary to protect themselves from
attack, to protect another person, to stop a disturbance threatening physical injury
to others, or to obtain possession of weapons or other dangerous objects or within
the control of a student. All use of force shall be reported immediately to the school
administration.
Keys. All keys used in a school shall be the responsibility of the building Principal.
Keys shall be issued only to those employees who regularly need a key in order to
carry out normal activities of their position. Master keys are not to be loaned.
Employees who have been assigned keys shall be responsible for the safekeeping of
those keys and shall never allow students or other unauthorized individuals to use
these keys. Employees with keys shall be responsible for the security of the room,
gate or building involved. The duplication of school keys is prohibited. If a key is
lost, the individual staff member assigned the key shall immediately report said loss
to administration and shall pay for a duplicate key. Lost keys may result in a staff
member loosing said keys responsible for paying up to one-thousand (1,000.00)
dollars or more to rekey the school building. Duplicate keys may be obtained only
through the business office. [BP/AR 3515; BP 4158]
Tobacco-Free Schools/Smoking
Ample research has demonstrated the health hazards associated with the use of
tobacco products, including smoking and the breathing of second-hand smoke. As
role models, district employees should demonstrate conduct that is consistent with
school programs to discourage students from using tobacco products. In
accordance with law and to promote the health and safety of all students and staff,
the School Board prohibits smoking or the use of tobacco products anywhere and
anytime on district property and in district vehicles, including athletic events and all
cocurricular activities. This prohibition does not apply to any private residence
owned or leased by the district for housing purposes. [BP 3513.3]
Drug and Alcohol-Free Workplace
The School Board believes the maintenance of drug-free and alcohol-free
environments is essential to providing quality educational programs and supporting
activities. No employee shall unlawfully manufacture, distribute, dispense, possess,
use or be under the influence of any alcoholic beverage, drug or controlled
substance before, during or after school hours at school or in any other district
owned facility or property or at any district-sponsored event and/or activity.
School district employees who as part of their duties and responsibilities are asked
to drive school vehicles need to spend time reviewing BP/AR 4021 (a-g), especially,
bus drivers. [BP/E 4020 (a-b); BP/AR 4021 (a-g)] (Appendix D)
Open/Closed Campus
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The School Board has established a closed campus for all district K-6 elementary
school programs. Once students arrive at school, they must remain on campus until
the end of the school day unless they have brought written authorization from their
parent/guardians and received permission from school authorities to leave for a
specific purpose. Students who leave campus without such authorization shall be
classified as truant and subject to disciplinary action.
The School Board has established an open campus for all district 7-12 middle/high
schools during the lunch period. Students shall not leave the school grounds at any
other time during the school day without written authorization of their parents/
guardians and permission of school authorities. Students who leave school without
such authorization shall be classified as truant and subject to disciplinary action.
Parents will be notified of this policy at the beginning of the school year and
requirement for parent/guardian permission. [BP 5112.5]
Visitors
The School Board encourages parents/guardians and interested community
members to visit the school district and school sites to view and actively participate
in school programs and activities. Building site Principals are responsible for
establishing rules, regulations and procedures to facilitate visits during regular
school days and working hours. All visitors are to register at the school office when
entering a school facility. [BP 1260]
Safety
The School Board believes that safety is every employee’s responsibility. The Board
expects all employees to use safe work practices and to report and correct any
unsafe conditions which may occur. No employee shall be required to work under
unsafe or hazardous conditions or to perform tasks which endanger their health,
safety, or well-being.
The School Board places a high priority on safety and on the prevention of student
injury. The district administration and staff shall make every reasonable effort to
ensure the safety and proper conduct of students from the time they arrive at school
and are under district and school supervision until they leave school supervision,
whether on school premises or not. Personnel responsible for releasing students
from school custody shall exercise extreme diligence to prevent such release to any
unauthorized or unidentified person.
Employees will become familiar with the safety regulations for their building. They
will see that all rules and regulations pertinent to student and staff safety are clearly
understood. Students are not to be left unattended in any school area. Students are
to also to be supervised at all times while they are in the lunchroom and hallways
during the school day. Lack of supervision opens the door for liability cases if an
accident occurs. [BP 4157; BP/AR 5142 (a-d)]
Infectious Diseases
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The School Board encourages each employee to inform the district as soon as
reasonably possible if they contract an infectious disease which creates a physical or
mental disability. The Board will reasonably accommodate the needs of such
individuals. The Board may reassign or grant disability leave to an employee who is
unable to perform their job duties and responsibilities because of illness or because
the employee’s illness significantly endangers their health or safety or the health or
safety of others. [BP 4119.41 (a-c); BP/AR 5141.22 (a-c); BP 5141.23]
Pandemic/Epidemic Emergencies
The School Board recognizes that a pandemic/epidemic outbreak is a serious threat
that stands to affect students, staff, and the community as a whole. In the event
anyone with the school is discovered or suspected to have a communicable disease
that may result in a pandemic/epidemic, that person may be quarantined pending
further medical examination. Any student or staff member found to be infected with
a communicable disease that bears risk of pandemic/epidemic will not be allowed
to attend school until medical clearance is provided by a primary care physician or
other medical official. Parents/guardians and local and state health officials will be
immediately notified. [BP 6114.4 (a-b)]
Bloodborne Pathogens
The school district administration shall ensure state and federal standards for
dealing with bloodborne pathogens and other potentially infectious materials in the
workplace are met. The administration will establish a written Exposure Control
Plan designed to protect employees from possible infection due to contact with
bloodborne viruses, including human immunodeficiency virus (HIV) and hepatitis B
virus (HBV). In accordance with the district’s Exposure Control Plan, employees
having occupational exposure shall be offered the hepatitis B vaccination at no cost.
Employees may also decline a hepatitis B vaccination by completing the appropriate
Hepatitis B Vaccine Declination. (Appendix E)
The district shall provide a training program as specified by law to all employees in
job classifications which have been determined to have some degree of occupation
exposure. This training shall be offered at the time of initial assignment, annually
thereafter, and whenever a change of tasks or procedures affect the employee’s
exposure.
All students and staff shall routinely observe the following universal precautions for
the prevention of infectious disease.
1. Wear disposable waterproof gloves whenever you expect to come into direct
hand contact with blood, other body fluids, or contaminated items or surfaces.
Do not reuse gloves. After each use, remove the gloves without touching them
outside an dispose of them in a lined waste container. Gowns or smocks should
also be worn if an individual anticipates soling of clothes by body fluids or
secretions will occur.
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2. Wash hands and any other contacted skin surface thoroughly for fifteen (15) to
thirty (30) seconds with dispensable soap and warm running water, rinse
under warm running water, and thoroughly dry with disposable paper towels.
3. Clean surfaces and equipment contaminated with blood with soap and water
and disinfect them promptly with a fresh solution of bleach (ten parts water to
one part bleach) or other disinfectant.
4. Properly dispose of contaminated materials and label them as biohazardous.
5. Do not care for others’ injuries if you have any uncovered bleeding, oozing
wounds, or nonintact skin conditions.
6. Use a mouthpiece, resuscitation bag or other ventilation device when readily
available in place of mouth-to-mouth resuscitation.
Staff shall immediately report to school administration any exposure incident or
first-aid incident in accordance with the district’s Exposure Control Plan or other
procedures. [BP/AR/E 4119.42 (a-d); BP 4119.43 (a-b); BP/AR/E 5141.23 (a-b)]
Environmental Safety
The School Board believes that students and staff have the right to learn and work in
a safe environment. School staff should be alert to any physical conditions,
including explosive, toxic or incendiary hazards, which may jeopardize the safety of
students, employees, or the public. [BP 3514]
Hazardous Substances and Pesticides
The School Board recognizes that the daily district and school operations entail the
use of potentially hazardous substances/pesticides. Teachers shall instruct students
as to the importance of proper handling, storage, disposal and protection of
potentially hazardous substances/pesticides. The Board encourages staff to
substitute less dangerous materials for hazardous ones whenever feasible. [BP
3514.1 (a-c)]
Cellular Phones/Portable Electronic Devices
The School Board believes that technology resources facilitate communication,
innovation, resource sharing, access to information, and student learning. As
approved by the Board, the school administration shall oversee the acquisition and
distribution of portable technology devices, including laptop computers. Employees
are permitted to transport appropriate and approved technology devises between
school and home, and other travel when appropriate. Employees are permitted to
use this equipment outside of their work day. All use of district-issued portable
technology shall be in accordance with the district’s equipment and Internet use
policies. Cellular phones are not allowed to be used during school working hours
for personal affairs and business unless an emergency arises. Office personnel are
16
to ensure personal cellular phones are either turned off or are left in the vibration
mode.
The contents of a cellular phone, camera, or other portable device may be searched
to determine ownership, to identify emergency contacts, or upon reasonable
suspicion that a district policy or administrative directive and regulation or law has
been violated. [BP 4170; BP 5138 (a-c)]
Computers/Printers
School computers and printers are to be supervised by teachers and staff at all
times. Students and staff are encouraged to use computers and printers for the
purpose of completing school assignments and related educational projects. Chat
rooms, gaming/gambling/streaming of music and videos are prohibited without
school administration approval. Checking personal and non-school e-mails is not
allowed during class instructional time. Employees are asked not spend time on
their computers during working hours unless the computer is being used to support
work. School district computers and telephones should only be accessed and used
by appropriate employees. No personal toll calls may be charged to the district.
Internet
The School Board recognizes the educational and communication value and
opportunities that exposure to the Internet and other computer networks can
provide staff and students. The Board has adopted an Internet Acceptable Use
policy to ensure appropriate use of the Internet. The use of the Internet and similar
communication networks by staff and students is a privilege and not a right. Failure
to follow the Internet Acceptable Use policy guidelines can lead to appropriate
disciplinary action being taken, up to and including the loss of access to the Internet
or other networks. Legal action may likewise be taken where/when appropriate.
All school district technologies are the property of the school district and the district
reserves the right at any time to inspect and review computer files if it has
reasonable cause to suspect that an individual is using the computer and related
technologies inappropriately. [BP/AR/E 6161.4 (a-d)] (Appendix F/G)
Electronic Mail (E-mail)
Electronic mail systems are provided to district staff for the purpose of professional
communication. All district electronic mail systems are owned by the district and
are intended for the purpose of conducting official district business only. District
electronic mail systems are not intended for personal use by employees of the
district and employees should have no expectation of privacy when using electronic
mail systems.
The district retains the right to review, store, and disclose all information sent over
the district electronic mail systems for any legally permissible reasons, including
but not limited to determining whether the information is a public record, whether
17
it contains information discoverable in litigation, and to access district information
in the employee’s absence.
Employees must exercise caution and good judgment in the use of the e-mail system.
Electronic mail messages can be retrieved even if they are deleted and statements
made in electronic mail communications can form the basis of various legal claims
against the individual author or the district.
Appropriate e-mail use includes:
1. Users of district e-mail are responsible for their appropriate use.
2. All illegal and improper uses, including but not limited to pornography,
obscenity, harassment, solicitation, gambling, and violating copyright or
intellectual property rights.
3. Use of the e-mail system for which the district will incur an expense without the
expressed permission of a supervisor is prohibited.
4. Except as otherwise provided in policy, district employees are prohibited from
accessing another employee’s e-mail without the expressed consent of the
employee.
Employees are to use personal accounts to send chain and personal e-mail and not
first class. Work e-mails are archived and therefore, be professional at all times
when creating and sending e-mails. Remember to edit, checking punctuation,
grammar and spelling prior to sending.
District employees will be subject to disciplinary action for violation of e-mail
policies and regulations. Electronic mail sent or received by district employees may
be considered a public record subject to disclosure or inspection under the Alaska
Public Records Act. All district electronic mail communications should be to ensure
that all public electronic mail records are retained, archived, and destroyed in
compliance with state law. [BP 3523 (a-b)]
Maintenance/Repair Requests
The School Board recognizes the importance of timely maintenance and repair of
district facilities, property and equipment to ensure the safety of students and
employees, in protecting state and local investments, in providing necessary loss
control, and in helping to ensure the availability of capital funding. All school
buildings and equipment shall be regularly inspected to assure that all are
maintained at the highest level of safety. All employees are responsible for
promptly reporting to their immediate supervisor and/or building Principal any
damage to district and school property and equipment.
Employees are expected to help maintain a clean and safe learning and working
environment within their assigned working areas in their schools.
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All requests for custodial service and/or assistance, other than for emergencies, are
to be presented to the school administration. Requests should be in writing, or via
e-mail. Employees need to complete a Work Order maintenance/repair request
form and submit it to their supervisor and/or Principal. Work Order requests will
be routed to the Director of Maintenance. [BP 3510] (Appendix H)
Campus Disturbances/Crisis Response Plan
The School Board recognizes that all school staff must be prepared to cope with
campus disturbances and to minimize the risks they entail. Staff should be
especially sensitive to conditions that incite cultural and racial conflict, student
protests, and confrontations. All school personnel shall be prepared to respond
quickly to campus disturbances in accordance with the school site’s crisis response
plan. A school crisis response team, consisting of the building Principal, one (1)
certified teacher, one (1) classified employee, and one (1) parent, will augment the
district plan with a school-site working plan and procedures for addressing campus
disturbances and emergencies, or other crisis which create distress, hardship, fear
or grief. All employees and students shall receive annual instruction regarding the
crisis response plans, including fire, evacuation and lock down drills. Every
employee will receive a copy of the crisis response team plan and procedures at the
start of the school year and will be responsible for posting the plan within their
classrooms or assigned working areas. The Board encourages all staff to become
proficient in administering first aid and cardiopulmonary resuscitation. District
administration shall provide for CPR inservice training for staff annually. [BP/AR
5134; BP/AR 6114 (a-b); AR 6114.1; AR 6114.2 (a-b); AR 6114.3 (a-d)] (see Crisis
Response Plan)
Intruders on Campus
The School Board is committed to keeping the schools safe from intruders and
requires all visitors to register in the school office upon arrival on campus. Building
Principals are responsible for promptly expelling from school premises any
individual they think might disrupt normal school operations, threaten the health
and safety of students or staff, or cause property damage. Principals shall ensure all
staff members know what action is to be taken when they observe strangers on
school grounds and when and how to get help from law enforcement authorities.
[BP 3515.2]
Child Abuse/Neglect
District employees have a legal duty to immediately report known or suspected
child abuse and/or neglect to the nearest office of the Department of Health and
Social services. The reporting duties and responsibilities of a district employee
cannot be delegated to another individual. With concern for the well-being of each
and every student, teachers and school administrators shall be trained to report
known or suspected incidences of child abuse in accordance with state law. District
employees shall cooperate with law enforcement and child protection agencies
responsible for reporting, investigating and prosecuting cases of child abuse and/or
19
neglect. School administration will annually train district employees who have
regular contact with students. Reporting procedures include:
1. Any district employee may report known or suspected child abuse and/or
neglect, by telephone to the nearest office of the Department of Health and
Social Services.
2. If contact cannot reasonably be made with child protective services and
immediate action is needed to protect the child, the employee shall make the
report of abuse and/or neglect to the nearest law enforcement agency.
3. In addition to reporting to child protective services, employees shall report
harm from known or suspected child abuse to local law enforcement if the harm
is believed to have been caused by a person not responsible for the child’s
welfare or if the employee is unable to determine who caused the harm or
whether the person believed to have caused the harm has responsibility for the
child’s welfare.
4. When an employee is required to contact law enforcement but is unable to
make the contact, then the employee should contact the Department of Health
and Social Services.
5. When an employee is required to contact the Department of Health and Social
Services but is unable to make that contact, then the employee should contact
law enforcement.
The duty to report child abuse and/or neglect is an individual employee duty and no
school administrator or supervisor may impede or inhibit such reporting duties and
responsibilities. Furthermore, no individual making a report shall be subject to any
sanction. Determining whether or not the suspected abuse and/or neglect actually
occurred is not the responsibility of the individual filing the report. Such
determination and follow-up investigation will be made by child protective and law
enforcement agencies.
Any individual who fails or refuses to report a known or suspected case of child
abuse and/or neglect, when they should have reasonably known or suspected, can
be found guilty of a misdemeanor. The individual failing to report known and/or
suspected child abuse and/or neglect may also be held civilly liable for damages for
any injury to the child after failing to report. Further district action may include
reassignment, a paid leave of absence, and disciplinary action. [BP/AR 5141.4 (a-c);
BP 5141.41 (a-c)]
Confidential Information
District employees shall maintain the confidential records until such time as laws,
state regulations and/or bylaws of this district permit disclosure. Information and
records pertaining to executive sessions, negotiations and student records,
including test results, are not subject to public disclosure. Any action by an
employee which advertently or carelessly results in release of confidential
20
information shall be subject to disciplinary action up to and including dismissal
from district service. Any action by an employee which advertently or carelessly
results in release of confidential information shall be recorded, and the record shall
be placed in the employee’s personnel file. Depending on the circumstances, the
district administration may deny the employee further access to any privileged
information and shall take any steps necessary to prevent any further unauthorized
release of such information.
Student medical, personal and educational records are confidential and are not to be
discussed in the community or with non-members of the students’ educational
team. In addition, records should not be disclosed to any person or entity not
affiliated with the school district unless a parental release has been signed.
General Rules of Confidentiality:
1. Personally identifiable information includes: name of student, name of parent
or other family member, address of student and family, personal identifier
(SSN or student number), list of personal characteristics that would make the
student’s identity easily identifiable.
2. Special education records are “education records” and are considered
confidential.
3. A parent can include: a natural parent, guardian, family member acting as a
parent, surrogate parent, foster parent.
Staff Responsibility:
1. Must protect confidentiality of personally identifiable information at all times
(collection, storage and destruction of information)
2. Must ensure confidentiality when using district email. Best practice would
suggest that if it is necessary to discuss a student it is best to do so in person.
3. When sharing student information with a parent make sure that grades, test
scores, etc. of other students is not visible.
4. Keep conversations regarding student academics or behavior in private
locations. Don’t chat in the hallways, office or teacher workrooms.
5. Don’t talk about a specific child where other children can hear the information.
6. Be careful when you are at the store, Laundromat, or other community
location. Don’t discuss students in public (even when a parent wants to
discuss their child with you).
7. Make sure that collaborative logs do not include full names of students (use
initials).
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8. Keep student information (working files, portions of IEP, etc.) in a secure
cabinet or in such a manner, so that others do not have access to confidential
information.
School district employees will need to signify their understanding of their
responsibilities in maintaining strict confidentiality by signing and submitting a
confidentiality form. [BP 4119.23; BP 4219.23; BP 4319.23] (Appendix I)
Student-Family Privacy Rights
The School Board believes that personal information gathered from a student may
be helpful or necessary to facilitate school safety, student welfare, or the continued
success of academic programs. However, these goals must be balanced with the
expectations of privacy of students and their families. [BP 5145.15 (a-d)]
Employment in General
Equal Employment Opportunity
The District is an equal opportunity employer. The District seeks to hire, promote,
and train the best qualified person for each classified position. Employees are
entitled to objective consideration and equal opportunity in competing for positions
or promotions.
Nondiscrimination in Employment
The district and its employees shall not unlawfully discriminate against or harass
employees or job applicants on the basis of sex, race, color, gender, religion, national
origin, ancestry, age, marital status, changes in marital status, pregnancy,
parenthood, physical or mental disability, Vietnam era veteran status, genetic
information, or good faith reporting to the Board on a matter of public concern.
Equal opportunity shall be provided to all employees and applicants in every aspect
of personnel policy and practice.
Any employee of the school district may in good faith report to the public official or
a public body or testify before a public body about a matter of public concern. A
matter of public concern means a violation of federal, state, or local law (including
school board policy), a danger to public health or safety, gross mismanagement
(including a substantial waste of funds or clear abuse of authority) or matter under
investigation by the municipal ombudsman. A report may not disclose any
information which is legally required to be kept confidential. An employee initiating
22
a report must first submit the report to the employee’s immediate supervisor unless
the employee reasonably believes: it would be futile to report to the supervisor, and
emergency exists, or that reprisals or discrimination would result. Employee
protections and obligations regarding reports of matters of public concern are fully
stated in Alaska Statute 39.90.100-1550. [BP/E 4030 (a-b)]
Standards/Expectations
1. No member of the immediate family of a School Board member may be
employed except upon the recommendation of the Board and the approval of
the Commissioner of the Alaska Department of Education.
2. No employee may give, render, pay, offer, solicit, or accept any money, service
or other valuable thing in connection with any appointment, any promotion, or
any advantage in a position of employment with the district.
3. No action affecting the employment status of any employee or applicant for a
position, including appointment, promotion, demotion, suspension, or removal
may be taken or withheld on the basis of race, color, religion, sex, national
origin, age disability, veteran status, or status in any other protected group.
4. No employee or applicant for a position may make any false statement, or
falsify any certificate, mark, rating or report with regard to any test,
certification, appointment, or evaluation made under any provision, policy or
regulation, or in any manner commit any fraud preventing their impartial
execution.
5. No employee may request or suggest that an applicant provide information
concerning their religious opinion, ancestry, membership in fraternal
organizations, political convictions, family circumstances, age or ethnic (except
voluntary information required to meet Equal Employment Opportunity
requirements, regarding ethnic origin information).
6. No employee shall engage in, or accept, private employment, or render
services for private interest when such employment or service is incompatible
with the proper discharge of their official duties. No employee may solicit,
negotiate for, or promise to accept employment by, or accept anything of
substantial value from, any person, firm or company with which they or their
organization unit are engaged in the transaction of business on behalf of the
district, or which may be affected by their official action.
7. No employee shall use information within their knowledge or purview
concerning the property, government, or affairs of the district to advance the
financial or private interest of themselves or others.
8. No employee may be a party of a purchase, or influence the purchase of, goods
or services for the use of the district from any person, company or business in
which they have substantial financial interest unless approved in advance by
the Board.
23
9. No employee shall engage in any business or transaction, or shall own a
financial or other private interest, direct or indirect, which is in conflict with
the proper discharge of their official duties.
A violation of the provisions of this section shall subject the employee to
disciplinary procedures.
Job Descriptions
The School Board recognizes the importance of having adequate job descriptions for
every district employee position. Student safety, the district’s fiscal stability, and
the success of the educational program all depend on employees’ fully
understanding their duties and responsibilities. The school district administration
shall prepare and regularly update job descriptions for all district employee
positions. Job descriptions shall clearly delineate and specify all essential and
peripheral/marginal functions and duties of the position, the degree of
responsibility the position entails, the type and extent of training required, and the
position of the person to who the employee reports. All employees shall fulfill the
duties and responsibilities set forth in their job descriptions and shall comply with
Board policies, administrative rules and regulations, applicable employee
agreements, and local, state and federal laws. [BP 4119.3; BP 4219.3; BP 4319.3]
Recruitment and Selection
The Superintendent and/or building Principal will recommend the appointment of
all regular full-time and part-time and regular hourly employees to the School
Board. Selection will be based upon competence and will be in accordance with
Board policies, administrative rules and regulations, and state and federal laws.
Temporary, substitute, short-term and student help may be appointed by the
Superintendent and/or site Principal. [BP 4212]
The district shall employ the most highly qualified individual available for each and
every advertised position. Recruitment and selection criteria and procedures will
include:
1. Assessing the district’s needs to determine those areas where specific
knowledge, skills, understandings and abilities are needed.
2. Developing job descriptions which accurately portray the position, including
job duties and responsibilities.
3. Disseminating vacancy announcements in such a manner to ensure a wide
range of candidates apply.
4. Developing screening procedures that identify the best candidates for
interviews and further consideration.
5. Developing interviewing procedures which will identify the best qualified
candidate for the advertised position.
24
6. Preferences shall be given to those applicants who can demonstrate training
and experience related to the traditions and cultures represented in the
student population and school-community.
Nominations for employment shall be predicated on appropriate screening
processes, interviews, observations, and recommendations from previous
employers. The School Board shall consider administrative employment
recommendations and shall make the final decision on the employment of all
educational employees. [BP 4111 (a-b)]
Hiring and Promotion
All appointments and promotions shall be made by the Superintendent upon the
recommendation of the supervisor, as may be applicable. Prior to and during the
hiring process, a temporary appointment may be made upon approval by the
Superintendent, for a period not to exceed ninety (90) working days.
Advertisement of Positions
Except for temporary and substitute appointments, all position openings shall be
advertised until filled. Under emergency conditions as determined by the
Superintendent, the posting requirements may be altered or waived. Each
advertisement shall state that the district is an equal opportunity employer and
complies with the American with Disabilities Act. A copy of the advertisement shall
be filed with the Superintendent’s office.
Application Procedures
Each applicant for a position shall complete a standard application for employment
and submit it to the hiring supervisor and/or school administration as noted on the
posted job announcement. Applications shall be kept on file for a period of six (6)
months from the date of receipt. However, applicants must contact the hiring
supervisor and or administrator for each position and provide an updated copy of
the application. (Appendix J)
Promotion and Transfers
If qualified applicants are found in-district, it is possible that non-district applicants
will not be considered. The employee who is transferred or promoted to a new
position will continue to accrue and may use benefits. At the end of ninety (90)
working days in the new position, the employee will be given a written evaluation
(see Classified Personnel Evaluation Form).
The employee with an evaluation less than “Average” may be terminated, except
that, upon the recommendation of the supervisor and the approval of the
Superintendent, said employee may be granted an extended probationary period
not to exceed an additional sixty (60) working days. In the case of an extended
probationary period, the evaluation shall include a plan of improvement.
25
Probationary Period
An employee new to a position shall be subject to a probationary period of ninety
(90) working days in attendance. At the end of the probationary period, the
employee will be given a written evaluation. The employee with a performance
evaluation of “Average” or better shall be appointed as a permanent employee,
while the employee with an evaluation of less than “Average” may be terminated,
except as stated above.
During the probationary period, the employee is not eligible for health or retirement
benefits. Sick and annual leave will accrue during probation, but cannot be used
until the employee is appointed to permanent status.
The probationary period may be waived on the recommendation of the supervisor
and/or school administration for an employee who has worked the previous ninety
(90) days in the same job as a temporary employee or for an employee who has
worked for the district in the same or similar job as a permanent employee with an
evaluation of “Average” or better within the past five (5) years.
Annual evaluations for each employee will be completed by their immediate
supervisor prior to May 15 annually.
Assignments
The School Board respects the importance of assigning employees in accordance
with law, so as to serve the best interests of students and educational programs and
supporting activities. The administration may assign employees to any position for
which the employee’s preparation, certification, experience and aptitude qualify
them. Employees may be assigned to work at any school-site within the district.
Employees shall not be assigned outside the scope of their qualifications or their
fields of study except as allowed by law.
Special Assignments. Support staff may have certain assignments that are adjunct to
their regularly scheduled duties and responsibilities. These assignments include
hallway, grounds, and recess duty. Supervisors and/or building Principal will help
coordinate these assignments to ensure uniformity and fairness in assignments. [BP
4113]
Extra Duty Assignments/Schedule
Throughout the school year several opportunities will be available for Extra Duty
Assignments. All Extra Duty Assignments are paid a stipend which varies based on
the advisory and/or coaching position. Extra Duty Assignments will be posted at
the beginning of the school year. Job postings will be advertised five (5) to ten (10)
days and will be closed when filled. Employees interested in these positions are
asked to submit a letter of interest to the school administration. Advisors, class
sponsors and coaches are hired on a yearly basis. Advisors and class sponsors must
hold student meetings on a regular basis to inform everyone (staff, students,
parents/guardians, school administration, etc.) of the outcome of any fundraising
26
activities and will share the progress of the group’s efforts in achieving goals and
objectives.
Compensation
The School Board is committed to complying with the overtime pay, compensatory
time, and record-keeping requirements of the Fair Labor Standards Act (FLSA).
Employees covered by FLSA include: assistant teachers, paraprofessionals,
bookkeepers, clerks, custodians, food service workers, maintenance personnel,
receptionists, secretaries, bus drivers, mechanics, and security personnel. Some
employees in the above positions may be exempt from coverage if they have
supervisory responsibilities and their supervisory duties exceed fifty (50) percent of
their work time or for other reasons.
Total Compensation
The wages paid to the employee shall represent the total compensation exclusive of
reimbursement for official travel. No employee shall receive pay from the District in
addition to the wage authorized under the Wage Schedule for services rendered.
(Appendix K)
Compensation Plans
Most classified employees are paid on an hourly wage basis, according to the Wage
Schedule. However, the Superintendent may designate some positions to be paid on
a salary basis.
Positions compensated on a salary basis are those in which the employee may be
expected to work non-standard working hours outside the normal scheduled
working day. Salary compensation will be determined either by appropriate
placement on the hourly steps and ranges, or be based on placement depending on
experience in one of the Salaried Job Ranges at the bottom of the Wage Schedule.
Most salaried positions are not exempt from overtime eligibility as per Department
of Labor definitions. An employee hired to a salaried position not exempt from
overtime who works less than a full pay period will be paid a proportional part of
his/her salary based on the hourly rate.
Pay Schedule
All hourly classified employees of the district will be paid twice a month with the
paydays being the 15th and the last day of the month. All salaried employees will be
paid on the last day of the month. When these days fall on a Saturday, Sunday, or a
holiday, the preceding work day will be the pay day. Except as may otherwise be
permitted by law, an employee’s final paycheck upon separation will be paid within
three (3) working days.
27
Pay Advances
An employee may be granted up to two (2) pay advances per fiscal year (July 1st to
June 30th). The pay advance may not exceed one half (1/2) of the employee’s
anticipated earned income in any one pay period. All advances must be repaid
during the next one (1) or two (2) regular pay periods. To request a pay advance,
the employee must complete the Pay Advance request form, have it signed by the
supervisor, and submit it to the Business Office at least two (2) working days prior
to the next regularly scheduled check run. Scheduled check runs are each
Wednesday. (Appendix L)
Placement on the Wage Schedule
Placement for new employees shall be determined at the time of hire. Employees
will generally be placed at Step A of the lowest wage range for the position into
which they are hired. Placement in higher wage ranges shall be dependent on
verification of educational credits for most jobs, as explained on the Wage Schedule.
The Superintendent may place an employee upon recommendation of the
supervisor to an appropriate wage range.
The employee who is reappointed to a position after having served in a different
position within the District may, at the discretion of the Superintendent, be
reinstated at the same step on the Wage Schedule as previously held.
Merit Step Increases
An employee with a performance evaluation of “Average” or better on their
evaluation is entitled to a merit step increase effective on July 1 of each year.
Employees will be eligible for step increases on July 1st of each year.
Overtime Pay
Employees shall not work overtime without prior permission from their immediate
supervisor and/or school administration, except in cases of emergencies.
Employees covered by FLSA who work overtime without prior approval will be
allowed to claim the hours worked in accordance with the FLSA. If a supervisor
and/or school administration determine the overtime work was not an emergency,
the employee will be paid for the overtime hours worked, but may also receive
disciplinary action for failure to follow established policy. Employees covered by
the FLSA shall be paid no less than 1.5 times their regular rate of pay for all hours
worked over forty (40) in a week. For those employees working two (2) or more
jobs for the district, overtime pay shall be calculated on the basis of a blended
hourly rate on all jobs worked by a district established formula.
Compensatory Time
The district reserves the right to grant compensatory time in lieu of paying
employees monetary compensation. The FLSA requires that overtime be paid to
nonexempt employees either in the form of monetary compensation or
compensatory time, as described below at the rate of 1.5 times the regular hourly
rate of pay for the number of hours worked in excess of forty (40) hours per week.
28
Compensation Time can be taken in place of overtime pay with the following
stipulations:
1. It must be approved by the supervisor and/or administration prior to putting
in the extra time.
2. The work that is being performed is deemed necessary and urgent.
2. Employee will be given 1.5 hours off without pay for every hour of work
performed in overtime.
Employees may accumulate a maximum of two-hundred and forty (240)
compensatory hours while employed by the district. Employees must receive their
immediate supervisors and/or school administrator’s approval on when to take the
compensatory time and must take the time off during the pay period immediately
following when it was earned, if possible. [BP 4253 (a-b)]
Health Examinations
The school district administration shall ensure that all regularly employed
personnel undergo a health examination as required by law upon initial
employment and every three (3) years thereafter. The Board may exempt
employees from this requirement if the employee’s work does not bring them into
close contact with students. Continuing employees shall undergo annual
tuberculosis testing in accordance with law. Employees may be required to pass a
physical and/or psychological examination any time such an examination appears
necessary to preserve the health and welfare of district students and staff, or to
furnish medical proof of physical or mental ability to perform satisfactorily assigned
duties associated with assigned employment position.
Tuberculosis Testing
All employees working in schools shall be tested annually to detect active cases of
pulmonary tuberculosis, pursuant to AS 18.15.145. It is the responsibility of each
employee to provide proof of an annual test to the district office no later than March
1 of each year, or thirty (30) working days after employment. Failure to be tested or
to provide proof of testing may result in termination. The district may also request
that individuals working frequently or on a long term basis as a substitute or
temporary worker provide proof of testing.
Physical Examination
All employees shall be required to take a physical examination within thirty (30)
days of initial employment to probationary or permanent employment status. A
reexamination shall be required every three (3) years for all employees and is due
in the district office by October 15 (4 AAC 06.050). However, employees are
encouraged to get their physical exam done during non-student contact days. [BP
4112.4] (Appendix M)
29
Legal Status Requirement
The district shall only employ United States citizens and individuals who are
lawfully authorized to work in the United States. The district will verify the identity
and employment eligibility of all individuals who are being considered for
employment in the district. The district will not continue the employment of any
individual who is no longer lawfully authorized to work in the United States.
District employment practices shall not discriminate on the basis of citizenship
status or national origin, nor shall they discriminate against refugees, grantees of
asylum, or individuals qualified for temporary residency.
New employees shall within three (3) days of employment present appropriate
documentation that verifies their legal eligibility to work in the United States, as
required by law. Employees hired for less than (3) days must present
documentation on their first day of employment. The district business office can
provide information as to the documentation that is required prior to employment.
Typically, documentation requirements consist of providing either a valid passport,
or either a driver’s license and social security card. New employees shall complete
and sign INS Form I-9. INS Form I-9 shall be available for inspection upon request
by officers of the Immigration and Naturalization Service of the US Department of
Labor. [BP 4111.2 (a)]
Insurance/Retirement Plans/Payroll Deductions
Health, Accident and Life Insurance
The District provides, without charge to the permanent employee who works
twenty-five (25) hours or more per week, medical, dental, vision, accidental death
and dismemberment (AD&D) and life insurance. The District provides to the
permanent employees’ spouse and minor children medical, dental, and vision
insurance at no charge.
Retirement
Mandatory payroll deductions will be made each pay period to the State of Alaska
Public Employees’ Retirement System (PERS) for permanent employees working
fifteen (15) hours or more per week. Six and three quarters percent (6.75%) of the
employees gross pay will be withheld and the district will contribute the percentage
required by the state for administrative purposes. Information on claiming
retirement benefits will be provided to each employee at the time of PERS approved
employment.
FICA-Retirement (Social Security) and Medicare
Mandatory payroll deductions will be made for FICA and Medicare. Percentages
change periodically and exact percentage figures are available from the payroll clerk
at the District office.
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Liability Insurance
The district shall provide liability insurance coverage at such levels as from time to
time may be approved by the Board. This insurance shall cover potential liabilities
which may occur while the employee is carrying out the prescribed duties within
the realm of the employee’s assigned responsibilities.
Worker’s Compensation
The district provides, at no charge to the employee, Worker’s Compensation
coverage for all employees. It is the employee’s responsibility to file a claim for
injury within twenty-four (24) hours of an accident. Forms are available at the
Business Office and at each school site. Information is posted annually at each
location.
Unemployment Compensation
The district provides, at no charge to the employee, unemployment benefits for all
employees. Seasonal employees may collect unemployment compensation under
Alaska law only if they resign or are terminated from their position at the end of the
school year. This would result in loss of Health, AD&D and life insurance and no
guarantee of a position at the start of the next school year.
Payroll Deductions
Employees may request payroll deductions for approved banking institutions.
Employees may also contribute to a tax sheltered annuity. Specific information can
be obtained from the Business Office.
Holidays and Leave
Holidays
Permanent employees shall be granted the following paid holidays during the work
year:
1.
2.
3.
4.
5.
6.
7.
January 1st, New Year’s Day
The last Monday in May, Memorial Day
The Fourth of July, Independence Day
The first Monday in September, Labor Day
The fourth Thursday in November, Thanksgiving Day
Friday, the day after Thanksgiving Day
December 25, Christmas Day
Employees must have worked the regularly scheduled work day prior to and
immediately following the holiday in order to receive compensation for the holiday.
If an employee is required to work on a holiday, the employee shall be compensated
at the overtime rate for the actual hours worked.
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Leaves
The School Board authorizes employee absences as provided by law and Board
policies. The Board recognizes the following justifiable reasons for absence:
1. Personal sickness or injury, pregnancy, jury duty, military service or
emergencies beyond the employee’s control.
2. Family illness, bereavement, religious observances and other personal reasons.
3. Situations stemming from occupational status such as attendance at meetings,
conventions, inservice courses, seminars, etc.
4. Other situations for which leave is provided by law.
Vacation Leave
Leave slips must be submitted to the immediate supervisor and/or administration
for approval prior to taking leave. Advance leave request should consider the
number of days being requested as consideration of the advance notice to the
supervisor/administrator. The Superintendent reserves the right to disallow any
leave if the requested time would impair the operations of the district. Annual
vacation leave shall be accrued according to the following schedule for permanent,
full-time, 260 day employees:
1. +1-3 Years of Service
2. 4 Years or more service
15 Days per year
20 Days per year
Twenty (20) days annual vacation leave may be carried over from one fiscal year to
the next. Employees shall be allowed to cash out annual leave at separation of
employment. The Business Office shall maintain a leave record for each employee,
and such record shall be subject to annual audit and approval by the
Superintendent.
Sick Leave
Sick leave shall accrue at the rate of 1-1/3 days per month for classified salaried
employees. Hourly classified employees will accrue sick leave at the rate of .0615
days per hour worked. A false statement by an employee regarding sick leave shall
be grounds for termination.
Sick leave may be used under the following provisions:
1. For illness that requires the employee to be absent from work, upon
notification to the supervisor and/or administration in advance unless
prevented from doing so by extenuating circumstances.
2. For actual injury of the employee or for a medical or dental appointment in
connection with an actual injury.
3. For maternity leave, up to twelve (12) weeks of sick leave may be used on or
about the time of the birth of the child.
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4. For illness or injury within the employee’s immediate family living within the
employee’s household which requires the attendance of the employee. The
immediate family shall include the employees spouse, children, son-in-law,
daughter-in-law, parent, father-in-law, mother-in-law, brother, sister,
grandfather, grandmother, or grandchild.
5. For routine health appointments, upon the express prior approval of the
Superintendent, or designee, for routine doctor or dental examinations and
for elective procedures that cannot reasonably be scheduled on non-work
days.
6. For emergency leave, upon the death of a member of the immediate family of
the employee up to five days of sick leave may be used.
In excess of three (3) consecutive days of sick leave (excluding travel days), the
supervisor may require a doctor’s certification.
The employee whose absence has been approved as being justified under sick leave
shall be paid for such time lost, to the extent that sick leave is accrued, at the current
normal wage rate, less the amount of any time lost payments made under the Alaska
Worker’s Compensation Act.
After an absence due to illness or injury, the employee shall verify the absence by
submitting a completed and signed district absence form to their immediate
administrative supervisor and/or administration. The district may additionally
require written verification by the employee’s doctor or practitioner. Such
verification may be required whenever an employee’s absence record shows
chronic absenteeism or a pattern of absences immediately before or after weekends
and/or holidays or whenever clear evidence indicates that an absence is not related
to illness or injury. Chronic absenteeism may be indicated when an employee has
exhausted their entire ten (10)-day sick leave benefit during three or more of the
past five (5) years.
At its expense, the district may require an employee to visit a physician selected by
the district in order to receive a report on the nature and severity of an illness or
injury. The administration may deny further leave if the physician’s report does not
indicate further leave is necessary. Before returning to work, an employee who has
been absent for surgery, hospitalization or extended medical treatment may be
asked to submit a letter from their doctor stating that they are able to return and
stipulating any recommended restrictions or limitations. The district may, at
district expense, require the opinion of a physician chosen by the district.
Employees shall notify the district of their need to be absent from work as soon as
such need is known. This notification shall include an estimate of the expected time
duration of the absence.
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Personal Leave
Personal leave shall be accrued at the rate of 2 days per fiscal year for all permanent,
full-time employees. Leave may be carried over one year to the next not to exceed a
total of six (6) personal leave days a year. Employees must have prior approval
from the building administration before taking personal leave. Leave for personal
necessity may be allowed for other reasons at the discretion of the supervisor
and/or school administration. However, no such leave shall be granted for the
purposes of personal convenience, for the extension of a holiday or vacation period,
or for matters which can be taken care of outside of working hours.
Family and Medical Leave Act
Upon application by the permanent employee, a leave of absence without pay may
be granted according to the terms and conditions of the State and Federal Family
and Medical Leave Acts. An employee is eligible for a leave of up to eighteen (18)
workweeks in a twenty-four (24) month period for a serious health condition. An
employee is eligible for a total of eighteen (18) workweeks in a twelve (12) month
period because of pregnancy, childbirth, or adoption. The right to take leave for this
latter reason expires on the date one year after the birth or placement of the child.
To be eligible for leave, an employee must have been employed for at least a year
and have worked for at least 1,250 hours during the previous twelve (12) months.
Part-time employees may not be eligible. Based on a 180-day year, a part-time
employee would have to work almost seven hours a day or thirty-five (35) hours a
week to be eligible.
An employee must first exhaust applicable balances of sick and annual leave. During
the leave, health benefits of the employee will be maintained, provided that the
employee was eligible for health coverage immediately prior to the start of the
unpaid leave.
If the leave is anticipated to exceed one (1) month, the Superintendent may make a
substitute appointment. Upon returning to work, the employee will be restored to
the original or an equivalent position with equivalent pay, benefits and other
employment terms.
An employee cannot collect unemployment or other government compensation
while on leave.
Jury Duty
An employee called for jury duty or subpoenaed to appear as a witness will be
compensated for the hours at the regular rate. State of Alaska warrants received for
jury and/or witness duties will be presented to the Yupiit School District. The
employee will not be compensated if they have a direct financial or civil interest in
the case in question, or is a defendant or plaintiff in the case.
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Administrative Leave
Only the Superintendent or designee may grant paid administrative leave. Such
leave includes work on District working groups and leave for participation in
outside programs. The following conditions must be met:
1. Leave must be approved in advance
2. Leave must benefit the school program
Stipends and other compensation, except per diem and transportation, shall be
turned over to the district and the employee shall be paid at the current normal
wage rate while on administrative leave that has been approved in advance as per
their current employee status form.
Emergency or Hardship Leave
An employee may request in writing to the Superintendent for a short term, unpaid
leave of up to one (1) year for emergency or hardship situations of the employee or
the employee’s immediate family. This request would be recommended by the
superintendent to the district School Board.
The employee granted short term leave will not be on pay status or accrue benefits.
Upon returning to work, the employee will be restored to the original or an
equivalent position with equivalent pay, benefits and other employment terms.
Educational Leave
Parent/Teacher Conferences
Employees will be granted one hour of paid leave to attend a child’s parent/teacher
conference during the school day and normal working hours. A maximum of one
hour will be allowed for each child of the employee, and this leave will be granted
for not more than two times per school year.
Postsecondary Training Program
Upon application, an employee may be granted educational leave for up to two (2)
years to pursue or complete a postsecondary training program. This request must
be made in writing to the immediate supervisor and/or administration. The
employee would not receive insurance benefits from the district while on leave.
Upon return to work and verification of continuous enrollment in a school program
equivalent to 12 or more credits per semester, the employee will be restored to the
original or an equivalent position with equivalent pay benefits and other
employment terms.
Military Leave
Any regular full-time employee who is a reservist in any branch of the armed forces
or a National Guard member shall be granted time off for military training or
temporary military service required during the school year. An employee requiring
35
such leave must notify their school Principal of the training schedule as far in
advance as possible. An employee requiring such leave will receive regular pay
during such service, less any military pay earned during that time, for a period
authorized by law. Any regular full-time employee with an active military obligation
will be granted a leave of absence without pay if called to active duty within the
United States armed services. Employees called for active duty will be entitled to
reinstatement in accordance with all applicable state and federal laws.
Abandonment of Position (AWOL)
An employee who has been absent without approved leave for two (2) consecutive
days or five (5) days in any fiscal year shall be considered to have abandoned their
position, and shall be automatically terminated. The employee is to be notified by
the immediate supervisor and/or school administration and the action ratified by
the board. [BP 5328.b.1]
All leave requests must be submitted and approved via a Leave Request Application.
(Appendix N)
Personnel Records/Files
Personnel records shall be kept for all current employees and shall include
information usually expected in quality personnel administration. All personnel
files are confidential and shall be available only to individual employees, persons
authorized by the School Board, the administration, and those individuals
authorized by the Superintendent or Board in accordance with administrative rules,
regulations and procedures. Board members may request to review an employee’s
file at a personnel session of the Board.
Employees shall be notified whenever derogatory information is to be placed in
their personnel file. Employees may review and comment on the contents of their
personnel file. Personnel files shall be made available for inspection by an employee
at an off-duty time. Inspection shall take place in the presence of a school
administrator. Personnel files are to include at a minimum, the following
information and/or documentation:
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
Yupiit School District Application
Original contract
Employment Eligibility Verification (Form I-9)
Physical Examination/TB Testing
PERS Notification of Employment
PERS Verification of Service
Emergency Notification
Privacy Act Form
ID/SSN Copies
Insurance Papers
36
Employment Records
Public Records. Except for examination materials, performance evaluations,
personnel histories, or other confidential materials so designated by the
Superintendent, employee records shall be public records. Such records shall be
available for inspection by the public in the presence of authorized personnel during
regular office hours in accordance with such procedures as the Superintendent may
establish. [BP 4112.6]
Confidential Records. Examination materials, performance evaluations, personnel
histories, and other confidential materials so designated by the Superintendent shall
be kept in confidential personnel files. Prior to inclusion of any material in the
employee’s personnel file that might be construed as derogatory, the employee shall
have the right to include a rebuttal or an explanation of the derogatory material
placed therein.
Maintenance of Records. The Superintendent’s Secretary and Business Office shall
be responsible for the compilation and maintenance of official personnel files in a
secure location and in accordance with this section. Personnel files shall be kept in
perpetuity.
Professional Evaluations/Supervision
The School Board believes that professional evaluations can provide valuable
information relevant to making employment decisions and can help staff improve
their working knowledge, skills, understandings and abilities, while enhancing job
performance. The Board endorses a continuous program of evaluation of all
employees by the district. The basic objective of the evaluation program is the
improvement of performance of service to the district. In accordance with school
district policies and state statutes, an employee’s supervisor and/or school
administration shall evaluate the effectiveness of classified employees annually.
The school administration shall annually provide in-service training to all classified
employees describing the instrument, procedures and process for conducting
professional evaluations. [BP 4215] (see Classified Employee Personnel
Evaluation Documents)
Separation
Retirement
The employee covered by PERS and Social Security shall be eligible for retirement as
provided by these systems. The employee shall submit a resignation as provided
below.
Resignation
The employee may resign from the district by presenting a resignation in writing to
the supervisor. The employee shall give written notice to the supervisor at least ten
(10) days (two weeks) prior to the date of resignation. A copy of the resignation
37
shall be supplied by the supervisor to the Superintendent for inclusion in the
personnel file. Positive supervisorial action is required to determine if causes of
employee resignation may be adjusted. Supervisors and/or school administrators
should consider factors of employee value to the district, availability of replacement,
and costs of training a replacement. The School Board retains the right to accept
resignations and may fix the time when the resignation shall take effect. A
resignation, once submitted, shall remain in full force and effect unless rescinded, in
writing, by the employee prior to Board action on the resignation.
Layoff
The Superintendent may layoff the permanent employee by reason of elimination of
position, shortage of work or funds, or other reasons outside the employee’s control
which do not reflect discredit on the services of the employee. The name of such an
employee shall be placed on a layoff list for a period of one calendar year.
The employee on the layoff list shall be offered reassignment to applicable positions
as vacancies occur on the basis of performance evaluation, seniority, and the needs
of the district as determined by the Superintendent. The employee on the layoff list
who is offered and rejects a position in the same class as the position held at the
time of the layoff shall be removed from the list. [BP/AR 4117.3 (a-c); BP 4117.31
(a-c); BP 4217.2]
Dismissal
At any time prior to the expiration of the probationary period, the school
administration, at their discretion, may dismiss a probationary classified employee
from the district employment. A probationary employee will not be entitled to a
hearing.
Permanent classified employees shall be subject to personnel action (suspension
without pay, demotion, reduction of pay step in class, dismissal) only for cause. The
Board’s determination of the sufficiency of the cause for disciplinary action shall be
conclusive. In addition to any disqualifying or actionable causes otherwise provided
by statute or by policy or regulation of the district, each of the following constitutes
cause for personnel action against a permanent classified employee:
1. Falsifying any information supplied to the school district, including but not
limited to, information supplied on application forms, employment records, or
any other school district records.
2. Incompetency
3. Inefficiency
4. Neglect of duty
5. Insubordination
6. Dishonesty
38
7. Drinking alcoholic beverages while on duty or in such close proximity thereto
as to cause any detrimental effect upon the employee or upon employees
associate with them.
8. Addiction to the use of controlled substances.
9. Conviction of a felony, conviction of a sex offense made relevant by provisions
of law, or conviction of a misdemeanor which is of such a nature as to
adversely affect the employee’s ability to perform the duties and
responsibilities of their job description and position. A plea or verdict of guilty,
or a conviction following a plea or nolo contendere is deemed to be a
conviction within the meaning of this section.
10. Absence without leave
11. Immoral conduct
12. Discourteous treatment of the public, students, or other employees.
13. Improper political activity
14. Willful disobedience
15. Misuse of district property
16. Violation of district, Board or departmental policies, rules, regulations and
procedures.
17. Physical or mental disability, which disability precludes the employee from the
proper performance of their duties and responsibilities as determined by
competent medical officials, except as otherwise proved by a contract or by
law regulating retirement of employees.
18. Failure to possess or keep in effect any license, certificate, or other similar
requirement specified in the employee’s class specification or otherwise
necessary for the employee to perform their duties and responsibilities of their
employment position.
19. Unlawful discrimination, including harassment, on the basis of race, religious
creed, color, national origin, ancestry, physical handicap, marital status, sex, or
age against the public or other employees while acting in the capacity of a
district employee.
20. Unlawful retaliation against any other district employee or member of the
public who, in good faith, reports, discloses, divulges, or otherwise brings to
the attention of any appropriate authority any information relative to actual or
suspected violation of any laws occurring on the job directly related therto.
39
21. Any other failure of good conduct/behavior either during or outside of duty
hours which is of such a nature that it causes discredit to the district or their
employment.
In cases involving a personnel action, the administration shall prepare a written
recommendation of personnel action for the Board. A copy of the recommendation
shall be served upon the employee either personally or by registered or certified
mail, return receipt requested, at the employee’s last known address. The
recommendation shall include:
1. A statement of the nature of the personnel action (suspension without pay,
demotion, reduction of pay step in class, or dismissal).
2. A statement of the cause or causes therefore as set forth above.
3. A statement of the specific acts or omissions upon which the causes are based.
If violation of policy, rule or regulation of the district is alleged, the policy, rule
or regulation violated shall be set forth in the recommendation.
4. A statement of the employee’s right to appeal the recommendation and the
manner and time within which their appeal must be filed.
A permanent employee may, within five (5) calendar days after receiving the
recommendation of personnel action described above, file an appeal to the School
Board for reconsideration of the personnel action by submitting their request to the
school administration. If the employee fails to file a timely appeal, the employee
shall be deemed to have waived their right to request for reconsideration. The
Board may affirm, modify, or revoke the recommended personnel action. Staff shall
be accorded their due process rights provided by law. [BP 4117.4; BP 4218 (a-c)]
Termination Agreements
The School Board believes that it is incumbent upon school districts to provide
truthful account of the reasons why an employee has left district employment. The
Board therefore does not view with favor a termination settlement agreement
which prevents the district from giving prospective employers this information. If a
termination agreement is approved, the administration shall inform prospective
employers that such an agreement has been made and may give out information as
provided for in the agreement. [BP 4117.5]
Suspension/Disciplinary Action
The School Board expects its employees to perform their duties and responsibilities
in accordance with Board policies and administrative rules and regulations, and in
accordance with state statutes. The administration may take disciplinary action,
including verbal warning, written warning, reassignment, suspension with or
without pay, and dismissal, if such action is deemed appropriate. Furthermore, the
administration may deviate from the progressive order of disciplinary actions if an
employee’s behavior/conduct so requires. Supervisors and/or administrators will
40
document all disciplinary actions thoroughly and accurately and shall ensure that
such actions are taken in a consistent, nondiscriminatory manner. All disciplinary
action taken will be filed in an employee’s personnel file. [BP 4118]
Employment References
The School Board desires to provide information about district employees to
prospective employers to the extent that such information is factual and accurate
and does not violate an employee’s privacy rights. The administration shall process
all such requests for references, letters of recommendation, or information about
the causes or reasons for separation from the school district. No other district
employee is authorized to make a statement concerning a separated employee’s
performance or the reason(s) why any individual has left district employment. [BP
4112.61]
Nonschool Employment
The School Board recognizes that district employees may receive compensation for
outside activities as long as these activities are not inconsistent, incompatible, in
conflict with, or inimical to the employee’s duties or the duties, functions or
responsibilities of the district. Outside paid activities are incompatible with district
employment if they require time periods that interfere with the proper, efficient
discharge of the employee’s duties, if they entail compensation from an outside
source for activities which are part of the employee’s regular duties and
responsibilities, or if they involve using for private gain the district’s name, prestige,
time, facilities, equipment or supplies. [BP 4136]
Support Staff in General
Code of Ethics
The School Board expects all employees to maintain the highest ethical, moral and
professional standards, to adhere to all district policies, rules and regulations, and to
abide to all state and federal statutes. Employee conduct and behavior should
enhance the integrity of the district and its educational mission, philosophy and
goals. All employees shall fulfill the duties and responsibilities set forth in their job
descriptions and shall comply with Board policies, administrative rules and
regulations, applicable employee agreements, and local, state and federal laws.
[BP/E 4119.21 (a-c); BP 4119.3]
41
Professional Conduct
The district expectations for professional conduct and behavior are as follows:
1. When speaking, corresponding and interacting with immediate supervisors
and/or school administrators:
a. Be calm, courteous, polite and specific.
b. Avoid yelling, loud irate voice and expletives.
2. In meetings, it is fine to disagree with others but with professional courtesy.
a. Best to speak with immediate supervisors prior to meetings if there is a
concern/issue.
b. Cell phones and other inappropriate portable electronic devices should not
be used during meetings.
c. Do not leave or get up in the middle of a meeting while others are speaking.
d. Do not hold sidebars or carry on conversations with others during a
meeting.
e. Do not correct papers or other distracting conduct/behavior during
meetings.
3. When speaking with others adhere to the same courtesies mentioned above
and remember you represent a profession, on and off campus.
4. Ensure students refer to you by your title (i.e., Mr., Mrs., Ms., Miss, etc.)
5. When speaking and corresponding with students, parents/guardians, and
community members make sure to establish and maintain a professional role,
use appropriate conduct and language, and don’t make light or joke about
matters or issues that might be misinterpreted or offend cultural and ethnic
values.
Attendance/Absence
All employees should report to work on time, ready to work. Employees absent
and/or tardy often will be placed on a plan of improvement by their immediate
supervisor and/or building Principal. Employees not coming to work are
responsible for calling their immediate supervisor/Principal and reporting
absences. The employee is responsible for maintaining their own timecard (an
employee cannot punch in another’s timecard). Falsification of time shall be
grounds for immediate termination without prior notice.
Whenever an employee will need to be absent from work, for whatever reason, they
are to notify their immediate supervisor, but not by e-mail. If an absence is
42
anticipated prior to the start of a school day, employees should notify their
immediate supervisor by 7:00 am. If appropriate, employees absent need to once
again contact their immediate administrative supervisor by 2:00 pm on the day of
their absence to advise of their return status. Both notification times allows for the
efficient contacting of potential substitutes if necessary. A leave request form is to
be completed and submitted by the end of the work day upon return. An absence
longer than three (3) working days may require a physicians notice.
If a situation arises in which a staff member will be late to work, they are to call their
immediate supervisor and/or school administration immediately and provide basic
information as to why they will be late and their anticipated time of arrival. Time
lost from work will require the completion of a leave request.
Dress and Grooming
The School Board believes that employees should maintain professional standards
of dress and grooming. Just as overall attitude and competency contribute to a
productive working environment, so do appropriate dress and grooming. The
Board encourages all employees during school hours to wear clothing that
demonstrates their high regard for education and presents an image consistent with
their job duties and responsibilities. No sweats, t-shirts, pajamas, or clothing with
inappropriate symbols or language is acceptable. Casual is fine but should not
appear as unkept. The wearing of blue jeans is acceptable as long as they are clean,
without rips or tears and worn at waist level. Blouses and shirts must have sleeves
and all tops should not show mid-drift or rise above the waist. Shirts must be
tucked in. No flip-flops, but sandals are acceptable if worn when the weather is
appropriate. [BP 4119.22; BP 5132]
Advertising and Promotion
The School Board desires to cooperate in publicizing community services, special
events and public meetings of interest to students, staff, and parents/guardians.
School administration may approve the publicity of public events or distribution of
promotional materials which extend cultural, recreational, artistic or educational
opportunities to the community and which do not promote any particular
commercial interest. All advertising and promotional information distributed
through the schools shall identify the name and contact location of the sponsoring
group. All surveys or questionnaires requiring student and/or parent/guardian
responses must have prior administrative approval for distribution.
The school district may determine whether or not it will accept paid advertising in
school-sponsored publications, and if so, under what conditions. [BP/AR 1325 (ab)]
Media Relations
The School Board recognizes that the media significantly influences the public’s
understanding of school issues and can greatly assist the school district and its
43
schools in better communicating with the community. The Board respects the
public’s right to information and recognizes that the media has a legitimate interest
in the school district and a responsibility to provide the community with accurate
and reliable news. Employees are encouraged to cooperate with the media when
appropriate and should use common sense when sharing school information/data
or when expressing personal thoughts. At no time is information of a
confidential/private matter to be disclosed without prior administrative approval.
It is strongly recommended that all correspondence with the media be coordinated
and approved by either immediate supervisors and/or school district
administration prior to release. The Board recognizes and cherishes the
foundations of “Free Speech” but also understands that with that freedom comes
responsibility to act professionally and safeguarding the rights and freedoms of
others. Again, school site Principals are responsible for providing the media with
school information/data and press releases and teachers need to have Principal
approval prior to releasing information/data to the media. [BP 1112]
Relations With Vendors
No district employee or Board member shall accept personal gifts, commission or
expense-paid trips from individuals or companies selling equipment, supplies,
materials or services required in the operation of the school district and its
educational programs and supporting activities. This policy does not prohibit
employees from accepting promotional or advertising items which are offered by
business concerns free to all staff as part of a public relations campaign. District
employees who work for or serve as consultants for potential vendors shall not
participate in evaluating any equipment, supplies, materials or services of that
vendor or its companies. [BP 3315]
Contracts
The school administration may enter into contracts on behalf of the district; staff
may not. All contracts must be approved and/or ratified by the Board. [BP 3312]
Volunteers
The wealth of experience available in the community is a resource that should be
used in appropriate ways to enrich educational programs and supporting activities
and strengthen our schools’ relationships with homes, businesses, public agencies,
civic groups, and private institutions. By their presence, volunteers also can make
school environments safer and more closely supervised. The School Board strongly
encourages parents/guardians and other community members to share their time,
knowledge and abilities with our teachers and students. Building site Principals are
responsible for approving the use of volunteers and are entrusted with establishing
regulations to protect the safety and well-being of students and volunteers.
Volunteers shall adhere to all state and district policies, rules and regulations and
will need to sign a Waiver of Liability for Volunteers. [BP/E 1250] (Appendix O)
44
Staff Concerns/Complaints
The School Board recognizes the need for providing employees with a process for
addressing concerns regarding issues which are not subject to the formal grievance
procedures. The Board encourages staff to submit concerns and complaints
promptly so that they might be resolved quickly. The Board expects that staff
members and administrators will make every effort to resolve employee concerns,
complaints and disagreements informally before resorting to formal complaint
procedures. Formal complaint procedures shall not be initiated unless informal
efforts to resolve a complaint have been exhausted and the complainant has
provided a written description of such efforts.
The following guidelines shall prescribe the manner in which complaints are
handled:
1. A “complaint” shall be defined as an alleged misapplication of the district’s
policies, rules, regulations or procedures.
2. Meetings related to a complaint shall be held before or after the complainant’s
regular working hours.
3. All matters related to a complaint shall be kept confidential.
4. All documents, communications and records dealing with the complaint shall be
placed in a district complaint file and not in an employee’s personnel file.
5. No reprisals shall be taken against any employee in a complaint procedure by
reason of such participation.
6. Time limits specified in these procedures may be reduced or extended in any
specific instance by written mutual agreement of the parties involved. If
specified or adjusted time limits expire, the complaint may proceed to the next
step.
7. Any complaint not taken to the next step within prescribed time limits shall be
considered settled on the basis of the resolution given at the preceding step.
Formal Complaint Procedures
Step 1. If a complaint is not satisfactorily resolved informally, the complainant may
file a written complaint with their immediate supervisor within sixty (60) days of
the act or event which is the subject of the complaint. Within five (5) days or
receiving the complaint, the immediate supervisor shall conduct any necessary
investigation and meet with the complainant in an effort to resolve the complaint.
The immediate supervisor shall present all concerned parties with a written answer
to the complaint within ten (10) working days after the meeting.
Step 2. If a complaint has not been satisfactorily resolved at Step 1, the complainant
may file the written complaint with the Superintendent within five (5) working days
of receiving the resolution in Step 1. Within five (5) working days of receiving the
45
complaint, the Superintendent shall conduct any necessary investigation and meet
with the complainant in an effort to resolve the complaint. The Superintendent will
present all concerned parties with a written answer to the complaint within ten (10)
working days after the meeting.
Step 3. If a complaint has not been satisfactorily resolved in Step 2, the complainant
may file a written appeal to the School Board within five (5) working days of
receiving the resolution in Step 2. An appeal hearing shall be held at the next
regularly scheduled Board meeting which falls at least twelve (12) days after the
appeal is filed. The hearing shall be held in executive session if the complaint relates
to matters properly addressed in executive session. The Board shall render its
decision within thirty (30) days of the hearing and shall mail its decision to all
concerned parties. The Board’s decision shall be final. [BP/AR 4144 (a-c)]
Political Activities
The School Board believes that district employees have an obligation to prevent the
improper use of school time, materials or facilities for political campaign purposes.
The administration shall regulate political activities on school property. All
employees are prohibited from engaging in any activity in the presence of students
during performance of the employee’s duties, where the activity is designed or
intended to promote, further, or assert a position on any voting issue, board issue,
or collective bargaining issue. The Board respects the right of school employees to
engage in political activities on their own time. When engaging in political activities,
employees shall make it clear that they are acting as individuals and not as
representatives of the district. Violations of this policy may result in disciplinary
action.
Under no circumstances shall employees:
1. Conduct political activities on school property during duty hours.
2. Solicit campaign support or contributions on school property during duty
hours.
3. Use school equipment for the reproduction of campaign materials.
4. Post or distribute campaign materials on school property.
5. Permit the use of students to write, address or distribute campaign materials.
[PB 4119.25]
Publication/Creation of Materials
The School Board recognizes that employees may create copyrightable material
either at work, at home, or both at work and at home. The development of
copyrightable materials during, or in part during, the work day must be approved by
the school administration. However, the administration approval or lack of
approval shall not affect the district’s ownership of copyrights for materials
46
developed during working hours. Materials written or developed by an employee
during the normal working school day are considered district property (17 US Code
201). Materials developed during both school and leisure hours are owned jointly
by the employee and the district. A contractual agreement must be prepared,
clarifying the joint ownership. [BP 4132]
Soliciting/Selling
District employees shall not solicit district students or their families with the intent
to sell merchandise, books, equipment, materials or services. Any school activity
requiring students to bring money to school for any purposes must have
administrative approval. Staff should not distribute promotional, political,
controversial or other noninstructional materials unless approved by the
administration. Staff members shall not use their status to secure information such
as names, addresses and telephone numbers for use in profit-making ventures. [BP
4135]
Freedom of Speech/Expression
Free inquiry and exchange of ideas are an essential part of a democratic society. The
School Board respects staff and students’ rights to express their ideas and opinions,
take positions and stands, and support causes, whether controversial or not,
through speech, their writing, and the printed materials they choose to post or
distribute. Staff and student liberties of expression shall be limited only as allowed
by law in order to maintain an orderly school environment and protect the rights,
health and safety of the members of the school community.
Free speech extends to religious expression. It is the policy of the Board not to
prevent or otherwise deny participation in, constitutionally protected prayer in
district schools, consistent with the guidelines issued by the U.S. Department of
Education and applicable judicial decisions interpreting the religion clauses of the
First Amendment of the U.S. Constitution. Staff and students are entitled to due
process and appeals process procedures for resolving disputes regarding freedom of
expression.
Staff and students are prohibited from making any expressions or distributing or
posting any materials which are obscene, libelous or slanderous, or which
demonstrably incite others to commit unlawful acts on school premises, violate
school policies, rules and regulations, or substantially disrupt the school district’s
orderly operation. No staff member or student shall use coercion to induce another
person to accept printed matter or to sign a petition. Any violations of this policy
may result in disciplinary action. [BP 5145.2 (a-b)]
Staff Development
The school district administration may approve opportunities for classified staff to
improve their job knowledge, skills, abilities and understandings so they might
47
effectively prepare for more responsible, higher-paying positions within the district,
and to meet qualifications as established by federal and state law. Such
opportunities may include, but not be limited to, the following:
1. Visits to other schools and school districts.
2. Local and state conferences involving other classified employees.
3. Training classes and workshops offered by private organizations or by the
district or other appropriate agency. [BP 4231]
Staff Travel
The School Board shall pay for actual and necessary expenses, including travel,
incurred by any staff member performing authorized services for the school district.
Expenses shall be reimbursed within limits established by the Board. The
administration may authorize an advance of funds to cover necessary expenses. The
Board may establish an allowance on either a mileage or monthly basis to reimburse
designated employees for the use of their own vehicles in the performance of
assigned duties and responsibilities. All out-of-state travel requires Board approval.
Travel request forms must be completed and approved prior to consideration of
travel reimbursement. All reservations and arrangements are to be made through
the Business Office. All Travel Authorizations must be approved by the Principal or
Program Director and the Superintendent. Travel requisition forms can be obtained
at each school office. [BP 4133] (Appendix P)
Expenditures/Expending Authority
The administration may authorize the purchase of supplies, materials and
equipment in accordance with Board policies and law. Prior Board approval is
required for purchases over $5,000.00. The Board shall not recognize obligations
incurred contrary to Board policies and administrative regulations.
Purchasing Procedures
The School Board expects that maximum value is received for money expended and
that accurate purchasing records are maintained. The administration may issue and
sign purchase orders submitted by staff and shall submit them to the Board for
approval and ratification. The Board encourages the selection of local and Alaskan
products and services when such products and services meet the needs of the
district and adhere to state law regarding purchasing preferences. It is incumbent
on staff to clearly understand the purchasing process and procedures to avoid
individual responsibility for paying for purchased products and services that were
either not approved or did not adhere to purchasing procedure guidelines.
Purchasing Requisitions/Purchase Orders must, insofar as possible meet the
following criteria:
48
1. Goods and services purchased need to meet the needs of the person or
department ordering them at the lowest price consistent with standard
purchasing practice. Maintenance costs, replacement costs, and trade-in values
shall be considered when determining the most economical purchase price.
2. Requisitions for budgeted items shall originate from personnel directly
responsible for their use. All purchase requisitions shall be given proper review
for approval or disapproval by appropriate administrators.
3. Every transaction between a buyer and seller involving the transfer of property,
equipment, or supplies shall be made by purchase order, formal contract or
receipt.
4. Purchase orders and other purchase obligations shall be signed by appropriate
administrators.
5. The business office or other appropriate administrative entity shall verify the
availability of funds and prepare purchase orders to commit revenues for
expenditures.
6. Quantity purchasing shall be implemented whenever practical and feasible to
achieve an economy of scale. [BP/AR 3310] (Appendix Q)
Fund Raising/Money in Buildings
The School Board recognizes that participation in fund-raising for worthwhile
purposes can help students develop a sense of social responsibility and promote a
sense of belonging. When approved by the Board, funds may be solicited or
materials distributed for those nonprofit, nonpartisan charitable organizations that
are properly chartered or licensed by state and/or federal statutes. With the
approval of either the Superintendent or building Principal, Board recognized
school-related organizations may organize fund-raising events involving students.
Parents/guardians and the community shall be informed of the purpose of a fundraiser sponsored by the school and the specific school group who is facilitating the
fund-raiser. Whether solicitations are made on behalf of the school or on behalf of a
charitable organization, the Board believes that no person should be made to feel
uncomfortable or pressured to provide funds. Staff are expected to emphasize to
students who are fund-raising that donations are always voluntary.
The school administration may limit fund-raising activities in order to prevent
interference with instructional programs and support activities and/or to protect
students from dangerous or unsafe situations. No students are to be barred from
any educational program or supporting activity for choosing to not participate in a
fund-raising activity.
All selling or soliciting activities must be approved at least fifteen (15) school days
before the activity commences. All fund-raising activities must be concluded within
thirty (30) school days unless special administrative provisions have been granted.
49
If the fund-raising event involves a contract with a commercial vendor, the contract
will require administrative approval.
Money collected by district employees and student organizations shall be handled
according to prudent and common sense procedures. All money collected shall be
receipted and accounted for and without delay, submitted to the business office.
Any money collected and kept overnight in schools shall be kept in a secure and
locked location provided for safekeeping of valuables. District employees are
responsible for making prior arrangements with appropriate district and school
administrators for the securing of collected monies if said monies are not to be
submitted to the business office immediately upon collection. Do not leave collected
monies in unlocked desk drawers or other unsecured classroom locations that
students have knowledge and easy access to. All staff members involved in
fundraising activities shall take the following steps in handling student monies:
1. All monies raised are to be credited to a student account.
2. Monies cannot be left unsecured at any time and must be submitted to the
school secretary on the same day of the activity that raised the money.
3. An advisor or adult sponsoring the activity must maintain an Expense Record
of all fundraising entries, costs, expenditures and inventories of supplies.
4. Prior to the fundraising activity, advisors/sponsors are responsible for
meeting with the school secretary and advising them of the upcoming activity.
5. The school secretary will prepare a money box that will be used by the group
for the purposes of providing change when items are purchased.
6. Before the money box is released, the secretary and advisor/sponsor will
count the money and sign a form confirming the amounts in the money box.
7. At the end of each activity, the advisor/sponsor will count the money in the
presence of another staff member.
8. Once the funds are counted and recorded on the Expense Report form, funds
and the report form are placed in an envelope with the name of the fundraising
group and the amount being submitted.
9. The money envelope and money box are returned to the secretary as soon as
the activity has ended. If the secretary is not available, the money envelope
and money box are returned to the Principal.
10. The secretary enters the amounts raised on the financial excel program and
turns money over to the business manager who deposits funds into the
appropriate student activity account.
11. The advisor/sponsor will provide the secretary and school Principal with a
monthly/quarterly expense report.
50
12. The school secretary audits and confirms that expense records match and are
accurate.
13. Discrepancies in accounts will be reported to the building Principal.
14. The advisor/sponsor is held responsible for all monies raised and for assuring
proper recordkeeping and safekeeping. [BP/AR 1321; BP 3450]
School Equipment
School equipment may be used by staff members and/or students only for schoolrelated tasks. Except when otherwise authorized by Board policies, personal use of
district property is prohibited and may be cause for disciplinary action.
Administrative consent is required if district-owned equipment is to be removed
from the school site. When any equipment is taken off-site, the borrower is
responsible for its safe return and shall be fully liable for any loss or damage. A
Lending Agreement form must be completed and approved by the building Principal
prior to its removal. [BP/E 3512] (Appendix R)
Inventories
The school administration is responsible for providing proper control and
conservation of district property. Administration is to maintain an inventory for all
items currently valued in excess of $500.00 or a lesser amount if required by state
or federal grant requirements and regulations. To this end, staff will be required to
assist in properly controlling and annually inventorying that property assigned to
them for their use. Copies of individual staff inventories will be kept at the district
and school sites.
The following inventory information must be recorded:
1. Description (with manufacturer’s name and/or model number).
2. Identification and/or serial number.
3. Date and cost of acquisition (estimate if unknown).
4. Funding source (grant source and grant title).
5. Current use, condition and location.
6. Date on which inventory information was verified.
Staff will complete an inventory list for all supplies and equipment located in their
working areas by August 31st annually. All equipment purchased with federal funds
or nonfederal matching funds shall be labeled with the district’s name and an
equipment or inventory control number. The date and mode of disposal of all
equipment removed from the inventory shall also be recorded. Inventory lists are
to be submitted to the school secretary. All inventoried items are to remain in their
51
location unless prior administrative approval to locate them elsewhere has been
granted. [BP/AR 3440]
Damaged/Lost Instructional Materials/Resources
School district materials and resources provided for use by staff and students
remain the property of the school district. Staff and students are responsible for
returning borrowed materials and resources in good condition, with no more wear
and tear than usually results from normal use. When materials and resources are
lost or so damaged that they are no longer usable, the individual responsible shall
be responsible for reparation equal to the current replacement cost of the material
or resource. If reparation is not excused and not paid by the individual responsible,
the district may initiate due process procedures and take disciplinary actions. [BP
6161.2]
Reimbursement
The School Board and school district shall not be held responsible for the
reimbursement of any employee’s personal property which may be stolen,
destroyed or maliciously damaged while being used in the school district. (BP
4156.3]
Teacher Aides/Paraprofessionals
The School Board favors the use of paid and volunteer teacher aides/
paraprofessionals and considers them to member of a professional team dedicated
to the best interests of students. By relieving teachers of duties that do not require
professional training, noncertificated persons allow teachers to dedicate their
knowledge, skills, abilities and efforts primarily to teaching. Paraprofessionals also
can help teachers to provide individualized student instruction and in enriched
educational program. The district shall use paraprofessionals in those classes
where they will provide the greatest benefit to students, taking into consideration
such factors as large class size, student age group, and teacher workload. School
administration shall ensure that all paraprofessionals have appropriate training and
supervision. Paraprofessionals are expected to be courteous, discrete, cooperative
and dependable, to employ high ethical standards as they work with students, and
to respect school policies, and administrative rules and regulations.
The Board recognizes the need for qualified teaching staff and the need to ensure all
teacher aids/paraprofessionals working instructionally with students are “highly
qualified” as defined by No Child Left Behind (NCLB) and will make every effort to
assist teacher aides/paraprofessionals in achieving a “highly qualified” designation.
All Title I teacher aides/paraprofessionals need to meet the “highly qualified”
requirements. Furthermore, all Title I staff must have a secondary school diploma
or its recognized equivalent; obtained an Associate’s or higher degree; or met a
rigorous standard of quality through a formal state or local academic assessment.
[BP/AR/E 4222 (a-d)]
52
Students in General
Nondiscrimination
The School Board is committed to providing equal and equitable opportunity for all
students to all school district educational programs and activities. All district and
school site educational programs and activities will be free from discrimination
based on age, gender, race, color, religion, national origin, ethnic group, marital or
parental status, physical or mental disability or any other unlawful consideration.
District programs and activities shall be free from discrimination. The Board shall
ensure equal opportunities for all students in admission and access to academic
courses, guidance and counseling, athletics, cocurricular programs, testing and
vocational education programs. Staff are strongly encouraged to immediately
report any questionable discriminatory practices to their immediate supervisor
when suspected. [BP 0410(a-b); BP 5145.3]
Organizations/Equal Access
The School Board believes that curriculum and noncurriculum-related student
organizations have an important role to play in students’ lives. School sponsored
student organizations must be organized at the school, have a certificated advisor,
be composed completely of current student body members and be approved by the
school administration in accordance with Board policy. They shall hold the majority
of their meetings at school and have a democratic plan for the selection of its
members. Student organizational groups will not be denied use of school facilities
based on religious, political, philosophical or any other content to be addressed at
such meetings. Since the school district allows individual schools to sponsor
student groups not directly tied to the curriculum, student-initiated groups not
sponsored by the school district have a right to meet on school premises during
times established for a limited open forum in accordance with the provisions of the
federal Equal Access Act. [BP/AR/E 6145.5]
Cumulative Records
A cumulative record for every student is maintained and filed in the school
administrative offices. Records are available to teachers, for study, upon request.
The cumulative record is not to be removed from the school building.
Confidentiality and security of student information is paramount. The Family
Education Right and Privacy Act needs to be strictly enforced.
No employee may give information that has been taken from a student’s record to
anyone outside the school faculty/administration. The files are open to the legal
parents/guardians, but the building administrator or the director of the special
program (if a special program is involved) must give specific approval.
53
If the record, in question, is a Special Education record, approval must be given by
the Director of the program. Special service records are kept in the district office
building. The Director of Special Education or their designee must be present when
the files are being reviewed.
Accidents/Illness
If a student becomes ill or receives an injury, while under an employee’s
supervision, the office staff shall be informed as soon as possible, so the staff may
take appropriate action. If the condition appears to be serious (bad injury,
unconscious, seizures, etc.), the employee shall send a messenger (message) to the
office immediately. The student shall not be moved. When a student has been
injured, the employee must obtain and complete an accident report. The form must
be completed before the end of the school work day. (Appendix S)
First Aid Kits. First Aid Kits are located in the school office, the kitchen and each
locker room. Every classroom will have a small First Aid Kit located in the teacher’s
desk.
Administering Medications
Students sometimes may need to take prescribed medication during the school day
in order to be able to attend school without jeopardizing their health. In such cases,
when the district has received written statements from the student’s physician
and/or parents/guardians as required by law, designated school personnel shall
assist students in taking the prescribed medication. In some cases, a student may be
permitted to carry medication that has been prescribed or ordered by a physician to
stay on or with the student dud to a pressing medical need. Students who have
received instruction in self-administration of a medication shall be permitted to
carry and self-administer the medication. Written authorization must be submitted
annually. Typically, for younger students, medications should be kept in a secure
and appropriate place and the administration of said medications supervised by a
school employee (i.e., school nurse, office personnel, etc.). Before a designated
district employee administers any prescribed or over-the-counter medication to any
student during school hours, the district will have on file:
1. A written statement from the student’s physician or pharmacy label detailing
the prescribed method, amount and time schedules by which the medication is
to be taken.
2. A written statement from the student’s parents/guardians requesting the
district to assist their child in taking the medication.
All prescribed medications shall be in a properly labeled pharmacy bottle containing
the name and telephone number of the pharmacy, the student’s identification, name
of the physician, and dosage of medication to be administered. The school
administration and approved administering employee shall maintain a list of
54
students needing medications during school hours, and shall log type and dosage of
medication and date and time of administration [BP/AR/E 5141.21 (a-c)]
Discipline
The School Board believes that all students have the right to public education in a
safe and positive environment that ensures maximum opportunity for learning. An
effective school discipline program is necessary to ensure a learning environment
free of disruptions. In order to promote an atmosphere conducive to learning, it is
imperative that the Board, parents/guardians, students, teachers, support staff and
school administrators be cognizant of their respective duties and responsibilities
related to student conduct/behavior. The school discipline program will reflect
community standards of school behavior and safety that are developed with the
collaboration of students, parents/guardians, educators, administrators, and
advisory school boards in each school community.
The Board and school administration is responsible for prescribing rules for the
government and discipline of the schools under their jurisdiction. Student
conduct/behavior rules and consequences for failing to meet those rules shall be
fair and developmentally appropriate. The Board holds employees directly
responsible for the proper conduct and control of students under their charge
within the conduct/behavioral guidelines. Staff and administrators will collectively
develop and enforce school-wide conduct/behavioral rules, regulations and
consequences. Classified support staff are to help enforce district- and school-wide
policies and administrative rules and regulations and not to ignore or interfere with
the implementation of the discipline plan. [BP 5030 (a-c); BP 51331 (a-c); BP/AR
5131.41 (a-b); BP 5131.42; BP/AR 5131.43 (a-b); BP/AR 5131.7 (a-c); BP5136 (ab); BP 5144 (a-d)]
Vandalism, Theft and Graffiti
The School Board considers vandalism to be a very serious matter. Vandalism
includes the negligent, willful, or unlawful damage or theft of any district-owned
real or personal property, including writing of graffiti. Any student who commits an
act of vandalism shall be subject to disciplinary action, reparation for damages, and
may be reported to law enforcement. If reparation of damages is not made, the
district may consider the withholding of grades, diplomas, and/or transcripts. All
employees are responsible for immediately reporting to the school administration
acts of vandalism, theft and graffiti. [BP 5131.5]
Corporal Punishment
Corporal punishment is prohibited by law as a disciplinary measure against any
student. All employees shall employ other means for disciplining students.
However, the prohibition on corporal punishment does not prevent the use of
reasonable and appropriate force by an employee which is necessary to maintain
order or protect student and staff welfare. Reasonable and necessary force or
physical restraint against a student may be used to protect the student, or others,
55
from physical injury; to obtain possession of a weapon or other dangerous object; to
maintain reasonable order in the classroom or on school grounds; or to protect
property from serious damage or destruction. The force shall not be greater than
necessary to control the misconduct or dangerous situation. In no event may deadly
force be used against a student. [BP 5144 (c)]
Search and Seizure
The School Board recognizes that incidents may occur where the health, safety and
welfare of students and staff are jeopardized and which necessitate the search and
seizure of students, their property, or their school assigned school lockers by school
officials. The Board authorizes school officials to conduct search and seizures when
there is reasonable grounds or suspicion that the search will uncover evidence that
the student is violating the law or the policies, rules and regulations of the district
and/or school. The Board urges that discretion, good judgment and common sense
be exercised in all cases of search and seizure. Before searching a student’s
possessions, school officials will seek, but need not receive, the freely offered
consent of the student. Whenever reasonably possible, a search of a student’s
person shall be conducted in the presence of the student’s parents/guardians,
another staff member, and or school administrator. The parents/guardians of the
student being searched shall be notified by the district/school immediately after the
search.
The use of drug-detection dogs and metal detectors, or similar detection devises,
may be used by school officials. Because school lockers are under the joint control
of students and the district, school officials shall have the right and ability to open
and inspect any school locker without student permission when they have
reasonable suspicion that the search will disclose evidence of illegal possessions or
activity when odors, smoke, fire and/or other threats to student health, welfare and
safety emanate from the locker. [BP/E 5145.12 (a-b)]
Awards
The Board discourages students and parents/guardians from giving gifts to staff
members but rather encourages them to write personal notes of appreciation. [BP
5126; BP 5133]
Food and Beverages
Food and beverages can only be consumed in the Elder’s Hall. Food and beverages
are not allowed in classrooms or hallways unless a classroom has been arranged for
a special occasion. This includes the chewing of gum.
56
Appendix A
Classified Support Staff Handbook Acknowledgement
By signing this Classified Support Staff Handbook Acknowledgement page, I attest
that I have received, read and understand the 2011-2012 Yupiit School District
Classified Support Staff Handbook.
_____________________________________
Print Employee’s Name
_____________________________________
Employee Signature
_________________________
Date
57
APPENDIX B
BP 2110
Organizational Chart
SY 2011-2012/FY 2012
B0ARD OF EDUCATION
SUPERINTENDENT
Board/Superintendent Secretary
Assistant
Superintendent
Instruction
Curriculum
Development
Assistant
Superintendent
Special Programs
Business
Manager
Business Office
Staff
Director of
Maintenance
Maintenance
Foreman
Site
Administrators
TEACHERS
Director of
Technology
Director of
Early Childhood
Site
Technicians
OFL/EC Staff
Maintenance &
Custodial
58
Instructional
Aides
Site
LASB’s
APPENDIX C
59
APPENDIX D
E 4020
Drug and Alcohol-Free Workplace
Notice to Employees
YOU ARE HEREBY NOTIFIED that it is a violation of School Board policy for any
employee at a school district workplace to unlawfully manufacture, distribute,
dispense, possess, use or be under the influence of any alcoholic beverage, drug, or
controlled substance as defined in the Controlled Substance Act and Code of Federal
Regulations.
“School district workplace” is defined as any place where school district work is
performed, including a school building or other school premises; any school-owned
or school-approved vehicle used to transport students or employees to and from
school or school activities; any off-school sites when accommodating a schoolsponsored or school-approved activity or function, such as a field trip or athletic
event, where students are under the jurisdiction; or during any period of time when
an employee is supervising students on behalf of the district or otherwise engaged
in district business.
As a condition of your continued employment with the district, you will comply with
the district’s policy on Drug and Alcohol-Free Workplace and will, any time you are
convicted of any criminal alcohol statute violation occurring in the workplace, notify
your immediate supervisor and/or school administration of this conviction no later
than five (5) days after such conviction.
60
APPENDIX E
E 4119.42
4219.42
4319.42
Hepatitis B Vaccine Declination
I understand that due to my occupational exposure to blood or other potentially
infectious materials I may be at risk of acquiring hepatitis B virus (HBV) infection. I
have been given the opportunity to be vaccinated with hepatitis B vaccine, at no
charge to myself. However, I decline hepatitis B vaccination at this time. I
understand that by declining this vaccine, I continue to be at risk of acquiring
hepatitis B, a serious disease. If in the future I continue to have exposure to blood or
other potentially infectious materials and I want to be vaccinated with hepatitis B
vaccine, I can receive the vaccination series at no charge to me.
________________________________________________
Signature
________________________________________________
Employee Name (please print)
__________________________________
Date
61
APPENDIX F
E 6161.4 (a-b)
Internet Access Permission Letter to Parents
Your child has access to electronic communication known as the Internet. The
Internet is a collection of more than 20,000 interconnected computer networks.
The vast domain of information contained within Internet’s libraries can provide
unlimited learning opportunities to students.
Students will be able to access the Internet through teachers. Individual student
accounts and electronic mail addresses (will/will not) be issued to students at this
time. If a student already has an electronic mail address, they (will not/may not,
with permission of their supervising teacher) be permitted to use the address to
send and receive mail at school.
Students will be expected to abide by the following network etiquette rules:
1. The use of the network is a privilege and may be taken away for a violation of
Board policies or administrative rules and regulations. As a user of the
Internet, students may be allowed access to other networks. Each network
may have its own set of policies and procedures. Students will abide by the
policies and procedures of these other networks.
2. Students will respect all copyright and license agreements.
3. Students will cite all quotes, references and sources.
4. Students will only remain on the system long enough to receive needed
information.
5. Students will apply the same privacy, ethical and educational considerations
utilized in other forms of communication.
6. Student access for electronic mail will be through (the supervisng teacher’s
account/their own account). Students should adhere to the following
guidelines:
a. Others may be able to read or access the mail, so private messages should
not be sent.
62
b.
c.
d.
e.
Delete unwanted messages immediately.
Use of objectionable language is prohibited.
Always sign messages.
Always acknowledge receipt of a document or file.
7. Students accessing Internet services that have a cost involved will be
responsible for payment of those costs.
Please sign this form and return it to the school if you would like your child to be
granted Internet access.
_________________________________________
Student Name
____________
Grade
_________________________________________
School
____________________________________
Date
_________________________________________
Parent/Guardian Signature
If you have granted your child Internet access, please have them respond to the
following:
I have read the expected network etiquette and agree to abide by those provisions. I
understand that violation of these provisions may constitute suspension or
revocation of Internet privileges.
I agree to be responsible for payment of costs incurred by accessing any Internet
services that have a cost involved.
___________________________________________
Student’s Signature
_________________________
Date
63
APPENDIX G
E 6161.4 (c-d)
Agreement of Acceptable Use of the Internet
You are being given access to the District’s electronic communications system.
Through this system, you will be able to communicate with other schools, colleges,
organizations, and provide people around the world through the Internet and other
electronic information systems/networks. You will have access to thousands of
databases, libraries and computer services all over the world.
With this opportunity comes responsibility. It is important that you read the
District Board policies and administrative rules and regulations, and this agreement
form and ask questions if you need help in better understanding them.
Inappropriate system use will result in the loss of the privilege to use this
educational tool.
Rules for Appropriate Use
1. You may be assigned an individual account, and you are responsible for not
sharing the password for that account with others.
2. You will be held responsible at all times for the proper use of your account,
and the District may suspend and/or revoke your access if you violate
policies, rules, regulations and/or procedures.
3. Remember that others who receive e-mail from you with a school address
might think your message represents the school’s point of view.
Inappropriate Uses
1. Using the system for any illegal purposes.
2. Borrowing someone’s account without permission.
3. Downloading or using copyrighted information without the permission from
the copyright holder.
64
4. Posting messages or accessing materials that are abusive, obscene, sexually
oriented, threatening, harassing, damaging to another’s reputation, or illegal.
5. Wasting school resources through improper use of the computer system.
6. Gaining unauthorized access to restricted information and resources.
Consequences for Inappropriate Use
1. Suspension of access to system.
2. Revocation of the computer system account.
3. Other legal action, in accordance with applicable laws.
I understand that my computer use is not private and that district administration
may be monitoring my activity on the district’s computer system.
I have read the district’s electronic communications system policy and
administrative rules, regulations and procedures and agree to abide by their
provisions. In consideration for the privilege of using the district’s electronic
communications system and in consideration for having access to the public
networks, I hereby release the district, its operators, and any institutions with which
they are affiliated from any and all claims and damages of any nature arising from
my use of, or inability to use, the system, including, without limitation, the type of
damages identified in the district’s policy and administrative regulations.
_________________________________________
Employee Signature
_________________________________________
Employee Name (please print)
_________________________________________
Date
65
APPENDIX H
BP 3510
Maintenance/Repair Request
66
APPENDIX I
BP 4119.23
4219.23
4319.23
Confidentiality
Yupiit School District Board Policy 4119.23, 4219.23 and 4319.23 Unauthorized
Release of Confidential Information) states:
District employees shall maintain the confidentiality of all confidential records until
such time as laws, state regulations and/or bylaws of this district permit disclosure.
Best practice encourages all staff to understand the importance of confidentiality as
it relates to student information.
Student medical, personal and educational records are confidential and are not to be
discussed in the community or with non-members of the students’ educational
team. In addition records should not be disclosed to any person or entity not
affiliated with the school district unless a parental release has been signed.
General Rules of Confidentiality
1. Personally identifiable information includes: name of student, name of
parent or other family member, address of student and family, personal
identifier (SSN or student number), list of personal characteristics that would
make the student’s identity easily identifiable.
2. Special education records are “education records” and are considered
confidential.
3. A parent can include: a natural parent, guardian, family member acting as a
parent, surrogate parent, foster parent.
Staff Responsibility
1. Must protect confidentiality of personally identifiable information at all times
(collection, storage and destruction of information)
2. Must ensure confidentiality when using district email. Best practice would
suggest that if it is necessary to discuss a student it is best to do so in person.
3. When sharing student information with a parent make sure that grades, test
scores, etc. of other students is not visible.
67
4. Keep conversations regarding student academics or behavior in private
locations. Don’t chat in the hallways, office or teacher workrooms.
5. Don’t talk about a specific child where other children can hear the
information.
6. Be careful when you are at the store, Laundromat, or other community
location. Don’t discuss students in public (even when a parent wants to
discuss their child with you).
7. Make sure that collaborative logs do not include full names of students (use
initials).
8. Keep student information (working files, portions of IEP, etc.) in a secure
cabinet or in such a manner, so that others do not have access to confidential
information.
I have been presented general guidance on confidentiality and understand my
responsibility as a Yupiit School District employee.
______________________________________
Employee Signature
______________________________________
Employee Name (please print)
______________________________________
Date
68
APPENDIX J
CLASSIFIED EMPLOYMENT APPLICATION
PLEASE USE TYPEWRITER OR BLACK INK PEN
POSITION APPLYING FOR:
NAME: (LAST)
(FIRST)
CITY:
STATE:
HOME PHONE:
BUSINESS PHONE:
DATE AVAILABLE TO START:
DATE:
(MI)
ZIP CODE:
EDUCATION
HIGH SCHOOL GRADUATE? HIGH SCHOOL EQUIVALENCY (GED)
HIGHEST GRADE
ACHEIVED
YES
NO
YES
NO
1 2 3 4 5 6 7 8 9 10 11 12
LIST ANY HIGH SCHOOL COURSES THAT RELATE TO THE POSITION YOU ARE APPLYING
FOR:
EDUCATION OR TRAINING AFTER HIGH SCHOOL
NAME AND
LOCATION
DATE
ATTENDED
NO OF
QUARTER
HOURS
NO OF
SEMESTER
HOURS
HOURS
GRADUATE?
DEGREE/CERTIFICATE
AND YEAR
MAJOR
OR
SUBJECT
TAKEN
ELECTRONIC OR MECHANICAL EQUIPMENT QUALIFICATIONS
EQUIPMENT OR MACHINES YOU
ARE QUALIFIED TO OPERATE
Yupiit School District
EQUIPMENT OR MACHINES YOU ARE
QUALIFIED TO REPAIR
NAME:
69
Classified Employment Application
Page 2
WORK EXPERIENCE
INCLUDE ALL JOBS HELD WITHIN THE PAST FIVE (5) YEARS. LIST EARLIER JOB HISTORY
IF PERTINENT TO THE JOB APPLIED FOR. INCLUDE ANY PERIOD OF UNEMPLOYMENT
OVER THREE (3) MONTHS IN LENGTH. USE ADDITIONAL PAGES IF NEEDED TO GIVE
COMPLETE HISTORY. START WITH THE LAST OR PRESENT POSITION AND WORK
BACKWARDS.
EMPLOYING FIRM
ADDRESS
EXT
CITY
NAME OF SUPERVISOR
NO. OF PERSONS SUPERVISED
DUTIES
NUMBER OF YEARS WORKED
REASON FOR LEAVING
EMPLOYING FIRM
ADDRESS
EXT
CITY
NAME OF SUPERVISOR
NO. OF PERSONS SUPERVISED
DUTIES
REASON FOR LEAVING
EMPLOYING FIRM
ADDRESS
EXT
CITY
NAME OF SUPERVISOR
NO. OF PERSONS SUPERVISED
DUTIES
NUMBER OF YEARS WORKED
REASON FOR LEAVING
FROM
PHONE NO.
STATE
ZIP CODE
JOB TITLE
HOURS PER WEEK
FROM
PHONE NO.
STATE
TO
ZIP CODE
JOB TITLE
HOURS PER WEEK
FROM
PHONE NO.
STATE
TO
TO
ZIP CODE
JOB TITLE
HOURS PER WEEK
I hereby certify that all information made on or in connection with this application is true and complete to
the best of my knowledge and belief and that I have not knowingly withheld any fact or circumstance. I
understand that any misrepresentation of material fact will be sufficient grounds for rejection of
application, or removal from employment.
I authorize my present and previous employers to release to the Yupiit School District any information they
may have regarding my character or employment record and release said employers from any damage or
claim for furnishing said information. I hereby agree to submit to such physical and/or mental
examinations as may be required.
_______________________________________
Signature
_________________________
Date
70
Yupiit School District
NAME:
Classified Employment Application
Page 3
Request for Information
APSIN Criminal Background Check Printout
APPLICANT:_______________________________________________
(Please Print)
Last
First
DOB:_____________
Middle
Maiden Name, Previous Married Name, Aliases, and also known as:
_________________________________________________________________________________
_________________________________
Social Security Number
____________________________________
AK/Out of State Driver’s License Number
______________________________________________
Current Mailing Address
____________
How Long?
_________________________________________________________
Current Residential Address
_________________________________________________________
City, State, Zip Code
________________________________________________________
Previous Address
___________
How Long?
_________________________________________________________
City, State, Zip Code
CRIMINAL RECORDS INFORMATION WAIVER AND FEE AUTHORIZATION
As an applicant for employment in the Yupiit School District, I hereby authorize the Yupiit School District
to conduct a criminal history search. The search will require my fingerprints and use Alaska Public Safety
records and other such records as may be found in the State and any other State or Federal jurisdiction. I
also authorize any law enforcement agency to release the above information to the Yupiit School District,
Personnel Office, P.O. Box 51190, Akiachak, Alaska 99551-0190. I certify that the information I have
given on this form is true and correct to the best of my knowledge. If hired, I authorize the required fee of
approximately $60 to be deducted from my first paycheck.
_________________________________________
Signature of Applicant
_____________________
Date
71
APPENDIX K
2011-2012 Salary Schedules
72
2011-2012 Salary Schedules (Continued)
73
2011-2012 Salary Schedules (Continued)
74
APPENDIX L
75
APPENDIX M
Return this certification to:
Personnel File
Yupiit School District
P.O. Box 51190
Akiachak, Alaska 99551
PHYSICIAN’S CERTIFICATION
Employee’s Name: __________________________________________
I have examined the above named individual and:
[ ]
Declare him/her physically and mentally ready for employment.
[ ]
Declare him/her unfit for employment on the basis of a physical and/or mental deficiency.
[ ]
Recommend follow-up examination(s) as indicated:
_________________________________
[ ]
______________________________
Recommend the following procedures before approval can be given.
_________________________________
______________________________
_________________________________
______________________________
The annual tuberculin skin test required by AS 18.15.145 will be
administered by the school nurse at the beginning of the school year.
76
APPENDIX N
77
APPENDIX O
E 1250
Waiver of Liability for Volunteers
NOTE: The Yupiit School District from time to time provides opportunities for
members of the community to volunteer services to the school district. However,
the school district does not provide liability insurance coverage to non-district
personnel serving in voluntary positions with the district. The purpose of this
waiver is to provide notice to prospective volunteers that they do not have
insurance coverage by the school district and to document the volunteer’s
acknowledgement that they are providing volunteer service at their own risk.
By executing this waiver, the volunteer:
1. Acknowledges that the Yupiit School District does not provide insurance
coverage for the volunteer for loss, injuries, illness, or death resulting from
the volunteer’s unpaid service to the school district.
2. Agrees to assume all risk for death or any loss, injury, illness or damage, of
any nature or kind, arising out of the volunteer’s supervised or unsupervised
service to the school district.
3. Agrees to waive any and all claims against the school district, or its officers,
Board members, employees, agents or assigns, for loss due to death, injury,
illness or damage of any kind arising out of the volunteer’s supervised or
unsupervised service to the school district.
4. Agrees that this waiver is effective whether the death, loss, damage, illness or
injury is the result of the negligent, intentional or unintentional acts of the
district, any district employee, officer, Board member, or agent, or that of any
other volunteer working for, or on behalf of the school district, and further
agrees to waive any and all claims against the school district, of any nature of
kind, for damages arising out of the volunteer’s service to the school district.
By my signature below, I hereby certify that I have carefully read this waiver, and
that I am making this waiver knowingly, without coercion or duress.
_______________________________________
Volunteer Signature
______________________________
Date
_______________________________________
Witness
78
APPENDIX P
BP 4133
79
APPENDIX Q
BP/AR 3310
80
APPENDIX R
E 3512
Equipment Lending Agreement
Equipment To Be Borrowed
_________________________________________________________________________________________________
_________________________________________________________________________________________________
_________________________________________________________________________________________________
_________________________________________________________________________________________________
_________________________________________________________________________________________________
________________________________________________________________________________________________
Date Needed: ________________________
Date To Be Returned: ______________________
From: _______________________________________________________________________________________
(School/Employee)
Borrower: __________________________________________________________________________________
(Individual/Organization)
Individual responsible for above borrowed equipment: ______________________________
AGREEMENT: I _________________________________________, agree to return all borrowed
equipment in the same condition as when borrowed and to reimburse the school
district for any damages which might occur through usage during the period of
lending.
__________________________________________
Borrower’s Signature
__________________________________
Date
81
APPENDIX S
BP 5141
82