NEW EMPLOYEE HANDBOOK
The School Board of St. Lucie County is an Equal Opportunity Agency
July 2015
TABLE OF CONTENTS
Mission ...................................................................................................................................................................... 3
Beliefs ....................................................................................................................................................................... 3
Vision ........................................................................................................................................................................ 3
POLICIES
Code of Ethics ........................................................................................................................................................... 4
Code of Ethics for Public Officers and Employees ................................................................................................... 4
Principles of Professional Conduct ........................................................................................................................... 4
Reporting Child Abuse .............................................................................................................................................. 5
AIDS Awareness & Infection Control ........................................................................................................................ 5
Nondiscrimination Policy ........................................................................................................................................... 5
Bullying/Harassment ................................................................................................................................................. 6
Drug-Free Workplace ................................................................................................................................................ 6
Acceptable Use ......................................................................................................................................................... 6
PROCEDURES
Organization Structure ............................................................................................ ................................................. 7
Employee Access ................................................................................................... ................................................. 7
Calendar .................................................................................................................. ................................................. 7
Work Day ................................................................................................................ ................................................. 7
Work Year ............................................................................................................... ................................................. 8
Pay Schedule .......................................................................................................... ................................................. 8
Approved Leave ...................................................................................................... ................................................. 8
Personal Leave with Pay ........................................................................................ ................................................. 8
Temporary Employees ............................................................................................ ................................................. 8
Personnel Files ....................................................................................................... ................................................. 8
Salary Credit for Related Past Experience ............................................................. ................................................. 9
Salary Supplements for Applicable Training/Degrees ............................................ ................................................. 9
Professional Judgment ........................................................................................... ................................................. 9
Appropriate Dress ................................................................................................... ................................................. 9
Benefits ................................................................................................................... ............................................... 10
Employee Assistance Program ............................................................................... ............................................... 10
Insurance ................................................................................................................ ............................................... 10
Worker’s Compensation .......................................................................................... ............................................... 10
Florida Retirement System ..................................................................................... ............................................... 11
Fingerprints ............................................................................................................. ............................................... 11
Certification ............................................................................................................. ............................................... 11
Transfer of In-service Points ................................................................................... ............................................... 11
Self-Reporting ......................................................................................................... ............................................... 11
Reporting of Crimes ................................................................................................ ............................................... 11
Florida Right to Know .............................................................................................. ............................................... 12
Probation ................................................................................................................. ............................................... 12
Evaluation ............................................................................................................... ............................................... 12
Mediation Services .................................................................................................. ............................................... 12
Grievances .............................................................................................................. ............................................... 13
Resignations ........................................................................................................... ............................................... 13
Help Desk ................................................................................................................ ............................................... 13
Acknowledgement ................................................................................................... ............................................... 14
APPENDICES
Appendix A: The Code of Ethics and the Principles of Professional Conduct ................................................... 15-16
Appendix B: Identifying & Reporting Professional Misconduct .......................................................................... 17-18
Appendix C: Bullying/Harassment Policy ........................................................................................................... 19-23
Appendix D: Acceptable Use Policy .................................................................................................................. 24-26
Appendix E: 2015-2016 Calendar ........................................................................................................................... 27
Appendix F: 2015-2016 Record Specialists ............................................................................................................ 28
Appendix G: Meaningful Notice .......................................................................................................................... 29-30
Appendix H: School Health Program ...................................................................................................................... 31
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Welcome to St. Lucie Public Schools! Thank you for choosing us as your employer. We wish you the very best as
you join our team. This handbook is designed to share important information about St. Lucie Public Schools with
newly employed individuals. It is our goal to help you understand your rights, responsibilities, benefits and the
operation of our school district so that you can become a vital member.
The information shared here is a summary of other documents maintained by the district as well as applicable laws,
rules and regulations. This orientation program is not meant to replace these other documents but rather to make
you aware of both your obligations and privileges as an employee of St. Lucie Public Schools. All policies are available
on the school district web site at http://plato.stlucie.k12.fl.us/mis/School+Board+Policies.nsf.
Mission
As an employee you need to be aware of the Mission of the School Board of St. Lucie County as this is the guiding
principle for all decisions and procedures followed within the district. Please familiarize yourself with it and let it
become the basis for your service to the district.
The Mission of the
St. Lucie County School District,
is to ensure that all students graduate
from safe and caring schools
equipped with knowledge, skills and the desire to succeed.
What does this mean for you as an employee of the district? It means that every person who works in our schools or
with our children has an obligation to contribute positively to the learning of each child with whom he/she comes in
contact. It means that each employee is expected to contribute to the establishment and preservation of a safe
learning environment. It means that each employee is considered to teach by example and demeanor if not by direct
instruction. It means that each adult in our schools is expected to provide a positive role model for students in the
way his or her assigned duties are performed, in the quality of respect that is shown to students, parents, coworkers
and supervisors.
What does it mean to the operation of the district?
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The district has as its goal to provide our students with the very best instructors that can be obtained for each
segment of their education regardless of the individual school attended.
Every employee of the district, no matter what position he/she fills directly contributes to the education of
each student with whom he/she comes in contact.
It is the intent of the district to develop a staff that reflects and represents the diversity found in the population
we serve.
The district recognizes and values the unique contributions brought to it by each individual.
The district is committed to the goal that each of our schools will become premier centers of learning that are
organized around students and the work that is provided to them.
Beliefs
 Every child can learn, and each child can learn more than he or she is now learning.
 The core business of the St. Lucie County School District is to create challenging, engaging, and satisfying
work for every student, every day.
 Quality schools are the responsibility of the entire community.
 A healthy public school system is the key to the maintenance of a healthy democracy.
 The school district and its employees have mutual obligations for support and development toward
continuous improvement.
 The school district must promise continuous improvement in student achievement and in the success of
each individual.
Vision
The schools of the St. Lucie County School District in partnership with parents and community will become premier
centers of knowledge that are organized around students and the work provided to them. St. Lucie County School
District’s name will be synonymous with continuously improving student achievement and the success of each
individual. Our school district’s promise is to move from good to great focusing on our core business, the creation of
challenging, engaging and satisfying work for every student, every day. This is the St. Lucie Way!
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PART I – POLICIES
Code of Ethics
The Code of Ethics of the Education Profession in Florida binds all employees—teachers, administrators and support
staff members. This code of ethics specifies that:
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The educator values the worth and dignity of every person, the pursuit of truth, devotion to excellence,
acquisition of knowledge, and the nurture of democratic citizenship. Essential to the achievement of these
standards are the freedom to learn and to teach and the guarantee of equal opportunity for all.
The educator’s primary professional concern will always be for the student and for the development of the
student’s potential. The educator will therefore strive for professional growth and will seek to exercise the
best professional judgment and integrity.
Aware of the importance of maintaining the respect and confidence of one’s colleagues, of students, of
parents, and of other members of the community, the educator strives to achieve and sustain the highest
degree of ethical conduct.
All educators in the State of Florida are held accountable to the standards within the Code of Ethics. We direct you
to Appendix A so that you may read the Code of Ethics in its entirety.
Code of Ethics for Public Officers and Employees
The Code of Ethics for Public Officers and Employees adopted by the Legislature is found in Chapter 112 (Part III)
of the Florida Statutes. The Code applies generally to all public officers and employees, state and local.
The Florida Commission on Ethics functions as an independent commission responsible for enforcing the Code,
including investigating and issuing public reports on complaints of breaches of the public trust by public officers and
employees. The Commission publishes a booklet that generally describes the provisions in Florida’s ethics laws as
well as the processes of the Commission, entitled “Guide to the Sunshine Amendment and the Code of Ethics for
public Officers and Employees”, which may be found on-line at http://www.ethics.state.fl.us/. Section III, B of the
Guide provides information on Prohibited Employment and Business Relationships for public officers and employees.
The Commission also renders legally binding advisory opinions interpreting the ethics laws. A searchable database
of Commission advisory opinions is available on the Commission’s website at http://www.ethics.state.fl.us/. Any public
officer, candidate for public office, or public employee in Florida who is in doubt about the applicability of the standards
of conduct or disclosure laws to himself or herself, or anyone who has the power to hire or terminate another public
employee, may seek an advisory opinion from the Commission about himself or herself or that employee. For more
information on requesting an advisory opinion, please refer to the Commission’s website or call the Commission at
850-488-7864.
Although it is a public employee’s responsibility to know and comply with the Code, for questions regarding whether
a particular situation presents a prohibited employment or business relationship, you may also direct questions to
your principal or direct supervisor, who will contact legal counsel as needed. However, for a legally binding opinion,
you must contact the Commission for an advisory opinion.
Principles of Professional Conduct
In addition, all members of the St. Lucie Public Schools team, regardless of whether serving as a teacher,
administrator or support staff member, are also responsible for conducting themselves according to the Principles of
Professional Conduct of the Education Profession in Florida. Violation of any of these principles shall subject the
individual to revocation or suspension of the individual educator’s certificate or other penalties as provided by law.
Please see Appendix A.
District staff members are required to report to the principal of the school and the Deputy Superintendent alleged
misconduct by district employees which affects the health, safety or welfare of a student. If the alleged misconduct
to be reported is regarding the Deputy Superintendent, the employee shall report the alleged misconduct to the
Superintendent. Failure to report such alleged misconduct shall result in appropriate disciplinary action. We
encourage all employees to read the document on Professional Misconduct in its entirety. Please see Appendix B.
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Reporting Child Abuse
Florida Statute 39.201 requires “any person, including, but not limited to teachers or other school officials or personnel
who knows, or has reasonable cause to suspect that a child is abused, abandoned, or neglected by a parent, legal
custodian, caregiver, or other person responsible for the child’s welfare shall report such knowledge or suspicion to
the Department of Children and Families (DCF).” This includes suspected child on child sexual abuse.
School personnel do not need permission to make a report of suspected abuse or neglect and cannot ask someone
else to make the report for them. In addition, anyone who has been told about the suspected abuse needs to have
his or her name included in the report when it is made. Reports can be made by telephone (1-800-96ABUSE), fax
(1-800-914-0004), web-based chat or web-based report.
Failure to report is a felony of the third degree as described in Florida Statute 39.205. Individuals reporting suspected
abuse or neglect are immune from any liability when making such reports to DCF in good faith.
Section 1012.98 of Florida Statutes requires teachers in grades K-12 to participate in continuing education training
provided by DCF on identifying and reporting child abuse and neglect. http://www3.fl-dcf.org/RCAAN/
School staff should also inform the District’s Safety & Security Department if a School Resource Officer (SRO) is not
available on site that they have placed a call to the Abuse Registry. Informing the Safety & Security Department
and/or the SRO does not absolve school staff of the responsibility to call the Abuse Registry. Staff have a duty to
comply and cooperate with any child protective investigations. Always file a report as soon as suspected abuse or
neglect becomes known. Do not delay!
AIDS Awareness & Infection Control
In concern for the well-being of each employee and student, the School Board of St. Lucie County has mandated
AIDS Awareness training for all new employees. Staff should be knowledgeable about the conditions that spread
diseases such as AIDS and be aware of their rights and the rights of others where the disease is involved.
Certain positions within the school district have been identified as having a somewhat greater hazard of contracting
Hepatitis B or other infectious diseases. These positions are:
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Exceptional Student Education (ESE) teachers and paraprofessionals
Health paraprofessionals and school nurses
Custodians
Plumbers and electricians
Bus drivers and bus aides who transport ESE students
All athletic coaches
Those persons in the above six (6) categories are obliged to take initial training upon hire and annual training
thereafter in infection control.
In accordance with the occupational Safety and Health Administration (OSHA) Bloodborne Pathogens Standard, 29
CFR 1910.1030, the district has developed an Exposure Control Plan. Employees are urged to study all provisions
of the plan very carefully. This plan will be subject to review and revision as needed.
Nondiscrimination Policy
Discrimination on the basis of race, national origin, sex, disability, age, religion or marital status against a student or
an employee in the St. Lucie Public School System is prohibited. No person in this district shall, on the basis of race,
national origin, sex, disability, age, religion or marital status be excluded from participation in, be denied the benefits
of, or be subjected to discrimination under any education program or activity, or in any employment conditions or
practices.
The following persons have been designated to handle inquiries and complaints regarding the school board’s nondiscrimination policies:
Inquiries and complaints by students, parents, applicants for admission to school, and all others except
employees and applicants for employment:
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DIRECTOR OF STUDENT SERVICES AND ESE
School Board of St. Lucie County, Florida
4204 Okeechobee Road
Fort Pierce, Florida 34947
Telephone:
772-429-4510
Facsimile:
772-429-4528
E-mail:
SS-GRV@stlucieschools.org
Nondiscrimination policy inquiries and complaints by employees and applicants for employment:
Executive Director of Human Resources
School Board of St. Lucie County, Florida
4204 Okeechobee Road
Fort Pierce, Florida 34947
Telephone:
772-429-7508
Facsimile:
772-429-7510
E-mail:
EMP-GRV@stlucieschools.org
Inquiries and complaints under Section 504 of the Rehabilitation Act of 1973 should be directed to the school
board’s Section 504 Compliance Officer, the Director of Student Services and ESE, contact information listed
above.
If due to a disability you need special accommodations to receive school board information or to participate in school
board functions, call 772-429-3600 and ask for the School Board Secretary. A telecommunications device for the
deaf (TDD) is available at 772-429-3919.
Bullying/Harassment
St. Lucie Public Schools is committed to maintaining a work environment that is free from all forms of
bullying/harassment. In keeping with this commitment, the district will not tolerate, condone or permit
bullying/harassment of employees or others by anyone, including any supervisor, coworker, vendor, client or
customer.
Please see Appendix C for the entire Bullying/Harassment policy. Questions regarding this policy should be
directed to the Executive Director of Human Resources or the Director of Human Resources.
Drug-Free Workplace
It is the intent of the School Board of St. Lucie County that the work environment must be free of all illegal drugs and
alcohol. Therefore, employees are prohibited from possessing, using, manufacturing, dispensing, distributing or being
under the influence of illegal drugs or alcohol while on duty. Illegal drugs are those controlled substances as defined
by federal or state law, or any counterfeit of such drugs or substances.
The workplace is defined as the site for the performance of work done in connection with employment. That includes
any school building or premises, any vehicle used to transport students to and from school and school-related
activities, school board vehicles used by employees in the conduct of their environment, and any premises where
students in a school-approved activity, event or function are under the jurisdiction of the school district.
Any employee who is found possessing, using, manufacturing, dispensing or distributing illegal drugs or alcohol while
on duty will be discharged.
In keeping with the intent of this policy, all new employees are required to undergo drug screening before hire. Also,
once hired, any employee who is suspected of reporting to work under the influence of either drugs or alcohol will be
subject to additional testing and disciplinary action, up to and including termination, should the results be positive.
Acceptable Use
This policy, provided to you as Appendix D, provides guidelines for district participation in and use
of telecommunication services, networks and websites for administrative and instructional purposes. District
use is intended to advance and promote world class public education in St. Lucie County for all
students. Telecommunication services, networks and websites permit access and exchange of information between
and among schools, school offices and members of the global community.
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District provided access must be used in a responsible, efficient, ethical and legal manner. Failure to adhere to the
district’s policies and guidelines for the use of telecommunication resources may result in suspending or revoking the
right to access these resources. It is also important to remember that all electronic communications are subject to
public records laws.
PART II – PROCEDURES
Organization Structure
It may be helpful for you to understand the structure of the organization of which you are now a part. The St. Lucie
School Board, after considering recommendations submitted by the Superintendent, determines policies and
programs, adopts rules and regulations, prescribes minimum standards and performs other such duties as necessary
for the improvement of the educational programs for students.
The school board is composed of five members elected in a county-wide election every four years on a rotating basis.
Each member represents the boundary in which he or she lives.
Individuals requesting items to be placed on the board agenda must submit a written request to the Superintendent
at least eight days prior to the meeting date. A public forum is conducted at each board meeting. The board meeting
dates are posted on the district web page at http://www.stlucie.k12.fl.us/district/index.aspx.
St. Lucie Public Schools maintains and operates according to published policies and procedures. All policies and
many procedures are also available on the district’s website. It is very important that you understand that as an
employee of the district you are responsible for reviewing, understanding and complying with all policies and
procedures of the district. Failure to do so will subject you to disciplinary actions up to and including termination.
Employee Access
Skyward’s Employee Access provides easy, online access to the following features:
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Personnel information
Accounts payable payments
Check history
Check estimation (employees can run their own "what if?" payroll scenarios)
Calendar and fiscal YTD payroll information
Direct deposit information
W2 information
W4 information
Time off requests/approvals
Calendar
The student calendar for each year is set by the school board. Paid holidays for members of the three bargaining
units are set as part of the contract negotiations each year. The calendar (including paid holidays) for employees who
are not members of one of the bargaining units is established by the school board. As a part of your orientation you
will receive a copy of the current calendar. The established bargaining units are: Classroom Teachers Association
(CTA) which includes all instructional personnel; Classroom Teachers Association/Classified Unit (CTA/CU) which
includes non-instructional personnel such as clerical, paraprofessionals and bus aides; and Communication Workers
of America (CWA) which includes food service, bus drivers and maintenance.
Work Day
The length of the workday is established according to employee classification. The schedule for these hours is set
by the school principal or site administrator. No overtime is to be worked by non-instructional employees without the
prior permission of the site administrator. Most non-instructional, non-administrative employees are subject to the
provisions of the Fair Labor Standards Act. Compensatory time for overtime work may be granted by an administrator
provided that (1) the work that is being compensated was approved and recorded prior to performance and (2) no
more than forty (40) hours of compensatory time can be accumulated within a fiscal year. Compensatory time may
be taken up to one full day but cannot be granted for more than one full day at a time. Employees falling under the
Fair Labor Standards Act will be paid for any accrued compensatory time at the end of the fiscal year.
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The use of compensatory time must be requested with at least 24 hours notice using the district approved leave
request process.
Work Year
The work year of instructional and non-instructional staff is determined by the school board as follows:
9
months
=
183 days
10
months
=
196 days
10 ½ months
=
206 days
11
months
=
216 days
12
months
=
250 days
The above includes authorized paid holidays, planning days and other authorized paid leave.
Pay Schedule
All employees, except those classified as nine (9) month employees and those who begin their employment later in
the year, receive twenty-four (24) equal payments of their annual salaries. These payments are issued on the fifteenth
and the last day of the month unless these days fall upon a weekend or a holiday in which case they will be issued
on the last workday preceding. Nine (9) month employees receive twenty-one (21) checks varying in amount
according to the hours worked. This group includes bus drivers, food service workers, gatekeepers and temporary
part-time employees.
All employees are required to use direct deposit of their paychecks.
Approved Leave
Any absence of an employee from his/her regularly assigned duty must be covered by an authorized leave granted
in advance to school board procedures. Except for sick leave which may be submitted after returning to work, all
other leave requests must be submitted in advance using the Time Off Request though Skyward’s Employee Access.
It is strongly suggested that leave requests be submitted at least two (2) weeks in advance of the leave in order to
ensure sufficient time for processing. Leave is not automatically granted upon submission of the request; approval
must be received from the administrative supervisor prior to taking the leave.
Approved leave is permission granted by the school board or allowed under its adopted policies for an employee to
be absent from duty for a specified period of time with the right to return to employment upon the expiration of leave.
Any employee absent for three (3) or more consecutive days without having obtained proper authorization may be
terminated for abandonment of position.
Personal Leave with Pay
Personal leave with pay is leave time taken in hourly or full day increments that may be used for personal purposes
and is charged against available sick leave. Up to five (5) days per year may be thus used. An employee may only
use as many personal days (up to five) as there are sick days available. It is the employee’s responsibility to check
available days before applying for personal leave with pay. Use of these days without the needed number of available
sick leave will result in dockage of pay.
Persons who have been on any type of leave without pay, if a member of the defined benefit plan under FRS, may
purchase service credit for the time of the leave after having returned to work for at least thirty (30) calendar days.
Contact the Human Resources Department for details.
Temporary Employees
At times, the school board hires employees under a temporary status to replace full-time employees who are on
approved leave. These individuals are hired for the time of the leave only. When the employee on leave returns to
work, the temporary employment shall end.
Personnel Files
Personnel and employment records are processed and maintained in the Human Resources Department. All
personnel files are public records and as such, are available for public inspection by appointment only. If some
details of your personal information are exempt from public disclosure under Chapter 119 of Florida Statutes, you
must complete the Address/Identification Confidentiality Request form (PER0186).
The Human Resources Department must be notified in writing of any changes in personal status such as changes
in your name, address and marital status. A new social security card is required if your name changes.
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Salary Credit for Related Past Experience
New employees may receive salary credit for related past experience. To secure such credit, instructional employees
should request a copy of the Instructional Verification of Experience form (PER0007) for each applicable former
employer. Non-instructional employees may receive credit for employment in a position whose duties are similar and
related to those of the current employment with the school board. Such employment shall have been full time and for
more than half a year. To secure such credit, a non-instructional employee should request a copy of the Noninstructional Verification of Experience form (PER0006) for each applicable former employer. These forms may be
obtained from the Human Resources Department or through the district website.
It is the responsibility of the individual to send the verification forms to former employers and follow up to see that
they have been returned in a timely manner. We suggest enclosing a personal note and perhaps a stamped, selfaddressed envelope when sending these forms out. This verification must be received by the school district within
sixty (60) days of employment in order for the salary credit to be awarded for the current school year. Verifications
received after this deadline will be applied in the school term following receipt.
Salary Supplements for Applicable Training/Degrees
Personnel who desire a supplement for an earned higher degree reflected in an area on their educator certificate
must submit proper verification to the Human Resources Department by October 15 of the current fiscal year in order
to receive salary credit for the entire year. Verification of advanced degrees submitted to the Human Resources
Department after October 15 but before March 15 of the current fiscal year will receive one-half of the annual
supplement.
Instructional personnel should submit form PER0083.1 to request the supplement for additional graduate degrees.
Non-instructional personnel should submit form PER0083.2 for applicable training or degrees. All degrees thus
submitted must be from institutions recognized by the State of Florida and accredited by one of the six (6) regional
accrediting agencies. The employee is responsible for providing the Human Resources Department with a transcript
showing the degree and date conferred. A copy of a diploma alone is unacceptable.
Professional Judgment
Professional judgment is needed when interacting with students. Many problems educators have encountered could
have been avoided if they used some common sense and rational judgment. Following are some suggestions to
avoid legal complications:
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Maintain a professional barrier between you and students. You are the adult and the professional; act like
the expert, not one of the kids.
Keep the classroom door open when talking with students individually.
Do not flirt with students.
Do not discuss your personal life or personal matters with students. Do not discuss your husband, wife,
girl/boyfriend, or dates with students.
Do not leave students unsupervised.
Keep your hands and other parts of your body to yourself. Use verbal praise and reinforcement.
Treat each student with respect.
Do not socialize with students. While the district does not have a social media policy, it is strongly
recommended that you do not “friend” students on Facebook, Instagram, Twitter, etc.
Do not drink alcoholic beverages in front of students.
Do not take students home with you.
Do not make telephone calls, text, or write notes of a personal nature to students.
Appropriate Dress
Employees are expected to use good judgment regarding appropriate dress for the workplace. Clothing must be
clean, neat and reflect a positive image to the public. Apparel worn by employees clearly affects the work, attitude
and discipline of students. Appropriate dress serves as an indicator of the attitudes expected in the classroom.
Employees should dress for four main effects—respect, credibility, acceptance and authority. Attire that is too casual
or inappropriate for your position, or your daily activities, should not be worn.
The effective teacher comes to work dressed appropriately, comes to teach dressed for success and is a role model
for the students. Educators are walking, talking advertisements and should make their dress work for, not against
them.
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Benefits
Benefits provided to full-time regular employees include:
 Required employer Social Security and Medicare contributions
 Worker’s compensation insurance
 Group health and cafeteria plan
 Employee Assistance Program
 Optional tax-sheltered annuities
 Florida State Retirement contributions (employees must pay 3.09% of salary)
 Sick leave (one day per month worked)
 Personal days (maximum five (5) per year; chargeable to sick leave)
 Vacation days (twelve-month employees only)
 Paid holidays (number depending upon the work year)
 Reduced rates at Indian River State College (eligible course levels are negotiated each year)
 Free Financial Planning Guidance through Ernst & Young courtesy of the Florida Retirement System for all
members (866-446-9377)
Employee Assistance Program
The Employee Assistance Program (EAP) provides a variety of counseling and informational services. The EAP is
available for problems not normally covered under the mental health provisions of the Group Health Plan, such as
stress, weight loss, family problems, smoking cessation, etc. It can also be used for information and referral if you
need help determining how to tackle a personal or workplace problem. A supervisor may also refer an employee to
the EAP if it appears personal issues are interfering with work performance. Basically, the EAP is a tool for employees
to use to regain equilibrium during a stressful period.
Employees and their family members are eligible for up to six (6) visits per contract year to an approved mental health
provider, at no cost to the employee. There is no co-payment for using the EAP and an employee does not need to
be covered by the Group Health Plan of the district to use the EAP. However, if the employee receives a mental
health or substance abuse diagnosis and requires a formal treatment, the employee may access the Group Health
Plan benefits if the employee (or dependents) are eligible. The goal is to provide early intervention before the issue
becomes a more serious problem. For further information, contact Risk Management at 772-429-5520.
Insurance
Health insurance and a “cafeteria plan” of supplemental insurances are provided to employees by the school district.
There is a sixty (60) day “open enrollment window” during which new employees may enroll in the health insurance
plan without any questions asked and without requirement of a physical. Failure to enroll during this sixty (60) day
window which begins upon hire may mean that the employee will be asked to submit evidence of insurability or submit
to a physical as part of the application process and may result in coverage being denied.
Payment of premiums is deducted on each paycheck so as to maintain coverage in an uninterrupted fashion.
Employees who are on unpaid leave (excluding Family and Medical Leave Act Leave) and therefore not receiving a
paycheck will need to pay 100% of the cost maintaining their insurance. Retirees under the Florida Retirement
System’s pension plan are entitled to maintain their insurance through the school board by paying the entire cost.
Other employees who leave the employment of the school board may continue their insurance for a specified number
of months under the provisions of COBRA. Anyone with questions regarding the insurance program should contact
Risk Management at 772-429-5520.
Worker’s Compensation
All work-related injuries must be reported to the employee’s supervisor immediately and a First Report of Injury form
completed. The form is to be signed by the supervisor and forwarded to the Risk Manager. If medical attention is
required for the injury, the Risk Manager should be contacted to authorize treatment. Unauthorized treatment may
be subject to denial. Contact the Risk Manager’s office before seeking medical attention except in immediate
emergency situations.
Employees on approved worker’s compensation leave shall be entitled to continuation of retirement contributions by
the district while on leave. Employees placed on temporary light duty by a physician approved under worker’s
compensation will be paid an hourly rate equal to 85% of his/her regular hourly rate of pay for hours worked and may
apply to the worker’s compensation carrier for additional compensation up to the limits specified by law.
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Florida Retirement System
Regular full-time employees who receive benefits under the terms of their employment are required to be enrolled in
the Florida Retirement System (FRS). Employees have an opportunity to select either the pension plan or the
investment plan for their FRS membership. New employees should pay close attention to material received about
these two plans and make an informed decision as to which to choose. Any new employee who fails to make an
active decision within five (5) months of enrollment will be placed, by default, in the pension plan. After your choice
period, you have one other opportunity to change plans anytime during your FRS career.
On-going financial advice and retirement workshops are sponsored by the FRS and conducted by representatives of
Ernst and Young, a financial advisement company. Retirement counseling is available through the state Financial
Guidance Line. Their financial guidance line can be reached at 866-446-9377 once you have received your FRS
choice Packet and PIN number.
Employees who have retired from the Florida Retirement System and are returning to employment after having drawn
retirement should bring this to the attention of the Human Resource’s Department. No employee may retire and return
to work until they have left all FRS agencies’ employment for six (6) months. Upon returning to work, they must put
their retirement on hold for the seventh through the twelfth month of the first calendar year of retirement. There are
no exceptions to this policy.
Any employee that takes a contribution from their retirement account (either pension or investment) and has been
reemployed after July 1, 2010, is considered a retired-rehire and ineligible to accumulate any further retirement
benefits through the Florida Retirement System. No contributions to the FRS will be made.
Fingerprints
All applicants for employment with the School Board of St. Lucie County must be fingerprinted as part of the
application process. Clearance of the applicant’s fingerprints is required before the individual may assume regular
duties with the school board. Any offer of employment may be withdrawn if the individual is found to have a criminal
record or to have answered falsely on the employment application. The fingerprinting process is now electronic and
results are usually available within 24 hours. The expense of fingerprinting is to be borne by the applicant. Individuals
who leave the employ of the district must be re-fingerprinted before re-employment.
Certification
All instructional personnel are obliged to obtain proper certification in order to be employed. Application to the Florida
Department of Education, Bureau of Educator Certification, should be made before or immediately upon employment
in an instructional position. In order to maintain employment, each new instructional employee must provide the
district with proof of certification within 120 days of employment. Failure to do so may result in loss of employment.
Transfer of In-service Points
In-service points earned with another Florida public school system in an instructional position should be transferred
to the Professional Development Department for purposes of renewal of the Professional Certificate. It is the
responsibility of the instructional employee to have in-service credit transferred.
Self-Reporting
All employees are required to self-report in writing within two (2) business days to both their supervisor and the Deputy
Superintendent any arrests by any law enforcement agency and/or any criminal charges being filed (this includes
both misdemeanors and felonies of any type, including DUI). The self-reporting requirement applies to all St. Lucie
School District employees, including substitutes, part-time and temporary employees. Such notice shall not be
considered an admission of guilt, nor shall such notice be admissible for any purpose in any proceeding, civil or
criminal, administrative or judicial, investigatory or adjudicatory. In addition, self-reporting shall also be required for
any conviction, finding of guilt, withholding of adjudication, commitment to a pretrial diversion program or entering of
a plea of guilty or nolo contendere for any criminal offense other than a minor traffic violation within two (2) business
days after the final judgment. Instructional employees arrested or convicted for offenses other than minor traffic will
be reported to the Professional Practices Services, a division of the Florida Department of Education.
Reporting of Crimes
Evidence of any crime or potential crime known to or discovered by a school board employee shall be reported
immediately to the school principal or administrative supervisor who in turn shall report immediately to the appropriate
law enforcement agency. In particular, the school principal shall turn over to the appropriate law enforcement agency
all information, reports and evidence known about any criminal activity on campus, including but not limited to the
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following:
 Any assault in which the victim is injured and any continued pattern of recurring simple assaults;
 Possession of knives, firearms, ammunition, blasting caps or any other weapon or explosive in school;
 Any alcoholic beverage or narcotics offense;
 Any indecent assault or assault with intent to ravish;
 Any act, including any act of sexual harassment of a student, that may involve harm, or threat of harm, to the
physical or mental health of the student and that therefore may constitute an act of child abuse or neglect;
and
 Gang rivalries or activities.
Florida Right to Know
Florida law mandates that all employees who use or store hazardous chemicals in the workplace receive training as
to proper procedures. Those employees whose positions indicate that they fall into this category will receive specific
training from the Hazardous Material Manager.
Meanwhile all employees are reminded of the following employee responsibilities:
 Always read the label and Material Safety Data Sheet (MSDS) for each material and product that you use or
handle at work.
 Request Material Safety Data Sheets and other information whenever you are not completely familiar with
the proper and safe procedures for using or handling hazardous materials and waste.
 If you do not understand the label and Material Safety Data Sheet information, ask your supervisor for help
before using or handling hazardous materials or wastes.
 Immediately report all symptoms of chemical exposure to your supervisor/principal.
 Immediately report spills and leaks of hazardous materials or waste to your supervisor/principal.
 Report all safety violations to your supervisor/principal.
 Learn the location and proper use of personal protective equipment and emergency equipment in your work
area.
Probation
All new instructional employees hired after July 1, 2011 are subject to a one (1) year probationary period during which
the individual may resign without prejudice or be dismissed without cause. Upon successful completion of the
probationary period, instructional staff will be issued an annual contract.
All new support staff employees are under 120-day initial probation period during which any individual may be
dismissed without cause and without recourse. Support staff employees may be granted continuing status according
to the terms of school board policy and applicable negotiated contracts after three (3) years of service.
Evaluation
Each employee receives an annual evaluation of his/her performance. A copy of the official evaluation instrument will
be given to the employee at the beginning of the current fiscal year or upon employment if after the normal start date.
Employees who wish may attach a personal statement to his/her evaluation within ten (10) days of its receipt. This
statement will be placed in the individual’s personnel file along with the evaluation. Evaluations do not become public
record until one year after the issuance.
All annual contract support staff employees receive a mid-year evaluation. Instructional staff new to St. Lucie Public
Schools will also receive a mid-year evaluation.
Additional evaluation information for instructional staff can be located on the school district web site at
www.stlucie.k12.fl.us. Go to Teachers and Staff and then Evaluation System Resources.
Mediation Services
It is the firm belief of the school board that any disputes between employees, employees and supervisors, students
or parents and teachers should be resolved at the level closest to the parties involved. The Board recognized that for
many disputes there is a less expensive, less traumatic, more effective method of resolution than the traditional
grievance or lawsuit. Alternative dispute resolution procedures involve collaborative techniques which can spare the
district and individuals the high costs and emotional trauma of litigation. Specifically, the Board believes in mediation
as a method to intercept a conflict before it necessitates outside intervention or reaches the formal level of either a
grievance or a lawsuit. Through a step-by-step communication process, mediation leads to a peaceful win-win
solution for all involved parties. Therefore, the district has developed a cadre of mediators to assist in this process.
12
Anyone who is experiencing a conflict with another person(s) within the district is encouraged to contact the mediation
coordinator through the Human Resources Department.
Grievances
Any employee who feels that he or she has not been treated in accordance with school board policies or the applicable
contract, if included in one of the three (3) bargaining units, has a right to question or to grieve such treatment.
Procedures for members of the bargaining units regarding perceived violation of the bargaining unit contract are
contained in such contract. Other employees not covered by one of the bargaining units or bargaining unit members
when the subject of complaint is not covered under the contract should contact a Human Resources Administrator.
A written statement of the complaint will be taken and the complaint will be processed with due diligence and speed.
Resignations
If you should resign your position with St. Lucie Public Schools, proper notification must be submitted in writing to
the supervising administrator. The letter of resignation should state the reasons for the resignation and the desired
effective date. Any resignation must be approved by the school board before it is considered final.
An instructional employee who fails to provide a two (2) week notice may be subject to the jurisdiction of the
Professional Practices Services, a division of the Florida Department of Education.
Help Desk
For technical assistance on any technology related problems, call (772) 429-HELP or submit a service request
through Viper http://viper.stlucie.k12.fl.us/MRcgi/MRentrancePage.pl. Technicians are available from 6:30 AM until
4:30 PM Monday through Friday.
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ACKNOWLEDGEMENT OF EMPLOYEE HANDBOOK
The information shared here is a summary of other documents maintained by the district as well as
applicable laws, rules and regulations. This orientation program is not meant to replace these other
documents but rather to make you aware of both your obligations and privileges as an employee of St.
Lucie Public Schools. All policies are available on the school district web site at
http://plato.stlucie.k12.fl.us/mis/School+Board+Policies.nsf. Failure to return this acknowledgement will not
relieve an employee from non-compliance of district policies and procedures.
I have received a copy of the 2015-2016 New Employee Handbook.
Date
_____________________________________
Signature
_____________________________________
Print Name:
_____________________________________
School Site:
_____________________________________
14
of guilt nor shall such notice be admissible
for any purpose in any proceeding, civil
or criminal, administrative or judicial,
investigatory or adjudicatory. In addition,
shall self-report any conviction, finding
of guilt, withholding of adjudication,
commitment to a pretrial diversion
program, or entering of a plea of guilty or
Nolo Contendere for any criminal offense
other than a minor traffic violation within
48 hours after the final judgement. When
handling sealed and expunged records
disclosed under this rule, school districts
shall comply with the confidentiality
provisions of Sections 943.0585(4)(c) and
943.059(4)(c), Florida Statutes.
(n) Shall report to appropriate authorities
any known allegation of a violation of
the Florida School Code or State Board
of Education Rules as defined in Section
1012.795(1), Florida Statutes.
State Board of Education Rule 6B-1.001, FAC
The Code of Ethics of
The Education Profession
in Florida
(1) The educator values the worth and dignity of
every person, the pursuit of truth, devotion to
excellence, acquisition of knowledge, and the
nurture of democratic citizenship. Essential
to the achievement of these standards are
the freedom to learn and to teach and the
guarantee of equal opportunity for all.
(2) The educator’s primary professional concern
will always be for the student and for the
development of the student’s potential. The
educator will therefore strive for professional
growth and will seek to exercise the best
professional judgement and integrity.
(o) Shall seek no reprisal against any individual
who has reported any allegation of a
violation of the Florida School Code or
State Board of Education Rules as defined
in Section 1012.795(1), Florida Statutes.
(3) Aware of the importance of maintaining the
respect and confidence of one’s colleagues, of
students, of parents, and of other members of
the community, the educator strives to achieve
and sustain the highest degree of ethical
conduct.
(p) Shall comply with the conditions of
an order of the Education Practices
Commission.
Adams v. State of Florida Professional
Practices Council, 406 So 2nd 1170 Fla.
1st DCA 1981
(q) Shall, as the supervising administrator,
cooperate with the Education Practices
Commission in monitoring the probation
of a subordinate.
“By virtue of their leadership
capacity, teachers are
traditionally held to a high
moral standard in
a community.”
For further information call or write:
Bureau of Educator Recruitment,
Development and Retention
325 West Gaines Street, Suite 124
Tallahassee, FL 32399
(850)245-0441, SUNCOM 205-0441
The Code of Ethics
and
The Principles of
Professional Conduct
of The Education
Profession in Florida
Professionalism Through Integrity
Florida Department of Education
www.fldoe.org
State Board of Education Rule 6B-1.006, FAC
The Principles of Professional Conduct of The Education Profession in Florida
(1) The following disciplinary rule shall constitute
the Principles of Professional Conduct of the
Education Profession in Florida.
(2) Violation of any of these principles shall
subject the individual to revocation or
suspension of the individual educator’s
certificate, or the other penalties as provided
by law.
(3) Obligation to the student requires that the
individual:
(a) Shall make reasonable effort to protect
the student from conditions harmful to
learning and/or to the student’s mental
and/or physical health and/or safety.
(b) Shall not unreasonably restrain a student
from independent action in pursuit of
learning.
(c) Shall not unreasonably deny a student
access to diverse points of view.
(d) Shall not intentionally suppress or distort
subject matter relevant to a student’s
academic program.
(e) Shall not intentionally expose a student
to unnecessar y embarrassment or
disparagement.
(f) Shall not intentionally violate or deny a
student’s legal rights.
(g) Shall not harass or discriminate against any
student on the basis of race, color, religion,
sex, age, national or ethnic origin, political
beliefs, marital status, handicapping
condition, sexual orientation, or social
and family background and shall make
reasonable effort to assure that each
student is protected from harassment or
discrimination.
(h) Shall not exploit a relationship with a
student for personal gain or advantage.
(i) Shall keep in confidence personally
identifiable information obtained in the course of professional service, unless disclosure serves professional purposes or
is required by law.
(4) Obligation to the public requires that the
individual:
(a) Shall take reasonable precautions to
distinguish between personal views and
those of any educational institution or
organization with which the individual is
affiliated.
(b) Shall not intentionally distort or misrepresent facts concerning an educational matter in
direct or indirect public expression.
(c) Shall not use institutional privileges for
personal gain or advantage.
(d) Shall accept no gratuity, gift, or favor that might influence professional judgement.
(e) Shall offer no gratuity, gift, or favor to
obtain special advantages.
(5) Obligation to the profession of education
requires that the individual:
(a) Shall maintain honesty in all professional
dealings.
(b) Shall not on the basis of race, color, religion, sex, age, national or ethnic origin, political
beliefs, marital status, handicapping
condition if otherwise qualified, or social
and family background deny to a colleague
professional benefits or advantages
or participation in any professional
organization.
(c) Shall not interfere with a colleague’s
exercise of political or civil rights and
responsibilities.
(d) Shall not engage in harassment or
discriminatory conduct which unreasonably
interferes with an individual’s performance of
professional or work responsibilities or with
the orderly processes of education or which
creates a hostile, intimidating, abusive,
offensive, or oppressive environment; and
further, shall make reasonable effort to
assure that each individual is protected
from such harassment or discrimination.
(e) Shall not make malicious or intentionally
false statements about a colleague.
(f) Shall not use coercive means or promise
special treatment to influence professional
judgement of colleagues.
(g) Shall not misrepresent one’s own professional qualifications.
(h) Shall not submit fraudulent information on any document in connection with
professional activities.
(i) Shall not make any fraudulent statement or
fail to disclose a material fact in one’s own
or another’s application for a professional
position.
(j) Shall not withhold information regarding
a position from an applicant or
misrepresent an assignment or conditions
of employment.
(k) Shall provide upon the request of the
certificated individual, a written statement
of specific reason for recommendations
that lead to the denial of increments,
significant changes in employment, or
termination of employment.
(l) Shall not assist entry into or continuance
in the profession of any person known to
be unqualified in accordance with these
Principles of Professional Conduct of the
Education Profession in Florida and other
applicable Florida Statutes and State Board
of Education Rules.
(m) Shall self-report within 48 hours to
appropriate authorities (as determined
by district) any arrests/charges involving
the abuse of a child or the sale and/or
possession of a controlled substance. Such
notice shall not be considered an admission
FLORIDA STATUTES
AND RULES
Florida Statutes s. 1006.061 states all
employees and agents of the district
school board, charter schools and
private schools that accept scholarship
students, have an obligation to
report misconduct by an instructional
personnel member or school
administrator
Florida Statutes s. 1012.33 outlines
disciplinary procedures regarding
district employment contracts
with instructional personnel staff,
supervisors and school principals
FOR FURTHER
INFORMATION:
CONTACT:
Florida Department of Education
Office of Professional Practices Services
Turlington Building
325 West Gaines Street
(850)245-0438
Identifying
& Reporting
Professional
Misconduct
www.myfloridateacher.com
{DISTRICT CONTACT INFORMATION}
Florida Statutes s. 1012.795 provides
the Education Practices Commission
the authority to issue disciplinary
action against an individual’s Florida
Educator certificate
Florida Statutes s. 1012.796 provides
authority for the Department of
Education to investigate and prosecute
allegations of educator misconduct
Florida Statutes s. 1012.01 defines
public school instructional personnel,
administrative personnel, school
volunteers, education support
employees and managers
State Board of Education Rule 6B1.001 defines the Code of Ethics of the
Education Profession in Florida
State Board of Education Rule 6B-1.006
defines the Principles of Professional
Conduct of the Education Profession in
Florida
“Teaching is the profession that
teaches all the other
professions.”
--Author Unknown
Florida Department of Education
Office of Professional Practices Services
The following behavior
may be indicative of
misconduct that should
be reported:
• being alone with a student in dark or
closed room or secluded area
• behaving in an overly friendly or familiar
way or failing to maintain an appropriate
professional boundary with a student
• using forceful or unnecessary physical
contact with a student
• administering discipline not compliant with
district policy
• accepting or offering of gifts for return
of a favor or privilege from students or
colleagues
• badgering or habitually teasing a student
• mocking or belittling a student
• chronically embarrassing a student
• displaying prejudice or bigotry against a
student
• suspicion of being under the influence of
drugs or alcohol
• failing to properly supervise students or to
ensure student safety
• cheating, falsifying information or testing
violations
• retaliating against a student or colleague
for reporting misconduct
• bantering or engaging in colloquial or
slang communications with a student
• directing or using profane, offensive, or
explosive language in the presence of
students
• making lewd or suggestive comments or
overtures toward a student or colleague
Apply the litmus test
1. If you feel uncomfortable
2. If you question the person’s
motives or actions
3. If you are unsure
Protect the students and yourself and report.
HOW TO REPORT
MISCONDUCT
• Report allegations or suspicion of
misconduct by an instructional personnel
member to your school administrator or
district contact
If someone tells you
about misconduct, be
a LEADER:
Listen
Evaluate
• Report allegations or suspicion of
misconduct by your school administrator
to your district contact
Act immediately
Document
• Document the activities or details of the
event
Encourage
• Secure evidence (if applicable)
WHO SHOULD REPORT
MISCONDUCT?
All employees and agents of a district school
board, charter school or private school have
a duty to report misconduct
If you are aware of or observe misconduct
REPORT IT
IMMEDIATELY!
WHO SHOULD YOU REPORT?
•
•
•
•
Classroom teachers
Paraprofessionals
Substitute teachers
Librarians, guidance counselors and social
workers
• Career specialists and school psychologists
• Principals, Assistant Principals and Deans
Report
FAILURE TO REPORT
MISCONDUCT
Possible penalties for instructional
personnel or site administrators who fail to
report misconduct may include:
•
•
•
•
Written Reprimand
Suspension with or without pay
Termination of employment
Discipline/Sanctions on an educator’s
certificate
“A teacher affects
eternity…he can never tell
where his influence stops.”
~Henry B. Adams
CHAPTER 3.00 – SCHOOL ADMINISTRATION
3.43 BULLYING AND HARRASSMENT
(1) Bullying and harassment prohibited. It is the policy of the St. Lucie County School District that all of its students and school employees
have an educational setting that is safe, secure, and free from harassment and bullying of any kind. The District will not tolerate bullying and
harassment of any type. Conduct that constitutes bullying and harassment, as defined in this policy, is prohibited.
(2) Definitions.
(a) Bullying includes cyberbullying and means systematically and chronically inflicting physical hurt or psychological distress on one or more
students or employees. This definition includes unwanted and repeated written or oral statements or physical behavior, including any
threatening, insulting, or dehumanizing gesture, by an adult or student, that is severe or pervasive enough to create an intimidating, hostile, or
offensive educational environment; cause discomfort or humiliation; or unreasonably interfere with the individual’s school performance or
participation; and may involve but is not limited to:
(i) Teasing
(ii) Social exclusion
(iii) Threat
(iv) Intimidation
(v) Stalking
(vi) Physical violence
(vii) Theft
(viii) Harassment based on protected characteristics as set forth in
Policy 2.70, A(1)
(ix) Public humiliation
(x) Destruction of property
(b) Cyberbullying means bullying through the use of technology or any electronic communication, which includes, but is not limited to, any
transfer of signs, signals, writing, images, sounds, data, or intelligence of any nature transmitted in whole or in part by a wire, radio,
electromagnetic system, photoelectronic system, or photooptical system, including, but not limited to, electronic mail, Internet communications,
instant messages, or facsimile communications. Cyberbullying includes the creation of a webpage or weblog in which the creator assumes the
identity of another person, or the knowing impersonation of another person as the author of posted content or messages, if the creation or
impersonation creates any of the conditions enumerated in the definition of bullying. Cyberbullying also includes the distribution by electronic
means of a communication to more than one person or the posting of material on an electronic medium that may be accessed by one or more
persons, if the distribution or posting creates any of the conditions enumerated in the definition of bullying.
(c) Harassment means any threatening, insulting, or dehumanizing gesture, use of data or computer software, or written or oral statement, or
physical conduct, including a single act if sufficiently severe, directed against a student or school employee that:
(i) Places a student or school employee in reasonable fear of harm to his or her person or damage to his or her property,
(ii) Has the effect of substantially interfering with a student’s educational performance, opportunities, or benefits, or
(iii) Has the effect of substantially disrupting the orderly operation of a school.
(d) Bullying and harassment also encompass:
(i) Retaliation against a student or school employee by another student or school employee for asserting or alleging an act of bullying or
harassment. The report of an act of bullying or harassment that is not made in good faith is considered an act of retaliation. For purposes of
this policy, a report that is not made in good faith means a report that the reporter knows to be untrue or to be without any factual foundation or
support.
(ii) Perpetuation of conduct listed in the definition of bullying, cyberbullying, or harassment by an individual or group with intent to demean,
dehumanize, embarrass, or cause emotional or physical harm to a student or school employee by:
A. Incitement or coercion,
B. Accessing or knowingly and willingly causing or providing access to data or computer software through a computer, computer system, or
computer network within the scope of the district school system, or
C. Acting in a manner that has an effect substantially similar to the effect of bullying or harassment.
(iii) Harassment based on protected characteristics such as sex, religion, race/ethnicity, or disability.
(e) Bullying and harassment do not encompass student discipline by school staff that comports with sound educational practice.
(f) Cyberstalking, as defined in Section 784.048(1)(d), Fla. Stat., means to engage in a course of conduct to communicate, or to cause to be
communicated, words, images, or language by or through the use of electronic mail or electronic communication, directed at a specific person,
causing substantial emotional distress to that person and serving no legitimate purpose.
(g) Violent criminal offense means any felony offense listed in Section 1006.13(6)(a), Fla. Stat.
(h) Within the scope of a public K-12 educational institution means, regardless of ownership, any computer, computer system, or computer
network that is physically located on school property or at a school-related or school-sponsored sprogram or activity.
(3) Behavior expected from each student and school employee of a public K-12 educational institution.
(a) The St. Lucie County School District expects students to conduct themselves as appropriate for their levels of development, maturity, and
demonstrated capabilities with a proper regard for the rights and welfare of other students and school staff, the educational purpose underlying
all school activities, and the care of school facilities and equipment.
(b) The School District believes that standards for student behavior must be set cooperatively through interaction among the students,
parents/legal guardians, staff, and community members producing an atmosphere that encourages students to grow in self-discipline. The
development and maintenance of this atmosphere requires respect for self and others, as well as for district and community property on the
part of students, staff, and community members. Because students learn by example, school administrators, faculty, staff, parents, volunteers,
and other campus visitors will demonstrate appropriate behavior, treat others with civility and respect, and refuse to tolerate harassment or
bullying.
(c) The School District reconfirms that bullying and harassment of any student or school employee is prohibited:
(i) During any education program or activity conducted by a public K-12 educational institution;
(ii) During any school-related or school-sponsored program or activity;
(iii) On a school bus of a public K-12 educational institution;
(iv) Through the use of data or computer software that is accessed through a computer, computer system, or computer network within the
scope of a public K-12 education institution; or
(v) Through the use of data or computer software that is accessed at a nonschool-related location, activity, function, or program or through the
19
use of technology or an electronic device that is not owned, leased, or used by a school district or school, if the bullying substantially interferes
with or limits the victim’s ability to participate in or benefit from the services, activities, or opportunities offered by a school or substantially
disrupts the education process or orderly operation of a school. This paragraph does not require a school to staff or monitor any nonschoolrelated activity, function, or program.
(4) Responsibilities of a student of a public K-12 educational institution. Students are required to conform to reasonable standards of socially
acceptable behavior; to respect the person, property, and rights of others; to obey constituted authority and respond to those that hold that
authority, as outlined in the Code of Student Conduct.
(5) Responsibilities of employees of a public K-12 educational institution. Each employee of the School District is required, in the manner set
forth in this policy:
(a) To participate in District-sponsored instruction in identifying, preventing, and responding to bullying or harassment, including retraining as
necessary,
(b) To monitor and observe the conduct of all students, employees, parents, and other individuals present on school campuses or participating
in school-sponsored events,
(c) To apply evidence-based strategies and systems to prevent or minimize incidents of problem behavior, including but not limited to
implementing positive behavior supports,
(d) To intervene, secure assistance, or otherwise respond immediately and as appropriate in the circumstances to assure the safety and
protection of all individuals involved in any observed or reported incident of problem behavior, and
(e) Consistent with the duties devolved upon the employee’s position, to report, investigate, or cooperate in the investigation of any incident of
problem behavior for which the employee has knowledge or responsibility.
(6) Positive reinforcement for a student of a public K-12 educational institution who displays good conduct, self-discipline, good citizenship,
and academic success. The School District believes in the use of positive behavior support, which is the application of evidence-based
strategies and systems to assist schools to increase academic performance, increase safety, decrease problem behavior, and establish
positive school cultures. The positive behavior support process results in the creation of effective intervention plans that will impede problem
behaviors, teach new skills, and create support systems for the student. Attention is focused on creating and sustaining primary (school-wide),
secondary (classroom), and tertiary (individual) systems of support that improve lifestyle results (personal, health, social, family, work,
recreation) for all children and youth by making problem behavior less effective, efficient, and relevant, and desired behavior more functional.
Positive behavior supports are outlined in the Code of Student Conduct.
(7) Consequences for a student or employee of a public K-12 educational institution who commits an act of bullying or harassment.
Concluding whether a particular action or incident constitutes a violation of this policy requires a determination based on all of the facts and
surrounding circumstances. The physical location or time of access of a computer-related incident as described in subparagraph (3)(c)(iv) of
this policy cannot be raised as a defense in any disciplinary action.
(a) Consequences and appropriate remedial action for students who commit acts of bullying or harassment may range from positive
behavioral interventions up to and including suspension or expulsion, as outlined in the Code of Student Conduct.
(b) Consequences and appropriate remedial action for a school employee found to have committed an act of bullying or harassment may be
disciplined in accordance with district policies, procedures, and agreements. Additionally, egregious acts of harassment by certified educators
may result in a sanction against an educator’s state issued certificate. See Fla. Admin. Code Rule 6B-1.006, The Principles of Professional
Conduct of the Education Profession in Florida.
(c) Consequences and appropriate remedial action for a parent, volunteer, or other visitor found to have committed an act of bullying or
harassment shall be determined by the school administrator after consideration of the nature and circumstances of the act, including reports to
appropriate law enforcement officials.
(8) Consequences for a student or employee of a public K-12 educational institution who is found to have wrongfully and intentionally accused
another of an act of bullying or harassment.
(a) Consequences and appropriate remedial action for a student found to have wrongfully and intentionally accused another as a means of
bullying or harassment range from positive behavioral interventions up to and including suspension or expulsion, as outlined in the Code of
Student Conduct.
(b) Consequences and appropriate remedial action for a school employee found to have wrongfully and intentionally accused another as a
means of bullying or harassment may include discipline in accordance with district policies, procedures, and agreements.
(c) Consequences and appropriate remedial action for a parent, volunteer, or other visitor found to have wrongfully and intentionally accused
another as a means of bullying or harassment shall be determined by the school administrator after consideration of the nature and
circumstances of the act, including reports to appropriate law enforcement officials.
(9) Procedure for reporting an act of bullying or harassment, including provisions that permit a person to report such an act anonymously.
(a) At each school, the principal or the principal’s designee is responsible for receiving complaints alleging violations of this policy.
(i) All school employees are required to report alleged violations of this policy to the principal or the principal’s designee.
(ii) In addition to reporting the incident to the principal or designee, if a school employee has reasonable cause to suspect that an alleged
violation of this policy:
A. Might constitute a crime, the employee shall also immediately report the complaint to law enforcement.
B. Might constitute an act of abuse, abandonment, or neglect of a child, the employee shall also immediately report the complaint both to the
state-wide central abuse hotline established and maintained by the Florida Department of Children and Families (DCF) and to the appropriate
law enforcement agency.
Any uncertainty regarding whether an alleged violation might constitute a crime or an act of abuse, abandonment, or neglect of a child must be
resolved in favor of reporting the incident to law enforcement and DCF.
(iii) All other members of the school community, including students, parents/legal guardians, volunteers, and visitors, are encouraged to report
any act that may be a violation of this policy anonymously or in-person to the principal or principal’s designee.
(b) The victim of bullying or harassment, anyone who witnessed the bullying or harassment, and anyone who has credible information that an
act of bullying or harassment has taken place may file a report of bullying. A school employee, school volunteer, student, parent/legal
guardian, or other person who promptly reports in good faith an act of bullying or harassment to the appropriate school official and who makes
this report in compliance with the procedures set forth in this policy is immune from a cause of action for damages arising out of the reporting
itself or any failure to remedy the reported incident. Submission of a good faith complaint or report of bullying or harassment will not affect the
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complainant or reporter’s future employment, grades, learning or working environment, or work assignments.
(c) Written and oral reports shall be considered official reports. Reports may be made anonymously. However, the District may not take formal
disciplinary action based solely on of an anonymous report, and it may not accept an anonymous complaint against an employee.
(10) Procedure for determining whether a reported act of bullying or harassment is within the scope of the District school system, and if not, for
referral of such an act to the appropriate jurisdiction. Computers without web-filtering software or computers with web-filtering software that is
disabled shall be used when complaints of cyberbullying are investigated. When a complaint alleging an act in violation of this policy is filed:
(a) If the alleged act:
(i) Might also constitute a crime and law enforcement has not yet been notified, the principal or designee shall do so immediately.
(ii) Might also constitute an act of abuse, abandonment, or neglect of a child and DCF and law enforcement have not yet been notified, the
principal or designee shall do so immediately.
Any uncertainty regarding whether an alleged violation might constitute a crime or an act of abuse, abandonment, or neglect of a child must be
resolved in favor of reporting the incident to law enforcement and DCF.
(b) The principal or designee will assign a designee(s) who is trained in investigative procedures to review whether the alleged act of bullying
or harassment is within the scope of the School District.
(c) The trained designee(s) will report to the principal with a recommendation of whether the alleged act of bullying or harassment falls within
the scope of the District. After receiving such report and recommendation, the principal or designee shall determine whether the alleged act is:
(i) Within scope of District, in which case the complaint shall be investigated in accordance with the Procedures for Investigating Bullying
and/or Harassment set forth in subsection (10) of this policy;
(ii) Outside scope of the District, and might constitute a criminal act or an act of abuse, abandonment, or neglect of a child, in which case the
principal or designee shall re-verify that the matter has been referred to the appropriate law enforcement agency and DCF; or
(iii) Outside scope of District, and there is no reasonable suspicion of a criminal act, in which case the principal or designee shall inform the
parents/legal guardians of all students involved.
(11) Procedure for the prompt investigation of a report of bullying or harassment and the persons responsible for the investigation. The
investigation of a reported act of bullying or harassment is deemed to be a school-related activity and begins with a complaint or other report
of such an act filed as provided in subsection (8) of this policy. At each school in the District, the Procedures for Investigating Bullying and/or
Harassment are as follows:
(a) If the alleged act in violation of this policy is also the subject of an investigation by law enforcement, the investigation by the school shall
proceed in full cooperation, and without any interference, with the criminal investigation.
(b) The principal or designee shall select a designee(s), employed by the school and trained in investigative procedures, to initiate the
investigation. The designee(s) may not be the accused perpetrator (harasser or bully) or victim.
(c) Documented interviews of the victim, alleged perpetrator, and witnesses shall be conducted privately, separately, and confidentially. Each
individual (victim, alleged perpetrator, and witnesses) will be interviewed separately and at no time will the alleged perpetrator and victim be
interviewed together.
(d) The investigator shall collect and evaluate the facts including, but not limited to:
(i) Description of incident including nature of the behavior; context in which the alleged incident occurred, etc.;
(ii) How often the conduct occurred;
(iii) Whether there were past incidents or past continuing patterns of behavior;
(iv) The relationship between the parties involved;
(v) The characteristics of parties involved (i.e., grade, age, disability, etc.);
(vi) The identity of the perpetrator, including whether the perpetrator was in a position of power over the student allegedly subjected to bullying
or harassment;
(vii) The number of alleged bullies/harassers;
(viii) The age(s) of the alleged bullies/harassers;
(ix) Where the bullying and/or harassment occurred; and
(x) Whether the conduct adversely affected the student’s education or educational environment.
(e) Whether a particular action or incident constitutes a violation of this policy requires a determination based on all the facts and surrounding
circumstances and includes:
(i) Recommended remedial steps necessary to stop the bullying and/or harassing behavior, and
(ii) A written final report to the principal.
(f) The investigation shall be concluded and a written final report addressing the matters set forth in paragraph (13) of this policy shall be
submitted to the Principal within a maximum of ten (10) school days after the complaint has been filed. The highest level of confidentiality
possible will be upheld regarding the submission of a complaint or a report of bullying and/or harassment, and the investigative procedures
that follow.
(g) The investigator shall use the Dear Colleague Letters from the United States Department of Education, Office for Civil Rights, dated
October 26, 2010, and August 20, 2013, addressing bullying and harassment, available at
http://www2.ed.gov/about/offices/list/ocr/letters/colleague-201010.html, and at
http://www2.ed.gov/policy/speced/guid/idea/memosdcltrs/bullyingdcl-8-20-13.pdf, respectively, as guides in determining the appropriate
outcome and response recommended in the final report.
(12) Procedure for providing immediate notification to the parents/legal guardians of a victim of bullying or harassment and the parents/legal
guardians of the perpetrator of an act of bullying or harassment as well as, notification to all local agencies where criminal charges may be
pursued against the perpetrator.
(a) The principal, or designee, shall by telephone and in writing by first-class mail, electronic mail, or hand delivery, report the occurrence of
any incident of bullying or harassment as defined by this policy to the parents or legal guardians of the victim(s) and the perpetrators(s) on the
same day an investigation of the incident has been initiated. Attempts to notify the parent or legal guardian shall be documented on the District
Bullying Complaint form. Notification must be consistent with the student privacy rights under the applicable provisions of the Family
Educational Rights and Privacy Act of 1974 (FERPA).
(b) If the bullying or harassment incident results in the perpetrator being adjudicated guilty of or delinquent for a violent criminal offense, as
defined above, the principal, or designee, shall by telephone and in writing by first class mail, electronic mail, or hand delivery, inform
parents/legal guardian of the victim(s) involved in the bullying or harassment incident about the Unsafe School Choice Option (No Child Left
Behind Act, Title IX, Part E, Subpart 2, Section 9532), which states “[A] student who becomes a victim of a violent criminal offense, as
determined by State law, while in or on the grounds of a public elementary school or secondary school that the student attends, be allowed to
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attend a safe public elementary school or secondary school within the local educational agency, including a public charter school.”
(13) Procedure for preventing recurrence of any discrimination or harassment and for correcting discriminatory effects. If an act of bullying or
harassment is determined to have occurred, the principal or designee and other District staff shall take appropriate steps to prevent the
recurrence of any discrimination or harassment and to correct the discriminatory effects on the victim and others. Based upon the
circumstances, such steps may include, but are not limited to:
(a) Reaffirming the responsibilities of students and employees, as set forth in paragraphs (4) and (5) of this policy,
(b) Applying positive reinforcement of good conduct, as provided in paragraph (6),
(c) Imposing consequences upon the perpetrator, as provided in paragraph (7),
(d) Undertaking the remedial steps recommended by the investigator as provided in subparagraph (11)(e)(i), and/or such other remedial
measures as appropriate in the circumstances to address and resolve the complaint and to protect the victim and witnesses for the victim from
retaliation or future discrimination or harassment,
(e) Making all notifications to parents/legal guardians as provided in paragraph (12),
(f) Undertaking referrals of the victim and the perpetrator for counseling and/or discipline, as provided in paragraph (14),
(g) Including the incident in school safety and discipline data reports, as provided in paragraph (15),
(h) Re-emphasizing instruction and training on identifying, preventing, and responding to bullying or harassment, as provided in paragraph
(16), and
(i) Reminding students of this policy and re-discussing bullying and harassment prevention, as provided in paragraph (20).
(14) Procedure to refer victims and perpetrators of bullying or harassment for counseling. At each school in the district, the procedures to refer
victims and perpetrators of bullying or harassment for counseling are as follows:
(a) Any teacher or parent/legal guardian may request informal consultation with school staff (specialty staff, e.g., school counselor, school
psychologist, etc.) to determine the severity of concern and appropriate steps to address the concern (the involved students’ parents or legal
guardian may be included).
(b) Any school personnel or parent/legal guardian may refer a student to the school intervention team (or equivalent school-based team with a
problem-solving focus) for consideration of appropriate services. (Parent or legal guardian involvement is required at this point.)
(c) If a formal discipline report or formal complaint is made, the principal or designee must refer the student(s) to the school intervention team
for determination of counseling support and interventions. (Parent or legal guardian involvement is required at this point.)
(d) The intervention team shall determine the appropriate intervention and assistance that may include the following:
(i) Counseling and support to address the needs of the victims of bullying or harassment, which may include referring the student for an initial
evaluation if there is a reason to suspect that the student has a disability, or if the student has a disability, convening the Individualized
Education Program (“IEP”) team to determine whether the student’s needs have changed as the result of bullying;
(ii) Interventions to address the behavior of the students who bully and harass others (e.g., empathy training, anger management), which may
include referring the student for an initial evaluation if there is reason to suspect that the student has a disability, or if the student has a
disability, convening an IEP team meeting to determine if additional supports and services are needed to address the inappropriate behavior;
and
(iii) Intervention which includes assistance and support provided to parents/legal guardians, if deemed necessary or appropriate.
(15) Procedure for including incidents of bullying or harassment in the school’s report of data concerning school safety and discipline data
required under s. 1006.09(6).
(a) The report must include each incident of bullying or harassment and the resulting consequences, including discipline and referrals.
(b) The report must include, in a separate section, each reported incident of bullying or harassment that does not meet the criteria of a
prohibited act under this section (reported as “unsubstantiated bullying” or “unsubstantiated harassment”) with recommendations regarding
such incidents (cyberbulling incidents are to be included within the bullying incidents category).
(c) The School District will utilize Florida’s School Environmental Safety Incident Reporting (SESIR) Statewide Report on School Safety and
Discipline Data, which includes bullying and harassment as incident codes as well as bullying-related as a related element code.
(d) If a bullying and/or harassment incident occurs then it will be reported in SESIR using the relevant incident code AND the bullying-related
or harassment-related code. (e) Discipline and referral data will be recorded in Student Discipline/Referral Action Report and Automated
Student Information System.
(e) Discipline and referral data will be recorded in Student Discipline/Referral Action Report and Automated Student Information System.
(f) The District will provide bullying and harassment incident, discipline, and referral data to the Florida Department of Education in the format
requested, through Surveys 2, 3, and 5 from Education Information and Accountability Services, and at designated dates provided by the
Department. Data reporting on bullying, harassment, unsubstantiated harassment, sexual harassment, sexual harassment and
threat/intimidation incidents as well as any bullying-related incidents that have as a basis sex, race or disability should include the incident
basis. Victims of these offenses should also have the incident basis (sex, race or disability) noted in their student record.
(16) Procedure for providing instruction to students, parents/legal guardians, teachers, school administrators, counseling staff, and school
volunteers on identifying, preventing, and responding to bullying or harassment, including instruction or recognizing behaviors that lead to
bullying and harassment and taking appropriate preventive action based on those observations.
(a) The District ensures that schools sustain healthy, positive, and safe learning environments for all students. It is important to change the
social climate of the school and the social norms with regards to bullying and harassment. This requires the efforts of everyone in the school
environment – teachers, administrators, counselors, school nurses other non-teaching staff (such as bus drivers, custodians, cafeteria
workers, and/or school librarians), parents/legal guardians, and students.
(b) Students, parents/legal guardians, teachers, school administrators, counseling staff, and school volunteers shall be given instruction at a
minimum on an annual basis on the District's policy and regulations against bullying and harassment. The instruction shall include evidencebased methods of preventing bullying and harassment, as well as how to identify and respond effectively to bullying and harassment in
schools.
(17) Procedure for regularly reporting to a victim’s parents/legal guardians the actions taken to protect the victim. The principal or designee
shall by telephone and in writing report the occurrence of any incident of bullying or harassment as defined by this policy to the parent or legal
guardian of all students involved on the same day an investigation of the incident has been initiated. According to the level of infraction,
parents/legal guardians will be notified by telephone and/or writing of actions being taken to protect the child; the frequency of notification will
depend on the seriousness of the bullying or harassment incident. Notification must be consistent with the student privacy rights under the
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applicable provisions of the Family Educational Rights and Privacy Act of 1974 (FERPA).
(18) Rights of each student of a public K-12 educational institution. The principal or designee shall assume administrative responsibility and
instructional leadership under the supervision of the Superintendent, in accordance with Rules and Regulations of the School Board, for
operation of the school to which he/she is assigned. The faculty and staff shall assist in an orderly operation of the school and ensure the
rights of students. Student rights are outlined in the Code of Student Conduct.
(19) Disciplinary sanctions and due process for students of a public K-12 educational institution. In order to protect student rights, certain
procedures are followed with regard to major disciplinary actions. These procedures are developed as suggested or required by law or
regulation. Disciplinary sanctions due process protections are outlined in the Code of Student Conduct.
(20) Procedure for publicizing the policy which must include its publication in the Code of Student Conduct required under Section 1006.07(2),
Fla. Stat., and in all employee handbooks.
(a) At the beginning of each school year, the Superintendent or designee shall, in writing, inform school staff, parents/legal guardians, or other
persons responsible for the welfare of a student of the District’s student safety and violence prevention policy.
(b) Each District school shall provide notice to students and staff of this policy through appropriate references in the student code of conduct
and employee handbooks, and/or through other reasonable means. The Superintendent shall also make all contractors contracting with the
District aware of this policy.
(c) Each school principal shall develop an annual process for discussing the school district policy on bullying and harassment with students in
a student assembly or other reasonable format. Reminders of the policy and bullying and harassment prevention messages such as posters
and signs will be displayed around each school and on the District school buses.
STATUTORY AUTHORITY: 1001.41, 1001.42, F.S.
LAWS IMPLEMENTED: 1006.147, F.S.
HISTORY: ADOPTED: 11/18/2008
REVISION DATE(S): 06/08/2010; 08/24/2010; 11/23/2010, 09/13/2011, 06/12/2012. 08/27/2013,11/12/2013, 07/29/2014
FORMERLY: New
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CHAPTER 6.00 – HUMAN RESOURCES
6.32+ TELECOMMUNICATION, ELECTRONIC COMMUNICATION, AND WEBSITE USE
BY EMPLOYEES AND OTHER NON-STUDENT AUTHORIZED USERS
(1) Purpose. This policy will provide guidelines for District participation in and use of telecommunication services, networks, and websites for
administrative and instructional purposes. District use of these is intended to advance and promote world class public education in St. Lucie
County for all students. Telecommunication services, networks, and websites permit access and exchange of information between and among
schools, school offices, and members of the global community. Collaboration and exchange of information is encouraged between and among
students, teachers, and expert resources state-wide, nationally, and world-wide; the Florida Department of Education and other state, national,
and international educational entities; and electronic bulletin boards.
(2) Monitoring Use. All use of telecommunication services and networks shall be consistent with the mission, goals, policies, and priorities of the
District. Successful participation in a network requires that its users regard it as a shared resource and that members conduct themselves in a
professional, responsible, ethical, and legal manner while using the network. District accounts shall be used only by the authorized users of the
accounts for the purposes specified. Training will be provided for each individual applying for an account. All communications and information
accessible via the telecommunications services or networks are the property of the School Board and are subject to monitoring by the District.
The District will periodically monitor the online activities of users of the District’s network for misuse. No user of the District’s networks shall have
an expectation of privacy in his/her use of the District’s network activity. The District shall periodically monitor the online activities of users of the
District’s networks for misuse, including but not limited to monitoring search terms used, websites visited, and the content of electronic
correspondences. Misuse may result in the removal of the participant’s access rights and authorization disciplinary action in accordance with
District policies. Some violations may constitute criminal offenses and may result in legal action. Each authorized user shall be ultimately
responsible for all activity under his or her account and password.
(3) Acceptable Use Guidelines. Internet access is a privilege, not a right. The following internet acceptable use guidelines are intended to clarify
expectations for conduct, but they should not be construed as all-inclusive. Failure to abide by the internet acceptable use guidelines may result
in removal of the user’s access rights, disciplinary action, and legal action, if the violation constitutes a criminal act.
(a) Use must be in support of education and research consistent with the District’s mission, goals, policies, and procedures and must be
consistent with the rules appropriate to any network being used/accessed.
(b) Any use of District telecommunications services or networking for illegal, inappropriate or obscene purposes, or in support of such activities,
shall be prohibited. Illegal activities include all acts defined as a violation of local, state, or federal laws. Inappropriate use includes any act that
violates or is inconsistent with the District’s mission, goals, policies, or procedures. Obscene activities include all acts that violate generally
accepted social standards for use of a publicly-owned and operated communication vehicle. Internet sites that contain information and visual
depictions that are (1) obscene, or (2) child pornography, or, with respect to the use of computers with Internet access by minors, (3) harmful to
minors, are banned pursuant to the Children’s Internet Protection Act, 47 U.S.C. § 254(h), (1), as amended (“CIPA”). The School Board employs
web filtering technology that in most cases will block such obscene and pornographic materials and materials that are harmful to, or otherwise
inappropriate for, minors. An authorized person may disable the web filtering technology to allow District personnel to enable access for bona fide
research or other lawful purposes.
(c) Except as expressly permitted by District policy, any use of District telecommunications services or networks for commercial purposes, product
advertisement, or political or religious advocacy shall be prohibited.
(d) No use of District telecommunications services or networks shall serve to disrupt the use of the network by other users.
(e) All network users shall adhere to the confidentiality policies of the District with regards to student records and other confidential information;
network users are prohibited from the unauthorized access, disclosure, use or dissemination of student information in accordance with the Family
Educational Rights and Privacy Act, 20 U.S.C. §1232g (FERPA) and District policy and procedures.
(f) All network users shall adhere to the rules of copyright regarding software, information, and the attribution of authorship. Reposting personal
communications without the author’s permission or bulletin board messages without proper attribution is also prohibited.
(g) Use of District telecommunication services and networks to bully or harass, as defined in Policy 3.43, is strictly prohibited. To the extent
reasonably possible, users of school-sponsored telecommunications services and networks shall be protected from harassment, unsafe,
unwanted, or unsolicited contact. Users shall be made aware, and shall acknowledge their awareness, that the designers of the network cannot
eliminate, or in some cases properly restrict, the possibility of unwanted access to users. Individual users must be responsible for their own
access and conduct in using telecommunications services and networks. This responsibility and accountability for such conduct will be clarified
through the access authorization forms and training.
(h) Employees shall properly supervise student use of the telecommunications services or networks in the classroom.
(i) Intentional or unintentional use of computing resources to access or process, proxy sites, pornographic material, explicit text or files, or files
dangerous to the integrity of the network is strictly prohibited.
(j) Software and/or services may not be installed or downloaded on school devices without prior approval of the Superintendent or designee.
(k) Any malicious attempt to harm or destroy data of another user, the internet or other networks, is strictly prohibited. This includes, but is not
limited to, creating and/or uploading computer viruses.
(l) Unauthorized access to information by unauthorized recipients or “hacking” is strictly prohibited. This would include intentionally bypassing any
internet filtering devices.
(m) Users may be held personally and financially responsible for malicious or intentional damage done to network software, data, user accounts,
hardware and/or unauthorized costs incurred.
(4) Responsibility.
(a) The Superintendent or designee shall be responsible for authorizing use of telecommunications services or networks in accordance with this
policy.
(b) Each school or site administrator shall designate a person responsible for distributing access forms, authorizing access, and maintaining all
appropriate documentation.
(5) Security. If a user identifies a security problem, the user shall notify a system administrator immediately, and take the following actions:
(a) Do not show or identify a security problem to others;
(b) Do not reveal your account password or allow another person to use your account;
(c) Do not use another individual's account;
(d) Attempts to log on as another user will result in cancellation of privileges;
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(e) Any user identified as a security risk or having a history of problems with other computer systems may be denied access;
(f) User must notify the district system administrator of any change in account information;
(g) User may be occasionally required to update registration, password and account information in order to continue Internet access;
(h) User may not connect computer equipment that is not School Board property to the network without prior authorization from an administrator;
and
(i) If a user accidentally accesses inappropriate material or witness another user accessing inappropriate material, notify the school administrator
or your supervisor immediately.
(6) Electronic Mail. Users are encouraged to make full use of electronic facilities in the pursuit of their jobs and assignments, provided such use
complies with Board policy. Users of District electronic mail (E-Mail) resources shall adhere to the following guidelines:
(a) The person in whose name an email account/user ID is issued is responsible at all times for proper usage. Users should change their
passwords frequently and should never reveal their password to any other person, including help desk personnel or their manager or personal
secretary/assistant. Passwords must be selected in a manner that avoids names, dates, and other combinations that would make guessing them
possible. Good passwords are at least 6 characters long and include both letters and numbers.
(b) Users must be aware of the finite capacity of the electronic office systems and must cooperate with the Information Technology Services (ITS)
Department to conserve resources. The storage of documents and other items uses system resources which are finite and limited; failure to use
these resources wisely could result in system outages and thus deprive others from getting their work done. Users are expected to:
(i) Open their E-mail on a regular basis, delete unneeded items, and file items needed for future reference appropriately so as not to fill up their
incoming mail file (in-basket). Failure to do so will result in that user ID being deleted from the system along with all associated files and records
including all unopened E-mail.
(ii) Delete unneeded items from their mail logs on a regular basis and keep mail logs organized so that they can be easily maintained.
(iii) Send E-mail to concerned parties only.
(iv) Use the E-mail system's delegation or forwarding facilities (whichever is available and/or appropriate) whenever they are out for extended
periods of time. Passwords are never to be shared with anyone.
(c) Most E-mail messages, created or received in the transaction of official School District business, are public records, open to public inspection
according to provisions in Chapter 119, Florida Statutes. Depending on the content and topic of a particular message, it may or may not be
exempt from public inspection under Florida's Public Records Law. Each user is individually responsible for maintaining the public accessibility of
his/her own incoming and outgoing E-mail messages as required by the Public Records Law. Questions relating to whether or not the content of a
particular E-mail message constitutes a public record should be directed to the District's ITS Director or Public Information Officer. As a general
rule, information that is known to be exempt from public inspection (for example, confidential student records/data and some personnel
information) should not be included in any E-mail message.
(d) District employees are encouraged to delete e-mail messages on their District accounts on a daily basis, immediately after reading, replying,
or taking other action concerning a particular message. District employee e-mail messages are automatically saved for retention in compliance
with the Division of Library and Information Services of the Department of State General Records Schedules for maintaining public records by
software purchased specifically for this purpose by the ITS Department. However, if an employee performs District business using private e-mail
accounts, text messaging, or other means of electronic communication that are not their District e-mail accounts, the employee is responsible for
retention of the public record created in accordance with the General Records Schedules. District employees are encouraged not to conduct
District business using private e-mail accounts, text messaging, or other forms of electronic communication that are not their District e-mail
accounts.
(7) Video and Audio Podcasts. All school or department Podcasts must reside on, and be hosted by District equipment. Under no circumstances
can information generated by the District, and published be contained on unauthorized equipment. Internet podcasting sites are not approved
sites for uploading Podcasts. Users of video and audio Podcasts shall adhere to the following guidelines:
(a) No Podcast shall be published without authorization of the Principal/Director or designee of a school or department.
(b) All Podcasts should adhere to the District Podcast Design Standard Rubric.
(c) All Podcasts must reflect only educational, technological, or community information that affects the school or department. Information not
related to the educational process, such as commercial endorsements or community information not related to school or department activities
cannot be posted.
(d) Designers of Podcasts must be identified as the designer somewhere in the introduction. The identification should list their name (first only for
students) and school or department. All student works will be published through the classroom teacher but approved by the Principal or designee.
(e) All Podcast must state the following disclaimer language, verbally on audio Podcasts and on a typed slide on video Podcasts:
“The ITS Department of The School District of Saint Lucie County maintains Internet access and related services for the users on its wide area
network. Please note the following:
The School District of Saint Lucie County makes every reasonable effort to assure the accuracy of information provided on websites under its
direct control. However, the School District makes no warranty or guarantee that the information found on or via District Web Sites is accurate,
authoritative or factual.”
(f) References to commercial products or trademarks, either directly (by name) or indirectly, on Podcasts are for informational purposes only and
do not constitute an endorsement of any company and/or product by the School District of Saint Lucie County, nor does the District assume any
liability for information accessed at other sites outside of its direct control.
(g) Podcasts must not be used as a forum for political or personal philosophy. They can, however provide information provided there is no
violation of Board policy.
(h) Schools and departments hosting a Podcast are responsible for keeping all data in the Podcast current. Old, out-of-date information should be
“trimmed” regularly and Podcasts that are no longer relevant should be removed from the host site.
(i) Concern must be paid to the intellectual property rights of others. Information and graphics shall not be placed in a Podcast without prior
approval of the author. If permission is then granted, appropriate acknowledgement shall be made.
(j) Signed permission is required for any pictures of students shown in the video Podcast, even pictures that do not have identifiable people in
them. If student names are to accompany the picture, only first names may be used. All reasonable efforts must be made to ensure the anonymity
of any student’s pictures that will appear in a video Podcast. Signed permission is accomplished using the School District’s Consent and Release
for Photography/Videotaping form.
(8) Website Postings by Schools and Staff
(a) School and Department Websites
(i) Schools and departments may post an intra-local area network (LAN) website on their local school based server. Each school website shall be
available throughout the school via the school’s LAN and throughout the District via the District’s wide area network. A website posted on a
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school’s local server shall not be available to the world wide web via the internet.
(ii) Schools and departments desiring to post a website for public access via the internet shall submit the proposed website to the ITS Department
for posting on the District’s web server. All internet domain names and addresses shall be registered and maintained only by the ITS department.
Schools, school departments/subdivisions and District department may not redirect any external domains to the District web server. The ITS
Department will publish guidelines for the content and format of public websites posted on the District’s web server.
(b) Staff Websites and Social Networking Pages
(i) School District staff are encouraged to include a “class” or “teacher” web page as part of the involved school’s public website. In this event,
staff shall coordinate with the school website contact person to arrange for inclusion of the class or teacher web page as a part of the school’s
website.
(ii) Individual staff members may also opt to build a personal web page on an outside server. If a staff member builds and publishes a web page
on a server other than the School Board’s website, discretion should be exercised when building hyperlinks to other pages. Any web page
published on an outside server shall not represent or purport to represent either the school or the School Board. Any staff web page published on
an outside server should clearly indicate that the site is published by the individual. The following statement, in type or font size no smaller than
that used in the main text or body of the web page, is sufficient notice on nonrepresentation:
“This website is created and maintained by [name of individual], who is solely responsible for its content. The School Board of St. Lucie County,
Florida, [name of school], and representatives for the School Board and the School (i) have not reviewed or approved the content of this site, and
(ii) do not sponsor or endorse the content of or any view expressed on this site.”
(iii) Student photos or confidential student records should not be placed on or accessible through a staff member’s website.
(9) Communications with Students via Electronic Media
(a) The District encourages positive and professional communication between staff and students by means which best protect the interests of all
concerned. Communications via personal electronic media such as Facebook, Twitter, cell phone messaging, and other personal electronic
means regarding school matters have the potential to create both public records and education records, or to contain personally identifiable
student information. The School Board is ultimately responsible for the maintenance and proper disposal of such records and for the protection of
such confidential information, and is dependent upon its employees to meet this responsibility.
(b) Staff shall utilize School Board resources in all electronic communications with students regarding school matters provided, however, private
electronic media, such as a cell phone, may be used when District resources are not available, when such use is in the best interest of all
concerned.
(c) Staff communications with students via private electronic media concerning non-school related matters are governed by, and may lead to
discipline under, Board Policies, including Policies 6.301, 6.303, and 3.43 and all codes of ethics applicable to Board employees. All ethical
expectations for appropriate employee/student relationships should be followed when posting on websites and social networking pages. The
District cautions employees against creating personal web pages and social networking site accounts that permit social interaction with their
students.
(10) Use of District Communication Equipment. District communication equipment including telephones, cell phone, and facsimile or other
electronic transmission at School Board expense shall be used for designated purposes and shall not be used for personal or non-school
purposes except as provided herein or in administrative procedures.
(a) An employee shall not make a personal long distance call or send a facsimile or other electronic transmission at School Board expense. An
employee who violates this rule shall be required to pay for the call or facsimile, and such action shall be reported to the Superintendent at the
discretion of the site administrator.
(b) All long distance telephone calls, facsimiles, or other electronic transmissions that relate to extracurricular activities of the school, including
athletics, shall be paid from the school’s internal funds collected for the specific activity.
(c) Prior authorization for all long distance calls and facsimiles shall be given by the principal or site administrator.
(d) Any long distance telephone calls made by a School Board member and charged to the District office shall be paid by the School Board,
provided the purpose of the call was to conduct School Board business.
(e) Employees provided with a cellular phone at the expense of the District will restrict their use of such phones to the purposes outlined in the
use agreement.
(f) The Accounts Payable Department shall review telephone, cellular phone, and facsimile bills and shall refer excessive or questionable bills to
the Superintendent or designee for consideration.
STATUTORY AUTHORITY: 1001.41, 1001.42, 1012.22, 1012.23, F.S.
LAWS IMPLEMENTED: 386.201- 386.209, 1001.43, 1012.22, F.S.
History: Adopted: 03/30/2004
REVISION DATE(S): 06/26/2012
26
School Board of St. Lucie County, Florida
July 15
Su M Tu W
1
5 6 7 8
12 13 14 15
19 20 21 22
26 27 28 29
Th
2
9
16
23
30
F
3
10
17
24
31
Sa
4
11
18
25
September 15
Su M Tu
1
6 7 8
13 14 15
20 21 22
27 28 29
W
2
9
16
23
30
Th
3
10
17
24
F
4
11
18
25
2015-2016
School Year Calendar
Sa
5
12
19
26
8/7 10 Month Employees Return to Work
August 15
Su M Tu W Th
1
4 5 6 7 8
11 12 13 14 15
18 19 20 21 22
25 26 27 28 29
F
2
9
16
23
30
November 15
Sa
3
10
17
24
31
Su
1
8
15
22
29
M
2
9
16
23
30
Tu
3
10
17
24
W
4
11
18
25
Th
5
12
19
26
F
6
13
20
27
8/17 Students Report
Su M Tu W Th F Sa
1
2 3 4 5 6 7 8
9 10 11 12 13 14 15
16 17 18 19 20 21 22
23 24 25 26 27 28 29
30 31
Students Report
Teacher Work Day/Professional Dev. Day
Testing Dates
Holiday
Early Release Professional Day
October 15
8/7-8/14 Pre School Work Days
Su M Tu
1
6 7 8
13 14 15
20 21 22
27 28 29
W
2
9
16
23
30
Th
3
10
17
24
31
F
4
11
18
25
9/14 Professional Development Day - Student Holiday
9/23 Fall Holiday - Holiday for All
10/15 End of First Nine Weeks (41 Days)
10/16 Professional Dev./Teacher Workday - Student Holiday
11/11 Veteran's Day - Holiday for All
11/26-11/27 Thanksgiving Break
12/18 End of
23-25
Second Nine Weeks (42/83)
December 15
Sa
7
14
21
28
9/7 Labor Day - Holiday for All
12/21-1/1 Winter Break
Sa
5
12
19
26
1/4 Professional Dev./Teacher Workday - Student Holiday
1/5 Students Return
1/18 Martin Luther King Jr. - Holiday for All
2/15 Presidents Day Holiday (12 Month Work)
3/18 End of
193rd
End
Nine
1st
Weeks
Semester
(52)
3/21-3/24 Spring Break (12 Month Work)
3/25 - Spring Holiday - Holiday for All
January 16
Su M Tu W Th F
1
3 4 5 6 7 8
10 11 12 13 14 15
17 18 19 20 21 22
24 25 26 27 28 29
31
February 16
Sa
2
9
16
23
30
M
2
9
16
23
30
Tu
3
10
17
24
31
W
4
11
18
25
Th
5
12
19
26
Th
4
11
18
25
F
5
12
19
26
Sa
6
13
20
27
June 16
F
6
13
20
27
Su M Tu
1
6 7 8
13 14 15
20 21 22
27 28 29
W
2
9
16
23
30
Th
3
10
17
24
31
F
4
11
18
25
5/27 Last Day for Students (45/97)
April 16
Sa
5
12
19
26
5/30 Memorial Day
Su M Tu W Th F
1
3 4 5 6 7 8
10 11 12 13 14 15
17 18 19 20 21 22
24 25 26 27 28 29
Sa
2
9
16
23
30
5/31 Teacher Work Day
6/1 Teacher Work Day - Last Day for 10 Month
Make-up days added to end of school year
Note: 10/16 and 1/4 will be 50% Professional Dev. and
50% Teacher Work Day
May 16
Su
1
8
15
22
29
Su M Tu W
1 2 3
7 8 9 10
14 15 16 17
21 22 23 24
28 29
March 16
Sa
7
14
21
28
Su M Tu W
1
5 6 7 8
12 13 14 15
19 20 21 22
26 27 28 29
Th
2
9
16
23
30
July 16
F
3
10
17
24
Sa
4
11
18
25
Su M Tu W Th F
1
3 4 5 6 7 8
10 11 12 13 14 15
17 18 19 20 21 22
24 25 26 27 28 29
31
August 16
Sa
2
9
16
23
30
Su M
1
7 8
14 15
21 22
28 29
Tu
2
9
16
23
30
W
3
10
17
24
31
Th
4
11
18
25
F
5
12
19
26
Sa
6
13
20
27
Designated Record Keeping Early Release Days:
11/25, 12/18, 3/18, 5/25, 5/26, 5/27
Faculty Council Choice Early Release Days:
9/30, 10/28, 1/27, 2/24, 3/30, 4/27
Work year for 11 Month Employees: 7/27/15 - 6/15/16
Work year for 10.5 Month Employees: 8/7/15 - 6/15/16
Approved March 24, 2015
HR RECORD SPECIALISTS
CTR #
0000
0151
0251
0570
0111
0586
0205
0072
5003
5001
0000
0520
0081
0506
0041
0241
0371
0161
0051
0201
0231
0061
0121
0502
0361
0341
0221
7023
0261
0351
0020
0311
0162
0600
0301
0711
0510
0381
0141
0091
0553
0401
0131
0391
0331
0071
0500
0501
0411
0281
0040
0421
0031
0271
SCHOOL/SITE
ADMINSTRATORS/CLINICIANS
ALLAPATTAH FLATS
BAYSHORE
BUILDING DEPARTMENT
C A MOORE
CUSTODIAL SERVICES
DALE CASSENS
DAN MCCARTY
DATA HOUSE
DETENTION CENTER
DISTRICT OFFICE
ESE DEPT
F K SWEET
FACILITIES
FAIRLAWN
FLORESTA
FOREST GROVE
FP CENTRAL HS
FP MAGNET
FP WESTWOOD HS
LAKEWOOD PARK
LAWNWOOD
LINCOLN PARK
MAINTENANCE
MANATEE
MARIPOSA
MORNINGSIDE
MOSAIC DIGITAL
NORTHPORT
OAK HAMMOCK
PALM POINTE
PARKWAY
PERFORMANCE BASED
PRIVATE SCHOOL
PSLHS
RENAISSANCE FOOD SERVICE
RISK MGMT ‐ LIGHT DUTY
RIVERS EDGE
SAM GAINES
SAVANNA RIDGE
SECURITY
SLW CENTENNIAL HS
SLWK8
SOUTHERN OAKS
SOUTHPORT
ST. LUCIE ELEMENTARY
SUBSTITUTES
TRANSPORTATION (Drivers & Paras)
TREASURE COAST HS
VILLAGE GREEN
WEATHERBEE
WEST GATE
WHITE CITY
WINDMILL POINT
RECORD SPECIALIST
IVETTE
LINDA
MICHELLE
DEBBY
SHELBY
DEBBY
MICHELLE
DEBBY
LINDA
LINDA
SHELBY
SHELBY
DEBBY
DEBBY
DEBBY
SHELBY
SHELBY
LINDA
LUCY
DEBBY
DEBBY
SHELBY
MICHELLE
DEBBY
SHELBY
LUCY
DEBBY
IVETTE
DEBBY
LINDA
MICHELLE
LINDA
LINDA
LUCY
SHELBY
IVETTE
LINDA
SHELBY
MICHELLE
SHELBY
DEBBY
LINDA
LUCY
LUCY
LINDA
MICHELLE
LISA
LINDA
LUCY
LUCY
MICHELLE
MICHELLE
DEBBY
DEBBY
28
PHONE #
429‐7528
429‐7518
429‐7513
429‐7519
429‐7506
429‐7519
429‐7513
429‐7519
429‐7518
429‐7518
429‐7506
429‐7506
429‐7519
429‐7519
429‐7519
429‐7506
429‐7506
429‐7518
429‐7529
429‐7519
429‐7519
429‐7506
429‐7513
429‐7519
429‐7506
429‐7529
429‐7519
429‐7528
429‐7519
429‐7518
429‐7513
429‐7518
429‐7518
429‐7529
429‐7506
429‐7528
429‐7518
429‐7506
429‐7513
429‐7506
429‐7519
429‐7518
429‐7529
429‐7529
429‐7518
429‐7513
429‐7509
429‐7518
429‐7529
429‐7529
429‐7513
429‐7513
429‐7519
429‐7519
29
30
St. Lucie Public Schools Health Program
School health services are an important component of the public health system and help assure Florida students
are healthy, in the classroom, and ready to learn. School health services supplement, rather than replace, parental
responsibility and encourage parents’ attention to student health issues. The school health program is designed to
encourage parental awareness of students’ health status, discover and prevent health problems, and encourage
utilization of the services provided by physicians, dentists and other community health agencies. School health
services promote student health through prevention, early intervention, and referral for treatment of acute or chronic
health problems. School health services enable students to attend school in a safe learning environment and
reduce health barriers to learning.
Each school has a health room (clinic) staffed by at least one health aide. Health aides work cooperatively with, and
under the direction of, registered school nurses from the SLC Health Department and the School District. Together
they work to provide health appraisals, health records review, nurse assessments, preventive dental activities,
vision screening, hearing screening, scoliosis screening, growth and development screening, health counseling,
referral and follow up of suspected or confirmed health problems, meeting emergency needs in each school,
medication administration and treatments, prevention of communicable diseases, health education, referral of
students to appropriate health treatment, consultation with students’ parent/guardian regarding need for health
attention by an appropriate provider, and maintenance of student health information and records, including
immunizations and school physicals.
School health policies and procedures are in place for medications and treatments needed by students during the
school day. Physician Authorization Forms are required for any medication or treatment needed during the school
day. There are also policies and procedures regarding basic first aid for injuries and treatment or monitoring of
acutely ill children.
Registered school nurses collaborate with parents, teachers, school social workers, school counselors, school
psychologists, and other health care providers to develop Emergency Action Plans (EAP) for children with chronic
health conditions that require medication or treatment during school hours. If a student with a chronic health
condition, including but not limited to, asthma, diabetes, severe allergic reaction or epilepsy is assigned to your
classroom, the school nurse will provide you with a copy of the EAP and discuss the health condition with you. You
may also need to learn what to do in case of a health emergency and what to do if you take the student on a field
trip. Sometimes this includes giving an emergency life-saving medication. You should also include a copy of the
EAP in your substitute teacher plans.
Periodically throughout the school year school health staff will perform health screenings in specific grades that are
mandated by the state of Florida. These screenings include vision, hearing, height and weight (BMI) and scoliosis.
If you have a concern regarding a student’s ability to see clearly or hear well, please feel free to consult the health
aide or registered school nurse. If you have any other concerns regarding a possible/suspected health condition,
again please feel free to consult with the school health staff.
School health staff members are an important part of the educational team at each school site. They help ensure
that students are healthy, in the classroom, and ready to learn.
31
ACKNOWLEDGEMENT OF EMPLOYEE HANDBOOK
The information shared here is a summary of other documents maintained by the district as well as applicable laws,
rules and regulations. This orientation program is not meant to replace these other documents but rather to make
you aware of both your obligations and privileges as an employee of St. Lucie Public Schools. All policies are available
on the school district web site at http://plato.stlucie.k12.fl.us/mis/School+Board+Policies.nsf. Failure to return this
acknowledgement will not relieve an employee from non-compliance of district policies and procedures.
I have received a copy of the 2015-2016 New Employee Handbook.
Date
_____________________________________
Signature
_____________________________________
Print Name:
_____________________________________
School Site:
_____________________________________