ISIC Pupil Services

• Confidential Student Information & City
Partnership Agency Staff – MOU In Place
• PSA Purchase for Next Year
• SARB

PSA Counselor
Helene Halperin
From
Retired Sub
To
Diego Rivera Learning Complex,
Green Design Community School – 3 Days

Los Angeles Unified School District
2014
This training is about recognizing and reporting suspected child abuse. It is to be used in collaboration with and as a supplement to state, federal and District policies.

• MEM-4207.5 Administrator Certification Form
• BUL-1347.2 Child Abuse and Neglect Reporting Procedures
• BUL-3357.1 Employee-to-Student Sexual Abuse and Related
Discipline Policy
• BUL-3349.0 Sexual Harassment Policy (Student-to-Student, Adultto-Student, and Student-to-Adult)
• Child Abuse Awareness Training, http://caat.lausd.net
• BUL 4748.0 Ethics Policies
• BUL 5688.0 Social Media Policy for Employees and Associated
Persons
• BUL 5167.0 Code of Conduct with Students

• 1 in 6 boys and 1 in 4 girls are sexually abused by age 18
• Less than 10% of sexual molestation is reported
• 80% of perpetrators are married
• 90% of molesters are male relatives or trusted friends of the family
•
93% of molesters are religious
• 97% of molesters are heterosexual men, regardless of the sex of their target
• Serial molesters have an average of 350 victims
• Children are more likely to be abused in foster placement than in their own homes

• Physical Abuse can be external or internal and includes injuries such as a bruise, welt, burn, or cut inflicted on a child by other than accidental means by another person.
• Neglect is the failure to provide adequate care or supervision.
• Willful Cruelty or Unjustifiable Punishment is any situation where any person willfully causes, inflicts or permits unjustifiable physical pain or mental suffering, or permits the child to be placed in a situation in which the child’s person or health is endangered.
• Mental Suffering, Emotional Abuse is willful harm that has been inflicted upon a child and endangers his or her emotional well-being.

• Sexual Assault includes rape, statutory rape, rape in concert, incest, sodomy, lewd or lascivious acts upon a child, oral copulation, penetration of a genital or anal opening, including the use of any object, touching the genitals or intimate parts or the clothing covering them, or child molestation.
• Sexual exploitation includes conduct or encouragement of activities related to pornography depicting minors and promoting prostitution by minors.
• Lewd and lascivious behavior is any unlawful and unwelcomed act committed for the purpose of arousing the libido or sexual interest of the individual or the person towards which this action is directed.
• Lewd conduct includes pornography, prostitution, or indecent exposure.
• Sexual innuendos may be considered a lewd conduct.
• Hazing may constitute physical or sexual abuse.

Consensual sexual acts or “lewd and lascivious” conduct involving a minor must be reported in the following circumstances:
• a. The minor is under 14 and the partner age is 14 years or older and are engaged in consensual sexual intercourse; or
• b. The minor is under 16 and the partner age is 18 years or older and are engaged in consensual sexual intercourse; or
• c. The minor is 14 or 15 years of age and the partner is 10 or more years older and are engaged in “lewd and lascivious conduct.”

All employees who have contact with children or other vulnerable populations in the ordinary course of their work are mandated reporters.
Mandated reporters include:
• School personnel
• Medical personnel
• Law enforcement personnel
• Counselors
• Clergy
• Photography and film developers
District employees are mandated to report any reasonable suspicion even if the suspected offender is a colleague.
• A telephone report must be made to an authorized Child Protective
Agency immediately, or as soon as possible.
• A written report must be filed within 36 hours of becoming aware of the incident.

• South Gate Police Department, (323) 563-5436
• Los Angeles Police Department, (213) 486-0530
• Los Angeles Sheriff’s Office, (323) 267-4800
• Department of Child and Protective Services, (800) 540-4000
• https://mandreptla.org/ - electronic submissions of Child Abuse reports for mandated reporters
• http://schoolsafety.lausd.net – links to DCPS
• Los Angeles School Police is NOT a child protective services agency and CANNOT take reports

• State law provides immunity from civil or criminal liability for mandated reporters who file suspected child abuse reports.
• Failure to comply with this policy may subject an employee to:
• professional liability, as well as discipline, demotion, dismissal, and the possible suspension or revocation of credentials, and
• personal civil liability which can result in the cost of defense and subsequent related damages the child incurs, if any, and
• criminal liability of a misdemeanor punishable by imprisonment in the county jail for a maximum of six months, a fine up to $1,000, or both .

Under the law, Mandated Reporters must report all forms of suspected child abuse or neglect, which include:
• Sexual abuse
• Physical injury or death inflicted by other than accidental means upon a child by another person,
• Neglect
• The willful harming or injuring of a child or the endangering of the person or health of a child
• Unlawful corporal punishment or injury
• Serious emotional damage

For purposes of suspected child abuse/neglect reporting, "reasonable suspicion" means that it is objectively reasonable for a person to entertain a suspicion, based upon facts that could cause a reasonable person in a like position, drawing, when appropriate, on his or her training and experience, to suspect child abuse or neglect.
"Reasonable suspicion" does not require certainty that child abuse or neglect has occurred nor does it require a specific medical indication of child abuse or neglect; any "reasonable suspicion" is sufficient.
Examples of reasonable suspicion:
• Does the child have sexualized behavior or knowledge that is not ageappropriate? (see Stop It Now! handouts)
• Do you suspect that there is sexually inappropriate behavior between a child and an adult?
• Is there a pattern of behaviors that does not have a plausible explanation?
Reports may be from any source and may be spoken or written.

You May Clarify to determine whether reportable abuse has occurred:
• Tell me about your drawing.
• Tell me about these bruises.
• Tell me what happened.
?
?
?

DO NOT corroborate the allegations with witnesses or the accused.
DO NOT ask children to remove or lift clothing to show you marks.
DO NOT ask leading questions
• Did your daddy do this to you?
• Where else did he touch you?
• Did anyone tell you to keep this a secret?
?
?
?

• Mandated Reporters must file the suspected Child Abuse
Report if they have reasonable suspicion of abuse, regardless of who the perpetrator is.
• The mandated reporter must advise the employee’s supervisor of the suspected inappropriate conduct to ensure the safety of the children.
• The accused may be relocated during the investigation.
• The District will conduct its own investigation and cooperate with the investigation of Child Protective Services.

We recognize there are various levels of understanding and experience with this topic. Please participate to the extent of your comfort level.
Due to the sensitive nature of this topic, be mindful of others’ feelings and reactions to the scenarios and discussions.

You've observed behavior or have information that constitutes reasonable suspicion of child abuse
You've received information that leads you to wonder if a Child
Abuse Report is indicated
Ask clarifying questions
Tell me about your drawing
Tell me about these bruises
Tell me what happened
YES
You have reasonable suspicion
No Child Abuse, but suspect employee misconduct
File a Suspected
Child Abuse
Report
Review District policies
Notify an administrator of employee misconduct
Refer the child to counseling as appropriate
Refer the child to counseling as appropriate
BUL-1347.2 Child Abuse and Neglect Reporting Procedures
BUL-3357.1 Employee-to-Student Sexual Abuse and Related Discipline Policy
BUL-3349.0 Sexual Harassment Policy (Student-to-Student, Adult-to-Student, and Student-to-Adult)
BUL 4748.0 Ethics Policies
BUL 5688.0 Social Media Policy for Employees and Associated Persons
BUL 5167.0 Code of Conduct with Students
Monitor child's behavior
Notify an administrator of employee misconduct
NO
Document informally

• In small groups, 6-8, discuss your vignette(s).
• Do you have a reasonable suspicion of Child Abuse?
• What, if any, additional information do you need to determine if reasonable suspicion occurs?
• Is there possible employee misconduct (e.g., sexual harassment, violation of Code of Conduct with Students, violation of Code of Ethics)?
• How will you proceed? Who will you notify? Relate each vignette to your school level.
• When complete review recommended responses. ?
?
?

While hurrying to your next period, you notice five high school boys surrounding a girl who looks very nervous. You remove the girl from the circle and have her walk with you. She tells you that they were telling her how sexy she is and how big her breasts are, and that they say such things frequently. She is pretty shaken up. What do you do?

• A parent shares a suspicious incident between her daughter, Rachel, and a male teacher. She had been concerned that Rachel was spending too much time with this teacher. Recently, when
Rachel did not show up at the scheduled pick-up time, the parent went to the teacher’s room to locate her. Finding a locked door, she knocked for a long time. When the teacher answered the door, the parent saw Rachel, whose clothes were disheveled, exiting through a back door. Rachel is adamant that nothing improper occurred. What do you do?

• A school-based volunteer tells you that while working with a student, she noticed that his shoulders, neck, and arms were bruised. When she asked the student what happened, he told her that he had fallen down the stairs at his apartment. The volunteer is asking for your guidance. What do you do?

• You walk into a classroom and notice Jimmy, a third grader, standing at the back of the classroom with outstretched arms and three books in each hand. He is clenching his teeth and trembling. The teacher explains that Jimmy is being punished for kicking another student.
What do you do?

• A group of middle school students is huddled in the hallway looking at pictures on a cell phone.
You catch a glimpse of one of the photos and recognize Juliet, a 7th grader, naked and posed in a very provocative manner. What do you do?

• You enter the gym and find Federico alone and lying on the floor. His arms and legs are severely bruised and his clothing is smeared with shaving cream. He is visibly upset, but asks you not to report the incident. He tells you that this was a test to see if he was tough enough to join the basketball team and that he really wants to be on it.

• Were these vignettes realistic?
• Did everyone in your group agree on how to proceed?
• Was additional information needed to help guide your decisions?
• What were your challenges?
• How did you resolve them?
Child abuse and molestation are not always obvious. We hope these activities sparked important conversations on keeping our children safe.

• Professional behavior is a priority
Consider how behavior can be
[mis]perceived. Be sure that your behavior is beyond reproach at all times.
• Maintain appropriate relationships
While the District encourages the cultivation of positive relationships with students, employees are reminded that we expect them to use good judgment and are cautioned to avoid any possible or perceived breach of responsible, ethical behavior.

• Be a role model
Your responsibility as a professional is to model and teach appropriate boundaries with students and colleagues.
• Be conscious of physical contact or touching
Appropriate touch is determined by your job setting and duties.
Nurses, preschool teachers , and middle school teachers, for example, have different guidelines for appropriate touch. You are responsible for guarding against possible misunderstandings.

• Protect by maintaining structure, stability and consistency
• Connect through interaction, activities and resources
• Model caring, compassion and empathy
• Teach students to use positive coping strategies

We are entrusted with the most precious gifts in the world – children!
Let’s do our part to keep them safe.

When To Do What and Where to Find Forms

• Whenever you meet with a student individually, print out an AT10 and document your visit on the bottom.
• File in a binder, alphabetically by grade.
• Periodically check the attendance of these students to see if there is any improvement or whether you need to follow-up.
• If you meet with the same student a second time, continue documenting on the bottom of the same AT10.
• If you mail Truancy Letters # 2 and # 3, file along with the AT10.
• If you run an extract is SIS and immediately run an AT20, it will print out all the AT10s for the students in your last extract.

• If a student is identified for SART, remove your AT10 and supporting documentation for that student from your binder and begin a separate folder for him/her.
• From this point on, file everything in the student’s individual folder so that you have all documentation in a central place, in case you need to refer the student to
SARB.
• Continue to document on AT10 or begin transferring info to a Record of Contacts
Form (handwritten or computer file). The sooner you do this, the less you will need to transfer.
• Continue documenting contacts.

• ID19 – Unfortunately, we can not enter new information in this anymore. But we could still print out information that was previously inputted.
• Call Log in ISIS – You could enter your information here but keep in mind that you can not update or delete info once it’s saved.
• Counseling Module – Not everyone has access.
• Welligent – Coming next year!


Employees
◦ To maintain regular attendance
◦ To work every hour they are assigned
◦ To comply with rules of reporting absences

Supervisors
◦ To maintain accurate employee attendance records
◦ To monitor employee attendance
◦ To provide feedback to employee
◦ To enforce attendance policies and standards

79% of employees at 96% or better attendance

This is an increase of 5% over last year’s target

Attendance data is now published monthly so that we can track our division’s progress.

Individual staff attendance is reviewed by Director monthly

from the


A Certification/Request Form of Absence for Illness or Non-Illness is to be faxed the day of return to work to (213)241-2031.

Failure to submit these forms within 24 hours of return may result in an unpaid status until the appropriate form is submitted.


Under the Collective Bargaining Agreement, an employee who is absent shall be required to certify the reason for absence.

Also, the District shall have the authority to use whatever means are reasonably necessary to verify any claimed illness, injury, or disability under this section before authorizing any compensation.


Absences for more than 5 consecutive working days also require a statement from the attending physician.

Absences for more than 20 consecutive working days require a formal leave request and an
"Attending Physician Statement" form.


Failure to properly report one absence or to submit the appropriate absence form within 24 hours of return to work, or to submit requested verification of absence will result in a formal warning.

Subsequent omissions will result in progressive discipline. Non-compliance with attendance policies can result in appropriate disciplinary action up to, and including, termination.

Pupil Services Employees may also be subject to random audits of their attendance.


Pupil Services staff must notify their Pupil Services
Coordinator via email or phone call, of ANY overtime (Z, X and grant time) prior to working any additional days or hours (outside of your regular work hours/days).

This includes additional time for Grad Van,
Saturday school and other school or district projects.


After the additional time has been worked, an Additional
Time Reporting Form, signed by the designated Pupil Services
Administrator and School Site Administrator (if applicable) must be signed by the funding administrator, and the employee stating the actual hours worked, then submitted to the Pupil Services administrator for approval.

The administrator will submit this form to the timekeeper for the payroll period following time worked.

New district policies have been developed for the 2013-14 school year that limit the amount of time that an individual can work to a maximum of 200 hours per pay period.

To calculate the attendance rate, we use the following formula:
Worked Hours
(Workable Hours – Protected Hours)
To calculate the percentage at 96% or better:
Sum of employees who met the goal
Total number of employees


Workable Hours – Basic Assigned hours minus vacation and holiday hours

Unprotected Hours – absences that are not protected under State and Federal Law, such as:
Illness* (full and half pay)
Personal Necessity (non-FMLA)
Unpaid Time
Bereavement
Annual Physical
* Illness time taken that is not protected under State and Federal Law


Protected Hours – Absences that fall under the protections of State and Federal laws. including, but are not limited to:
Pregnancy Disability
Kin Care (limited to 6 days/year)
Military Leaves
Family Medical Leave Act (FMLA)
California Family Rights Act (CFRA)
Includes: child bonding, serious health issue for staff or qualified family
Jury Duty

Leaves For Self or Care for a
Qualifying Family Member
Military Leaves

Up to12 weeks per year for serious medical condition

Qualifying family members include the employee’s child, parent, spouse, or registered domestic partner

Up to 12 weeks for Military
Qualifying Exigency – son, daughter, spouse, or parent is on active or overseas duty

Up to 26 weeks for Military
Caregiver – son, daughter, spouse, parent, or next-ofkin with a serious illness or injury sustained or aggravated while on active duty


No repercussions for FMLA absences within the twelve work weeks or 60 work days of protection

Return rights to original position or position with equal pay and benefits

Continuing medical benefits even if the employee goes unpaid within the FMLA protected time period

Definition: Illness, injury, impairment or physical or mental condition that involves inpatient care or continuing treatment by a healthcare provider

More than three (3) consecutive days of absence
A chronic health condition
Hospitalization, surgery, or continuing contact with a health care provider
A medical reason being given for being late, leaving early, or absence
A family member who is seriously ill or has regular health problems
Multiple medical treatments or multiple appointments for therapy for the employee or qualifying family member

Ear Aches
Upset
Stomachs/Ulcers
Routine Dental,
Orthodontia
Problems, or
Periodontal disease
Headaches (except migraines)
Common Cold
Flu (unless complications arise)
Cosmetic
Treatments (unless complications arise)

Employment with the District for at least 12 months at any time
Must have worked at least 130 days during the year preceding the FMLA absence or leave

FMLA/CFRA protections run for one (1) calendar year, starting the first day the employee is eligible for and takes an
FMLA/CFRA absence or leave.
* An employee whose absence starts on July 30, 2013 will have protection until July 29, 2014. If the FMLA or CFRA qualifying condition continues, they may re-certify for another year of protection so long as they again meet the 130 workdays (or 1,250 hours) required.

The District requires medical verification of
FMLA/CFRA protected absence for the employee’s own serious health condition or that of a qualifying family member.
Provide the employee with the
“Certification by Health Care
Provider” form to be completed by their (or their qualifying family member’s) health care provider within 5 business days.
The employee then has
15 calendar days to return the form or request an extension.


Give advance notice of any foreseeable absences under
FMLA/CFRA

If notice is not possible, employees must inform their supervisors as soon as reasonably possible

Make a good faith effort to schedule appointments to cause the least amount of disruption to worksite

Follow all normal callin and paperwork procedures for absences

Can be paid, unpaid or both

For the employee’s own serious illness, they can use any available illness time, vacation time, or take it unpaid

For a family member, the employee can use kin care, personal necessity, vacation, or take it unpaid
Can be continuous or intermittent

Continuous absences are counted in weeks – 12 weeks maximum per FMLA year

Intermittent absences are counted in days – 60 days maximum per FMLA year

Any absences that are not protected under State or
Federal law can negatively affect your attendance rate.
o o o o
These include unprotected absences such as illness and bereavement*
Personal Necessity (unless FMLA protected)
Furlough, vacation, holidays, and paid time off days are excluded from absence report
Religious Holidays*
* Allowed and do not result in action affecting the employee







Furlough Days
Paid Time Off: Vacation, holidays, comp time
Professional Development Time (PD)
District-sponsored training
Miscellaneous Time (MS)
Time off to attend a child’s school function
(Labor Code 230.8 allows up to 8 hrs/month and 40 hrs/year)


If the WC injury is also an FMLA-qualifying serious medical condition, then the WC absence is protected for up to twelve (12) weeks. (Coded FWC)

After the 12 weeks, WC absences are unprotected.

The system will allow you to make adjustments if unprotected time was entered in error.


For more information regarding FMLA and
CFRA, please visit: http://fmla.lausd.net

Information about Absence Management, please visit: http://disabilitymanagement.lausd.net/attendance .

(February, 2014)
School
Crenshaw STEMM Magnet
Hillcrest ES
Jordan HS
Marquez HS - LIBRA
Ritter ES
Vista MS
Woodcrest ES
YES Academy
PSA Counselor
Micquelyn Jones
Kendis Wilbourne
Armond Mc Daniels
Graciela Ortiz
Adrienne Braden
Jose Diaz
Adrienne Braden
Mark Trujillo

(through February 28, 2014)
PSA
Counselor School
Elementary
School
Kendis
Wilbourne
Hillcrest ES
Students at
96%
(with 96% minimum submittal rate)
68.1%
Middle
School
High
School
Tania
Martinez
Maureen
Greeley
Stevenson
MS
Banning HS
83.3%
77.2%

(February, 2014)
Adrienne Braden Luz Cubias Jose Diaz
Maribel Dugas Sagrario Gonzales Maureen Greeley
Micquelyn Jones Tania Martinez
Armond
Mc Daniels
Wanda SooHoo Anthony Therrattil Mark Trujillo
Mario Vega
Veronica
Villanueva
Norman Wallace

(through February 28, 2014)

nd
rd

• Today, March 28, 2014
• Timesheets for March
• Mileage Form for March (Complete Month)
• Multi-Funded Time Reports for March
• Friday, April 4, 2014 (Date Changed)
• Monthly Summary of Services for March
• Friday, April 11, 2014 (Last Day Before Spring Break)
• Half – Time Leave/Reduced Workload Forms
• Assignment Surveys
• Fax or E-mail All Documents to Valerie, cc: Wanda
• Fax # (213) 241-2031

• Beaudry Building
• Day – Thursday
• Date – April 24, 2014
• Time – 1:00 pm – 4:30 pm
• Address – 333 S. Beaudry Avenue
• City – Los Angeles, 90017

1. The item must be used as an attendance incentive award.
2. PSA counselor needs to document the donation being used with a short write up and a picture!
3. If the winner does not want to use the donation, he or she can give it to another counselor, who would then need to adhere to Rules 1 & 2