Date Adopted: September 28, 2009
MT. VERNON-ENOLA SCHOOL DISTRICT
CLASSIFIED PERSONNEL POLICY COMMITTEE
2012-2013
The District shall have a classified personnel policies committee consisting of one classified employee from;
secretarial, custodian/maintenance, food service, transportation, teacher aide, and one from administration. The
classified representatives shall be elected by a majority of the classified voting by secret ballot. The election shall
be solely and exclusively conducted by the classified personnel employed by the district.
The personnel policies committee shall organize itself in the first quarter of each school year, elect a chairman
and secretary, and develop a calendar of meetings throughout the year to review the district’s personnel policies.
Minutes of the meetings shall be promptly reported and distributed to members of the Board and posted in the
buildings of the district. New policies or amendments to existing policies by the Board shall be submitted to the
committee at least five working days before presentation to the Board.
The Board of Directors may adopt, reject, amend or refer back to the policies committee for further study and
proposed policies or amendments to existing policies.
CLASSIFIED PERSONNEL POLICY COMMITTEE
GENERAL SECTION
The Board of Education is required by law to establish classified personnel policies within the School District. Said
Policies shall be filed, along with an affidavit signed by the President of the Board attesting compliance with the
state law requiring personnel policies, with the Chairman of the State Board of Education.
All personnel policies adopted by the Board shall be given to each classified employed for the first time by the
School District. Any amendments to the personnel policies shall also be given to all personnel within thirty (30)
days of approval by the Board.
The personnel policies of each school district is in effect at the time an employee’s contract is entered into or
renewed shall be considered to be incorporated as terms of said contract and shall be binding upon both parties
unless changed by mutual consent.
Any amendments to personnel policies adopted during the term of such contract shall become effective the
following July 1. Such amendments may take place immediately with mutual consent.
The Board shall provide for a Committee on Personnel Policies, as composed by law to annually review the
personnel policies of the Board to determine if additional policies or amendments to existing policies are needed.
The Committee may propose new policies or amendments to existing policies.
The Board shall consider and adopt, reject, amend, or refer back to the Committee for further study and revisions
any proposed policies or amendments that are submitted to the Board for consideration.
The chair of the committee or a member of the committee designated by the chair will have the opportunity to
orally present the committees proposed policies or amendments to existing policies to the board of directors.
EQUAL OPPORTUNITY EMPLOYMENT
No person in the School District shall, on the basis of race, color, creed, religion, sex, age, handicap, national
origin or similar personal distinction be denied the benefits of, or be subjected to discrimination in regard to
employment, retention, promotion, transfer or dismissal in any educational program or activity which is under the
jurisdiction of the Board.
COMPLAINTS AND GRIEVANCES STAFF PROTECTION
Every employee of the Mt. Vernon-Enola School District is guaranteed the right to present his grievances, in
accordance with the provisions of this policy, free from interference, coercion, restraint, discrimination, or reprisal.
Supervisors at all levels shall have the fundamental responsibility to promptly consider and act upon grievance
presented to them by employees under their supervision. All grievances should be presented in writing and acted
upon within ten working days. To such an extent as is practicable, appropriate authority shall be delegated to
such supervisors to enable them to more effectively carry out the provisions of this policy. All meetings and
hearing under this procedure shall be conducted in private and shall include only such parties in interest and their
designated or selected representatives heretofore referred to in this policy.
Grievances should be processed in a manner, which does not interfere with the employee’s work and the normal
operation of the School District.
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A.
B.
C.
D.
E.
“Employee” shall mean any person other than the supervisory employees hired to perform services on a
full time basis by the School District.
“Supervisory employee” shall mean any person possessing the authority to hire, transfer, suspend, lay
off, recall, promote, discharge, reward, or discipline other employees.
“Days” shall mean working days exclusive of Saturday, Sunday or official holidays.
“Immediate supervisor” is that employee possessing that degree of administrative authority next in rank
above any grievant.
“Grievance” as used in this policy, is hereby defined as a complaint or dispute of an employee.
Regarding the application, meaning or interpretations of personnel policies as they affect the work activity
of such employee. Compensation, hours and other working conditions shall be deemed proper subjects
for grievances when they involve alleged inequities within the School District.
COMPLAINTS/GRIEVANCES – (TITLE IX)
The Board of Education hereby designates the Superintendent of schools as coordinator of the district’s efforts to
comply with and carry out the district’s responsibilities in impelling the requirements of title IX. It is the
responsibility of the Superintendent to investigate complaints of non-compliance. The board specifies that
complaints must be submitted in writing and shall be signed by the person filing the complaint. The
Superintendent shall investigate all complaints and provide a written report of findings within a reasonable time.
Any person who feels aggrieved concerning any matter connected with the schools should discuss the matter first
with the teacher and principal, then with the Superintendent of Schools if the matter has not been resolved. If the
Superintendent of Schools is unable to adjust the matter satisfactorily, the person making the complaint then is
invited to refer the matter to the Board of Education, Mt. Vernon-Enola School, P.O. Box 43, Mt. Vernon,
Arkansas 72111. The Board will notify the complaint of the date, time and place to hear the complaint. Following
the hearing of the complaint, the Board will render a decision within a reasonable time and notify the complainant
in writing.
STAFF-STUDENTS RELATIONS
1.
The welfare of the pupil should be the first concern of all personnel.
2.
Withhold confidential information about a pupil or his/her home unless its release serves professional
purposes, benefits the pupil or is required by law.
3.
Swearing or cursing on the part of the employee before pupils is expressly forbidden.
4.
Employees should be impartial and just in all dealings with pupils.
5.
Employ friendliness, patience, sympathy, courtesy, firmness, and sincerity in dealing with pupils’ problems
and attitudes.
6.
Avoid religious and political indoctrination of pupils.
7.
Make discrete use of available information about the pupil.
8.
Refrain from commenting unprofessionally about a pupil or his/her home.
9.
Encourage the pupils to study varying points of view and respecting his/her right to form his/her own
judgment.
10. Seek constantly to improve learning facilities and opportunities.
CONFLICT OF INTEREST
The Board of Education prohibits School District employees from engaging in additional employment or any other
personal pursuits that would affect their efficiency or usefulness as employees in the District, that would make
time and/or energy demands upon such individuals which, could interfere with their effectiveness in performing
their contractual obligations to the board, that would adversely affect their School District employment status or
professional standing, or that would in any conflict with or violate professional ethics.
Employees shall not engage in any other employment or in any private business during the hours required to fulfill
assigned educational duties.
Legal References:
Ark. Stat. Ann & 80-213,80-509
POLITICAL ACTIVITY
The Board of Education prohibits employees from engaging in political activity which materially interferes with or
substantially disrupts the educational process in the School District.
Assemblies, school classes, and materials and equipment shall not be used for partisan political purposes.
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Legal Reference:
U.S.LW. 4001 (US Nov. 28,1978)
SOLICITATIONS BY STAFF MEMBERS
The Board of Education prohibits any employee of the School District from directly or indirectly reaping personal
profit or reward from the sale or purchase of goods or services to students in the School District or to parents of
such students, except as provided by law.
Legal References:
Ark. Statue Ann. &80-509, 80-539, 80-1909
PERSONNEL RECORDS
The Board of Education shall require complete and current personnel records on all employees.
All information contained in an employee’s records shall be considered confidential and shall not be transmitted to
other persons or agencies without written approval by said employee, or as subpoenaed by legal authorities.
It shall be the responsibility of each employee shall be available for inspection and copying at the employee’s
expense during normal office hours. The employee may submit for inclusion in the file written information in
response to any of the information contained in the file.
Soon after being notified of election, and before any payment for service, an employee must furnish, where
appropriate, to the superintendent the following:








A completed W-4 form
A completed Employment Eligibility Verification form
A TB Skin Test report
A signed contract
A copy of birth certificate, social security card or drivers license
A current and permanent address
A completed criminal records check
Any other required documents
Legal References:
Ark. Stat. Ann. &12-2804, 80-225, 80-509, Act 936 of 1983
SALARY DEDUCTIONS
Salary deductions which are considered statutory shall be deducted in accordance with applicable laws and
regulations. The board of Education may authorize voluntary deductions. Payroll deductions may be taken for
dues to professional organizations in accordance with Section 1 Act 108 of 1969. For bookkeeping purposes it is
requested that deduction forms be turned in to the school bookkeepers by September 1.
Voluntary participation in school accident, group hospital and life insurance plans are available at special rates.
Legal references:
Ark. Stat. Ann. &&80-1234, 80-1333, 80-1433-6-17-805. Revised May 1988
STAFF RIGHTS AND RESPONSIBILITIES
The Board of Education recognizes that each employee has the same civil and constitutional rights as any other
citizen. Such right shall be respected at all times but shall be restricted if their exercise materially interferes with
the educational process.
No other rights and responsibilities shall be accorded staff members unless specifically incorporated in the
contracts of employment entered into between the Board of Education and the employee.
Legal references:
U.S. Const amend I; U.S. Const. Amend. XV8,&1; Curtis Publishing Company v. Butts Associated Press v. Walker, 8755
S.Ct. 1975 (1967), Time, Inc. v. Hill, 875 S.Ct. 834, (1967); Pickering v. Board of Education, 391 U.S. 563., (1968);
Givhan v. Western Line Consolidated School, 99SCt. 693 (1979); Keyishian v. Board of regents, 385 U.S. 589 (1967);
Board of Regents of State Colleges v. Roth, 498 U.S. 564 (1972); Perry v. Sinderman, 408 U.S. 593 (1972); Ark. Stat.
Ann. &&80-213, 80-509, 80-1304.
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PETITIONS
Petitions for any cause may not be circulated in a school building or grounds during school hours or school
activities without approval of the Superintendent of Schools, unless written permission is given his/her authorized
agent.
CASHING CHECKS
No school employee or office shall use school monies to cash a check for themselves, another school employee
or student. School monies are defined as those monies collected by the school for any school program, club,
organization, activity, etc.
DUES AND FEES
No student dues and fees shall be collected by another teacher or school employee unless approval is authorized
by the building principal or current handbook policy. Such approval authorization shall give the purpose and time
limit for approval.
NON-RENEWAL
Should the superintendent determine that he/she will recommend non-renewal of an employee, the
superintendent will send by certified or registered mail a statement of his/her recommendation of non-renewal to
the employee at the employee’s residence address as reflected in the employee’s personnel file. The letter of
recommended non-renewal must be mailed to the employee by May 1 of the contract year. The notice of
recommended non-renewal of an employee shall include a simple but complete statement of the reasons for such
recommendation.
An employee may be terminated during the term of any contract period for any just and reasonable cause. The
superintendent shall notify the employee of termination recommendation. Such notice shall include a simple but
complete statement of the grounds for the recommendation of termination, and shall be sent by registered or
certified mail to the employee’s residence address as reflected in the employee’s personnel file.
The hearing procedure shall be stated in Section (9) of Act 936 of 1983.
COMMERCIAL DRIVER LICENSE FOR BUS DRIVERS
Each person who drives a school bus must be certified. This includes obtaining a Commercial Driver License
(CDL). Cost will be reimbursed upon attaining a valid CDL.
The MVE School District shall adhere to Federal Law and regulations requiring a school bus driver drug and
alcohol testing program. The superintendent or his designee shall implement this program beginning January 1,
1996.
1.
2.
3.
Urine and alcohol test, random sampling and drug test
CDL required
Physical every two years
COMMERCIAL DRIVERS LICENSE (CDL)
DRUG AND ALCOHOL PROGRAM
SCHOOL BOARD POLICY
The Mt. Vernon-Enola School District shall follow Federal Laws and regulations requiring a drug and alcoholtesting program for all school bus drivers. Based on authority independent of this law, the Mt. Vernon-Enola
School District may adopt additional guidelines and policies that exceed the requirement of these laws and
regulations. All drivers will be given a written explanation of the Federal regulations and any additional
requirements adopted by the Mt. Vernon-Enola School Board.
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Mt. Vernon-Enola School District
P.O. Box 43
Mt. Vernon, AR 72111
COMMERCIAL DRIVERS LICENSE (CDL)
DRUG AND ALCOHOL PROGRAM
ADMINSTRATIVE GUIDELINES
I)
GENERAL GUIDELINES
Practical experience and research have proven that even small quantities of narcotics, abused prescription drugs
or alcohol can impair judgment and reflexes. Even when not readily apparent, this impairment can have serious
results, particularly for employees operating motor vehicles. Drug-using bus drivers are a threat to co-workers,
students, and themselves, and may make costly errors. For these reasons, Mt. Vernon-Enola School District has
adopted a policy that all bus drivers (any employee who holds a CDL license), hereafter referred to as drivers,
must report to work completely free from the effects of alcohol and/or the presence of drugs, unless used as
prescribed by a physician. A list of prescription drugs taken by the driver must be provided to the driver’s
supervisor.
II)
DRUG USE / DISTRIBUTION / IMPAIRMENT / POSSESSION
All drivers are prohibited from using, possessing, distributing, manufacturing, or having controlled substances,
abused prescription drugs or any other mind altering or intoxicating substances present in their system during the
work day.
III) ALCOHOL USE / POSESSION / IMPAIRMENT
All drivers are prohibited from possessing, drinking or being impaired or intoxicated by alcohol present in their
system during the workday. A Blood Alcohol Count (BAC) of greater than 0.02 or more, but less than 0.04 will
suspend a driver for not less than 24 hours. A Blood Alcohol Count (BAC) of 0.04 or greater will be accepted as
presumptive evidence of intoxication and will result in discharge.
IV) OFF-DUTY CONDUCT
Off-the-job use of drugs and alcohol or any other prohibited substances, which results in impaired work
performance, including, but not limited to, absenteeism, tardiness, or poor work product is prohibited.
V) PRESCRIPTION DRUGS
The proper use of medication prescribed by a physician is not prohibited. However, Mt. Vernon-Enola School
District prohibits the misuse of prescribed (or over the counter) medications and requires all bus drivers using
drugs at the direction of a physician to notify the District Drug and Alcohol Program Coordinator.
VI) SUBSTANCE
A)
APPLICANTS
Substances screening is required for all final applicants applying for a position for which drug testing is required
by the provisions of the Omnibus transportation Employee Testing Act of 1991. Such testing may be required
either alone or as part of a reemployment physical examination. Applicants are required to sign a consent/release
form before submitting to screening. Applicants will be disqualified for hire if they test positive, refuse to submit to
a test, or refuse to execute the required consent/release form.
B)
ALL CURRENT EMPLOYEES SUBJECT TO THE OMNIBUS TRANSPORTATION EMPLOYEES TESTING ACT
OF 1991
1.
REASONABLE CAUSE
All drivers will be required to submit to screening whenever a supervisor observes circumstances which provide
reasonable cause to believe a driver has used drugs and/or alcohol or has otherwise violated the substance
abuse rules. Examples of circumstances that may establish reasonable cause to warrant testing include
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supervisor observation, coworker complaints, performance decline, attendance or behavior changes, involvement
in a workplace or vehicular accident or other actions which indicate a possible error in judgment or negligence, or
other violations of the drug or other District policy.
The supervisor or supervisors requesting testing shall prepare and sign written documents explaining the
circumstances and the evidence upon which they relied within 24 hours of the testing, or before the results of the
test are released, whichever is earlier. While one supervisor may request a reasonable cause test, when feasible,
supervisors are encouraged to obtain a second supervisor as a witness.
2.
RANDOM TESTING
The Arch-Ford Cooperative will conduct random unannounced screenings of all drivers who hold a license.
Testing of drivers for drugs will be conducted in a number equal to or greater than 50 percent of the drivers
(without advance notice) in any given 12 month period, tests for alcohol will be conducted in a number equal to or
greater than 25 percent of the effected drivers without advance notice in any given 12 month work period.
Subsequent testing will be conducted at levels equal to or greater than the initial testing level. The list of drivers in
the random pool will be provided to the Medical Center and MRO services and be updated quarterly. Drivers
selected for testing will report to the Central Office for testing immediately upon notification, but in no case later
than four hours following notification.
3.
POST ACCIDENT TESTING
Drivers are required to immediately notify the Transportation Director of any accident resulting in injury or damage
to school district property. This policy requires a driver involved in a reportable accident, define as an accident
resulting in injury requiring more than simple first aid to undergo drug and alcohol screening as soon as possible,
but no later than 8 hours of the occurrence of the accident. The District will discipline any driver who fails to report
an accident or submit to drug and alcohol screening where required by law of this policy. The Transportation
Director shall complete an accident report in compliance with district policy and applicable law and regulations.
4.
RETURN TO DUTY TESTING
All drivers referred through administrative channels that undergo a counseling or rehabilitation program or who
are suspended for abuse of substances covered under this policy will be subject to unannounced testing following
the return to duty for no less than 12 months and no more than 60 months. Such drivers shall be tested a
frequency stipulated in the obedience contract or as scheduled by the MRO. Testing will be on a daily, weekly,
monthly, or longer basis at the discretion of the MRO and will be in addition to the other types of test provided in
this policy.
C. TESTING PROCEDURES, GENERAL GUIDELINES
The District, Arkansas Drug Care and Health South Clinic shall rely, when practical, on the guidance of the federal
Department of Transportation, Procedures Workplace Drug Testing Programs, 49 C.F.R., Parts 40.1 through
40.39, and on the further guidance of the Omnibus Transportation Employee Testing Act provided in 40 C.F.R.,
Parts 382, 391, and 395.
1.
FOR ALL DRUG TESTS, the driver will be required to provide a specimen of his/her urine. At a minimum,
urine specimens will be analyzed for the presence of the following drugs: amphetamines, marijuana,
cocaine, opiates, and phencyclidine. Specimens will also be analyzed for such other substances as DOT
may for time to time direst, or as may otherwise be permitted by federal or state law. In the event that
DOT expands the list of drugs for which testing is or may be required, the District reserves the right to
begin testing immediately for those drugs without prior notice to the driver or applicants, unless notice is
required by DOT or another applicable law.
2.
In general, drivers will give a urine specimen at the specified collection site under normal medical
proceedings.
3.
All drug tests will be administered using the split sample methodology required by DOT. Under this
methodology, the driver must provide at least 45 milliliters (ml) in a specimen container. The specimen will
then be divided into two specimen bottles by the collector, thirty (30) ml will be poured into one bottle and
fifteen (15) ml into a second bottle. Both bottles will be analyzed as the driver’s primary specimen. The
second bottle will be held by the laboratory, to be sent to another lab at the driver’s request in the event
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the primary specimen is verified as positive. The driver will be notified either by the District’s MRO or by
the District of the positive test and given the option to have the second bottle sent to a different laboratory
for analysis. To exercise this option, the driver must advise the District MRO within 72 hors of being told
that the primary specimen was positive.
4.
Except for the use of methadone and medications containing alcohol, nothing in this Policy prohibits a
driver’s use of medication legally prescribed by a licensed physician who is familiar with the driver’s
medical history and specified driving duties and who has advised the driver that the prescribed by a
licensed physician who is familiar with the driver’s medical history and specified driving duties and who
has advised the driver that the prescribed medication will not adversely affect the driver’s ability to
operate a motor vehicle safely. Medications prescribed for someone other than the driver, however, will
not be considered lawfully used when taken by the driver under any circumstances.
5.
Before being tested for drugs, drivers will be given an opportunity to list, on their copy of the chair-ofcustody form, any prescription and non-prescription medications being lawfully used by the driver at the
time. A “positive” drug test may be declared “negative” by the District MRO, if the driver can prove with
clear and convincing evidence that the drug which was used was prescribed by a licensed physician who
is familiar with the driver’s medical history and specific duties. The determination of this will be made by
the District’s MRO.
6.
FOR ALL ALCOHOL TESTS, the driver will be required to provide a breath specimen for any test
conducted by, or on behalf of, the District. In case of an alcohol test by federal, state or local law
enforcement officer following an accident, the driver must provide either a breath or blood specimen, as
directed by the law enforcement officer.
7.
Alcohol tests will be administered using a breath specimen, taken by a breath alcohol technical (BAT)
using an approved breath testing device (EBT), except in cases of on-scene post accident testing
conducted by federal, state, or local officials.
8.
Before being tested by the District, each driver will be required to present his/her personal identification,
and execute a DOT “Breath Alcohol Test Form” provided by the BAT. A driver who refuses to provide
his/her identification, provides a false identification, refuses to execute the DOT “Breath Alcohol Test
Form” or who otherwise refuses or fails to cooperate will be treated as though he/she had tested positive
and will be subject to disciplinary action, up to and including discharge, in addition to penalties imposed
by DOT.
9.
Prior to each alcohol breath test conducted by the District, the BAT will instruct the driver on how the test
will be performed.
10.
To protect each driver, the BAT will open and attach to the testing device, an individually sealed
mouthpiece in the driver’s view. The driver will then be directed to blow forcefully into the breath testing
device until an adequate amount of breath has been maintained.
11.
In the event that a driver is unable to provide an adequate amount of breath for the initial or confirmatory
test after several attempts to do so, the driver will be required to submit to an evaluation by a licensed
medical physician to determine whether a valid medical condition exists. If the physician determines that
a valid medical condition does exist, the test result will be reported to the District as “negative”. If the
physician determines that a valid medical condition does not exist, the test result will be reported to the
District as a “confirmed positive”.
VII.
TEST RESULTS
1.
DRUG TEST
A.
In the event that the test result of a driver’s primary specimen is positive, the driver will be notified
by the District or it’s MRO and advise that he/she has 72 hours to request that the MRO send
his/her secondary specimen to a second, District approved laboratory for analysis. Pending the
outcome of this additional analysis, the driver will continue being considered physically
unqualified to work by DOT.
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B.
Before a driver’s test results will be confirmed positive for drugs, the driver will be given the
opportunity to speak with the District MRO and demonstrate that there was legitimate medical
explanation for the positive test result. If the MRO determines that a legitimate medical reason
does not exist, the test result will be reported to the District as a “confirmed positive”.
C.
A driver whose test result is confirmed positive for drugs will e considered unqualified to perform
or continue performing his/her functions safely and will be immediately discharged. In addition, a
driver whose test result is confirmed positive for drugs will also be subject to civil and criminal
penalties impose by DOT.
2.
FOR ALCOHOL TEST
A.
In the event that the driver provides an adequate breath specimen and that initial test registers an
alcohol concentration of 0.02, the test result will be reported as a “negative” and no additional test
will be required at that time.
B.
In the event that the driver provides an adequate breath specimen and that initial test registers an
alcohol concentration level of 0.02 or greater, a second confirmatory test will be performed. In the
event that the driver provides an adequate breath specimen and the confirmatory test registers
less than 0.02, the test will be reported to the District as “negative”.
C.
DOT prohibits any driver whose confirmatory test registers 0.02 or more but less than 0.04 from
performing or from continuing to perform any safety-sensitive functions until the driver’s next
regularly scheduled duty period but for not less than 24 hours. A driver who, after providing an
adequate breath specimen, has a confirmatory test which registers 0.02 or more but less than
0.04 will, at a minimum be suspended without pay until his/her next regularly scheduled duty
period, but no less than 24 hours, and may be subject to additional disciplinary action by the
District, up to and including discharge. Before returning to duty each driver must undergo an
alcohol substance test with a result of less than .02 alcohol concentration.
D.
A driver who, after providing an adequate breath specimen, has a confirmatory test which
registers 0.04 or greater will be considered unqualified to perform or continue performing his/her
functions safely and will immediately discharged.
3.
MAINTAINING CONTACT WITH THE DISTRICT AND MRO AFTER A DRUG TEST
A.
Drivers who are tested for drugs are required to remain in contact with the District and the
District’s MRO while awaiting the results of their test. Drivers are also required to advise the
District of their whereabouts and telephone where they can be reached at this time.
B.
The District’s MRO is Dr. Randy Barber.
C.
A driver who refuses or fails to remain in contact with the District and the District’s MRO will be
considered insubordinate and subject to disciplinary action, up to and including discharge. In
addition, a driver who fails to remain in contact may waive his/her right to speak with the District’s
MRO before a test is confirmed positive.
4.
COLLECTION SITES
A.
The District has designated a Central Office at Mt. Vernon as the collection site where individuals
may provide specimens.
All employees will be required to execute the Mt. Vernon-Enola School District Employee
Consent Form.
Where necessary, a Mt. Vernon-Enola School District representative or medical personnel may
obtain a specimen outside of a designated collection site (such as, at a public restroom at an
accident investigation).
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5.
PAYMENT OF TEST
A.
At its discretion, the District shall pay the cost for all tests, which the District is required
conduct on drivers under DOT regulations.
B.
Drivers are responsible for paying the cost of any tests, which the District does not require, unless
other wise prohibited by the applicable state law.
C.
Drivers are responsible for paying the cost of any tests conducted which the District does not
require, unless otherwise prohibited by the applicable state law.
6.
to
EVALUATIONS AND RETURNS OF RESULTS TO THE DISTRICTS
The laboratory will transmit (by fax, mail, or computer, but not orally over the telephone) the results of all
tests to the District MRO. The MRO will be responsible for reviewing the qualified test results of
employees and confirm that the individuals testing positive have used drugs in violation of the Districts
policy. Prior to making a final decision, the MRO shall give the individuals an opportunity to discuss the
result either face to face or over the telephone. The MRO shall then promptly tell the Drug Program
Coordinator which employees or applicants test positive.
7.
RELEASE OF TEST RESULTS
The results of all individual drug and alcohol tests will be kept in a secure location with controlled access.
Test results should not be released by the District beyond the MRO and District management without the
individual’s written authorization.
However, all employees will be required to execute a Consent/Release form permitting the District to
release test results and related information to the Unemployment Compensation/ commission or the
relevant government agency.
The MRO shall retain the individual test results for positive specimens for five (5) years and a negative for
twelve (12) years.
8.
DICIPLINE
The District will discipline, which may include discharge, employees for any violation of the policy
including refusing to submit to screening, to execute a release, or otherwise cooperate with an
investigation or search by the administration. Disciplinary measures will be instituted in accordance with
state and federal laws and local school policies.
9.
EMPLOYEE ASSISTANCE PROGRAM (EAP)
The District shall include:
A.
B.
C.
D.
E.
Education training for employees regarding drugs and alcohol;
Education and training for supervisors regarding drugs and alcohol, including effects and
consequences of substance use on personal health, safety, and work;
Manifestations and behavioral causes that may indicate substance use;
Documentation of training provided;
A written statement on file and available at the District office outlining the EAP.
The Transportation Director should be contracted for further guidance. The Mt. Vernon-Enola School District
designates the Transportation Director as Drug Program Coordinator.
NOTE
These procedures should not be construed as contractual in any nature. They represent the District’s current
guidelines in dealing with a developing problem under evolving laws and facts, and may be changed in
accordance with District policy and state and federal laws.
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DEFINITIONS
1.
DRUG/CONTROLLED SUBSTANCE – Interchangeable term that refers to marijuana, cocaine, opiates,
phencyclidine and amphetamines.
2. WORK DAY – The time beginning when an employee reports for work until the employee finishes work and
leaves District property.
3. MRO – Medical Review Officer (a licensed physician responsible for receiving laboratory results from drug
and/or alcohol tests).
4.
DOT – Department of Transportation
5.
CONFIRMATION TEST – 2nd test that may be requested by a driver testing positive for drugs. This will be at
the expense of the driver. 2nd test will be immediately performed if a driver registers .02 or greater on the
alcohol test.
6.
TRANSPORTATION DIRECTOR – The person designated by the District to answer driver questions about
the material and serve as District contact person in relation to the drugs/alcohol testing program.
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MT. VERNON-ENOLA SCHOOL DISTRICT
STATEMENT OF POLICY
ACKNOWLEDGMENT OF RIGHTS
This letter is to inform you of the District’s position regarding drug and alcohol abuse and testing, as well as
provide you with a copy of the District’s Policy on controlled substance abuse.
While there is no intent to intrude upon private lives of drivers, the District is concerned with those situations
where drug and alcohol use interferes with the driver’s health or job performance, affects the job performance of
other students and is detrimental to the Director’s operation.
Should you have any questions regarding this policy, contact the Superintendent’s office. Please sign and date in
spaces below as your receipt of this policy.
______________________________________
Driver
____________________
Date
_____________________________________
District Representative
____________________
Date
11
MT. VERNON-ENOLA SCHOOL DISTRICT
P.O. BOX 43
MT. VERNON, AR 72111
DRUG AND ALCOHOL
POLICY CONSENT AND RELEASE FORM
I have read the above statement of policy and agree to abide by the District’s Drug and Alcohol rules. I agree to
submit to drug and alcohol tests at any time as a condition for my initial or continued employment. I authorized
District’s Drug and Alcohol Administrator and Health South Clinic to release test results to Mt. Vernon-Enola
School District and its Medical Review Officer (MRO).
I expressly authorize the District or its MRO to release any test related information, including positive results, to
the Unemployment Compensation Commission or other government agency investigation my employment or the
termination thereof.
I understand that this agreement in no way limits my right to terminate my employment or be terminated in
accordance with federal and state law.
______________________________________
Employee Signature
________________
Date
_____________________________________
CDL License Number
_____________________________________
Transportation Director
Mt. Vernon-Enola School District
________________
Date
12
CLASSIFIED COMPENSATION GUIDES AND CONTRACTS
The Board of Education shall enter into contracts of employment with classified personnel. The salary of classified
personnel shall be in accordance with the Board’s salary schedule as determined by certification, experience,
and/or any other criteria approved by the board in keeping with the laws of the state.
The contract shall fix the terms of employment or compensation to be received. Any change in employment
status, term of employment or compensation paid shall require the execution of a new contract or an amended
contract.
The basic work week for most full-time classified employees, except for food service workers, shall be forty (40)
hours per week. Work time is set by employee’s immediate supervisor, as approved by the superintendent. Work
hours may vary according to employee and position. All classified personnel are entitled to two (2) fifteen minute
breaks a day. This time will be set by the immediate supervisor.
No classified employee shall be permitted to work more than (40) hours during any given work week unless
authorized by the employee’s immediate supervisor and approved by the superintendent. Full approval must be
given prior to any overtime work above and beyond the (40) hours per week.
Payment of Salary: Classified personnel will turn in weekly time sheets to his/her supervisor. These time sheets
should have time added for total hours and signed. Hours will be totaled to the nearest quarter. Time and half
will be paid for an employee on one contract for hours over 40 hours Sunday-Saturday. Employees on two or
more contracts will be paid one-half time for hours over the 40 hour work week.
The contracts will have an hourly wage with an anticipated amount of earnings for the year. This anticipated
amount will be paid in 12 equal payments.
Election of school personnel is to be evidenced by written contract binding on both employer and employee. All
offers to renew contracts shall be issued by the district prior to May 1. All classified employee contracts must be
signed and returned within ten (10) working days after the last day of school. If signed contract of classified
personnel is not returned within ten (10) days it will be considered as a resignation. All employees of the district
are covered by Social Security, workman’s compensation, and unemployment insurance.
PROFESSIONAL PERSONNEL RECRUITMENT
The Board recognizes the Superintendent of Schools as the chief executive officer of the board, and places upon
him the responsibility for recommending the appointment of personnel. Although the Superintendent for
recommending the appointment of personnel. Although the Superintendent may assign to others certain duties
respecting the appraisal of the qualifications of candidates, the final decision concerning the recommendation of
candidates shall be the responsibility of the Superintendent. All recruitment and hiring practices shall adhere
strictly to applicable equal employment opportunity policies and regulations.
ASSIGNMENT
The Board of Education authorizes the Superintendent to assign all teachers, professional and other employees
of the Board to their respective positions.
SUPERVISION
The Board of Education is vested with the general administration and supervision of the School District. Actual
supervision, administration and maintenance of the District are delegated to the Superintendent of Schools as the
executive officer of the Board.
TRANSFER
The Board of Education may transfer any personnel upon the recommendation of the Superintendent when in the
best interest of the School District to do so. Such transfers shall be just and reasonable.
The Board may also grant a requested transfer if the employee so requesting possesses the required
qualifications for the desired position and if a vacancy in such position exist. All requests for voluntary transfers
shall be carefully considered and reviewed on a nondiscriminatory basis.
13
TERMINATION
A staff member may be terminated during the term of any contract period for any just and reasonable cause. The
superintendent shall notify the employee of the termination recommendation. Such notice shall include a simple
but complete statement termination recommendation. Such notice shall include a simple but complete statement
of the grounds for the recommendation of termination, and shall be sent by registered or certified mail to the
employee’s residence address as reflected in the personnel file.
SUSPENSION
Whenever a superintendent has reasons to believe that cause exists for the termination of a staff member and
that immediate suspension of the staff member is necessary, the superintendent may suspend the staff member
without notice or a hearing. The superintendent shall notify the staff member in writing by registered or certified
mail, according to staff member’s residence address in personnel file, within three (3) school days of suspension.
Such written notice shall include a simple but complete statement of the grounds for suspension and/or
recommend termination, and shall state that a hearing before the Board of Directors is available to the staff
member upon request provided such request is made in writing within ten (10) days. The hearing shall be
scheduled by the president of the board and the staff member, and shall be held within thirty (30) days, after a
request for the hearing unless the staff member and the board agree to a later time.
If sufficient grounds for termination of suspension are found, the board may terminate the staff member or
continue the suspension for definite period of some time. The salary of a suspended staff member shall cease as
of the date the board sustains the suspension. If sufficient grounds for termination or suspension are not found,
the staff member shall be reinstated without loss of compensation.
STAFF REDUCTION IN FORCE
The Board of Education shall have the authority to terminate, demote, or reassign personnel within the school
system at times when reduction in staff becomes necessary. Such reduction in staff shall be implemented in times
of financial limitations, declining enrollment, closing of facilities, or other serious and legitimate business or legal
reasons as approved by the Board of Education. Prior to any staff reduction, normal attrition, voluntary retirement,
and other voluntary leaves of absence shall be considered.
When reduction in personnel becomes necessary, the Board shall adopt a plan upon the recommendation of the
Superintendent, of the organizational categories and/or personnel positions to be reduced. Such a plan for
reduction in personnel shall be in accordance with statutory requirements and/or Board policies.
The Superintendent shall be responsible for establishing administrative regulations and procedures for
implementing the Board’s reduction in staff adopted plan. Such procedures shall not prevent the administration
from fulfilling the minimum desegregation requirement as set forth by federal and state court decisions or
legislation
RE-EMPLOYMENT
Prior to contract renewal, all classified personnel will be evaluated by his/her immediate supervisor. A written
report of the evaluation will be made to the school board.
Classified personnel will be considered for renewal of contract at the April meeting of the board, yearly.
PROFESSIONAL PERSONNEL
RETIREMENT
The mandatory retirement age for all school employees shall be determined by the employee’s ability to
satisfactorily perform job responsibilities, as assigned. A medical assessment of an employee’s health conditions
may be required by the superintendent to determine employee’s status of continued employment.
Ref; Act 653 of 1989 and Act 794 of 1989
HEALTH EXAMINATIONS
The Board of Education shall require from every school employee a certificate of health stating the employee is
free from tuberculosis. The certificate of health shall be presented to the Superintendent each year prior to
beginning employment.
14
MATERNITY LEAVE
Employees covered by sick leave employed by Mt. Vernon-Enola School District, upon their written request, the
recommendation of the Superintendent, and the approval of the Board of Education, are granted a long-term
maternity leave beyond their accumulated sick leave provided that maternity leave last no more than one school
year. An employee requesting long-term maternity leave may include in their request for the privilege of returning
to their positions after their leave provided that they have a good employment record, as determined by previous
evaluations, that they maintain their certification and qualifications, and that their position has not been eliminated
by a reduction in force. Matching health and dental insurance will be paid by the school district during maternity
leave for up to a maximum of three (3) monthly premiums.
Maternity leave in excess of accumulated sick leave will be considered leave without pay or benefits and will not
be considered time of service for the purpose of determining seniority or of salary increases on the salary
schedule.
SICK LEAVE PAYBACK
Mt. Vernon-Enola personnel may elect to be paid for unused sick leave at the end of each contract year, subject
to the following conditions: (1) that the employee has been continuously employed by Mt. Vernon-Enola School
District for at least two years; (2) that the employee has a minimum of 720 hours of accumulated sick leave; and
(3) that the employer may sell all accumulated sick leave in excess of (720) hours at the current rate of noncertified substitute teacher pay. (4) An employee that has worked for the district for ten (10) years, they will
receive non-certified substitute teacher pay for all unused sick days upon retirement from the district.
MILITARY/TRAINING PROGRAMS
A.
All certified personnel employed by any public school in this state who desire to take a leave of
absence for the purpose of participation in military training programs or other official duties made
available by the Arkansas National Guard or of the reserve branches of the armed forces and all
teachers and administrators employed by a public school who desire to take a leave of absence
for the purpose of participating in the civil defense an public health training programs made
available by the United States Public Health Services shall be entitled to such leave of absence
for a period of fifteen(15) days, plus necessary travel time, in any fiscal year. To the extent this
leave is not used in a fiscal year, it will accumulate for use in the succeeding fiscal year until it
total fifteen (15) days at the beginning of a fiscal year.
B
(1) Whenever any employee is granted a leave of absence under the provisions of this section,
he shall be entitled to his regular salary during the time he is away from his duties during such
leave of absence.
(2) The employee will be responsible for paying for the cost of any substitute employed in the
employee’s absence.
(3) Such leave of absence shall be in addition to the regular vacation time allowed the employee.
C.
(1) Personnel called to duty in emergency situations by the Governor or by the President shall be
granted leave with pay not to exceed thirty(30) working days, after which leave without pay will be
granted. This leave shall be granted in addition to all other leave to which the employee shall be
entitled.
(2) “Emergency situations” shall have the same meaning as it is defined in 21-4-212(e)
D.
(1) During a leave of absence, personnel shall be entitled to preserve all seniority rights,
efficiency or performance ratings, promotional status, retirement privileges, and benefits to which
they have become entitled.
(2) The period of military service shall, for purposes of computations to determine whether such
persons may be entitled to retirement under the laws of the State of Arkansas, be deemed
continuous service, and the employee shall not be required to made contributions to any
retirement fund.
(3) The school district shall continue to contribute its portion of any life and disability insurance
premiums during the leave of absence on behalf of the employee, if requested, so that continuous
coverage may be maintained.
E.
For the purpose of this section, “fiscal year” shall be the fiscal year now established for the
United States Government.
15
F.
Whenever person employed by any public school in this state is granted military leave for a
period of fifteen (15) days per calendar year or fiscal year, under the provisions of this section,
the military leave will accumulate for use in succeeding calendar years or fiscal years until it totals
fifteen (15) days at the beginning of the calendar year or fiscal year, for a maximum number of
military leave days available in any one (1) calendar year or fiscal year to be thirty (30) days.
Ref: Acts 1989, No 724 1: 1991, No. 956, 1
BEREAVEMENT
Absence for funerals must be cleared through the principal’s office. Such absence will be counted against
accumulated sick leave time.
SICK LEAVE TRANSFER
In the event that an employee covered by sick leave, or a member of his immediate family as defined in
the sick leave policy, suffers a prolonged illness or accident requiring the employee’s absence from work
beyond the time covered by his accumulated sick, other employees may donate up to three days each of
their sick leave to him/her, provided that the following conditions apply: (1) the donation of sick leave is
voluntary; (2) the donor’s request to donate time is made in writing to the Principal: (3) the employee had
exhausted his sick leave and is still unable to return to work, (4) this benefit could continue only until the
end of the employee’s current contract; (5) those on maternity leave or on a leave as the result of elective
surgery are exempt for this benefit, (6) no employee may donate more than a total of 24 hours of sick
leave per contract year.
Ref: Act 791 of 1989
COMPENSATION GUIDES AND CONTRACTS
All school employees must satisfy the requirements of the State Law.
Election of school personnel is to be evidenced by written contract binding on both employer and
employee. All offers to renew contracts shall be issued by the district prior to the close of the current
school year. The issuing of annual contracts to personnel other than substitute teachers employed on a
daily basis and teachers shall be in writing and shall recite the duration of employment, specific duties
and annual salary, as provided by Act 822 of 1989.
All employees of the district are covered by Social Security.
Voluntary participation in school accident, group hospital and life insurance plans are available at special
rates.
School employees are covered by workman’s compensation according to Act 223 pf 1971.
School employees will be covered by unemployment insurance as a result of Act 376 of 1977 by the
Arkansas General.
HIRING
Employment of all school personnel except the superintendent shall be selected on nomination by the
superintendent. Should a person nominated by the superintendent by rejected by the board, it shall be the
duty of the superintendent to submit another nomination for consideration. An effort should be made to
notify the public of a vacancy when they occur.
All applications prior the employment must provide evidence of good moral character and shall provide
the superintendent with a completed Mt. Vernon-Enola Public School application form.
SEPARATION
The Board of Education may dismiss any employee for one or more causes including poor health,
incompetency, insubordination, immorality, unprofessional behavior or for other just and reasonable
cause.
RESIGNATION
A non-certified employee shall have the privilege of resigning from the school system upon thirty (30)
days notice.
16
It shall be necessary for a non-certified employee who resigns to furnish his/her supervisor with evidence
or satisfactory completion of all records up to date on which his/her resignation becomes effective;
otherwise his/her final pay check will be held until all reports have been made satisfactory.
RETIREMENT
The mandatory retirement age for all school employees shall be determined by the employee’s ability to
satisfactorily perform job responsibilities, as assigned. A medical assessment of an employee’s health
conditions may be required by the superintendent to determine their status of continued employment.
Ref: Act 653 of 1989 and Act 794 of 1989
WORKING CONDITIONS
All personnel certified and non-certified alike, are to feel free to discuss acute job problems with the
superintendent.
Employee complaints should follow chain of command.
17
Mount Vernon Enola School District
Incident/Complaint Report Form
****Report is to be given to immediate supervisor
Date____________________
Person Registering Report or Complaint_____________________________
Person Receiving Report or Complaint______________________________
Details of Report or
Complaint_________________________________________________________________________________________
_________________________________________________________________________________________________
_________________________________________________________________________________________________
_________________________________________________________________________________________________
_________________________________________________________________________________________________
_________________________________________________________________________________________________
_________________________________________________________________________________________________
_________________________________________________________________________________________________
_________________________________________________________________________________________________
_________________________________________________________________
Employee
__________
Date
_________________________________________________________________
Administrator
___________
Date
Administrator’s Actions Taken (Attach Documentation if Applicable)
_________________________________________________________________________________________________
_________________________________________________________________________________________________
_________________________________________________________________________________________________
_________________________________________________________________________________________________
_________________________________________________________________________________________________
_________________________________________________________________________________________________
_________________________________________________________________________________________________
_________________________________________________________________________________________________
_________________________________________________________________________________________________
________________________________________________________________
Administrator
__________
Date
18
ILLNESS
The Board of Education shall grant to every full-time employee in the School District sick leave at full pay at a rate
of eight (8) hours per month or major portion thereof, that the employee is contracted.
Employees shall be entitled to take sick leave for personal illness or illness in his/her immediate family, including
spouse, children, parents, or any other relative living in the same household.
The Board shall maintain a record of sick leave used and accumulated for each employee. Sick leave days not
used by an employee shall be credited to the employee up to a maximum of (720) hour’s accumulation. An
employee taking sick leave hours may use any amount up to his total number of accumulated hours. After all sick
leave hours have been used, accumulation shall begin again with the next regular school year. Special cases
involving lengthy absences are subject to board review and determination. An employee that has worked for the
district for ten (10) years, they will receive non-certified substitute teacher pay for all unused sick hours upon
retirement from the district.
The Superintendent may require a physician’s verification of sick leave when absences exceeds five continuous
days or when absence indicates need for verification, to deter abuse of sick leave privileges.
Employees are expected to observe the following rules:
1. In case of absence from duty because of illness, the employee is asked to telephone his
supervisor at the earliest possible moment preferably the day before the expected absence. The
supervisor should be notified on the day preceding his/her
return to duty, if at all possible.
2. Selection of substitutes for temporary replacement of absent employees will be made by the
supervisor, provided the replacement does not work more than ten (10) working days.
Ref: Act 791 of 1989 and Act 818 of 1989
REPORTING ABSENCES DUE TO ILLNESS
Forms for reporting absences due to illness, may be obtained from the employee’s supervisor or building
principal. Forms must be completed immediately after returning to work and must reflect (1) reason for absence,
(2) date of absence, (3) date returned to work and (4) signature of employee. After the form has been completed
it must be given to the supervisor or building principal.
19
MT. VERNON-ENOLA SCHOOL
SUB PAYMENT FORM
___________________________________________
SUBSTITUE’S SIGNATURE- MUST BE LEGIBLE
________________________________________
EMPLOYEE’S NAME
DATE(S)
DATE(S)
#DAYS
_______
_______
_______
_______
_______
_______
# DAYS
_______
_______
_______
_______
_______
_______
________________________________________
PRINCIPAL’S/SUPERVISOR’S SIGNATURE
MT. VERNON-ENOLA SCHOOL
EMPLOYEE ABSENCE FORM
____________________________________________
EMPLOYEE’S SIGNATURE – MUST BE LEGIBLE
________________________________________
SUBSTITUTE’S NAME
DATE(S)
#DAYS
________
________
SICK_____
PERSONAL_____
OTHER (DESCRIBE) __________________
SCHOOL BUSINESS (DESCRIVE) ____________________________________
________
________
SICK_____
PERSONAL_____
OTHER (DESCRIBE) __________________
SCHOOL BUSINESS (DESCRIVE) ____________________________________
________
________
SICK_____
PERSONAL_____
OTHER (DESCRIBE) __________________
SCHOOL BUSINESS (DESCRIVE) ____________________________________
________
________
SICK_____
PERSONAL_____
OTHER (DESCRIBE) __________________
SCHOOL BUSINESS (DESCRIVE) ____________________________________
_______________________________________
PRINCIPAL’S/SUPERVISOR’S SIGNATURE
DO NOT LIST MORE THAN ONE SUB AND/OR ONE EMPLOYEE ON EACH FORM.
20
MT. VERNON-ENOLA SCHOOL
BUS DRIVER SUB PAYMENT FORM
___________________________________________
SUBSTITUE’S SIGNATURE- MUST BE LEGIBLE
_______________________________________
EMPLOYEE’S NAME
DATE(S)
# DAYS
DATE(S)
_______
_______
_______
_______
_______
_______
_______
_______
_______
#DAYS
_______
_______
_______
___________________________________________
PRINCIPAL’S/SUPERVOSOR’S SIGNATURE
MT. VERNON-ENOLA SCHOOL
BUS DRIVER ABSENCE FORM
____________________________________________
EMPLOYEE’S SIGNATURE – MUST BE LEGIBLE
___________________________________________
SUBSTITUTE’S NAME
DATE(S)
#DAYS
________
________
SICK_____
PERSONAL_____
OTHER (DESCRIBE) __________________
SCHOOL BUSINESS (DESCRIBE)_ ___________________________________
________
________
SICK_____
PERSONAL_____
OTHER (DESCRIBE) __________________
SCHOOL BUSINESS (DESCRIVE) ____________________________________
________
________
SICK_____
PERSONAL_____
OTHER (DESCRIBE) __________________
SCHOOL BUSINESS (DESCRIVE) ____________________________________
________
________
SICK_____
PERSONAL_____
OTHER (DESCRIBE) __________________
SCHOOL BUSINESS (DESCRIVE) ____________________________________
___________________________________________
PRINCIPAL’S/SUPERVISOR’S SIGNATURE
DO NOT LIST MORE THAN ONE SUB AND/OR ONE EMPLOYEE ON EACH FORM.
21
VACATION
All classified employees working on a 12-month contract are entitled to 80 hours a year vacation upon
employment. All vacations of such employees must be taken in the month of July unless permission for
exceptions is granted by the superintendent. All vacations must be cleared through he superintendent’s office and
all other absentees are to be cleared through the superintendent’s office. All 11 and 12 month employees shall
work at the discretion of the superintendent during the Christmas holidays and spring break. Vacation hours may
be accumulated up to 160 hours. Hours over the 160 will be paid at the substitute rate of pay for non-certified.
An employee will receive non-certified substitute teacher pay for all unused vacation days upon leaving the
district.
PERSONAL LEAVE ABSENCES
Each full-time non-certified employee is granted sixteen (16) hours of personal leave each year if needed,
contingent upon administrative approval. Personal leave hours cannot be carried over to the next school year.
Personal leave hours must be taken by ½ day or full day.
All employees that are not full time will be given personal hours pro-rated at percent of employment. Example: A
six hour a day employee will receive 12 hours of personal leave. (6/8=.75 .75 X 16 hours = 12 hours)
Any additional leave, not covered by any of the above conditions, will be based on a deduction of the employee’s
salary divided by the number of days of the employee’s contract.
Leave of absence, without pay, may be granted if it becomes necessary for an employee to be absent for a period
of time which in the judgment of the superintendent, would be detrimental to the daily operation of the school
building in which the employee works. The superintendent shall recommend to the board that a leave of absence
be granted to such employee; the employee must notify his/her principal of their intent to return within 30 days
prior to the end of the current school year.
MT. VERNON-ENOLA DRUG AND ALCOHOL POLICY
In an effect to create a healthy environment for students and staff members, and in compliance with the
provisions of Public Law 101-226, the Mt. Vernon-Enola Board of Education prohibits the possession,
use, or distribution of illegal drugs and/or alcohol by its employees on School District property or as a part
of any school activity.
The illegal manufacture, distribution, dispensation, possession or use of narcotics, drugs, alcohol, or
controlled substances during working hours, school activities or on School District property constitutes
conduct unbecoming an employee and is prohibited. An employee shall not report to work or work after
having used any prohibited drug. Compliance with this regulation is a condition of employment and any
employee is violation will be subject to disciplinary action, up to an including discharge.
Compliance with the standards of conduct stated in this policy is mandatory of all employees. Violations
of any part of this policy may result in disciplinary action, including suspension and termination. If the
situation warrants the superintendent shall communicate all available information promptly to the proper
law enforcement agency(s) and offer full cooperation of the Mt. Vernon Enola School District is an
investigation.
Employees are encouraged to seek treatment and/or counseling for drug problems. The Mt. VernonEnola School District will not assume any expenses incurred in counseling or attendance in a
drug/alcohol program.
However, a request for assistance by an employee after violating this regulation will not affect the
imposition of disciplinary action.
Employees are to be given a copy of the standards of conduct and the statement of disciplinary sanctions
required.
Adopted 10-17-91
22
DRUG FREE WORKPLACE
The following statement and procedure is published in compliance with Section 5145 of the Drug Free
Schools and Communities’ Act.
The Mt. Vernon-Enola School District is dedicated to providing a drug-free workplace for all employees.
Mt. Vernon-Enola School District employees are advised that the following activities are prohibited on Mt.
Vernon-Enola School District property or at any Mt. Vernon-Enola School function.
1.
Distributing (in any manner) of a controlled substance to any person.
2.
Manufacture of a controlled substance.
An employee of the Mt. Vernon-Enola School District engaging in any of the above prohibited activities is
subject to termination.
3.
4.
Use of controlled substance which includes being under the influence of a controlled
substance.
Possession of a controlled substance.
An employee of the Mt. Vernon-Enola School District engaging in prohibited activities 3 & 4 is subject to
disciplinary action. Any employee found in violation of these policies will be required to complete a
qualified drug or alcohol rehabilitation or treatment program as a condition of continued or renewed
employment with the district. This treatment will be at the employee’s expense.
Employees who think they may have a dependency on drugs or alcohol and who wish to seek treatment
for this dependency may avoid disciplinary action if they report their condition to the principal of their
school or the superintendent and enroll in a qualified rehabilitation or treatment program within two
weeks. The employee satisfying these conditions will be granted temporary leave from his or her
employment obligations for the duration of the treatment program or for two months, whichever is sooner.
The employee’s salary will continue during this leave time under the provisions of the Mt. Vernon-Enola
School Districts’ sick leave policy.
As a condition of employment an employee must;
1.
Abide by the terms of this statement;
2.
Notify the employer within five (5) days of any criminal drug status conviction for a violation
occurring in the workplace.
Agencies in the Mt. Vernon Enola are available for drug counseling or drug alcohol rehabilitation programs
include:
Alcoholics Anonymous
501-329-2151
Alcohol Abuse 24 hour Hotline 1-800-888-9383
Arkansas Target Program
1-800-366-6667
Counseling Associates
501-327-7706
Emergency Number
1-800-844-4033
Community Service Inc.
501-327-9788
Pinnacle Point
501-223-3322
The Bridgeway
1-800-482-1500
Employees of the Mt. Vernon-Enola School District will be provided a copy of this statement and a copy of
appropriate drug-free workplace awareness information.
New employees will be required to sign a drug-free workplace certificate before being issued a contract and will
provide a copy of this statement and awareness information.
23
EMPLOYEE CERTIFICATE REGARDING DRUG FREE WORKPLACE
As required by Section 5145 of the Drug-Free Schools and Communities Act as added by Section 22 of the Drug
Free Schools and Communities Act Amendments of 1987(P.L. 101-226)
I certify that I will not engage in the unlawful manufacture, distribution, dispensing, possession or use of a
controlled substance while working on any Mt. Vernon-Enola School District property or engaging in a Mt. VernonEnola School function.
I further certify that I have received a copy of the Mt. Vernon-Enola School District statement regarding the DrugFree Workplace Act of 1988.
I also certify that I have received materials informing me about:
1.
The dangers of drug abuse in the workplace.
2.
The Mt. Vernon-Enola School District’s policy of maintaining a drug-free workplace.
3.
Drug counseling and drug rehabilitation assistance programs available in this area.
4.
The penalties that may be imposed by Mt. Vernon-Enola School District upon employees for drug abuse
violations in the workplace.
_____________________________________________
Signature of Employee
____________________________________
Social Security Number
_____________________________________________
Work Location
____________________________________
Date Signed
24
CRIMINAL RECORDS CHECK
MT. VERNON-ENOLA SCHOOL DISTRICT
PERSONNEL POLICY CHANGES FOR THE 1997-1998 SCHOOL YEAR
POLICY FOR PAYMENT OF FEE OR CRIMINAL RECORDS CHECK
All new employees of the Mt. Vernon-Enola School District are required to undergo a Criminal Record
Check before being employed by the school district. The new employees are required to pay the initial fee
for the record check. The Mt. Vernon-Enola School District will reimburse employees the fee for the
record check after successful completion of the record check.
Ref: Act 1314 of 1997, Ark. Code Ann. 6-17-405 (1997-98 edition)
APPROVED 9-8-97
MT VERNON ENOLA SCHOOL DISTRICT
PERSONNEL POLICY CHANGES FOR THE 1997-98 SCHOOL YEAR
JURY DUTY
The Mt. Vernon-Enola School District recognizes that there are times an employee is required to serve
on jury duty. If employees are selected for jury duty they are urged to arrange to have jury duty fall in the
summer months in order to enhance the student learning process. However, in some instances jury duty
during the school year may be unavoidable. In such cases, the employee will refund the school any
compensation received for jury duty less documented expenses for travel and meals. The employee will
continue to draw full school salary.
APPROVED 10-20-97
MT. VERNON-ENOLA SCHOOL DISTRICT
Policy for Act 989 of 1997,
Megan’s Law
All decisions concerning rating, notification areas, and schools to be notified are made by law
enforcement agencies. The notification of an individual school in a notification area is made directly from
the law enforcement agency after notifying the superintendent. The superintendent will not notify an
individual school. In the event the superintendent thinks that a school in the notification area has been
inadvertently omitted, he will contact the law enforcement agency. All decisions concerning which schools
are to be notified remain at the discretion of the law enforcement agency.
The principal of each school will have the discretion as to which employees within the school should be
informed of the notification. The determination must be made within the context of the following definition
and the list provided here of employees or volunteers who may fit this description:
The principal should share the notice with any person who in the course of their employment or
assignment is regularly in a position to observe unauthorized persons on or near the property of the
notified school.
FOR LEVEL II OFFENDERS
The following is an illustrative list of those employees who may be given this information for the use in the
course of their job-related activities. The list of job titles is not meant to be all-inclusive. The principal shall
make a determination of whom to notify based on the definition above.
25
List of employees or volunteers to be considered for notification:









Aides
Bus drivers
Coaches
Maintenance Staff
Professional Support Staff
Security Personnel
Teacher’s Assistants
Teachers
School Level Administration Staff
The following persons are excluded from notification by the principal:






Members of the Parent Teacher Organization
Organizations using school facilities
Other Schools
Parents or Guardians of Students
Press
Students
If an organization using school facilities requests this information from school personnel other than the
principal, the school employee should refer them to the principal. The principal shall direct the
organization to make their inquiry of the area law enforcement that issued the notice.
If the members of the press contact a school, they may be informed by the procedures, which have been
put in place and other general topics. No one may reveal their name or any other specifics regarding an
offender. No one should confirm or deny whether notice as to any particular offender has been
disseminated.
FOR LEVEL III OFFENDERS
In the event that a law enforcement agency notifies a school of a Level III offender, the principal will work
with the agency to determine the appropriate level of dissemination of the notice. A list of those persons
who may be notified will be provided to the school principal along with the notice. If included in the list,
parents/ guardians will be notified by a note sent home with students or by mail. A cover letter will
accompany the notification and will explain that school employees are aware of the existence and
location of the offender and precautions will be taken to protect the children. Age appropriate discussions
may be held in the classrooms explaining the potential danger to the students, but they may not be
provided with copies of the law enforcement notice. School meetings may be held to provide parents,
guardians, teaching staff and administrative staff with information and support.
Copies of the notice may not be posted on school bulletin boards.
Copies of the notice will be kept in a secure location in the administrative office.
Teachers and staff will have access to the notice; however, students and members of the community at
large will not be permitted access to the notice.
OFFENDERS WHO ARE STUDENTS OR PARENT/GUARDIANS OF STUDENTS
Nothing in this policy is intended to preclude a sex offender registrant from attending school as a student.
However, the same procedures for notification apply to students who are sex offender registrants.
Nothing in the policy is intended to preclude a sex offender who is the parent or guardian of a child
enrolled in a school from entering school property for parent-teacher conferences, for dropping off the
child at school, or for any other activity that is appropriate for a parent or guardian. Judicial restraining
orders or conditions of probation or parole may limit such activities by sex offender registrants who are
parents/guardians.
26
LIMITATIONS ON NOTIFICATION: CONSEQUENCES OF IMPROPER DISSEMINATION OF INFORMATION
Only law enforcement has the authority to decide who will receive notice of a sex offender. School
personnel receiving notice should understand that they are receiving sex offender notification in their
official capacity and are not to disseminate information about an offender to anyone outside the school.
Improper dissemination of the information about an offender may lead to disciplinary action being taken
by the school. Assignations of criminal conduct taken by any person against the offender, the offender’s
family, employer, or school will be investigated by law enforcement, which could result in criminal
charges.
If an employee has reasons to believe that an offender who has been the subject of a notification is a
danger to someone outside the school environs, then he or she should immediately contact the local law
enforcement agency.
MT. VERNON-ENOLA SCHOOL DISTRICT
PERSONNEL POLICY ADDITION
ABSENCE DUE TO INJURY FROM ASSAULT
Each school district shall grant a leave of absence with full pay for a maximum period of one (1) year to any
school employee who is absent from duty in a public school as a result of personal injury from an assault or other
violent criminal act committed against the employee in the course of employment in the public school. Such leave
of absence shall not be charged to the sick leave provided to the school employee under this subchapter.
History, Acts 1995, No. 1233, 1.
JOB DESCRIPTION
Position Title:
Paraprofessional
Primary Function:
To aid and support teachers and other certified personnel in implementing the
instructional programs and related services for handicapped students.
Major Responsibilities:
The Paraprofessional will perform the following duties as prescribed by teacher or other certified/qualified personnel.
1.
Reinforce instructional activities with students as prescribed.
2.
Assist in the preparation of instructional materials.
3.
Assume responsibility for being prepared to perform instructional duties as prescribed.
4.
Assist in data collection.
5.
Assist the teacher with the maintenance of the classroom.
6.
Assist in and/or provide the transfer of student sot and from learning sites.
7.
Assist with duties such as lunchroom, recess and bus.
8.
Participate in in-service, staffing, faculty meetings, etc.
9.
Report to and complete daily work schedules as assigned.
10. Reports to and is responsible to the building Principal/Designee.
27
MT. VERNON-ENOLA PUBLIC SCHOOL
TEACHER AIDE EVALUATION INSTRUMENT
Name________________________________________________Pre-conference date_______________
Present Assignment_______________________________________________ Formal______________
Supervising Teacher___________________________________________________________________
Date________________________________________________ Informal________________________
Please check one of the five columns at the right and write in comments as need:
1. Commendable
4. Unsatisfactory
2. Satisfactory
5. Not Applicable
3. Area of Concern
The teacher aide exhibits necessary personal qualities in job related areas:
Does the teacher aide:
Dress Appropriately for the assigned task?
1
2
3
4
5
Arrive at work and all other school related activities on time and remain
until all job responsibilities are completed?
Maintain regular attendance and meet daily obligations?
Accept constructive criticism?
Exercise emotional stability and good judgment?
Follow established policies and procedures?
Demonstrate a high degree of enthusiasm or interest in the job?
Have an appropriate sense of humor, laugh at own mistakes?
Cooperate with students, parents, supervising teachers, administrators,
and other faculty members?
Assist in promoting good relationships with parents and community?
Participate in services, staffing, and faculty meetings as required?
Comments:
28
The teacher aide assists the supervising teacher in creating an atmosphere conducive to learning, self-discipline
and the development of realistic and positive self-concepts.
Does the teacher aide:
Work with supervising teacher to prevent and to solve student discipline
problems efficiently?
Reward student for appropriate academic and social behavior?
1
2
3
4
5
Demonstrate a firm, fair, consistent and positive relationship with
students?
Evidence close and careful supervision of students throughout the school
day?
Assist the supervising teacher in keeping the feeling tone at a moderately
pleasant level?
Comments:
The teacher aide obtains feed back from and communicates with students, parents, the supervising teacher and
other, appropriate persons in a manner which will assist in maintaining rapport.
Does the teacher aide:
Clarify directions and explanations when students do not understand?
Respect the professional judgment of the supervising teacher?
1
2
3
4
5
3
4
5
Communicate effectively with the supervising teacher concerning
changes in assigned activities?
Comments:
The teacher aide assists the supervising teacher to ensure the best use of instructional time.
Does the teacher aide:
Demonstrates punctuality and time management during instructional
time?
Follow the daily schedule as outlined by the supervising teacher?
Work effectively with a group of students as well as individual students?
Accept and discharge responsibility with confidence and take initiative
when needed?
Assist in maintaining a neat and orderly classroom?
Assist with extra duties such as lunchroom, recess, bus etc. as required?
Use varied techniques in working with students as demonstrated by the
supervising teacher?
Evidence prompt, efficient and accurate record keeping, recording data
and writing reports?
Carry out all other duties as assigned?
Evaluator’s comments:
1
2
Evaluatee’s comments:
29
Goals and recommendations:
Signatures:
Evaluatee____________________________________________________________________________
Note: My signature on this evaluation indicates that I have seen this document. It does not nece4ssarily indicate
that I agree with the evaluation. I understand that I have the right to respond in writing to the statements and/or
evaluations within ten (10) working days and my comments will be attached to the evaluation form in my
personnel file.
Evaluator ____________________________________________________________________________
Date________________________
1 copy – Evaluatee
1 copy – Evaluator
1 copy – Personnel File
30
MOUNT VERNON-ENOLA SCHOOL DISTRICT
FOOD SERVICE DIRECTOR EVALUATION
Employee________________________________Date___________________________
Administrator_________________________________
Use the following scale in the employee rating.
1=excellent
4=below average
2=good 5=inadequate
3=average
Record Keeping
1.__________ Maintains sound financial records, student records and personnel records.
2.__________ Completes neat, accurate, properly done work.
3.__________ Documents and stores work for reference.
4.__________ Files material promptly and accurately.
5.__________ Follows directions carefully.
Personnel Management
1.__________ Develops good staff morale and loyalty to the organization.
2.__________ Treats all personnel and students fairly, without favoritism or discrimination, while
insisting on performance of duties.
3.__________ Recruits and assigns the best available personnel.
4.__________ Evaluates performance of staff members, giving commendation for good work as well as
constructive suggestions for improvement.
5.__________ Executes sound personnel procedures and practices.
6.__________ Gives clear oral and written communication to students and staff members.
7.__________ Uses courtesy and professionalism in mannerisms and communications.
Attitude and Initiative
1._________ Arrives for work on time.
2._________ Finishes work in time.
3._________ Cooperates with others.
4._________ Demonstrates trustworthiness in confidential matters.
5._________ Reacts positively to criticism.
6._________ Advises immediate supervisor of needs.
7._________ Avoids complaining.
31
8._________ Does not overstep bounds of authority.
9._________ Remains cheerful, friendly, and patient.
Cafeteria and Food Management
1._________ Assures that the food served is high in quality and taste.
2._________ Assures that students and teachers are served adequate amount of food during the breakfast
and noon meals.
3._________ Assures that adequate amounts of time are available for meals.
4._________ Maintains an organized cafeteria which has a pleasant atmosphere free from distractions.
5._________ Develops practices to assure a clean and sanitary maintained cafeteria and kitchen.
Narrative Comments:
Date_________________________ Administrator Signature_________________________________
I acknowledge that this evaluation was discussed with me on this date:
Date _________________________ Employee Signature____________________________________
32
MT.VERNON-ENOLA SCHOOL DISTRICT
FOOD SERVICE EMPLOYEE EVALUATION
Employee ______________________________ Date____________________
Administrator_________________________________________
Please check one of the four columns at the right and write in comments as needed:
1. Commendable 2. Satisfactory
3. Area of Concern
4. Unsatisfactory
1
2
3
4
5
QUALITY OF WORK
QUANTITY OF WORK
WORK PERFORMANCE
RELIABILITY
COOPERATIVENESS
HEALTH
APPROPRIATE PERSONAL APPEARANCE
PUNCTUALITY
ATTENDANCE
ETHICS
JOB INTEREST
ACCEPTANCE OF CHANGE
RECORD KEEPING
FOLLOWS DIRECTIONS
LOYALTY
COMMUNICATION
SANITATION
Comments:
I acknowledge that this evaluation was discussed with me on this date:
Date________________________ Employee Signature_______________________________________
33
MT. VERNON-ENOLA PUBLIC SCHOOL
SECRETARY EVALUATION INSTRUMENT
Name _______________________________
Present Assignment ____________________________________
Date _____________
Please check one of the five columns at the right and write in comments as needed:
1. Commendable
2. Satisfactory
3. Unsatisfactory
4. Not Applicable
The secretary exhibits necessary personal qualities in job related areas:
Does the secretary:
Dress appropriately for the assigned task?
Arrive at work and all other school related activities on time and remain
Until all job responsibilities are completed?
Maintain regular attendance and meet daily obligations?
Accept constructive criticism?
Exercise emotional stability and good judgment?
Follow established policies and procedures?
Demonstrate a high degree of enthusiasm or interest in the job?
Have an appropriate sense of humor, laugh at own mistakes?
Cooperate with student, parent, supervising teachers, administrators,
And other faculty members?
Assist in promoting good relationships with parents and community?
Participate in services, staffing, and faculty meetings as required?
1
2
3
4
Comments:
Secretary: _______________________________________
Evaluator: _______________________________________
34
MT. VERNON-ENOLA SCHOOL DISTRICT
BUS DRIVER EVALUATION
Date ______________
Employee____________________________ Administrator __________________________
Please evaluate performance with the following scale:
1 = excellent
2 = satisfactory
3 = needs improvement
4 = unsatisfactory
5 = not applicable
1. ______ Mechanical problems and safety issues are reported promptly.
2. ______ Safety inspections are maintained according to state laws.
3. ______ Accurate records of safety inspections are kept on the bus.
4. ______ Bus driver maintains safe speed at all times.
5. ______ Bus driver controls student behavior, handles discipline, and reports disruptive behavior
to the principal.
6. ______ Bus driver is courteous and professional in mannerisms and communications.
7. ______ Bus driver follows supervisor directions promptly without constant need of direct supervision.
8. ______ Bus driver promotes and conveys positive attributes of school within the community.
9. ______ Bus driver deeps bus clean, free of trash, and washed regularly.
10. _____ Bus driver makes use of video cameras to enhance student safety.
11. _____ Bus driver makes efficient use of mobile phones on bus.
Employee Strengths:
__________________________________________________________________________________________
__________________________________________________________________________________________
________________________________________________________________________
Areas of Needed Improvement:
__________________________________________________________________________________________
______________________________________________________________________________
Administrative Assistance Provided:
__________________________________________________________________________________________
______________________________________________________________________________
Employee Response:
__________________________________________________________________________________________
__________________________________________________________________________________________
________________________________________________________________________
__________________________________
Employee Signature
______
Date
________________________________ ______
Administrator Signature
Date
35
MT. VERNON-ENOLA SCHOOL DISTRICT
MAINTENANCE/CUSTODIAL/MECHANIC EVALUATION
Employee ___________________________ Supervisor _______________________________
Date _____________
Please evaluate performance with the following scale:
1 = excellent
2 = satisfactory
3 = needs improvement
4 = unsatisfactory
5 = not applicable
1. ______ Maintenance work is completed in a timely manner.
2. ______ Maintenance work is completed satisfactorily so that items are fixed properly and no return
visits are needed.
3. ______ Employee makes efficient use of time on task while keeping distractions to a minimum.
4. ______ Employee is courteous and professional in mannerisms and communications.
5. ______ All work areas and building areas are cleaned properly on a daily basis.
6. ______ Employee follows supervisor directions promptly without constant need of direct supervision.
7. ______ Employee takes active role in ensuring that the campus is maintained as safe, free of trash, and is an
appealing environment.
8. ______ Employee promotes and conveys positive attributes of school within the community.
9. ______ Restrooms are kept properly cleaned and sanitized.
10. _____ Routine spills and accidents are taken care of promptly.
11. _____Floors are properly maintained to promote longevity and positive appearance.
12. _____ Work area is kept clean and free of hazards.
13. _____ Employee maintains and keeps records of all school tools and equipment.
14. _____ Service is regularly maintained on campus equipment (A/C filters, etc.).
15. _____Mechanical problems are taken care of promptly and efficiently.
16. _____ Buses are routinely serviced to promote extended life of bus.
17. _____ Accurate records of repairs, service, and maintenance are kept on file for each bus.
18. _____ Equipment failure on buses is taken care of efficiently so that no return visits are needed.
Employee Strengths: _______________________________________________________________
________________________________________________________________________________
________________________________________________________________________________
Areas of Needed Improvement: _______________________________________________________
________________________________________________________________________________
________________________________________________________________________________
Administrative Assistance Provided: ____________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________
Employee Response: ________________________________________________________________
_________________________________________________________________________________
_________________________________________________________________________________
________________________________ _____________
Employee Signature
Date
_________________________________ _____
Administrator Signature
Date
36
BULLYING POLICY
The Mt. Vernon-Enola School District recognizes that bullying and intimidation have a negative effect on
school climate. Students who are intimidated and fearful cannot give their education the single-minded
attention they need for success. Bullying can also lead to more serious violence. Every student has the
right to an education and to be safe in and around school.
Believing that prevention is the strongest means available in eliminating bullying, this school will offer
programs or educational material regarding the nature of bullying, its consequences, and should a child
choose to engage in this type of behavior, and the procedures for reporting an incident which involves
bullying.
1.
Definition of bullying. Bullying is a pattern of actions over time and involves a student
being “picked on”. Bullying includes physical intimidation or assault; oral; or written
threats; teasing; putdowns; name-calling; threatening looks, gestures, or actions; cruel
rumors; false accusations; and social isolation.
2.
Bullying is prohibited. The Mt. Vernon-Enola School District and staff shall not tolerate
any bullying on district grounds or at any school activity on or off campus. School
employees, volunteers, and students are encouraged to report any instances of bullying
without fear of consequences.
3.
Staff intervention. The district expects staff members who observe or become aware of
an act of bullying to take immediate, appropriate steps to intervene. If a staff member
believes that his/her intervention has not resolved the matter, or if the bullying persists,
he/she shall report the bullying to the school principal for further investigation.
4.
Students and parents shall report bullying. Students who believe they have been
victimized by a bully or parents who believe their child has been victimized by a bully,
should file a complaint by contacting a school counselor, teacher, principal, or
superintendent who will assist in getting help for the child and take the appropriate steps
to ensure that such behavior is stopped. To the extent possible, complaints will be
treated in a confidential manner. Limited disclosure may be necessary in order to
complete a thorough investigation. Students, parents, or teachers who file a complaint
against a student who is guilty of being a bully, will not be subject to retaliation or reprisal
in any form. Students or adults, who knowingly fabricate allegations and falsely accuse a
student of being a bully, will be subject to disciplinary action. Individuals who withhold
information, purposely provide inaccurate facts, or otherwise hinder an investigation of a
student for the purposes of bullying, shall by subject to disciplinary action.
5.
Investigation procedures. Upon learning about a bullying incident, the principal or
designee shall interview both students, and thoroughly investigate. This investigation may
include interviews with students, parents, and school staff; review of school records; and
identification of parent and family issues. All reports will take into account the age of the
offending student, the level of seriousness of the behavior, and whether or not the
offending student has developed a habit of engaging in bullying behavior. Appropriate
measures will be taken in dealing with such students.
6.
Consequences/intervention. Consequences for students who bully others shall depend
on the results of the investigation and may include counseling; a parent conference;
detention; suspension; corporal punishment; and/or expulsion; or transfer to Alternative
School. Depending on the severity of the incident, the principal may also take
appropriate steps to ensure student safety. These may include implementing a safety
plan; separating and supervising the students involved; providing staff support for
students as necessary; reporting incidents to law enforcement if appropriate.
37
MT. VERNON-ENOLA SCHOOL DISTRICT
CLASSIFIED PERSONNEL POLICY INDEX
ABSENCE DUE TO INJURY FROM ASSAULT……………………………………….…………………………………27
ABSENCE FORM………………………………………………………………………….………………………………...29
ASSIGNMENT……………………………………………………………………………….……………………………….13
BEREAVEMENT……………………………………………………………………………………………………………..16
BULLYING POLICY………………………………………………………………………………………………….………37
BUS DRIVER ABSENCE FORM………………………………………………………………………………...…………35
BUS DRIVER EVALUATION………………………………………………………………………………………………..21
BUS DRIVER SUB PAYMENT FORM……………………………………………………….……………………………21
CASHING CHECKS……………………………………………………………….…………………………………………..4
CDL-COMMERCIAL DRIVER LICENSE FOR BUS DRIVERS…………………………………………………….….....4
CDL DRUG AND ALCOHOL POLICY CONSENT AND RELEASE FORM…………………………………………...12
CDL-DRUG AND ALCOHOL PROGRAM…………………………………………………………………………………..5
CDL STATEMENT OF POLICY ACKNOWLEDGMENT OF RIGHTS……………………………………………….…11
CLASSIFIED PERSONNEL POLICY COMMITTEE……………………………………………………………………….1
CLASSIFIED COMPENSATION GUIDES AND CONTRACTS…………………………………………………………13
COMPENSATIONS/GUIDES AND CONTRACTS…………………………………………………………………….…16
COMPLAINTS AND GRIEVANCES STAFF PROTECTION……………………………………………………………...1
COMPLAINTS/GRIEVANCES-(TITLE IX)…………………………………………………………………………………..2
CONFLICT OF INTEREST………………………………………………………………………………………………...…2
CRIMINAL RECORDS CHECK………………………………………………………………………………………….…25
DRUG FREE WORKPLACE…………………………………………………………………………………………..……23
DUES AND FEES………………………………………………………………………………………………………….….4
EMPLOYEE ABSENCE FORM…………………………………………………………………………………………….20
EMPLOYEE CERTIFICATE REGARDING DRUG FREE WORKPLACE……..…………………………………...….24
EQUAL OPPORTUNITY EMPLOYMENT………………………………………………………………………………..…1
FOOD SERVICE DIRECTOR EVALUATION……………………………………………………………..………..…….31
FOOD SERVICE EMPLOYEE EVALUATION……………………………………………………..…………….……….33
GENERAL SECTION…………………………………………………….…………………………………………………...1
HEALTH EXAMINATIONS…………………………………………………..…………………………………………...…14
HIRING………………………………………………………………………………………………………………………..16
ILLNESS……………………..………………………………………………………………………………….………….…19
INCIDENT COMPLAINT REPORT FORM…………………..…………………………………………….……………...18
JOB DESCRIPTION-PARAPROFESSIONAL………………………………………………………..……………….…..27
JURY DUTY…………………………………………………………….………………………………………………….....25
MAINTENANCE/CUSTODIAL/MECHANIC EVALUATION…………………………………….……..……………..….36
MATERNITY LEAVE…………………………………………………………………………………………………………15
MEGAN’S LAW……………………………………………………………………………………………………..….…….25
MILITARY/TRAINING PROGRAMS……………………………………………………………………………………….15
MVE DRUG AND ALCOHOL POLICY…………………………………………………..…………………………….…..22
NON-RENEWAL………………………………………………………………………………..……………………………..4
PERSONAL LEAVE ABSENCES……………………………………………..………………….………………….…….22
PERSONNEL RECORDS………………………………………………………………………….…………………………3
PETITIONS…………………………………………………………………………………….……………………………….4
POLITICAL ACTIVITY………………………………………………………………………………..……………………….2
PROFESSIONAL PERSONNEL RECRUITMENT………………………...……………………………………………..13
PROFESSIONAL PERSONNEL RETIREMENT……………………………………………..…………………………..14
RE-EMPLOYMENT…………………………………………………………………………………………………………..14
REPORTING ABSENCES DUE TO ILLNESS…………………………………………………..……….……………….19
RESIGNATION……………………………………………………………………………………………………………….16
RETIREMENT…………………………………………………………………………………………………….………….17
SALARY DEDUCTIONS………………………………………………………………………………..…………………….3
SECRETARY EVALUATION……………………………………………………………………..………………………...34
SEPARATION……………………………………………………………………………….………………………………..16
SICK LEAVE PAYBACK…………………………………………………………………….………………………………15
SICK LEAVE TRANSFER………………………………………………………………….………………………….……16
SOLICITATIONS BY STAFF MEMBERS……………………………………………………….………………….…….…3
STAFF REDUCTION IN FORCE………………………………………………………………..………………………….14
38
INDEX CONTINUED
STAFF RIGHTS AND RESPONSIBILITIES………………………………………………………………………………..3
STAFF-STUDENT RELATIONS……………………………………………………….…………………………………….2
SUB PAYMENT FORM……………………………………………………………………………..……………………….20
SUSPENSION……………………………………………………………………………………………………………..…14
SUPERVISION………………………………………………………………………………………….…………………....13
TEACHER AIDE EVALUATION…………………………………………………………………………….……………...28
TERMINATION……………………………………………………………………………………….………….…………...14
TRANSFER…………………………………………………………………………………………….……………………..13
VACATION…………………………………………………………………………………………….……………………...22
WORKING CONDITIONS………………………………………………………………………………...…………………17
39
40