Wethersfield Jr./Sr. High School
Faculty Handbook
2015-2016
“It takes a village to educate a child.”
A Successful School Year Starts
Right Here!
Purpose
The purpose of this Faculty Handbook is to present a standard through
which consistency throughout the district can be achieved and maintained.
It is not intended to enslave us, but rather, provide guidelines that will enable
us to devote maximum time to our primary responsibility-providing the best
education for our students.
It is therefore, imperative that each of us become familiar with and adhere to
the procedures found within this handbook.
Scope
An attempt has been made to deal with as many routine matters as feasible.
We should recognize, however, that it is impossible to anticipate every area
of the daily operation which has the potential of conflict.
If and when a situation develops for which there are not specific guidelines,
or in which unique circumstances dictate special action, a resolution
reflecting the philosophy and objectives of education will be sought.
In any area where explicit or implicit contradictions exist between the
District Policy Manual and this Handbook, the former takes
precedence.
General Information
1.
The official day begins at 7:45AM and ends at 3:30PM. Teachers
should be in the classroom and/or the hallways at no later than 7:50
am to supervise students and also remain in their classrooms until
3:10PM.
2.
Attendance and lunch count Attendance should be placed on
Power School within the first 10 minutes of class. Lunch count
should be included with 1st hour attendance.
*Official attendance is kept in the office. Teachers should also keep
attendance records.
*Tardies – Students who come to class late should not be admitted
without being marked tardy. Any student tardy to 1st period must
report to the office to sign-in and obtain a pass. Three unexcused
tardies shall result in a notification sent to the tardy school
supervisor. The 4th unexcused tardy shall result in a tardy school
referral.
*Students who leave early should be informed that they are required
to sign out in the office before leaving. They should have a signed
note from home indicating the date and the exact time they need to
leave. Make sure that you inform the office. If the parent calls, we
will simply inform you.
3.
Teachers should check their mailboxes and E-Mail for messages
once in the AM and again in the PM. We will try not to interrupt the
instructional process unless the reason is extremely urgent.
4. Teachers should not be interrupted for a telephone call. Unless advised
to the contrary, we will inform the party that you will call them back
at your earliest convenience.
5. Students who become ill at school need to see the nurse before being going
home. If the nurse is not available, send the student to the office.
6. If students are to be kept after school, parents must be notified! They
may need time to make transportation arrangements.
7.
Whenever possible, materials needing duplicated for classroom use
should be sent to the superintendent’s office. Please plan on a 2-day
turn-around. T.A.’s may make copies if done in a respectable and
reasonable manner. Other students may not make copies..
8.
Please do not eat or drink (exception: water) in your classroom
during the times that you are assigned students. We are trying to lead
by example.
9.
Permission slips for Field Trips that are a part of the instructional unit
are optional; however, parents/guardians must be informed. Keep &
file all correspondence for the remainder of the school year. Make
sure that you fill out a bus request well in advance and check the dates
with the principal. Also, notify the rest of the staff of those students
involved so that they will be excused from the class.
10. Please use the policy of over-informing rather than under-informing
the principal of important issues going on in your classroom. If I
don’t know, it’s difficult to filter parent questions. Also keep parents
well-informed of issues going on in the classroom. Make contact
with at least two parents per week on the status of their son or
daughter. This does not always have to be a negative contact.
11. Absences: Teachers who find it necessary to be absent because of
illness or other emergency, should notify Mr. Johnston (309-7383024) before 10:00 pm previous to the date of the absence, or not
later than 6:30 am the morning of the absence. Please leave a
message if your call is unanswered. Also, in the event of any predetermined absence, please send an e-mail to Mrs. Crabtree to confirm
your need for a sub.
Teachers who have been absent and cannot return the following day
should contact the principal or secretary by 2:00 pm. This should
give us ample time to secure a substitute.
Professional improvement (workshop) absences require filling out a
“multi-purpose” absence form in advance of the date you will be
gone, and an “in-service evaluation” soon after you return. Return
both forms to the Principal.
12. Accident Reports Accidents requiring first aid require filing of an
accident report. Forms are available in the office and should be filled
out as soon as possible the day of the accident. Make sure that you
fill out all items!
13. Associations Wethersfield enjoys the support of the Parent Teacher
Association (PATT), the Music Boosters, and the Athletic Boosters.
Participation in these organizations is encouraged.
14. Discipline Teachers should make every effort to handle the discipline
of all the students to which they have been assigned. Those that need
further attention should be referred immediately to the principal’s
office. Use the appropriate student disciplinary referral form. Keep
accurate records for future reference. Document everything!
Food For Thought!!!
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Behavior plans should be designed in a manner that is meaningful
to students and manageable to you.
Students should learn to be accountable for their actions.
Plans should provide for the development of long-term acceptable
behavior patterns.
Too many “rules” only confuse the issue and make the plan too
difficult to enforce.
Communicate (including parents) what is expected of your
students, the consequences, and most importantly, the positive
outcomes of your classroom procedures.
Be flexible, wait a couple of weeks before designing a plan. Most
importantly, if what you are doing is not working, change it.
Be consistent, follow through, and do not make threats that you
cannot enforce. Make the students aware of what is acceptable and
what is not.
Learn about your students. In many cases, as bad as things may
seem, school is the best part of the day for some of them.
Be Positive. Help them learn from their mistakes. Students need
and want defined lines. This generates an atmosphere conducive
to learning. Follow negatives with positives.
Find something good to say to each student each day!!!!!!!
Manage discipline problems at the lowest possible level.
Document steps taken to remedy problem before sending to the
principal. A disciplinary referral should accompany the student to
the office or should follow as soon as possible. A phone call to the
office should be made as well.
15. Dress - Staff should dress in attire representative of our profession.
DENIM JEANS OF ANY COLOR DO NOT QUALIFY! The
exception would be on any designated day approved by the school
administration. Shorts are permitted as long as they are professional
looking (not worn with a t-shirt) and appropriate length. Blue jeans on
field trips and special occasions approved by the administration are
permitted.
16. Emergency Procedures All staff members (certified & noncertified) should become familiar with the procedures for safe and
effective action. Discuss them with your students. Periodic drills will
be conducted at various times during the year. Make a copy and place
in your substitute folder and review and post in your classroom. Keep
a copy of the Crisis Management Plan available at all times.
17. Faculty Lounge (Teacher’s Workroom) The teacher’s workroom is
available for all staff members (certified & non-certified) to use when
you are not scheduled with students. It must be kept clean and
orderly! Mailboxes should be checked once in the AM and once in
the PM for messages and other important items. The lounge has the
potential of becoming a “dumping ground” for personal opinions and
a breeding ground for “negativism”. Don’t let it happen! It serves no
useful purpose and only discredits you as an individual.
18. Grading Grades should reflect subjective as well as objective
assessment. Grades put into Power School need to be consistent with
the District Policy. See attached page from the District Policy
Manual.
Academic Alerts (Deficiency Notices) need to be specific and a
personal note of explanation is necessary. They can be used anytime
during the year. Copies are mailed home from information obtained
from Power School.
19. Suspensions Students who are suspended from school are expected
to complete all daily assignments but will receive a prorated grade.
Students will be allowed to make up tests or examinations covering
any material missed during the absence but the grade may also be
prorated.
20. Guest Teachers For the benefit of the incoming guest teacher, and in
the interest of maintaining continuity, please have a guest teacher
folder in the top drawer of your desk or visibly on the top of your
desk. The folder must contain the following information:
 Current seating chart with full names & class list
 Current schedule including breaks, duties, etc. with
specific times. Also include any students who have to
leave the room for support services or students with
special needs.
 Everyday duties such as attendance procedures, lunch
count, and regular classroom procedures and rules.
 Emergency procedures for fire and tornados.
 Another teacher that the guest teacher can go for help and
office phone number
 Current lesson plans for at least 2 days and an alternate
lesson plan if all else fails.
 Any other information or special instructions that may be
necessary in your situation.
An evaluation form will be filled out by the guest teacher and also by
teacher upon return from absence. See attached form.
21. Visitors All visitors need to check in at the office and obtain a
visitors badge.
22. Workshops Prior to leaving you need to make sure that you complete
the following and turn in directly to the Principal:
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Multi-Purpose staff absence form
Completed registration form
Completed pay request form
Completed transportation request form. School does
not pay mileage unless no other vehicle is available.
Make copies for your files
23. Fundraisers All fundraisers need to be routed through the
principal or athletic director and the appropriate form needs to be
filled out. Please make yourself aware of new fundraising
guidelines adopted prior to the 2008-09 school year. Try to plan
your fundraisers well in advance.
24. Supplies Teachers should send packing lists to office after
checking against original purchase order. Office will code and
pay.
25. Detentions (Written Disciplinary Referrals)
Student detentions will be served before or after school, as
scheduled by the teacher, in the classroom with the teacher that
issued the detention. Detentions have precedence over athletic
practices. Students that do not serve their detention at the
assigned date and time and do not have a valid excuse are
issued a second detention or an In-School Suspension by the
office. This should be determined by the issuing teacher. If the
student still does not serve their detentions, they are referred to
the principal. Detentions should be issued before a student is
removed from class and sent to the office, unless the offense is
egregious.
 Classroom detentions should be routed through the office
via PowerSchool log. Office Detentions will be issued by
the office.
 Unless otherwise arranged, detentions need to be served
within 24 hours of being issued.
 Notify parents/guardians for transportation purposes.
 Detentions will be logged in Power School.
 No shows: If a student fails to serve the detention at the
assigned day and time without valid reason, a second
detention will be issued. Students that do not serve a
second time will be referred to the principal.
 Detentions should be a last resort. Use alternative
consequences for minor offenses.
 Failure to serve detentions may result in the student not
to being allowed in school.
 Three unexcused tardies results in a parent notification. A
4th unexcused tardy results in a referral to tardy school.
26. Communication Please keep the Principal informed on any issues or
situations that occur in your classroom that may come up in the future.
Use the chain of command in dealing with conflict resolution issues.
Parent Issue:
Parent to Teacher
Parent to Principal
Parent to Supt.
Staff Issue:
Teacher to Principal
Teacher to Supt.
Teacher to Board
27. Student Dress Code It is the responsibility of both the teachers and
the administration to hold the students accountable for complying
with the building dress code. If you see a violation, deal with it. If the
student refuses to cooperate, send them to the office and communicate
with the principal the nature of the violation.
28. Sexual Harassment and Bullying Policy
6-100.6
STUDENTS
Harassment of Students Prohibited
No person, including a District employee or agent, or student, shall harass, intimidate or bully a
student on the basis of actual or perceived: race; color; national origin; military status;
unfavorable discharge status from military service; sex; sexual orientation; gender identify;
gender-related identity or expression; ancestry; age; religion; physical or mental disability; order
of protection status; status as being homeless; actual or potential marital or parental status,
including pregnancy; association with a person or group with one or more of the aforementioned
actual or perceived characteristics; or any other distinguishing characteristic. The District will not
tolerate harassing, intimidating conduct, or bullying whether verbal, physical, sexual, or visual,
that affects tangible benefits of education, that unreasonably interferes with a student’s
educational performance, or that creates an intimidating, hostile, or offensive educational
environment. Examples of prohibited conduct include name-calling, using derogatory slurs,
stalking, sexual violence, causing psychological harm, threatening or causing physical harm,
threatening or actual destruction of property, or wearing or possessing items depicting or implying
hatred or prejudice of one of the characteristics stated above.
Complaints of harassment, intimidation, or bullying are handled according to the provisions on
sexual harassment below. The Superintendent shall use reasonable measures to inform staff
members and students that the District will not tolerate harassment, intimidating or bullying by
including this policy in the appropriate handbooks.
Sexual Harassment Prohibited
Sexual harassment of students is prohibited. Any person, including a district employee or agent,
or student, engages in sexual harassment whenever he or she makes sexual advances, requests
sexual favors, and/or engages in other verbal or physical conduct, including sexual violence, of a
sexual or sex-based nature, imposed on the basis of sex, that:
1.
Denies or limits the provision of educational aid, benefits, services, or treatment;
or that makes such conduct a condition of a student’s academic status; or
2.
Has the purpose or effect of:
a. Substantially interfering with a student’s education environment;
b. Creating an intimidating, hostile, or offensive educational environment;
c. Depriving a student of education aid, benefits, services, or treatment; or
d. Making submission to or rejection of such conduct the basis for academic
decisions affecting a student.
The terms “intimidating,” “hostile,” and “offensive” include conduct that has the effect of
humiliation, embarrassment, or discomfort. Examples of sexual harassment include touching,
crude jokes or pictures, discussions of sexual experiences, teasing related to sexual
characteristics, and spreading rumors related to a person’s alleged sexual activities. The term
sexual violence includes a number of different acts. Examples of sexual violence include, but are
not limited to, rape, sexual assault, sexual battery, sexual abuse, and sexual coercion.
Making a Complaint; Enforcement
Students are encouraged to report claims or incidences of bullying, harassment, sexual
harassment, or any other prohibited conduct to the Nondiscrimination Coordinator, Building
Principal or a Complaint Manager. A student may choose to report to a person of the student’s
same sex. Complaints will be kept confidential to the extent possible given the need to
investigate. Students who make good faith complaints will not be disciplined.
An allegation that a student was a victim of any prohibited conduct perpetrated by another
student shall be referred to the Building Principal for appropriate action.
Nondiscrimination Coordinator:
Shane Kazubowski: Superintendent
439 Willard Street
Kewanee, Il 61443
853-4860
Complaint Managers:
Jeremiah Johnston: Jr/Sr High Principal
439 Willard Street
Kewanee, Il 61443
Janean Friedman: Elementary Principal
439 Willard Street
Kewanee, Il 61443
853-4205
853-4800
Jessica Seiden: Guidance Counselor
439 Willard Street
Kewanee, Il 61443
853-4205
The Superintendent shall use reasonable measures to inform staff members and students that
the District will not tolerate sexual harassment, such as by including this policy in the appropriate
handbooks.
Any District employee who is determined, after an investigation, to have engaged in conduct
prohibited by this policy will be subject to disciplinary action up to and including discharge. Any
District student who is determined, after an investigation, to have engaged in conduct prohibited
by this policy will be subject to disciplinary action, including but not limited to, suspension and
expulsion consistent with the discipline policy. Any person making a knowingly false accusation
regarding prohibited conduct will likewise be subject to disciplinary action up to and including
discharge, with regard to employees, or suspension and expulsion, with regard to students.
LEGAL REF.:
Title IX of the Educational Amendments, 20 U.S.C. 1681 et seq.
34 C.F.R. Part 106
105 ILCS 5/10-22.5 and 5/27-1
23 Ill. Admin. Code 200.10 et seq.
Davis v. Monroe County Board of Education, 119 S.Ct. 1661 (1999)
Franklin v. Gwinnett Co. Public Schools, 112 S.Ct. 1028 (1992)
Gebser V. Lago Vista Independent School District, 118 S.St. 1989 (1998)
West v. Derby Unified School District No. 260, 206 F.3d 1358 (10th Cir., 2000).
2014
2-171
BOARD OF EDUCATION
Nondiscrimination
It is the policy of the District that all educational programs, extracurricular activities, employment
practices, general services and benefits be offered without regard to sex, race, color, national
origin, religion, handicap, or age and be in compliance with Illinois Public Act 79-597 and Title IX
of the 1972 Education Amendments and Title II(A) of the Americans With Disabilities Act.
The Superintendent shall serve as the District's Coordinator of Nondiscrimination. Students,
parents, and employees shall be notified of their right to initiate a grievance or complaint of illegal
discrimination and of the Superintendent to whom such complaints shall be directed.
Upon receiving a grievance or complaint of illegal discrimination, the Superintendent shall send a
copy of the District's written grievance procedure to the complainant.
2015
2-171.1
BOARD OF EDUCATION
Uniform Grievance Procedure
A student, parent/guardian, employee, or community member should notify
the Wethersfield Superintendent of Schools if they believe that the School
Board, its employees, or agents have violated their rights guaranteed by the
State or federal Constitution, State or federal statute, or Board policy, or
have a complaint regarding:
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.
12.
13.
Title II of the Americans with Disabilities Act;
Title IX of the Education Amendments of 1972;
Section 504 of the Rehabilitation Act of 1973;
Individuals with Disabilities Education Act, 20 U.S.C. § 1400 et seq.
Title VI of the Civil Rights Act, 42 U.S.C. § 2000d et seq.
Equal Employment Opportunities Act (Title VII of the Civil Rights Act), 42 U.S.C. §
2000e et seq.
Sexual harassment (Illinois Human Rights Act, Title VII of the Civil Rights Act of
1964, and Title IX of the Education Amendments of 1972);
The misuse of funds received for services to improve educational opportunities for
educationally disadvantaged or deprived children;
Curriculum, instructional materials, and/or programs;
Victims’ Economic Security and Safety Act, P.A. 93-591;
Illinois Equal Pay Act of 2003, P.A. 93-0006; or
Provision of services to homeless students.
Illinois Whistleblower Act, 740 ILCS 174/1 et seq.
The Superintendent will attempt to resolve complaints without resorting to
this grievance procedure and, if a complaint is filed, to address the complaint
promptly and equitably. The right of a person to prompt and equitable
resolution of a complaint filed hereunder shall not be impaired by the
person's pursuit of other remedies. Use of this grievance procedure is not a
prerequisite to the pursuit of other remedies and use of this grievance
procedure does not extend any filing deadline related to the pursuit of other
remedies. Use of this grievance procedure is not a prerequisite to the pursuit
of other remedies and use of this grievance procedure does not extend any
filing deadline related to the pursuit of other remedies. All deadlines may be
extended by the Superintendent as he or she deems appropriate. As used in
the policy, “school business days” means days on which the District’s main
office if open.
1. Filing a Complaint
A person (hereinafter Complainant) who wishes to avail him or herself of this
grievance procedure may do so by filing a complaint with the Superintendent. The
Superintendent may request the Complainant to provide a written statement
regarding the nature of the complaint or require a meeting with the
parent(s)/guardian(s) of a student. The Superintendent shall assist the Complainant
as needed.
2. Investigation
The Superintendent will investigate the complaint or appoint a qualified person to
undertake the investigation on his or her behalf. If the Complainant is a student, the
Superintendent will notify his or her parent(s)/guardian(s) that they may attend any
investigatory meetings in which their child is involved. The complaint and identity of
the Complainant will not be disclosed except (1) as required by law or this policy, or
(2) as necessary to fully investigate the complaint, or (3) as authorized by the
Complainant.
The identity of any student witnesses will not be disclosed except: 1) as required by
law or any collective bargaining agreement, or 2) as necessary to fully investigate the
complaint, or 3) as authorized by the parent/guardian of the student witness, or by
the student if the student is 18 years of age or older.
Within 30 school business days of the date the complaint was filed, the Superintendent
shall complete a written report of his or her findings. The Superintendent may request an
extension of time. The Superintendent will keep the Board informed of all complaints. If a
complaint of sexual harassment contains allegations involving the Superintendent, the
Complainant may file the complaint with the Board, which will make a decision in
accordance with the following section of this policy. The superintendent shall keep the
Board informed of all complaints.
3. Decision and Appeal
The Superintendent shall mail his or her written decision to the Complainant by
certified, U.S. mail.
Within 10 school days after receiving the Superintendent’s decision, the Complainant
may appeal the decision to the School Board by making a written request to the
Superintendent or Board President. The Superintendent shall promptly forward all
materials relative to the complaint and appeal to the School Board. Within 30 school
business days, the School Board shall affirm, reverse, or amend the Superintendent’s
decision or direct the Superintendent to gather additional information for the Board.
Within 5 school days of the Board’s decision, the Superintendent shall inform the
Complainant of the Board’s action.
4. This grievance procedure shall not be construed to create an independent right to a
Board hearing. The failure to strictly follow the timelines in this grievance procedure shall
not prejudice any party.
LEGAL REF.:
Age Discrimination in Employment Act, 29 U.S.C. § 621 et seq.
Americans With Disabilities Act, 42 U.S.C. § 12101 et seq.
Equal Pay Act, 29 U.S.C. § 206(d).
Immigration Reform and Control Act, 8 U.S.C. § 1324a et seq.
Individuals With Disabilities Education Act, 20 U.S.C. § 1400 et seq.
McKinney Homeless Assistance Act, 42 U.S.C. § 11431 et seq. [only if the
District receives Title I funds]
Rehabilitation Act of 1973, 29 U.S.C. § 791 et seq.
Title VI of the Civil Rights Act, 42 U.S.C. § 2000d et seq.
Equal Employment Opportunities Act (Title VII of the Civil Rights Act), 42
U.S.C. § 2000e et seq.
Title IX of the Education Amendments, 20 U.S.C. § 1681 et seq.
775 ILCS 5/1-101 et seq.
105 ILCS 5/2-3.8, 5/3-10, 5/10-20.7a, 5/10-22.5, 5/22-19, 5/24-4, 5/27.1, and
45/1-15.
23 Ill. Admin. Code §§ 1.240 and 200-40.
Victims’ Economic Security and Safety Act, P.A. 93-591;
Illinois Equal Pay Act of 2003, P.A. 93-0006
2009
2-171.2
BOARD OF EDUCATION
Grievance Form
Directions:
Complete and submit to the Superintendent, Wethersfield Community Unit School
District #230, 439 Willard Street, Kewanee, IL 61443. Phone (309) 853-4860
Name of Complainant:
________________________________________________
(please print)
Statement of Complaint:
Action Sought: (What is the Complainant's recommended solution?)
Complainant's Signature _____________________________
Date ________________
2015
6-100.7
STUDENTS
Preventing Bullying, Intimidation, and Harassment
Bullying, intimidation, and harassment diminish a student’s ability to learn and a school’s ability to
educate. Preventing students from engaging in these disruptive behaviors is an important District
goal.
Bullying on the basis of actual or perceived race, color, national origin, military status, unfavorable
discharge status from the military service, sex, sexual orientation, gender identity, gender-related
identity or expression, ancestry, age, religion, physical or mental disability, order of protection
status, status of being homeless, or actual or potential marital or parental status, including
pregnancy, association with a person or group with one or more of the aforementioned actual or
perceived characteristics, or any other distinguishing characteristic is prohibited in each of the
following situations:
1. During any school sponsored education program or activity.
2. While in school, on school property, on school buses or other school vehicles, at
designated school bus stops waiting for the school bus, or at school sponsored or school
sanctioned events or activities.
3. Through the transmission of information from a school computer, a school computer
network, or other similar electronic school equipment.
4. Through the transmission of information from a computer that is assessed at a nonschool-related location, activity, function, or program or from the use of technology or an
electronic device that is not owned, leased, or used by the School District or school if the
bullying causes a substantial disruption to the educational process or orderly operation of
a school. This paragraph (item #4) applies only when a school administrator or teacher
receives a report that bullying through this means has occurred; it does not require staff
members to monitor any non-school-related activity, function, or program.
Definitions
Bullying including cyber-bullying means any severe or pervasive physical or verbal act or
conduct, including communications made in writing or electronically, directed toward a student or
students that has or can be reasonably predicted to have the effect of one or more of the
following:
1. Placing the student in reasonable fear of harm to the student’s or students’ persons
or property;
2. Causing a substantially detrimental effect on the student’s or students’ physical or
mental health;
3. Substantially interfering with the student’s or students’ academic performance; or
4. Substantially interfering with the student’s or students’ ability to participate in or
benefit from the services, activities, or privileges provided by a school.
Cyber-bullying means bullying through the use of technology or any electronic communication,
including without limitation 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,
photo-electronic system, or photo-optical system, including without limitation electronic e-mail,
Internet communications, instant messages, or facsimile communications. Cyber-bullying
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 in the creation or impersonation creates any of the effects enumerated in the definition
of bullying. Cyber-bullying 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 effects
enumerated in the definition of bullying.
Restorative measures means a continuum of school-based alternatives to exclusionary discipline,
such as suspensions and expulsions, that: (i) are adapted to the particular needs of the school
and community, (ii) contribute to maintaining school safety, (iii) protect the integrity of a positive
and productive learning climate, (iv) teach students the personal and interpersonal skills they will
need to be successful in school and society, (v) serve to build and restore relationships among
students, families, schools, and communities, and (vi) reduce the likelihood of future disruption by
balancing accountability with an understanding of students’ behavioral needs in order to keep
students in school.
School personnel means persons employed by, on contract with, or who volunteer in a school
district, including without limitations school and school district administrators, teachers, school
guidance counselors, school social workers, school counselors, school psychologists, school
nurses, cafeteria workers, custodians, bus drivers, school resource officers, and security guards.
Bullying Prevention and Response Plan
The Superintendent or designee shall develop and maintain a bullying prevention and response
plan that advances the District’s goal of providing all students with a safe learning environment
free of bullying and harassment. This plan must be consistent with the requirements listed below;
each numbered requirement, 1-12, corresponds with the same number listed of required policy
components in 105 ILCS 5/27-23.7(b) 1-12.
1. The District uses the definition of bullying as provided in this policy.
2. Bullying is contrary to State law and the policy of this District. However, nothing in
the District’s bullying prevention and response plan is intended to infringe upon any
right to exercise free expression or the free exercise of religion or religiously based
views protected under the First Amendment to the U.S. Constitution or under Section
3 of Article I of the Illinois Constitution.
3. Students are encouraged to immediately report bullying. A report may be made
orally or in writing to the District Complaint Manager or any staff member with whom
the student is comfortable speaking. Anyone, including staff members and
parents/guardians, who has information about actual or threatened bullying is
encouraged to report it to the District Complaint Manager or any staff member.
Anonymous reports are also accepted.
Shane Kazubowski- District Complaint Manager
439 Willard Street
Kewanee, Illinois 61443
skazubow@geese230.com
309-853-4860
4. Consistent with federal and State laws and rules governing student privacy rights, the
Superintendent or designee shall promptly inform the parent(s)/guardian(s) of every
student involved in an alleged incident of bullying and discuss, as appropriate, the
availability of social work services, counseling, school psychological services, other
interventions, and restorative measures.
5. The Superintendent or designee shall promptly investigate and address reports of
bullying, by, among other things:
a. Making all reasonable efforts to complete the investigation within 10 school days
after the date the report of a bullying incident was received and taking into
consideration additional relevant information received during the course of the
investigation about the reported bullying incident.
b. Involving appropriate school support personnel and other staff persons with
knowledge, experience, and training on bullying prevention, as deemed
appropriate, in the investigation process.
c. Notifying the Building Principal or school administrator or designee of the
reported incident of bullying as soon as possible after the report is received.
d. Consistent with federal and State laws and rules governing student privacy
rights, providing parents/guardians of the students who are parties to the
investigation information about the investigation and an opportunity to meet with
the Building Principal or school administrator or his or her designee to discuss
the investigation, the findings of the investigation, and the actions taken to
address the reported incident of bullying.
The Superintendent or designee shall investigate whether a reported incident of bullying is within
the permissible scope of the District’s jurisdiction and shall require that the District provide the
victim with information regarding services that are available within the District and community,
such as counseling, support services, and other programs.
6. The Superintendent or designee shall use interventions to address bullying, that may
include, but are not limited to, school social work services, restorative measures,
social-emotional skill building, counseling, school psychological services, and
community-based services. The following is a list of factors to consider when
determining consequences, examples of consequences, and examples of remedial
measures Wethersfield School District will utilize.
Factors for Determining Consequences
1.
2.
3.
4.
5.
6.
7.
Age, development, and maturity levels of the parties involved
Degree of harm
Surrounding circumstances
Nature and severity of the behavior(s)
Incidences of past or continuing pattern(s) of behavior
Relationship between parties involved
Context in which the alleged incident(s) occurred
Examples of Consequences
1.
2.
3.
4.
5.
6.
7.
8.
9.
Warning
Temporary removal from the classroom
Loss of privileges
Exclusion from certain areas of the school premises and school activities
Detentions
In-school suspension
Out of school suspension
Legal action
Expulsion or termination
Examples of Remedial Measures
1. Framing the aggressive behavior as a failed attempt to solve a real problem or reach
a goal. The adult assists the misbehaving student to find a better way to solve the
problem or meet the goal.
2. Restitution and restoration
3. Peer support group / peer mediation
4. Corrective instruction or other relevant learning or service experience
5. Supportive discipline to increase accountability for the bullying offence
6. Supportive intervention, including participation of an intervention and referral services
team, peer mediation, etc.
7. Behavioral assessment or evaluation, including, but not limited to, a referral to a
Student Support Team, as appropriate
8. Behavioral management plan, with benchmarks that are closely monitored
9. Student counseling
10. Parent conferences
11. Referral to the school social worker
7. A reprisal or retaliation against any person who reports an act of bullying is
prohibited. A student’s act of reprisal or retaliation will be treated as bullying for
purposes of determining any consequences or other appropriate remedial acts.
8. A student will not be punished for reporting bullying or supplying information, even if
the District’s investigation concludes that no bullying occurred. However, knowingly
making a false accusation or providing knowingly false information will be treated as
bullying for purposes of determining any consequences or other appropriate remedial
actions.
9. The District’s bullying prevention and response plan must be based on the
engagement of a range of school stakeholders, including students and
parent/guardians.
10. The Superintendent or designee shall post this policy on the District’s Internet
website, if any, and include it in the student handbook, and where applicable, post it
where other policies, rules, and standards of conduct are currently posted. The
policy must also be distributed annually to parents/guardians, students, and school
personnel, including new employees, when hired.
11. The Superintendent or designee shall assist the Board with its evaluation and
assessment of this policy’s outcomes and effectiveness. This process shall include,
without limitation:
a. The frequency of the victimization;
b. Student, staff , and family observations of safety at a school;
c. Identification of areas of a school where bullying occurs;
d. The types of bullying utilized; and
e. Bystander intervention or participation
The evaluation process may use relevant data and information that the District already collects for
other purposes. The Superintendent or designee must post the information developed as a result
of the policy evaluation on the District’s website, or if a website is not available, the information
must be provided to school administrators, Board members, school personnel, parents/guardians,
and students.
12. The Superintendent or designee shall fully implement the Board policies, including
without limitation, the following:
a. Uniform Grievance Procedure. A student may use this policy to complain about
bullying.
b. Curriculum Content. Bullying prevention and character instruction is provided in
all grades in accordance with State law.
c. Student Social and Emotional Development. Student social and emotional
development is incorporated into the District’s educational program as required
by State law.
d. Access to Electronic Networks. This policy states that the use of the District’s
electronic networks is limited to: (1) support of education and/or research, or (2)
a legitimate business use.
e. Harassment of Students Prohibited. This policy prohibits any person from
harassing, intimidating, or bullying a student based on an identified actual or
perceived characteristic.
f. Teen Dating Violence Prohibited. This policy prohibits teen dating violence on
school property, at school sponsored activities, and in vehicles used for schoolprovided transportation.
g. Student Discipline. This policy prohibits, and provides consequences for, hazing,
bullying, or other aggressive behaviors, or urging other students to engage in
such conduct.
h. Restrictions on Publications. This policy prohibits students from and provides
consequences for: (1) accessing and/or distributing at school any written, printed,
or electronic material, including material from the Internet, that will cause
substantial disruption of the proper and orderly operation and discipline of the
school or school activities, and (2) creating and/or distributing written, printed, or
electronic material, including photographic material and blogs, that causes
substantial disruption to school operations or interferes with the rights of other
students or staff members.
Reporting Complaints
Any district official, administrator, faculty or staff member, volunteer or student who believes
he/she has been the victim of intimidation or bullying is encouraged to initiate a complaint with the
superintendent or school principal. If the complaint is against the superintendent or a member of
the Board of Education, the complaint shall be received by the board president. All district
employees are required to report any acts of intimidation or bullying to the superintendent or
principal. All other members of the school community, including district officials, administrators,
faculty staff, volunteers, parents, guardians, students and other community members are
encouraged to report any act that may be in violation of this policy. Reports may be made
anonymously, but formal disciplinary action may not be based solely on an anonymous report.
The Board of Education prohibits anyone from falsely accusing another of bullying.
Investigating Complaints
The superintendent, principal, or designee, as appropriate, is responsible for determining whether
an alleged act by an administrator, faculty, or staff member, volunteer, or student constitutes a
violation of this policy and the appropriate corrective action when a violation has occurred. In the
case where the superintendent or a board member is accused of a violation of this policy, the
board president and board members (except any members being investigated) shall be
responsible for determining whether the alleged act constitutes a violation of this policy and the
appropriate corrective action when a violation has occurred. In doing so, a prompt, thorough
investigation of the alleged incident shall be conducted.
Consequences and remedial measures are designed to correct the problem behavior, prevent
future occurrences, and protect the victim of the act.
LEGAL REF.:
2015
405 ILS 49/, Children’s Mental Health Act.
105 ILCS 5/10-20.14, 5/24-24, and 5/27-23.7.
23 Ill.Admin.Code 1.240 and 1.280
Instructional Program
The instructional program includes bullying prevention and character instruction at all levels in
accordance with state law and Board policy 7-160, Curriculum Content. This includes
incorporating student social and emotional development into the District’s educational program as
required by state law and in alignment with Board policy 6-650, Student Social and Emotional
Development.
2015
WETHERSFIELD SCHOOL DISTRICT #230
STAFF CONDUCT AND RESPONSIBILITY
ATTENDANCE
Absence
Each employee plays a vital role in the operation of the school system. Any absence will
produce a lessening of a necessary service. While the maintenance of good physical and
mental health is of the utmost importance, each employee should strive to be in
attendance every day.
Any absence from work must be for valid reasons, i.e., personal health or family
emergencies. Personal convenience or advantage are not ethically acceptable reasons for
absence, unless you have an approved personal leave.
Excessive absence is undesirable and detrimental to the District.
Notification of Absence
The District has procedures for reporting absences. An employee who must be absent is
responsible to provide proper notification. Failure to provide a timely report of the
absence can cause unnecessary problems in the operation of the school.
Certification of Absence
An absent employee must complete the proper district absence form within two business
days of the absence. An employee’s salary for the days absent cannot legally be paid if
the appropriate certification of absence has not been filed.
Falsification of a signed absence form or falsification of a physician’s statement are
grounds for suspension and/or termination.
TARDINESS
Each position has an established work schedule to which employees must adhere. An
individual employee cannot alter his/her work schedule without prior administrative
approval.
WORK SITE
An employee is expected to report on time as determined by either the negotiated contract
or by supervisor directive; and stay at his/her job site during work hours except during
lunchtime—unless job responsibilities require travel or prior administrative approval is
obtained. This would include certified staff members reporting to supervisory areas they
may be assigned such as but not limited to playground supervision, lunchtime
supervision, and supervision of the hallways before school, during passing periods, and
after school. In case of an emergency, the employee should follow established
procedures before leaving the work site, especially certified staff members leaving
students unattended in the classroom.
An employee may not permit unauthorized persons to enter the work site.
POSSESSION OR USE OF ALCOHOL, CONTROLLED
SUBSTANCES, OR WEAPONS ON DISTRICT PREMISES
Board policy prohibits the unlawful manufacture, distribution, dispensing, sale,
possession or use of alcohol and/or controlled substances on District premises.
Employees are expected to report for and continue throughout the workday, including
lunch period, free from alcohol and/or controlled substances.
Any employee who must use medication that may affect the sense of balance or speech
should notify the immediate supervisor before starting work.
No employee may possess, use, or exhibit weapons on District-owned property.
AUTHORIZED USE OF DISTRICT-OWNED MATERIAL
District owned property, equipment, and supplies shall be used the majority of the time
for school business only. At no time should school equipment or school property be used
in inappropriate or unauthorized ways.
Use of equipment other than at a Wethersfield CUSD #230 site must have prior approval
by the superintendent or designee.
An employee may not appropriate for personal use or gain, property, equipment, or
supplies owned by or under the control of Wethersfield CUSD #230.
INSUBORDINATION
The immediate administrator/supervisor is expected to provide clear direction so
reasonable work may be accomplished in accordance with the concept of need and/or
priority.
An employee is expected to follow instructions whether or not the employee is in
agreement with the instruction, unless the employee can establish an unsafe or unlawful
condition.
SEXUAL HARASSEMENT
The Wethersfield CUSD #230 Board of Education prohibits any form of sexual
harassment towards others. Sexual harassment may include, but is not limited to:
A.
B.
C.
D.
E.
F.
G.
Creating an intimidating, hostile, or offensive work or learning
environment;
Repeated offensive sexual flirtations;
Sexual advances or propositions;
Verbal remarks or abuse of a sexual nature;
Graphic or degrading verbal comments about an individual or his/her
appearance;
The display of sexually suggestive objects or pictures;
Any offensive or abusive physical contact.
Whenever any employee engages in sexually provocative or exploitative conduct,
(including “dating”), with students of the Wethersfield CUSD #230, a strong presumption
of unfitness arises against the employee.
Board Policy 11-110 outlining Sexual Harassment is attached below.
GENERAL PERSONNEL
Workplace Harassment Prohibited
The School District expects the workplace environment to be productive, respectful, and free of
unlawful harassment. District employees shall not engage in harassment or abusive conduct on
the basis of an individual’s race, religion, national origin, sex, sexual orientation, age, citizenship
status, disability, or other protected status identified in Board policy. Harassment of students,
including, but not limited to, sexual harassment, is prohibited by Board policy.
Sexual Harassment
The school district shall provide employees an employment environment free of unwelcome
sexual advances, requests for sexual favors, and other verbal or physical conduct, or
communications constituting sexual harassment as defined and otherwise prohibited by State and
Federal Law.
District employees shall not make unwelcome sexual advances or request sexual favors or
engage in any unwelcome conduct of a sexual nature when: 1) submission to such conduct is
made either explicitly or implicitly a term or condition of an individual’s employment; 2)
submission to or rejection of such conduct by an individual is used as the basis for employment
decisions affecting such individual; or 3) such conduct has the purpose or effect of substantially
interfering with an individual’s work performance or creating an intimidating, hostile, or offensive
working environment. Sexual harassment prohibited by this policy includes verbal or physical
conduct. The terms intimidating, hostile, or offensive include, but are not limited to, conduct
which has the effect of humiliation, embarrassment or discomfort. Sexual harassment will be
evaluated in light of all the circumstances.
Making a Complaint; Enforcement
A violation of this policy may result in discipline, up to and including discharge. Any person
making a knowingly false accusation regarding sexual harassment will likewise be subject to
disciplinary action, up to and including discharge. An employee’s employment, compensation, or
work assignment shall not be adversely affected by complaining or providing information about
harassment. Retaliation against employees for bringing bona fide complaints or providing
information about harassment is prohibited.
Aggrieved persons, who feel comfortable doing so, should directly inform the person engaging in
sexually harassing conduct or communication that such conduct or communication is offensive
and must stop.
Employees should report claims of sexual harassment to the Nondiscrimination Coordinator
and/or use the Board policy 2-171.2, Uniform Grievance Procedure. Employees may choose to
report to a person of the employee’s same sex. Initiating a complaint of sexual harassment shall
not adversely affect the complainant’s employment, compensation, or work assignments.
There are no express time limits for initiating complaints and grievances under this policy;
however, every effort should be made to file such complaints as soon as possible, while facts are
known and potential witnesses are available.
Whom to Contact with a Report or Complaint
Nondiscrimination Coordinator
Name:
Shane Kazubowski, Superintendent
Address:
439 Willard Street
Kewanee, Il 61443
Telephone No. (309) 853-4860
The Superintendent shall also use reasonable measures to inform staff
members and applicants of this policy, which shall include reprinting this
policy in the appropriate handbooks.
LEGAL REF.:
Title VII of the Civil Rights Act, 42 U.S.C. §2000e et seq., 29 C.F.R. §1604.11.
Title IX of the Education Amendments, 20 U.S.C. §1681 et seq.; 34 C.F.R.
§1604.11.
775 ILCS 5/2-101(E) and 5/2-102(D).
56 Ill. Admin.Code Parts 2500, 2510, 5210, and 5220.
Burlington Industries v. Ellerth, 118 S.Ct. 2257 (1998).
Faragher v. City of Boca Raton, 118 S.Ct. 2275 (1998).
Franklin v. Gwinnett Co. Public Schools, 112 S.Ct. 1028 (1992).
Harris v. Forklift Systems, 114 S.Ct. 367 (1993).
Jackson v. Birmingham Board of Education, 125 S.Ct. 1497 (2005).
Meritor Savings Bank v. Vinson, 106 S.Ct. 2399 (1986).
Oncale v. Sundown Offshore Services, 118 S.Ct. 998 (1998).
Porter v. Erie Foods International, Inc., 576 F.3d 629 (7th Cir. 2009).
Sangamon County Sheriff’s Dept. v. Ill. Human Rights Com’n, 908 N. E. 2d 39
(Ill., 2009).
CROSS REF.:
2:260 (Uniform Grievance Procedure), 5:10 (Equal Employment Opportunity
and Minority Recruitment), 7:20 (Harassment of Students Prohibited)
2013
EMPLOYEE CONDUCT
An employee is expected to be knowledgeable of Board Policies and Procedures related
to the carrying out of his/her job. An employee should also be knowledgeable of contents
of the Negotiated Contract and in the absence of a Negotiated Contract for non-certified
staff, those responsibilities associated with job description and job performance. In all
cases, employees are expected to implement and carry out the mission and objectives of
District policies and procedures. Furthermore, an employee is expected to be considerate
of all fellow employees, both professional and non-certified, as well as students, parents,
and the citizens who use school facilities.
Any conduct which discredits the education profession or the reputation of the
Wethersfield CUSD #230 Board of Education may be considered conduct unbecoming an
employee. Behavior that directly or indirectly negatively impacts teaching, learning, or
the climate of the school is unacceptable. Examples of such conduct may include but are
not limited to:
A.
Use of vulgar, profane, or other disrespectful, discriminatory or racist
language;
B.
Giving cruel and/or humiliating verbal abuse to others, particularly in the
presence of their peers;
C.
Shaking, striking, pushing or propelling others into walls, furniture, or the
ground;
D.
Failing to maintain confidentiality in discussing District, school, or student
matters;
E.
Inappropriately seizing and/or using student property;
F.
Inappropriately handling or using District property, especially care of
technological equipment;
G.
Failure to comply with Board approved curriculum, instructional materials
and assessment practices;
H.
Inappropriate use of cell phones and/or classroom phones during
instructional time;
I.
Inappropriate or unauthorized use of District facilities;
J.
Inappropriate, offensive or disruptive dress;
K.
Failure to communicate in a timely and professional manner with parents
and/or community members;
L.
Dishonesty;
M.
Failing to be prepared for work;
N.
Engaging in criminal activities;
O.
Falsifying timesheets, assessments, or any other work- related documents
including employment applications and resumes;
P.
Failing to report unsafe or hazardous conditions;
Q.
Failing to report any suspected incidences of abuse;
R.
Failing to complete assigned tasks on time
Administration and the Board of Education of Wethersfield CUSD #230 will consider
aggravation and mitigating circumstances when considering the consequences for
misconduct. Consequences may range from oral warnings up to termination, depending
upon the severity and frequency of infractions.
While it is impossible to predict the many situations that may arise or to describe all
aspects of acceptable or unacceptable conduct and appropriate or inappropriate conduct,
an employee is expected to know and apply Board Policy and Administrative Procedures
related to his/her job. Beyond that, an employee is to use common sense, courtesy,
consideration, and reasonableness in relationships with other persons.
FAILURE TO ADHERE TO ANY OF THE GUIDELINES IN THIS BULLETIN IS
CAUSE FOR DISCIPLINARY ACTION.
If you have any questions to the content of this document, please contact the
Superintendent at your convenience.