Tannehill Public School

In accordance with the policy of the board of education, the following procedures shall be followed in terminating the employment of career and probationary teachers.

 

Whenever the superintendent recommends to the board of education that a teacher employed within this school dis­trict be dismissed or not reemployed, the superintendent's written recommendation shall set forth the basis for the recom­mendation.  The recommen­dation shall include the specific statutory grounds on which a career teacher should be dis­missed or not reemployed, or the cause for which a probationary teacher should be dismissed or not reemployed, and shall include the underlying facts supporting the recommendation.

 

Whenever the board of education receives a recommendation for the dismissal or nonreemployment of a teacher, the board or individual designated by the board shall mail, or cause to be mailed, a copy of the recommendation to the teacher, by personal delivery to the teacher with a signed acknowledgement of receipt, or serve the recommenda­tion and notice of hearing by process server.  If mailed, such mailing will be by certified mail, restricted delivery, return receipt requested.  The notice must specify the statutory grounds - for career teachers - or the cause - for probationary teachers - upon which the recommendation is based and shall include the teacher's right to a hearing before the board and the date, time, and place set by the board for hear­ing.  Such hearing shall be held within the school district no sooner than twenty days nor later than sixty days following the teacher's receipt of notice.  The board delegates the superintendent, as its agent, to set a time, date, and place for the hearing after consultation with the board president.

 

Hearing procedures for teachers shall be as follows:

 

   1.       The parties to the hearing are the teacher and the superintendent or designee, and they shall be afforded the following rights at any hearing held pursuant to these regulations:

 

             A.   The right to be represented.

 

             B.   The right to present witnesses in person or to present their testimony by interrogatories, affidavits, or depositions if agreed to by the parties.  A list of all witnesses and exhibits shall be furnished to the other party at least five (5) days before the hearing.

 

             C.   The right to cross-examine witnesses.

 

             D.   The right to testify in his/her own behalf and present evidence and argument on all issues involved.

 

             E.   The right to have an orderly hearing.

 

              F.   The right to have an impartial decision based upon the evidence presented.

 

   2.       The board president or, in case of absence, a designee, shall be the presiding officer at the hearing.

 

   3.       The hearing shall be convened by the board president who shall state the purpose of the hearing, introduce the parties, and administer the oath to all persons who will testify.

 

TEACHER TERMINATION PROCEDURES (Cont.)

 

 

 

 

   4.       Upon the request of either party, the presiding officer may exclude from the hearing room the witnesses not at the time under examination, except that a party to the proceeding and his/her representative shall not be excluded.

 

   5.       At the hearing, the burden of proof shall be on the superintendent and the standard of proof shall be by a preponderance of the evidence.

 

   6.       The local board of education shall maintain such a record (including a tape or other electronic or digital recording of the hearing and any documents or evidence presented to the board) for two (2) years from the date of the hearing.

 

   7.       Informal disposition of any recommendation for dismissal or nonrenewal may be made by written stipulation, agreed settlement, consent order, or default.

 

   8.       The order of the procedures shall be:

 

             A.   Opening statement by the superintendent.

 

             B.   Opening statement by the teacher.

 

             C.   Presentation of the superintendent's evidence, followed by cross-examination of witnesses by the teacher.

 

             D.   Questions by the board members.

 

             E.   Presentation of the teacher's evidence, followed by cross-examination of witnesses by the superintendent.

 

              F.   Questions by the board members.

 

             G.   Presentation of rebuttal and surrebuttal evidence as necessary.

 

             H.   Closing argument by the superintendent.

 

              I.   Closing argument by the teacher.

 

              J.   Deliberation by the board members.

 

             K.   Vote by the board to accept or reject the superintendent's recommendation and recitation of findings of fact upon which the decision is based.

 

   9.       Presentation and consideration of evidence shall abide by the following:

 

             A.   Only evidence that reasonably relates to the issues before the board, as reflected in the notice to the teacher, should be deemed relevant.

 

TEACHER TERMINATION PROCEDURES (Cont.)

 

 

 

 

             B.   Strict rules of evidence as required by a court of law shall not apply in these hearings.

 

             C.   Rulings on admissibility of evidence will be made by the presiding officer.

 

             D.   Documentary evidence may be received in the form of copies or excerpts.

 

             E.   Documentary evidence presented to the board shall be marked with a distinguishing number or letter such as Teacher's Exhibit #1 or Superintendent's Exhibit #1.

 

              F.   While hearings are open to the public, no questions or statements will be allowed by members of the public attending the hearing except through the parties or their council.

 

The board of education may convene into executive session to deliberate findings of fact.  After due consideration of the evidence and testimony presented at the hearing, the board of education shall vote in open meet­ing whether or not to dismiss or nonreemploy the teacher.  The board's decision shall include a reci­tation of the basic or underlying facts relied upon by the board in reaching its decision.  The teacher shall be notified in writing of the board's decision by certified mail, restricted delivery, return receipt requested, or substitute process as author­ized by law within ten (10) business days of the hearing.  The decision of the board regarding a teacher shall be final and nonappealable. 

 

The board of education must forward hearing information concerning teachers to the State Board of Education on a prescribed form available from the administrative office.

Definitions

 

   1.       Bloodborne Pathogens means pathogenic microorganisms that are present in human blood and can cause disease in humans.  These pathogens include, but are not limited to, Hepatitis B virus (HBV) and human immunodeficiency virus (HIV).

 

   2.       Contaminated means the presence or the reasonably antici­pated presence of blood or other potentially infectious materials on an item or surface.

 

   3.       Contaminated Laundry means laundry that has been soiled with blood or other potentially infectious materials or may contain sharps.

 

   4.       Exposure Incident means a specific eye, mouth, other mucous membrane, non-intact skin, or parenteral contact with blood or other potentially infectious materials that results from the performance of an employee's duties.

 

   5.       Methods of Compliance - General-Universal precautions shall be observed to prevent contact with blood or other poten­tially infectious materials.  Under circumstances in which differentiation between body fluid types is difficult or impossible, all body fluids shall be considered potentially infectious materials.

 

   6.       Occupational Exposure means reasonably anticipated skin, eye, mucous membrane, or parenteral contact with blood or other potentially infectious materials that may result from the performance of an employee's duties.

 

Equipment Needed

 

          Water                                     Disposal Bags                                       Baggies

          Hand Soap                           Dust Pans/Brush/Broom                    Paper Towels

          Towelettes                             Disposable Gloves                               Utility Gloves

          Trash Cans & Plastic Liners                                                              Mops & Buckets

          Sanitary Napkin Container

 

          Disinfectant - Should use one or more of these:

 

             A.   Sodium hypochlorite solution (household bleach)

                    One (1) part bleach to ten (10) parts water

                    Ex: 1½ cups bleach to 1 gallon of water

                    Needs to be prepared each time used on inanimate objects.

 

             B.   ViroGuard-Q - Distributed by Health Services

                    One (1) oz. of ViroGuard-Q to 128 oz. of water.

                    ViroGuard-Q is a germicidal product that is to be used on inanimate objects.  ViroGuard-Q has bactericidal efficacy and fungicidal efficacy, mildew stat efficacy, virucidal efficacy, and sanitizing efficacy.

 

             C.   Hydrogen Peroxide 3% - to be used on skin surfaces.

ROUTINE PROCEDURES FOR SANITATION AND HYGIENE

WHEN HANDLING BODY FLUIDS (Cont.)

 

             D.   Isopropyl Alcohol - to be used on some skin surfaces and for rinsing the hands.

 

             E.   Sanitary absorbing agent (e.g., chlora-sorb).

 

Procedure

 

   1.       General

 

             A.   Wear disposable gloves before making contact with body fluids during care, treatment, and all cleaning procedures.

 

             B.   Discard gloves after each use.

 

             C.   Wash hands with germicidal soap after handling fluids and contaminated articles, whether or not gloves are worn.

 

             D.   Discard disposable items including tampons, used band­ages, and dressings in plastic lined trash containers; close bags and discard daily.

 

             E.   Do not reuse plastic trash bags.

 

              F.   Use disposable items to handle body fluids whenever possible.

 

             G.   Use paper towels to pick up and discard any solid waste materials such as vomitus or feces.

 

             H.   Use general-purpose utility gloves (e.g., rubber house­hold gloves) for housekeeping chores involving potential blood contacts and for general cleaning.  Utility gloves can be cleaned and reused but should be discarded if they are peeling, cracked or discolored, or if they have punctures, tears or other evidence of deterioration.

 

   2.       Handwashing

 

             A.   Use germicidal soap and running water.  Soap suspends easily removable soil and microorganisms, allowing them to be washed and rinsed away.

 

             B.   Rub hands together for approximately ten (10) seconds to work up a lather.

 

             C.   Scrub between fingers, knuckles, back of the hands and nails.  Nails should be short and trimmed.  Jewelry should not be worn.

 

             D.   Rinse hands under running water.  Running water is necessary to carry away debris and dirt.

 

ROUTINE PROCEDURES FOR SANITATION AND HYGIENE

WHEN HANDLING BODY FLUIDS (Cont.)

 

             E.   Use paper towels to thoroughly dry hands.

 

              F.   Use paper towel to turn water off, discard paper towel.

 

   3.       Washable Surfaces (bottles, dishes, toys, tables, desks, etc.)

 

             A.   Use ViroGuard-Q solution or use household bleach solution, mixed fresh.  Scrub as needed.

 

             B.   Rinse with water.

 

             C.   Allow to air dry.

 

             D.   When bleach solution is used, handle carefully.

 

                    1.     Gloves should be worn since the solution is irritating to the skin.

                    2.     Avoid applying to metal, since it will corrode most metals.

 

             E.   Toys that are placed in children’s mouths should be cleaned with water and detergent, disinfected, and rinsed before handling by another child.

 

              F.   All frequently touched toys should be cleaned and disinfected daily.

 

             G.   The use of soft, non-washable toys in classrooms should be discouraged.

 

   4.       Floors

 

             A.   Use household bleach solution, mixed fresh, or multi-purpose disinfectant.

 

             B.   Use the two (2) bucket system:  One bucket to wash the soiled surface and one bucket to rinse, as follows:

 

                    1.     In bucket #1, dip, wring, mop up vomitus, blood, etc.

                    2.     Dip, wring, and mop once more.

                    3.     Dip and wring out mop in bucket #1.

                    4.     Put mop into bucket #2 (rinse bucket) that has clean bleach solution.

                    5.     Mop or rinse area.

                    6.     Return mop to bucket #2 to wring out.  This keeps the rinse bucket clean for second spill in the area.

                    7.     After spills are cleaned, proceed with #3.

 

             C.   Soak mop in the bleach solution after use.

 

             D.   After cleanup is completed, discard contents of bucket #1.  Bucket #2 is now bucket #1; mix fresh bleach solution for bucket #2.

 

ROUTINE PROCEDURES FOR SANITATION AND HYGIENE

WHEN HANDLING BODY FLUIDS (Cont.)

 

             E.   Water and disposable cleaning equipment should be placed in a toilet or plastic bag, as indicated.

 

              F.   Rinse nondisposable cleaning equipment (dustpan, buckets) in disinfectant.

 

             G.   Dispose of disinfectant solution down the drainpipe.

 

             H.   Remove gloves, if worn, and discard in the appropriate receptacle.

 

              I.   Wash hands as described above.

 

   5.       Non-Washable Surfaces (rugs and upholstery, etc.)

 

             A.   Apply sanitary absorbing agent, let dry, vacuum.

 

             B.   If necessary, use broom and dustpan to remove soiled materials.

 

             C.   Apply rug or upholstery shampoo as directed.  Re-vacuum according to directions on shampoo.

 

             D.   Spray soiled area with ViroGuard-Q solution, air dry.

 

             E.   Clean dustpan and broom, if used.  Rinse in ViroGuard-Q solution or household bleach solution.

 

              F.   Wash hands as described above.

 

   6.       Soiled Washable Materials (clothing, towels, uniforms, etc.)

 

             A.   Rinse items under running water, using gloved hands, if appropriate.

 

             B.   Place items in plastic bag and seal until items are washed.  Plastic bags containing soiled, washable material must be clearly identified.

 

             C.   Wash hands as described above.

 

             D.   Wipe sink with paper towels, discard towels.

 

             E.   Machine wash soiled items separately.

 

                    1.     If material is bleachable, add ½ cup bleach to the wash cycle.  If it is not bleachable, add ½ cup nonchlorine bleach (Clorox II/Borateem) to the wash cycle.

                    2.     Wash in hot water:  160° F for 25 minutes, using detergent with disinfecting agent.

                    3.     Discard plastic bag.

                    4.     After handling soiled items, wash hands as described above.

 

ROUTINE PROCEDURES FOR SANITATION AND HYGIENE

WHEN HANDLING BODY FLUIDS (Cont.)

 

   7.       To Clean Blood or Body Fluid Spills (blood from nose, mouth, and skin lesions)

 

             A.   Put on gloves.

 

             B.   Use disposable wipes, cotton balls, or gauze pads which have been immersed in 3% peroxide.

 

             C.   Proceed to clean blood spills with the solution soaked materials.

 

             D.   Place soiled materials in a plastic bag for disposal.

 

             E.   Remove gloves, include with soiled materials and discard.

 

              F.   Wash hands as described above.

 

   8.       Toileting and Diapering

 

             A.   Toileting and toilet training equipment should be maintained in a sanitary condition.

 

             B.   Diaper changing surfaces should be nonporous and sanitized between uses for different children.

 

             C.   Soiled disposable diapers or soiled disposable wiping cloths should be disposed of in a secure plastic lined container.

 

             D.   Diapers should be able to contain urine and stool and minimize fecal contamination of the children, providers, and environmental surfaces and objects.

 

             E.   Diapers should have an absorbent inner lining attached to an outer covering made of waterproof mate­rial that pre­vents escape of feces and urine.  Outer and inner lining must be changed as a unit and not reused.

 

              F.   Fecal contents may be placed in toilet, but diapers must not be rinsed.  Preferably, dispose of diaper and contents as a total unit.

 

             G.   Diaper changing areas should never be located in food preparation areas and should never be used for temporary placement of foods.

 

   9.       Potty Chairs

 

             A.   Potty chairs must be emptied into a toilet after each use, cleaned in a utility sink, and disinfected after each use.

 

             B.   Gloves should be used if wiping a child.  Leave gloves on until cleaning procedure is finished.

 

ROUTINE PROCEDURES FOR SANITATION AND HYGIENE

WHEN HANDLING BODY FLUIDS (Cont.)

 

             C.   Staff should sanitize potty chairs, flush toilets, and diaper changing areas with the household bleach solution or ViroGuard-Q solution.

 

             D.   Wash hands as described above.

 

10.       Sleeping Equipment

 

             A.   Each item should be used by only one child.

 

             B.   The sleeping equipment should be cleaned and sanitized prior to assignment to another child.

 

             C.   Crib mattresses should be cleaned and sanitized when soiled or wet.

 

             D.   Sleeping mats should be stored so that contact with the surface of another mat does not occur.

 

             E.   Bedding should be assigned to each child and cleaned when soiled or wet.

 

11.       General Information

 

             A.   CPR - Use disposable mouth piece and/or face shield (will be kept in the clinic).

 

             B.   ViroGuard-Q will be requested from the school and kept in the clinic in a spray bottle, ready for use.

 

             C.   Prepare a "cleanup baggie" by placing in a baggie a towelette moistened with hydrogen peroxide.  Keep cleanup baggie and gloves in your desk or pocket.  Use for recess or duty, if not used pass it to the next person on the duty schedule.

 

             D.   P.E. teachers, coaches, and trainers need cleanup baggies ready for use in classes, at athletic events, and during team practice sessions.

 

             E.   Take cleanup baggies and gloves on field trips.

 

              F.   All cleaning supplies must be labeled regardless of container.

 

12.       Personal Hygiene Measures

 

             A.   Wash hands in soap and water immediately after evacuating bowels or bladder and always before handling food or eating.

 

             B.   Keep hands and unclean articles or utensils that have been used for bodily purposes by others away from the mouth, eyes, nose, ears, and wounds.

 

ROUTINE PROCEDURES FOR SANITATION AND HYGIENE

WHEN HANDLING BODY FLUIDS (Cont.)

 

             C.   Avoid using common or unclean eating utensils, drinking cups, towels, combs, handkerchiefs or disposable tissues.

 

             D.   Avoid exposure to other persons' spray from the nose or mouth as in coughing, sneezing, laughing, or talking.

 

             E.   Wash hands thoroughly after handling another person's belongings.

In accordance with the policy of the board of education, the fol­lowing regulation and attached procedures contains guidelines for cleaning and disposal of body fluids.  For the purpose of this regulation, the term "body fluids" shall include reference to blood, semen, feces, urine, vomit, drainage from scrapes and cuts, and respiratory secretions.

 

   1.       Wear gloves.  All personnel will wear disposable gloves during the cleanup and disposal of any of the body fluids listed above.  When in doubt about material, assume it to be a body fluid.  After each use, gloves should be destroyed or disposed of.  Under no circumstances should gloves be recycled or used for more than one incident.

 

   2.       If gloves are not available and contact with body fluids or open wounds is necessary, hands should be carefully washed as follows:

 

             A.   Use liquid soap and water with vigorous washing under running water for at least 10 seconds;

 

             B.   Dry hands thoroughly with a paper towel.  Use the paper towel to turn off the facet and discard the towel in a proper container.

 

             C.   Use hand lotion if desired.  CAUTION:  Dry, cracked hands provide openings in the skin for bacteria to enter.

 

   3.       A 1 to 10 solution of household bleach and water may be stored in proper containers in areas where soap and water are not readily available.  Such containers should be clearly marked as to the contents.  The solution may be used in cleaning body fluid spillage and hands (if soap and water are not available) following cleanup.

 

   4.       Materials used in the cleanup of body fluids or suspected body fluids will be sealed in a plastic bag and dis­carded in appropriate trash containers.  Soiled clothing articles, including sanitary napkins will be sealed in plastic bags and discarded.  Other non-disposable cleaning items such as mops, towels, buckets, and other items will be thoroughly rinsed in the bleach and water solution and carefully washed in hot, soapy water.

 

   5.       Personnel will use the same procedures for washing non-disposable cleaning equipment as for handling body fluids and soiled clothing or other personal apparel.

 

   6.       Sanitary absorbents may be used to clean spilled body fluids.  The absorbent should be swept up or vacu­umed.  Carpets should also be shampooed with a germicidal rug shampoo.  Sweepings or used vacuumed bags should be sealed in a plastic bag for disposal.  Brooms, dustpans, and vacuum brushes should be washed in a solution of 1 part bleach to 10 parts water.

 

   7.       Any liquid disinfectant used in cleaning floors, equipment, or materials should be discarded in a suitable and appropriate sewage drain.

 

   8.       Clothing, towels, and similar cleaning equipment should be washed in hot soapy water with one-half to one cup of bleach added to the wash water.

HYGIENE AND SANITATION, BLOODBORNE PATHOGENS,

REGULATION (Cont.)

   9.       Custodians and sanitation personnel should wear latex disposable gloves during any cleaning operation where the possibility of encountering body fluid exists whether or not the fluid is touched.

 

10.       Careful handwashing is the single most effective method of preventing the spread of contagious diseases.  Hands should be washed in hot soapy water before and after any cleanup operation.

 

11.       A copy of the Routine Procedures for Sanitation and Hygiene When Handling Body Fluids will be provided to each employee and must be followed when appropriate and necessary.  (See DIAF-P.)

All instructors, excluding vocational staff cooperating with the State Depart­ment of Career and Technology Education, shall  be provided planning time each week as required by the State Accreditation Standards within the student school day for preparation.  Elementary and middle school teachers with 200 minutes will be provided 200 minutes for plan­ning each week.  Secondary teachers are to be provided 225 minutes for planning each week.  The preparation period may be used for the fol­lowing duties:  personal instructional preparation; planning, selecting, and pre­paring materials for instruction; confer­ring with parents, staff, and administrators; keeping school records; supervising aides (if assigned); grading student papers and recording student grades; and study of current literature to keep abreast of developments within the subject matter taught by the teacher.  The preparation period shall be utilized within the building of major assignment and for the purposes indi­cated.  Teachers shall leave the school premises only to carry out functions relating to the above duties when written permission to do so has been obtained from the building principal.

It is the policy of the Tannehill Board of Education that teachers and other employees shall continue their profes­sional growth through seminar and workshop attendance and membership in professional organizations.  The board believes that it has a responsibility to provide opportunities for the continual growth of its professional staff.  Such opportunities may include, within budgetary limita­tion, special in-service training courses and workshops as recom­mended by a profes­sional development committee and/or the board.  Staff members are encour­aged to seek additional and higher degrees, to obtain further certification, and to become more proficient not only in their subject area, but also in their ability to handle discipline, to motivate students, and to cope with both personal and job-related stress.

 

A focused and individualized program of professional development shall be created for each teacher and administrator that is consistent with the qualitative component of the TLE.  Annual professional growth goals shall be developed for each certified employee in collaboration with the certified employee’s evaluator.  The goals shall be tailored to address a specific area or criteria identified through the qualitative component of the TLE.  The certified employee will actively engage with learning practices that are evidence-based, researched practices that are correlated with increased student achievement, and the professional development will be supported by resources that are easily available and supplied by the school district and the State Department of Education.  The superintendent or designee shall monitor compliance with each individualized program of professional development. 

 

The professional development committee shall be composed of classroom teachers, administrators, school counselors or licensed mental health providers, and parents, guardians, or custodians of children in the district.  A majority of the com­mittee shall be composed of classroom teach­ers who will be selected by a designated administrator of the district from a list provided by the teachers in the school district.  The members selected shall be subject to the approval of a majority vote of the teachers in the district.  The administrators shall be selected by the board from a list provided by the superintend­ent.  Parents shall be selected by the board from a list provided by the administra­tion and the professional development com­mittee. 

 

When classes are dismissed for that purpose, teachers are expected to attend professional meetings or forfeit one day's pay for each day of the meeting unattended unless an emergency exists.

 

The board may authorize the attendance of teachers at educational conferences and may reimburse travel and lodging expenses.  Authorization to attend shall be obtained from the board prior to the activity date.  Written requests shall be submitted to the superintendent who will forward the request to the board.

 

REFERENCE:    70 O.S. §3-104.2

                                70 O.S. § 101.10

                                70 O.S. §6-192, et seq.

                                70 O.S. §6-194

                                70 O.S. §6-204.2

In accordance with the policy of the board of education, the following regulation shall govern professional development.

 

Professional Development of Certified and Licensed Personnel

 

   1.       Membership in Professional Organizations

 

              The board of education feels genuine professional growth can be obtained by membership in the various professional organi­zations, but that membership should be on a voluntary basis and not compulsory.

 

   2.       Attendance at Required Meetings (all certified and licensed personnel)

 

              Certified and licensed persons are expected to attend all cur­riculum meetings planned by the professional development committee.

 

   3.       In-service Training

 

             A.   A minimum of 75 professional development points shall be earned within a five-year period by each certified and licensed individual in order to maintain employment in this district.  One point shall be equivalent to one clock hour.

 

             B.   A minimum of 25 professional development points shall be earned annually by each certified and licensed individual in order to maintain employment in this district.

 

             C.   18 professional development points must be earned from the 3 professional days in August.  Any exceptions must be sub­mitted and approved by the professional development committee.

 

             D.   At least once a year a program shall be offered on recognition and reporting of child abuse and neglect which all teachers will be required to complete.  For those teachers who are unable to complete the program on the day offered, other arrangements will be made.

 

   4.       National Board Certification

 

              Districts may choose either of the following options:

 

              Teachers who have submitted an application for National Board Certification may utilize two (2) of their five (5) professional days for certification portfolio development.

 

             

 

PROFESSIONAL GROWTH AND DEVELOPMENT, REGULATION (Cont.)

 

 

 

 

Approved Professional Development Opportunities

 

   1.       Such workshops as shall be provided by the local professional devel­opment committee in response to analysis of needs assessments administered annually to all certified and licensed person­nel.

 

   2.       Credit may be earned through the following alternatives:

 

             A.   Professional Meetings (Sanctioned by State Department of Education or professional organizations where professional development points are awarded.)

 

                    1.     State and Zone O.E.A. Workshops and C.C.O.S.A. Meetings

                    2.     Summer and Saturday Workshops

                    3.     Coaches Clinics (for Summer Coaching Clinic in the absence of signed vouchers - 10 professional development points allowed with local voucher to be signed by superintendent)

                    4.     Vocational Workshops

                    5.     Teacher Visitation

                    6.     Etc.

 

             B.   Professional Committees

 

                    1.     Textbook Committee

                    2.     Professional Development Committee

                    3.     Local certified personnel conducting workshops

                    4.     Local Teacher Association President (5 points/year)

                    5.     Curriculum Review Planning Committee

                    6.     Curriculum Review Chairpersons (1 point/year)

 

             C.   College Courses and Credits (One semester hour of approved college credit shall equal 15 professional development points.)

 

             D.   Additional kinds of experiences may be recommended as al­ternative activities to the professional development committee to be approved by the board of education.

 

             E.   For each clock hour of participation in alternate activities, one professional development point will be awarded.

 

Record Keeping

 

   1.       Vouchers for workshops and individual records of professional development points will be kept by the Professional Development Representative in each building.

 

   2.       Turning in vouchers, evaluations, and signing the record of points is the responsibility of each individual.

 

PROFESSIONAL GROWTH AND DEVELOPMENT, REGULATION (Cont.)

 

 

 

 

   3.       Vouchers and evaluations must be turned in to the building representative no later than one week after a workshop.  These points will be lost if this is not done during this time period.

 

   4.       An evaluation is to be filled out for every local workshop and returned to the building representative.

 

   5.       Lost vouchers result in points not being counted.  Replacement vouchers will not be available.

 

   6.       A comparison check of each certified and licensed person's points will be made once each semester by the building representative and the representative from the central office.

 

   7.       Any questions concerning professional development should be directed to the building representative.

 

   8.       College credit earned during the summer must be turned in to the building representative no later than the end of the first full week beginning each school year.  (A copy of the transcript or grades is needed to show the number of hours earned.)

 

Evaluation

 

   1.       Individual records of professional development points will be maintained as required by state statutes.

 

   2.       Cooperation of all certified and licensed personnel will be necessary to maintain an accurate professional development record for each person.

 

   3.       Failure to fulfill professional development training requirements result in action by the board of education according to state statutes.

 

Guidelines for Membership on Professional Development Committee

 

   1.       Classroom teacher and principal replacement members for the professional development committee will be elected for a two-year term.  Terms for regular and alternate members will coincide.

 

   2.       The chairperson and co-chairperson will be chosen at the end of each school term to begin serving the fol­low­ing school year.  The chairperson should be a professional development member with one year of experience on the committee.

The Tannehill Board of Education believes that personnel evaluation is a mutual endeavor among all staff members and the board to improve the quality of the overall educational program.  The improvement of the district's educational efforts must be a joint responsibility of the school district and the individual educator.

 

All certified staff members shall be evaluated using an evaluation system that has been approved by the Oklahoma State Board of Education.  The completed evaluation shall be retained in the personnel file of the person being evaluated.  The evaluation instrument is a confidential document and shall be protected accordingly.

 

Probationary teachers shall receive formative feedback from the evaluation process at least twice each year.  Formative feedback shall occur during the fall semester, and at least once during the spring semester, each year.  Career teachers shall be evaluated at least once each year except for career teachers receiving a district evaluation rating of "superior" or "highly effective" rating under the TLE, who may be evaluated once every three (3) years.  Evaluations of teachers shall be made by the appro­priate certified principal, or other designated certified and qualified administrative person.

 

The evaluation rating of teachers and administrators shall be based on the qualitative component of the TLE.  A school district with an average daily attendance of more than thirty-five thousand (35,000) may incorporate at its own expense prior to the 2015-2016 school year the quantitative components of the TLE into its evaluation system of  teachers and administrators as defined by the school district’s written policy.   The district may continue to use, at its own expense, quantitative measures of teachers and leaders as a part of the district evaluation rating.  Such measures shall include a minimum of one reliable, researched-based measure as approved by the State Board of Education. 

 

For evaluations of teachers and administrators conducted during the 2017-2018 school year , and each school year thereafter, school districts shall incorporate and put into operation the qualitative component of the TLE and shall provide all teachers and administrators with a district evaluation rating based upon the components of the TLE.  For the 2017-2018 school year school districts shall incorporate the individualized programs of professional development set forth at 70 O.S. § 6-101.10 (B) on a pilot program basis.

 

For evaluations of teachers and administrators conducted during the 2018-2019 school year, and each school year thereafter, school districts shall fully incorporate and put into operation the individualized programs of professional development as set forth at 70 O.S. § 6-101.10 (B).

 

The evaluation shall be reviewed by the staff member and the evaluator.  Either or both may attach written and signed comments to the evaluation instrument within two weeks of the evaluation, provided that no additional state­ments or comments shall be attached without the teacher's knowledge.  The teacher's signature on the evaluation instrument shall serve only to reflect the teacher's acknowledgment that an evaluation was conducted.  A copy of the completed evaluation instrument will be provided to the teacher.

 

Except by order of a court of competent jurisdic­tion, evaluation documents and the responses thereto shall be made available only to the evaluated person, the board of education, the administrative staff making the evaluation, the board and administrative staff of any school to which the evaluated person applies for employment, and such other persons given consent by the teacher in writing, and shall be subject to disclosure at a hearing or trial de novo.

 

If the evaluation discloses any area(s) in which improvement can be reasonably expected and desired, the principal shall discuss such area(s) with the teacher and offer suggestions and recommendations as to how improvement may be achieved.  Such recommendations shall be recorded on the evaluation instrument.

 

TEACHER EVALUATION (Cont.)

 

 

 

 

When the evaluating administrator identifies poor performance or conduct that the administrator believes may lead to a recommenda­tion for the career teacher's dismissal or nonreemployment, the adminis­trator will admonish the teacher in

writ­ing and make reasonable effort to assist the teacher in correcting the poor performance or conduct; and establish a reasonable time for improvement, not to exceed two months.

 

If the career teacher does not correct the poor performance or conduct cited in the admonition within the time speci­fied, the administrator shall make a recommendation to the superintendent for the dismissal or nonreemployment of the teacher.  A probationary teacher will receive a plan of improvement if inadequate teaching performance exists.

The board shall review this evaluation policy on an annual basis following consultation or involvement by representatives selected by the teachers in this district.

 

 

 

 

REFERENCE:    70 O.S. §6-101.10, et seq.

 

 

 

 

 

 

 

 

THIS POLICY REQUIRED BY LAW.

TEACHER EVALUATION (Cont.)

 

 

 

 

ANNUAL REVIEW

 

 

Date of Review                                                                                              Signature

 

Except for the superintendent of schools, who shall be evaluated by the board of education, all certified and non‑certified administrators shall be evaluated at least annually by the certified administrative personnel designated by the superintendent.  All evaluations shall be made in writing utilizing a system for evaluation approved by the State Board of Education.  An individualized program of professional development shall be created for all administrators. 

 

Evaluation documents and responses thereto are to be maintained in a personnel file for each administrator.  The same evaluation form shall be used for both certified and non-certified administrators.  The evaluator may omit any criterion or indicator on the evaluation form that is not applicable to the administrative position being evaluated.  The evaluation instrument is a confidential document and shall be protected accordingly.

 

This policy and the evaluation form utilized to effectuate this policy shall promptly be made available to all persons subject to this policy.

 

All certified and non-certified administrators shall be evaluated and the evaluation form completed no later than February 28^th of each school year.

 

The board of education shall evaluate and complete the evaluation form on the superintendent of schools prior to the board taking any action to renew or not renew the superintendent's contract.

 

THIS POLICY REQUIRED BY LAW.

A file of personnel records shall be maintained in the superin­tendent's office for each certificated employee of the Tannehill Public Schools.  A file shall be kept for all resigned or retired employees, including such essential information as shall seem appropriate to the administration as specified by state and federal laws.

 

Confidentiality

 

Personnel information concerning district employees is generally confidential and may be reviewed only on a "need to know" basis under conditions which guarantee management's right of access to information necessary to make judg­ments and the protection of the employees of the district against unnecessary invasion of privacy.  Some personnel information is "public record" and must be released to any person upon request.

 

Files containing medical information regarding an employee will be kept separate from other personnel files.

 

Types of Information

 

It shall be the responsibility of each certificated employee to see that there is filed with the district any record of prior teaching experience.  In addition, if the teacher has rendered military service, the proof of discharge from the service must be furnished.  It is the obligation of the certificated employee to see that information that will maintain the employee’s personnel file on a complete and up-to-date basis is sent to the superin­tendent's office.  The records shall contain the following information:

 

   1.       The correct name and the current address and telephone number of the employee;

 

   2.       An accurate record of the work experience of the employee;

 

   3.       Current data on education completed, including the transcripts of all academic work;

 

   4.       Proof of requirements fulfilled in order to be eligible for salary;

 

   5.       Current data on credentials;

 

   6.       Any current data requested concerning the health of the em­ployee, or medical examinations that the employee may have undergone;

 

   7.       Records of assignment;

 

   8.       Evaluations of performance;

 

   9.       Letters of commendation, reprimand, or omission of duty;

 

10.       Other materials mutually agreed upon between the principal and the teacher.

PERSONNEL FILES, CERTIFIED STAFF (Cont.)

 

Use of Personnel Records

 

All the contents of the personnel records file shall be available for inspection by the employee concerned.  The district reserves the right to have a member of the superin­tendent's office staff present at the time the employee inspects his or her personnel file for the purpose of explaining and interpreting the information therein.  Similarly, at the time the record is reviewed, the employee shall have the right to have present a representative of his or her own choosing, if desired.

 

The teacher shall have the right to respond to all materials con­tained in the personnel file and to any materials to be placed in the file in the future.  Responses shall become part of the file.

 

Parental Notice

 

If the school district receives Title I funds, the No Child Left Behind Act requires the district to provide parents with notice that they may request information about the professional qualifications of classroom teachers.  The notice to parents must include the following:

 

   1.       Whether the teacher has met state qualifications for the grade levels and subject areas taught.

 

   2.       Whether the teacher is teaching under emergency or other provisional status.

 

   3.       The baccalaureate degree of the teacher and any other graduate certification or degree held by the teacher, and the subject area(s) of the certification or degree.

 

   4.       Whether the child is provided services by paraprofessionals, and, if so, their qualifications.

 

If a parent requests the above-listed information, the district is required to provide the information in a timely manner.  If the district has hired a teacher who is not highly qualified and the teacher has taught a child for four or more weeks, the district is required to provide the parents notice that their child has been taught by a teacher who is not highly qualified.

 

REFERENCE:    51 O.S. §24A.7.

                                70 O.S. §6-101.11

                                P. L. 107-110, No Child Left Behind Act of 2001

                                The Americans With Disabilities Act

 

 

 

 

THIS POLICY REQUIRED BY THE

NO CHILD LEFT BEHIND ACT.

It is the policy of the Tannehill  Board of Education that professional employees, who for any reason intend to resign or who intend to retire, are encouraged to indicate their plans in writing to the board as early in the school year as plans may become firm and the decision to leave the district is made.  Resignations become effective at the end of the school year in which they are sub­mitted.  Resignations to become effective earlier than at the end of the school year require a release by the board and must be considered on an individual basis.  Resignations for the subse­quent school year likewise require a release by the board and will be considered on an individual basis.  Letters of resignation must be mailed to the board by registered or certified mail. 

 

Career teachers will be subject to dismissal at any time - or will not be eligible for reemployment - for:

 

   1.       Willful neglect of duty,

 

   2.       Repeated negligence in the performance of duty,

 

   3.       Mental or physical abuse to a child,

 

   4.       Incompetency,

 

   5.       Instructional ineffectiveness,

 

   6.       Unsatisfactory teaching performance,

 

   7.       Commission of an act of moral turpitude,

 

   8.       Abandonment of contract,

 

   9.       Conviction of a felony,

 

10.       After a finding that such person has engaged in criminal sexual activity or sexual misconduct that has impeded the effectiveness of the individual's performance of school duties, or

 

11.       Failure to earn required staff development points.

 

Probationary teachers may be terminated for cause or nonrenewed by the board at its discretion subject to any statutory due process require­ments in effect at the time such teacher is recommended for dismissal or nonrenewal.

 

Procedures for dismissal of certified employees are governed by state law and all actions of the school district and the board are clearly identified in the statutes.  However, nothing in this policy shall be construed to prevent layoffs due to lack of funds or work.  No action regarding dismissal or nonrenewal of an employee shall be taken until the employee has received due process (see DO-R).

 

The board of education may vote to offer employment or to not offer employment for the subsequent school year in advance of the statutory deadline.  Until a written contract is executed or until the statutory deadline passes, the board may vote to not reemploy a certified employee.

TERMINATION OF EMPLOYMENT, TEACHERS (Cont.)

 

 

 

 

The superintendent is directed to prepare procedures for the termination of career and probationary teachers in support of this policy.

 

REFERENCE:    70 O.S. §6-101, §6-101.20, et seq.

                                70 O.S. §18-123

The Tannehill Board of Education has adopted the following procedure for the suspension, demotion, or termina­tion of support personnel in accordance with Title 70 of Oklahoma Statutes, Sections 6-101.40 through 6-101.47.

 

For the purpose of this policy, "support employee" means a full-time employee as determined by the standard period of labor which is customarily understood to constitute full-time employment for the type of services performed by the employee who is employed a minimum of one hundred seventy-two days (172) and who provides those services which are not performed by certified teachers, principals, superintendents or administrators and which are necessary for the efficient and satisfactory functioning of a school district.

 

No support employee who has been employed in the school district for more than one year may be suspended, dis­charged, or nonrenewed except within the provisions of this policy.  However, this policy shall not be construed to prevent layoffs or reductions-in-force for lack of funds or work.

 

When the immediate suspension of a support employee is in the best interest of the school, the superintendent may suspend the employee with or without pay without a hearing.  If an employee is suspended for a period exceeding 10 days, the superintendent shall initiate termination proceedings immediately upon the beginning of suspension.  How­ever, in a case involving a criminal charge, the suspension may be delayed until the case is adjudicated at trial.  Noth­ing herein shall prevent proceeding against the employee for termination of employment during or after the suspension.

 

Prior to demotion, termination, or nonrenewal and after any suspension, the support employee shall receive notice of his or her right to a board hearing if so requested.  Employees will be notified by certified mail of a superintendent’s recommendation to demote or terminate employment, and the sup­port employee must request a hearing by certified mail to the board clerk within 10 working days of said notice, or the employee shall be deemed to have waived his or her right to a hearing.

 

If a hearing is requested, the hearing shall be conducted at the next succeeding regular meeting of the board if the request is received by the board clerk at least 10 days prior to such meet­ing.  However, a special meeting may be con­ducted if requested by the employee or at the discretion of the board of education.  Such special meeting shall be con­ducted no sooner than 10 days,  nor later than 30 days, after receipt of the hearing request.  The decision of the board shall be final.

 

The procedures of this policy only protect em­ployees who have been employed more than one year immediately pre­ceding adverse employment action and are suspended or discharged during a contractual period of employment or are nonrenewed.

 

In accordance with Title 70 of the Oklahoma Statutes, Sections 6-101.40 through 6-101.47, the board hereby adopts the following causes for suspension, demotion, termination, or nonrenewal of support personnel:

 

   1.       Leaving workstation without authorization prior to lunch periods or end of workday.

 

   2.       Excessive unexcused absenteeism.

 

   3.       Chronic absenteeism for any reason.

 

   4.       Excessive tardiness.

SUPPORT PERSONNEL, SUSPENSION, DEMOTION, NONRENEWAL OR TERMINATION (Cont.)

 

   5.       Persistently wasting time or distracting others during working hours.

 

   6.       Leaving work area during working hours without proper notification and permission.

 

   7.       Falsification of personnel or other records (personal or another employee's records).

 

   8.       Possession of weapons on the premises at any time.

 

   9.       Removing district property, records, or confidential information from premises without proper authority.

 

10.       Willful abuse, misuse, defacing, or destruction of district property, including tools, equipment, or other property of other employees.

 

11.       Theft or misappropriation of property of employees, students, or of this district.

 

12.       Sabotage.

 

13.       Refusal to follow instructions of supervisor.

 

14.       Refusal or failure to do work assignment.

 

15.       Unauthorized operation of vehicles, machines, tools, or equipment.

 

16.       Threatening, intimidating, coercing, or interfering with employees, supervisors, or students at any time.

 

17.       The making or publishing of false, vicious, or malicious statements concerning any employee, supervisor, students, or the district.

 

18.       Creating or contributing to unsanitary conditions.

 

19.       Practical jokes injurious to employee's or district property.

 

20.       Possession, consumption, or reporting to work under the influence of alcohol, nonprescribed drugs, or controlled substances.

 

21.       Creating disturbances on the premises at any time.

 

22.       Disregard of known safety rules or common safety practices.

 

23.       Unsafe operation of motor driven vehicles.

 

24.       Operating machines or equipment without safety devices provided.

 

25.       Participating in or witnessing gambling, lottery, or any other game of chance on district property.

SUPPORT PERSONNEL, SUSPENSION, DEMOTION OR TERMINATION (Cont.)

 

26.       Unauthorized distribution of literature, written, or printed matter of any description on district property.

 

27.       Posting or removing notices, signs, or writing in any form on bulletin boards of district property at any time without specific authority of the administration.

 

28.       Poor workmanship.

 

29.       Immoral conduct or indecency including abusive and/or foul language.

 

30.       Making or receiving personal telephone calls or texting, posting to Facebook, or use of other social media during working hours.

 

31.       Walking off the job.

 

32.       Continued poor or negative attitude while on the job, including poor relationship with other staff or students.

 

33.       Smoking in unauthorized area or at unauthorized time.

 

34.       Failure to dress appropriately for work assignment.

 

35.       Refusal of job transfer within the district when transfer does not result in demotion.

 

36.       Abuse of rest periods or meal period policies.

 

37.       Inappropriate and/or unauthorized use of the school district’s computer network or Internet connections.

 

 38.       Insubordination of any kind.

 

39.       Racial discrimination, including racial slurs or other demeaning remarks concerning another person's race, ancestry, or country of origin and directed toward another employee, a student or a visitor.

 

40.       Violation of any district rule or policy.

 

41.       Violation of any administrative rule or order.

 

42.       If it is in the best interest of the school district, any support person may be suspended, demoted, or terminated.

 

Violations of any of the above may lead to the suspension, demotion, or termination of the support employee.

 

 

REFERENCE:    70 O.S. §6-101.40, et seq.

 

 

THIS POLICY REQUIRED BY LAW.

It is the policy of the Tannehill Board of Education that, in the event it becomes necessary to reduce the profes­sional staff of this school district, reduction-in-force at any level may be based on any of the following conditions:

 

                          Decrease in revenue,

                          Decrease in student enrollment,

                          Changes in educational programs or curriculum,

                          Cancellation of programs, or

                          Any other circumstances determined by the board.

 

Definitions

 

Career teacher means a teacher who:

 

1. is employed by a school district prior to the 2017-2018 school year and has completed three (3) or more consecutive complete school years as a teacher in one school district under a written continuing or temporary teaching contract, or

 

1. for teachers employed for the first time by a school district under a written continuing or temporary teaching contract during the 2017-2018 school year and thereafter.

 

(1) has completed three (3) consecutive complete school years as a teacher in one school district under a written continuing or temporary teaching contract and has achieved a district evaluation rating of "superior" as measured pursuant to the (TLE) as set forth in 70 O.S. § 6-101.16 of  this act for at least two (2) of the three (3) school years,

 

(2) has completed four (4) consecutive complete school years as a teacher in one school district under a written continuing or temporary teaching contract, has averaged a district evaluation rating of at least "effective" as measured pursuant to the TLE for the four-year period, and has received a rating of at least "effective" for the last two (2) years of the four-year period, or

 

(3) has completed four (4) or more consecutive complete school years in one school district under a written continuing or temporary teaching contract and has not met the requirements of subparagraph “a” or “b” of this paragraph, only if the principal of the school at which the teacher is employed submits a petition to the superintendent of the school district requesting that the teacher be granted career status, the superintendent agrees with the petition, and the school district board of education approves the petition.  The principal shall specify in the petition the underlying facts supporting the granting of career status to the teacher;

 

Probationary teacher means a teacher who:

 

1. for teachers employed by a school district prior to the  2017-2018 school year and has completed fewer than three (3) consecutive complete school years as a teacher in one school district under a written teaching contract, or

 

1. for teachers employed for the first time by a school district under a written teaching contract during the 2017-2018 school year and thereafter.

REDUCTION-IN-FORCE, CERTIFIED PERSONNEL (Cont.)​​​​​​​

In the event any of the above conditions occur, every effort will be made to accomplish the necessary reduction by attrition, voluntary resignation, or voluntary retirement.  Reduction-in-force will be made according to the following procedures:

 

   1.       The position will be the determining factor in a reduction, not the teacher occupying the position.

 

   2.       The order of termination will be as follows:

 

1. A probationary teacher in an eliminated position will be terminated first  

    

                B    A career teacher in an eliminated position will be placed in a retained position in which the teacher is, at the time of the presentation of the recommendation to reduce force, certified by standard certification, provided the position is occupied by a probationary teacher.

    

                C.   If a career teacher is qualified for standard certifica­tion in a position held by a probationary or licensed teacher but does not have such a certificate, then such career teacher must have evidence of eligibility for such certification on file in a personnel file in the office of the superintendent at the time of the presentation of the recommendation to reduce force.

    

                D.   If there is more than one career teacher assigned to the position that is subject to being eliminated, the following criteria, in this order, will be used to deter­mine which of the career teachers will be retained:

    

                    1.     Certification in a retained teaching position that is open.  A career teacher with standard certifica­tion for the retained position will be retained over a probationary teacher.

 

                    2.     Seniority in continuous, full-time, contracted, certified employment in the district.  (Approved medical leave shall not result in a break in service.)

 

                    3.       If certification and seniority are the same according to the above criteria, the determining factors in order of importance are:

 

                            a.         Years of teaching experience in the retained position in the local school district.

                            b.         Academic degree status:

 

                                        A teacher with a doctor's degree will be retained over a teacher with a master's or a bachelor's degree; a teacher with a master's will be retained over a teacher with a bachelor's degree.

 

             E.   If there is more than one probationary teacher in the position being reduced, the criteria listed in E, 1 through 3, will be used in determining which probationary teacher or licensed teacher will be retained.

 

Any person terminated under the provisions of this policy who wishes to be considered for future vacancies must make formal application for a teaching position and must notify the super­intendent by certified mail, restricted delivery, within ten (10) days following final board action on the termination, of the teacher's desire to remain an active applicant for a teaching position.

The Tannehill Board of Education believes that every reasonable effort should be made to avoid a reduction in force at any level. However, if it should become necessary to reduce the number of full-time support employees due to lack of funds or lack of work in a particular area, the position or program will be the determining factor and not the individuals who occupy the position or serve the program.

 

An employee is considered to be a full-time employee if the number of hours worked is the number of hours customarily worked in that position and if that position is designated as a full-time position by the board.

 

A reduction in force may occur for lack of funds, lack of work because of a decline in enrollment, consolidation of programs or positions, elimination of positions, or other circumstances as determined by the board.

 

If termination of employment should become necessary, notices of such terminations will be made as set forth in the policy governing suspension, demotion, or termination of support employees found elsewhere in the school policy manual.

Any necessary terminations shall begin by dismissing temporary, seasonal, or part-time employees within the job category affected. These employees shall be terminated at the discretion of the board or the board's designee. Job categories are listed alphabetically as follows:

 

a. Assistants for handicapped students

b. Bus drivers

c. Classroom assistants

d. Food service

e. Maintenance/custodial

f. Media/library assistants

g. Office personnel/assistants

 

If normal attrition and the release of temporary and part-time employees do not sufficiently reduce the support staff, the following items will be considered in the reduction process in the order listed:

 

1. Job qualification by training and years of experience

2. In the event that two or more employees in the affected category are equal in the above factor, termination shall be made on the basis of seniority within each general job category.

Supervisors and directors shall serve at the pleasure of the board and shall not be subject to the prescribed seniority order for reductions in force. Personnel whose positions are eliminated in one category may be considered for a position in another category.

Seniority shall be defined as the total length of service as a support employee within this district.

Employees who are terminated and subsequently reinstated shall retain cumulative seniority for all periods worked except for the period of termination.

Demotions in position shall follow the same procedure as terminations.

 

An employee who takes a voluntary demotion or a voluntary reduction in assigned time in lieu of termination shall be returned to a higher position or a position with more hours as vacancies become available, if the employee chooses to return.

The Tannehill Board of Education shall employ teachers on a professional basis without regard to age, race, color, sex, or national origin.

 

Every teacher employed in this school system must possess a valid license or certificate and shall execute a written contract with the board of education. 

 

Applications shall be considered by the principal and the super­intendent.  Selected applicants shall be interviewed by the ad­ministration and a recommendation shall be made to the board of education who shall make the final employment determination.

 

School districts receiving Title I funds must ensure that teachers hired in a program supported by such funds are “highly qualified.”  By the end of the 2005-2006 school year, all teachers within this school district are required to be “highly qualified.”  The No Child Left Behind Act defines “highly qualified” as an elementary or secondary school teacher who has obtained full state certification and has not had certification requirements waived on an emergency, temporary, or provisional basis.

 

Elementary teachers who are new to the profession must hold at least a bachelor’s degree and have demonstrated, by passing a rigorous state test, subject knowledge and teaching skills in reading, writing, mathematics, and other areas of the basic elementary curriculum.  Middle and secondary school teachers, new to the profession, will be deemed to be highly qualified if the individual teacher holds at least a bachelor’s degree and has demonstrated a high level of com­petency in each of the academic subjects in which the individual teaches by passing a rigorous state academic subject test in each such academic subject; or has successfully completed a grade degree with coursework that is equivalent to an undergraduate major, or advanced certification or credentialing for each academic subject that the individual teaches.

 

Veteran regular teachers currently employed by the district will be identified as highly qualified if they:

 

   1.       Hold at least a bachelor’s degree; and

 

   2.       Have met the applicable standard for a teacher who is new to the profession, which includes an option for a test; or

 

   3.       Demonstrate competence in all the academic subjects in which the teachers teach, based upon a high objective uniform state standard of evaluation.

 

Special education teachers who are not teaching core academic classes are not required to meet the definition of a highly-qualified teacher.  However, special education teachers who are teaching core academic subjects exclusively to students who are being assessed against alternative achievement standards, must meet the highly-qualified requirements for elementary school teachers and for instruction above the elementary level and have subject-matter knowledge appropriate to the level of instruction being provided. 

 

QUALIFICATIONS, TEACHERS (Cont.)

 

Additional qualifications and terms of employment for teachers may be found in the standard teacher contract.  Specific duties may be found in the teacher job description found elsewhere in this manual.  Nothing in this policy manual shall be construed as limiting or expanding the terms of the employment contract.

 

REFERENCE:    70 O.S. §6-101.20, et seq.

                                P. L.  107-110, No Child Left Behind Act of 2001

                                Individuals with Disabilities Education Improvement Act of 2004​​​​​​​

 

THIS POLICY REQUIRED BY THE NO CHILD LEFT BEHIND ACT.

It is the policy of the Tannehill  Board of Education that persons employed as principals in this school district shall have com­pleted, or be in pursuit of, a Master's degree with emphasis on administration, and that all such persons shall have not less than three years of teaching experience at the level to which they are assigned.

 

Principals within this public school system are employed to act as administrators in PK - 8.

 

The reemployment of principals shall be based on an annual evaluation by the superintendent or designee and will be considered by the board members prior to the regular February board of education meeting each year.  The superintendent is directed to inform affected principals of any decisions made by the board.

 

Principals shall assume administrative responsibility and instruc­tional leadership - under the supervision of the super­intendent - for discipline and for the planning, operation, supervision, and evaluation of the educational pro­gram of the schools to which they are assigned.  Principals shall prepare and submit such reports as the superintend­ent may require for the purpose of reporting to the board, the community, and the State Department of Education.

 

A description of the duties and responsibilities of school prin­cipals may be found in the appropriate job description located elsewhere in this manual.  Nothing in this policy manual shall be construed as limiting or expanding the terms of the employment contract.

 

REFERENCE:    70 O.S. §6-101.10, et seq.

                                70 O.S. §6-108

 

NOTE:                  Beginning July 1, 1993, teaching principals shall be required to hold administrative certificates.

It is the policy of the Tannehill  Board of Education that all bus drivers and assistants successfully complete the state school bus drivers training school.  Bus drivers must continue the route assigned at the beginning of the school year, but may request a route change during the summer months.  All bus drivers are expected to drive in such a manner as to provide safe and effi­cient transportation for the students of this district.  They shall obey all traffic laws, maintain student discipline on the bus, make routine checks on the bus before operating, and perform other duties associated with the safe operation of school buses.  Bus drivers will make required reports concerning drivers who illegally pass their buses.  All bus drivers shall be under the supervisory authority of the transportation director.

 

The superintendent is directed to establish a regulation that shall govern school bus drivers.​​​​​​​

 

REFERENCE:    47 O.S. §11-705

                                70 O.S. §9-107 and §9-118

When the Tannehill school systems does not employ a federal programs director, the superintendent shall assume the responsibility for these duties.  The superintendent has the authority to delegate this responsibility to a qualified administrative assistant.

 

The superintendent or administrative assistant will report semi-annually to the school board on all federal programs and keep the administration advised of pending charges in the various programs.

 

Administrative Responsibility

 

   1.       Complete applications for existing programs.

 

   2.       Complete applications for programs not in existence.

 

   3.       Disseminate information to the public.

 

   4.       Complete final reports

 

   5.       Order and mark supplies and materials with date of purchase for Title I, ESEA; Title IVB Library Equipment, Guidance, Counseling, and Testing; Johnson O'Malley; and Title IVC, Innovative and Support Programs.

 

   6.       Develop goals and guidelines for the school system to comply with HEW Title IX regulations.

 

   7.       Select parent committee to serve on individual federal programs.

 

   8.       Organize meetings and keep all interested parties informed and serve as chairperson for all groups.

 

Special Education - P.L. 89-313 ESEA Handicapped, VI-B Handicapped

 

   1.       Homebound program;

 

   2.       Title programs that apply to special education;

 

   3.       Special education - out of district transportation reporting;

 

   4.       Special education report on class membership;

 

   5.       Special education claims for other districts' students.

 

Dropout Report

 

Subsection 2.16 of the State Board of Education Guidelines for Title I specifies that each local education agency utilizing Title I funds develop procedures for the resolution of complaints.  The board of education has adopted said instrument developed by the Title I section of the State Board.  This form will be on file in the administrative office of the school.

The Tannehill Board of Education realizes that teachers may occasionally be absent from the classroom and recognizes the need for qualified substitute teachers.  In recognizing that need, the board has decided that noncertified substitute teachers or substitute teachers with a lapsed or expired teaching certificate shall be paid at the rate of $66.00 per teaching day.  Certified substitute teachers shall be paid $75.00 per day.

 

Substitute teachers are to be approved by the superintendent.  All substitutes will be employed by the school system and paid by the school system.

 

No noncertified, non-degreed substitute teacher shall be employed for a total period of time in excess of 90 days per school year and may not be employed for the same assignment for more than 90 days during a school year.

 

No substitute teacher with a lapsed or expired certificate shall be employed for a total period of time in excess of 100 days per school year and may not be employed for the same assignment for more than 100 days during a school year.

 

Substitute teachers who do not hold a valid certificate and who are employed to teach special education for physi­cally handicapped students or learning disabled students are not subject to these restrictions if no certified teachers are available to teach such students and the students would be denied instruction in special education if the substitute teacher were not employed.  The district will provide in-service training for a substitute teacher employed to teach special education for more than 15 consecutive days or 30 total days in the same assignment.

 

A certified substitute teacher may be employed on a monthly or annual basis in accordance with the terms of a written employment contract in the same manner and under the same conditions as regular teachers.  Such substitute teachers shall receive the same compensation as regular teachers, at the same salary level, and will be employed pursuant to a temporary employment contract.

 

REFERENCE:    70 O.S. §6-105

                                Atty. Gen. Op. No. 80-112 (June 16, 1980)

The policy of this school district forbids discrimination against any employee or applicant for employment on the basis of sex.  The Tannehill  Board of Education will not tolerate sexual harassment by any of its employees.  This policy applies to non-employee volunteers whose work is subject to the control of school personnel.

 

General Prohibitions

 

   1.       Unwelcome Conduct of a Sexual Nature

 

             A.   Conduct of a sexual nature may include verbal or physical sexual advances, including subtle pres­sure for sexual activity; touching, pinching, patting, or brushing against; comments regarding physical or personal­ity characteristics of a sexual nature; and sexually-oriented "kidding" "teasing," double meanings, and jokes.

 

             B.   Verbal or physical conduct of a sexual nature may constitute sexual harassment when the allegedly harassed employee has indicated, by his or her conduct, that it is unwelcome.

 

   2.       Sexual Harassment

 

              For the purpose of this policy, unwelcome sexual ad­vances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment if:

 

             A.   Submission to the conduct is made either an explicit or implicit condition of employment;

 

             B.   Submission to or rejection of the conduct is used as a basis for an employment decision affecting the harassed employee; or

 

             C.   The conduct substantially interferes with an employee's work performance, or creates an inti­midating, hostile, or offensive work environment.

 

Specific Prohibitions

 

   1.       Administrators and Supervisors

 

             A.   It is sexual harassment for an administrator or supervisor to use his or her authority to solicit sexual favors or attention from subordinates when the subordinate's failure to submit will result in adverse treatment, or when the subordinate's acqui­escence will result in preferential treatment.

 

             B.   Administrators and supervisors who either engage in sexual harassment or tolerate such conduct by other employees shall be subject to sanctions, as described below.

 

   2.       Non-administrative and Non-supervisory Employees

 

              It is sexual harassment for a non-administrative and non-supervisory employee to subject another such employee to any unwelcome conduct of a sexual nature.  Employees who engage in such conduct shall be subject to sanctions as described below.

 

 

SEXUAL HARASSMENT (Cont.)

 

 

 

 

Report, Investigation, and Sanctions

 

   1.       It is the express policy of the board of education to encourage victims of sexual harassment to come forward with such claims.  This may be done through the Employee Grievance policy.

 

             A.   Employees who feel that administrators or super­visors are conditioning promotions, increases in wages, continuation of employment, or other terms or conditions of employment upon sexual favors, are en­cour­aged to report these conditions to the appro­priate administrator.  If the employee's direct ad­minis­trator or supervisor is the alleged offending person, the report will be made to the next higher level of admini­stration or supervision, unless it is the superintendent who is the alleged offender.  In which case, the complaint shall be referred to the board president.

 

             B.   Employees are also urged to report any unwelcome conduct of a sexual nature by supervisors or fellow employees if such conduct interferes with the indi­vidual's work performance or creates a hostile or offensive working environment.

 

             C.   Confidentiality will be maintained; however, absolute confidentiality cannot be guaranteed because of due process concerns that arise in sexual harassment investigations.  No reprisals or retaliation will be allowed to occur as a result of the good faith reporting of charges of sexual harassment.

 

   2.       In determining whether alleged conduct constitutes sexual harassment, the totality of the circumstances, the nature of the conduct, and the context in which the alleged conduct occurred will be investigated.  The superintendent has the responsibility of investigating and resolving complaints of sexual harassment.

 

   3.       Any employee found to have engaged in sexual harassment shall be subject to sanctions, including, but not limited to warning, suspension, or termination subject to applicable procedural and due process requirements.

 

REFERENCE:    Title VII of the Civil Rights Act of 1964

                                29 CFR §1604.1, et seq.

                                34 CFR Part 106

                                20 USC §§1681-1688

                                29 USC §794

                                42 USC §§2000d-2000d-7

                                42 USC §§2000e-2000e-17

                                42 USC §2000e-2

The Tannehill  Board of Education is committed to a policy of nondis­crimination in relation to race, color, religion, sex, age, national origin, alienage, handicap, or veteran status.  This policy will prevail in all matters concerning staff, events, students, the public, employ­ment, admissions, financial aid, educational programs and services, facilities access, and individuals, companies, and firms with whom the board does business.  Racial discrimination shall include racial slurs or other demeaning remarks concerning another person's race, ancestry, or country of origin and directed toward an employee, a student or a visitor.

 

The board directs the superintendent of schools to prepare necessary rules, regulations, and procedures to insure that all local, state, and federal laws, regulations, and guidelines are followed.

 

The following statement will be included in all course announcements, bulletins disseminated to all students, materials used for recruiting or describing programs and training, application or enrollment forms, brochures, and catalogs:

 

          "The Tannehill  Board of Education does not discriminate on the basis of disability, race, color, religion, national origin, sex, age, or veteran status."

 

When an open forum is created whereby non-curricular groups are allowed to meet on school premises Boy Scouts and other designated youth groups will have equal access. 

 

Inquiries concerning application of this policy may be referred to the superintendent who is the Title IX/504/ADA Compliance Coordinator.

 

Tannehill Public Schools                                        9283 Tannehill Road

District                                                                             Street Address

 

918-423-6393                                                         McAlester, OK  74501

Telephone                                                                       City, State, Zip

 

REFERENCE:    Oklahoma Constitution, Article 1, Section 6

                                Title 6, Title 7, Civil Rights Act of 1964 as amended by the Equal Employment Opportunity Act of 1972

                                Executive Order 11246, as amended by Executive Order 11375

                                Equal Pay Act, as amended by the Education Amendments of 1972

                                Rehabilitation Act of 1973, §504

                                Education for All Handicapped Children Act of 1975

                                Immigration Reform and Control Act of 1986

                                Americans With Disabilities Act of 1990, 42 U.S.C. §12101

                                Individuals With Disabilities Education Act, 20 USC §1400, et seq.

It is the policy of the Tannehill Board of Education that the superintendent shall serve as Title IX coordinator for this school district.  The superintendent shall direct the implementing of educational amendments and regulations as it pertains to prohibition of gender discrimination in education, and shall prepare a regulation governing gender discrimination grievance procedures.

 

The board shall appoint on a periodic basis a gender discrimination grievance committee that shall consist of an administrator, a parent, and a member of the certified teaching staff.

Any parent, individual, or organization with a complaint that the district is violating a federal statute or regulation with regard to a federal program at Tannehill Public Schools may make the complaint known to the superintendent of schools in written form by filling out part I of the form, "Investigation Report on the Administration of  Federal Program Activities."  Within 30 days of receipt of the complaint, Tannehill Public Schools will conduct an investigation of the allegations.  The investigation shall include opportunities for the complainant or the complain­ant's representative to present evidence and question witnesses.  Subsequent to the investigation, a report of findings will be filed with the State Department of Education and the complainant.

 

If the complaint has not been resolved to the satisfaction of the complainant, a hearing shall be conducted by the          Board of Education within 30 days of receipt of written request for such a hearing.  The hearing shall include oppor­tunities for the com­plainant or complainant's representative to present evidence and question witnesses.

 

The complainant has the right to appeal the decision of the Tannehill Public Schools to the State Department of Education, Compensatory Education Section, Oklahoma City, Oklahoma 73105.

 

A complaint made directly to the State Department of Education (SDE) without previously being filed with this school district will be reviewed by the SDE to determine if an investigation is warranted by the SDE because of the serious­ness of the complaint or if the complaint shall be returned to the complainant to be filed with this school district.  Complaints forwarded to this district shall be investigated within 30 days of receipt of the complaint by this district.

 

Legal reference:          34 C.F.R. § 299.10

The Tannehill Board of Education believes that it has a responsibility to employ only those persons who are qualified in every respect.  The board further believes that it should avail itself of means and methods provided by the legislature to assist in the selection of employees.  Therefore, it is the policy of this board of education that a national criminal history record check shall be conducted of all prospective employees.  A national criminal history record check is defined at 74 O.S. § 150.9 and requires a check of criminal history records entailing the fingerprinting of the individual and submission of the fingerprints to the United States Federal Bureau of Investigation (FBI) for the purpose of obtaining the national criminal history record of the person from the FBI. 

 

A written consent will be required from the prospective employee consenting to a felony records check to be conducted as authorized by Oklahoma law.  The records check shall be initiated by the school district's written request, through the superintendent, to the State Department of Education.  Effective November 1, 2012, the school district may contract with a third-party vendor who is a member in good standing with the National Association of Professional Background Screeners to perform any and all employment screenings, background checks, and credit checks. 

 

Any person applying for employment as a substitute teacher shall only be required to have one such national criminal history records check for the school year.  Upon request of the substitute teacher, that felony records search results may be sent to any other school district in which the substitute teacher is applying to teach.  The board of education may choose whether to require a national criminal history record check from a prospective substitute teacher who has been employed by the school district in the last year. 

 

Any person employed as a full-time teacher by a school district in Oklahoma in the five (5) years immediately preceding an application for employment as a substitute teacher may not be required to have a national criminal history record check, if the teacher produces a copy of a national criminal history record check completed within the preceding five (5) years and a letter from the school district in which the teacher was last employed stating the teacher left in good standing. 

 

Any person who has been employed as a full-time teacher by a school district who applies for employment as a full-time teacher in another school district may not be required to have a national criminal history background check completed if the teacher produces a copy of a national criminal history record check completed within the preceding five (5) years and a letter from the school district in which the teacher was employed stating the teacher left in good standing. 

 

Any person who has been employed as a substitute teacher by a school for a minimum of five (5) years preceding an application to be employed as a full-time teacher may not be required to have a national criminal history record check completed if the teacher can produce a copy of a national criminal history record check completed within the preceding five (5) years and a letter from the school district in which the teacher was employed as a substitute teacher stating that the teacher left in good standing. 

 

Any person employed as a full-time teacher by a school district in Oklahoma for ten (10) or more consecutive years immediately preceding an application for employment as a substitute teacher in the same school district is not required to have a national criminal history record check for as long as that person remains employed for consecutive years by that school.  If the substitute teacher wishes to work in another Oklahoma school district, a national criminal history background check will be required. 

 

RECORDS INVESTIGATION (Cont.)

 

 

 

 

If the applicant for employment meets all other criteria for employment in this school district, the applicant may be employed on a temporary basis for a maximum of sixty (60) days pending receipt of the national criminal history record check results.  The temporary employment of the prospective employee shall terminate after sixty (60) days unless the school district receives the results of the national criminal history records check.  The sixty (60) day temporary employment period shall begin on the first day the prospective employee reports for duty at the employing school district.  If the applicant is offered permanent employment following the review of the records search, the search fee will/will not be reimbursed in full.

 

REFERENCE:    70 O.S. §5-142

The Tannehill  Board of Education recognizes that teachers are professional persons who work within a code of ethics and professional responsibility.  Nevertheless, in the interest of consistency and uniformity, the superintendent is directed to establish rules and regulations governing the activities of teachers within the Tannehill  Public School system.

It is the policy of the Tannehill  Board of Education that teacher assistants are support employees entitled to due process prior to nonrenewal or termination of employment.  Applicants must pos­sess the required level of requisite skills as prescribed in the appropriate State Depart­ment of Education regulation except that a teacher's assistant or a volunteer will be used for each class of kindergarten through second grade which has more than 20 students and in which twenty percent of the students are eligible to participate in the National Child Nutrition Act.

 

Teacher assistants are paraprofessionals within the school district.  All paraprofessionals must have earned a high school diploma or its equivalent.  Paraprofessionals hired after January 7, 2002, to work with identified Title I students must have completed at least two years of study at an institution of higher education; obtained at least an associate's degree; or met a rigorous standard of quality and can demonstrate through a formal state or local academic assessment the knowledge of and ability to assist in the instruction of reading, writing, or mathematics or the instruc­tion of readi­ness of these subjects.  Parapro­fessionals working with identified Title I students who were hired before January 8, 2002, have until the end of the 2005-2006 school year to meet these standards.  The district will not hire Title I para­professionals who do not meet these standards.  If the district [is/becomes] a school-wide Title I school district, all paraprofessionals in the district must meet these standards.

 

Exception to these requirements may be made with regard to paraprofessionals who act as translators or who coordinate parent involvement activities.

 

The superintendent and/or staff development committee shall develop an appropriate in-service training program for teacher assistants.

 

Teacher assistants are employed so that the professional teachers may direct their energies to the students’ education.  The basic objectives for the use of teacher assistants are:

 

   1.       To make it possible for teachers to use more variety in structuring classroom activities which will result in more meaningful education for children and youth.

 

   2.       To enable the teacher to do more creative teaching, and to use a greater variety of instructional media.

 

   3.       To enable the teacher to develop effective programs focusing upon the individual needs of each student.

 

   4.       To provide increased time for individualizing instruction, evaluating learning situations, student counseling and guidance for other instructional activities that will improve educational opportunities for boys and girls.

 

   5.       To relieve teachers of the numerous semi- and non-professional tasks which have become cumulative and which have come to consume a disproportionate amount of the teacher’s time and energies.

 

The principal and supervising teacher are jointly responsible for making final decisions related to the duties and responsibilities to be assigned to an assistant.  Assistants are not to discipline children.  Classroom discipline shall be left to the certified teacher or building principal.

 

TEACHER ASSISTANTS (Cont.)

 

Teacher assistants will only be used to perform, or assist a classroom teacher to perform, the following duties:

 

          *  Hallroom duty

         

          *  Bus duty

 

          *  Playground duty

 

          *  Lunchroom duty

 

          *  Extracurricular activities involving school functions

 

          *  Other noninstructional duties as the superintendent may prescribe

 

The duties of teacher assistants may be further restricted or regulated by program requirements of the funding plan under which they are employed:

 

   1.       Title I funds provide assistants for the Remedial Reading Program.

 

   2.       Title VII funds provide assistants for Indian students.

 

   3.       Early Childhood Intervention (ECI) funds provide assistants for mainstreamed students with certain specific handicaps that require frequent or constant attention.

 

REFERENCE:    70 O.S. §6-127, §18-113.1, et seq.

                                P. L. 107-110, No Child Left Behind Act of 2001

 

THIS POLICY REQUIRED BY THE NO CHILD LEFT BEHIND ACT.

It is the policy of the Tannehill  Board of Education that Title I paraprofessionals will be employed for the school term only.  If Title I funds are received by the district, employ­ment will be offered if the educational need exists and if the applicant pos­sesses the required level of requisite skills as prescribed in the appropriate State Depart­ment of Education regulations and the No Child Left Behind Act.

 

All paraprofessionals must have earned a high school diploma or its equivalent.  Paraprofessionals hired after January 7, 2002, must have completed at least two years of study at an institution of higher education; obtained at least an associate's degree; or met a rigorous standard of quality and can demonstrate through a formal state or local academic assessment the knowledge of and ability to assist in the instruction of reading, writing, or mathematics or the instruc­tion of readiness of these subjects.  Paraprofessionals hired before January 8, 2002, have until the end of the 2005-2006 school year to meet these standards.  The district will not hire Title I paraprofessionals who do not meet these standards.

 

Exception to these requirements may be made with regard to paraprofessionals who act as translators or who coordinate parent involvement activities.

 

The superintendent and/or staff development committee shall develop an appropriate in-service training program for paraprofessionals.

 

Paraprofessionals are employed so that the professional teachers may direct their energies to the students’ education.  The principal and supervising teacher are jointly responsible for making final decisions related to the duties and responsibilities to be assigned to a paraprofessional.  Paraprofessionals are not to discipline children.  Classroom discipline shall be left to the certified teacher or building principal.

REFERENCE:    P.L. 107

THIS POLICY REQUIRED BY THE NO CHILD LEFT BEHIND ACT.

Teachers are charged with the education of the youth of this state.  In order to perform effectively, teachers must dem­onstrate a belief in the worth and dignity of each human being, recognizing the supreme importance of the pursuit of truth, devotion to excellence, and the nurturing of democratic principles.

 

In recognition of the magnitude of the responsibility inherent in the teaching process and by virtue of the desire for the respect and confidence of their colleagues, students, parents, and the community; teachers are to be guided in their conduct by commitment to students and the profession.

 

PRINCIPLE I

COMMITMENT TO THE STUDENTS

 

The teacher must strive to help each student realize his or her po­tential as a worthy and effective member of society.  The teacher must work to stimulate the spirit of inquiry, the acquisition of knowledge and understanding, and the thoughtful formulation of worthy goals.

 

In fulfillment of the obligation to the student, the teacher:

 

   1.       Shall not unreasonably restrain the student from independent action in the pursuit of learning.

 

   2.       Shall not unreasonably deny the student access to varying points of view.

 

   3.       Shall not deliberately suppress or distort subject matter relevant to the student's progress.

 

   4.       Shall make reasonable effort to protect the student from conditions harmful to learning or to health and safety.

 

   5.       Shall not intentionally expose the student to embarrassment or disparagement.

 

   6.       Shall not on the basis of race, color, creed, sex, national origin, marital status, political or religious beliefs, family, social or cultural background, or sexual orientation, unfairly

 

             A.   Exclude any student from participation in any program,

 

             B.   Deny benefits to any students,

 

             C.   Grant any advantage to any student.

 

   7.       Shall not use professional relationships with students for private advantage.

 

   8.       Shall not disclose information about students obtained in the course of professional service, unless disclosure serves a compelling professional purpose and is permitted or required by law.

 

STANDARDS OF PERFORMANCE AND CONDUCT FOR TEACHERS (Cont.)

 

PRINCIPLE II

COMMITMENT TO THE PROFESSION

 

The teaching profession is vested by the public with a trust and responsibility requiring the highest ideals of professional service.

 

In order to assure that the quality of the services of the teach­ing profession meets the expectations of the state and its citi­zens, the teacher shall exert every effort to raise professional standards, fulfill professional responsibilities with honor and integrity, promote a climate that encourages the exercise of pro­fessional judgment, achieve condi­tions which attract persons worthy of the trust to careers in education, and assist in pre­venting the practice of the profession by unqualified persons.

 

In fulfillment of the obligation to the profession, the educator:

 

   1.       Shall not in an application for a professional position deliberately make a false statement or fail to disclose a material fact related to competency and qualifications.

 

   2.       Shall not misrepresent his/her professional qualifications.

 

   3.       Shall not assist entry into the teaching profession of any person known to be unqualified in respect to character, education, or other relevant attribute.

 

   4.       Shall not knowingly make a false statement concerning the qualifications of a candidate for a professional position.

 

   5.       Shall not assist an unqualified person in the unauthorized practice of the teaching profession.

 

   6.       Shall not disclose information about colleagues obtained in the course of professional service unless disclosure serves a compelling professional purpose or is required by law.

 

   7.       Shall not knowingly make false or malicious statements about a colleague.

 

   8.       Shall not accept any gratuity, gift, or favor that might im­pair or appear to influence professional decision or actions.

 

 

PRINCIPLE III

 

   1.       Pursuant to the Teacher Due Process Act of 1990, a career teacher may be dismissed or not reemployed for:

 

             A.   Willful neglect of duty.

 

             B.   Repeated negligence in performance of duty.

 

             C.   Mental or physical abuse to a child.

STANDARDS OF PERFORMANCE AND CONDUCT FOR TEACHERS (Cont.)

 

             D.   Incompetency.

 

             E.   Instructional ineffectiveness.

 

              F.   Unsatisfactory teaching performance.

 

             G.   Commission of an act of moral turpitude.

 

             H.   Abandonment of contract,

 

              I.   Conviction of a felony,

 

              J.   After a finding that such person has engaged in criminal sexual activity or sexual misconduct that has impeded the effectiveness of the individual's performance of school duties, or

 

             K.   Failure to earn required staff development points.

 

   2.       A career teacher shall not be subject to dismissal or non-reemployment for items A, B, D, E, and F, above unless and until a written admonishment has been issued in accordance with relevant law.

 

   3.       A probationary teacher shall not be subject to dismissal or non-reemployment for inadequate teaching performance unless or until a written admonishment has been issued in accordance with relevant law.

 

   4.       Temporary teachers, substitute teachers, adult education teachers, and teachers employed in positions fully funded by private or federal grants shall not be protected by the provisions of the Teacher Due Process Act.

 

   5.       A teacher convicted of a felony shall be dismissed or not reemployed unless a presidential or gubernatorial pardon has been issued.

 

   6.       A teacher may be dismissed, refused employment, or not reem­ployed after a finding that such person en­gaged in criminal sexual activity or sexual misconduct that has impeded the effectiveness of the individual's performance of school duties:

 

             A.   "Criminal sexual activity" means the commission of an act defined in Section 886 of Title 21 of the Oklahoma Statutes, which is the act of sodomy; and

 

             B.   "Sexual misconduct" means the soliciting or imposing of criminal sexual activity (70 O.S. §6-101.22).

 

REFERENCE:    70 O.S. §6-101.21, et seq.

 

NOTE:                  In accordance with the referenced statutes, a copy of these standards of performance and conduct will be provided to each teacher.

 

THIS POLICY REQUIRED BY LAW.

In order to protect the public trust and maintain confidence in the fairness of public education, conflicts of interest or even the appearance of conflict must be avoided.  Therefore, it is the policy of the Tannehill Board of Education that school board members and school dis­trict personnel shall not engage in any activity that would create a conflict of interest.

 

Personal property acquired by the district is intended for use by employees of the district within the scope of their employment.  Use of school property, including, but not limited to, teaching materials, computer software and hard­ware, electronic equipment, and other equipment, outside of the scope of the employee’s employment is prohibited  Employees that utilize school district owned property for personal use or gain may be subject to disciplinary action which could include possible action to nonrenew or terminate employment. 

 

With regard to any Federal funding, the district will disclose in writing any potential conflicts of interest to the Federal awarding agency or pass-through entity in accordance with applicable federal awarding agency policies and procedures. 

 

No employee, officer, or agent must participate in the selection, award, or administration of a contract supported by a federal award if he or she has a real or apparent conflict of interest.  Such a conflict of interest would arise when the employee, officer, or agent, any member of his or her immediately family, his or her partner, or an organization which employs or is about to employ any of the parties indicated herein, has a financial or other interest in or a tangible personal benefit from a firm considered for a contract.  The officers, employees, and agents must neither solicit nor accept gratuities, favors, or anything of monetary value from contractors or parties to subcontracts.  Violation of these standards will result in disciplinary action which may include termination of employment. 

 

Contracts and Business Arrangements

 

   1.       Contracts with Board Members

 

              Oklahoma law prohibits a school board from entering into a contract in which a board member is directly or indirectly interested.  70 O.S. § 5-124. 

 

   2.       Disclosure of Other Contracts and Business Arrangements

 

              The board of education believes that certain business and contractual arrange­ments by employees, although not in violation of state law, create such a potential for conflict of interest that such contracts or relationships should be disclosed to the superintendent.  The following contracts or business relationships shall be disclosed in writing to the superintendent:

 

             A.   Any two or more district employees who together enter into any business relationship, including, but not limited to, a partnership, corporation, or lessor/lessee relationship.

 

             B.   Any employee who has a substantial interest, directly or indirectly, in any person or entity that is pro­viding services or sales of equipment or other goods or commodities to the district where such rela­tionship would result in a direct or indirect monetary benefit to the employee.

 

              Any violation of the foregoing reporting requirements will subject the employee or employees involved to possible disciplinary action which could include possible termination or nonrenewal of employment.

 

CONFLICTS OF INTEREST (Cont.)

 

 

 

   3.       Contracts or Employment Relationships between Employees

 

              District employees are not permitted to have other employees do personal errands or work for them during normal employment hours for personal gain.

 

              District employees who hire or use the services of other district employees for personal benefit during times other than normal employment hours should do so in such a manner as to avoid the appearance that the work or employment is being done as a condition of employment or is being done during normal employment hours. 

 

4.           Other Prohibited Activities

 

              In addition to the foregoing, the board of education prohibits any employee from receiving a monetary benefit as the result of any contract between a non-employee and the district.

 

Outside Activities of Full-time Employees

This portion of the policy applies to full-time employees.  A full-time employee shall be construed as any teacher, administrator, support employee, or other employee contracted as a full-time employee with the district and shall include all teachers and other employees who are engaged as full-time employees for only a portion of the year because of summer vacation or any other reason.  All full-time employees shall report any outside business activities or em­ploy­ment in writing to the superintendent.  The intent of this provision is not to prohibit such activities, but to allow the super­intendent to be fully aware of activities that may give rise to violations of other provisions of this policy. 

 

It is the express policy of the board of education that full-time employees devote their full efforts to their assigned activities during their normal business hours.

 

Legal Reference:         70 O.S. § 5-124

                                          2 C.F.R. § 200.112

                                          2 C.F.R. § 200.318

It is the policy of the Tannehill  Board of Education to take action and provide statutory notification concerning the renewal or nonrenewal of all teachers' contracts prior to the first Monday in June each year.

 

The district will provide reasonable assurance in writing to support employees that the district intends to employ for the subsequent school year no later than ten days after the effective date of the education appropriation bill or by

June 1, whichever is later.

 

The superintendent shall recommend candidates for administrative, support, and certified positions to the board.  The principal(s) shall be consulted on the employment and retention of teachers.

 

Among other requirements for employment, the superintendent shall insure that prospective employees produce le­gally sufficient documents showing citizenship status.  The superintendent may develop rules and regulations gov­erning employment practices.  Such rules and regulations, if developed, must be approved by the board of education and shall become a part of this policy.

 

In the event the board decides not to employ a candidate who is recommended by the superintendent, further recommendations should be made to the board by the superintendent until a selection is made.

 

The employment of any person with this school district shall not be made or excluded on the basis of age, sex, race, religion, national origin, handicap, pregnancy, parenthood, marriage, or for any other reason not related to individ­ual capability to perform in the position for which employed.  In accordance with Oklahoma Statutes Title 70, Sec­tion 5‑113.1, the board of education shall not consider for employment in any capacity a relative within the second degree of consanguinity or affinity of a board member.

 

NOTE:                  70 O.S. §5-138 prohibits a school board from requiring any employee, other than the superintendent, to reside within the boundaries of that school district.

When advertising a vacancy, the Tannehill school district will in no way indicate preference, limitations, specification, or discrim­ination based on sex, religion, race, age, or national origin unless a bona fide occupational qualification for the particular job vacancy.

 

Colleges, universities, and teacher placement agencies shall be among those sources contacted for recommendations of candidates.  Newspaper advertising may be used if there is a need to do so.  Each notice will include state and local requirements for the position and the name and address of the local contact person.

 

Along with other efforts to recruit well qualified applicants for teaching and administrative positions, vacancies will be announced in the weekly bulletin for school employees.

In recognition of the clear danger resulting from drug abuse, and in good faith effort to promote the health, safety, and welfare to employees, students and the community, it is the policy of this school district to provide a drug-free workplace in compliance with the Drug-Free Schools and Communities Act Amendment of 1989 (P.L. 101-226).

 

The superintendent is directed to develop regulations that shall be incorporated into this policy.

 

NOTE:                  A copy of this policy and the accompanying regulations must be distributed to each affected employee 30 days prior to implementation of the policy.  This notice is also required prior to the implementation of any changes to this policy or to the regulations.

 

THIS POLICY REQUIRED BY LAW.

This school district supports the "Drug-free Workplace Act of 1988" (P.L. 100-690) and all employees must individually certify their understanding of the following conditions of employment and this act:

 

   1.       Each employee is hereby notified that the unlawful manufac­ture, distribution, dispensing, possession, or use of a con­trolled substance is prohibited in all workstations in the school district.  Such action is prohibited by any employee during that employee's work hours or in the performance of any duties for the school system.

 

   2.       Employees are further notified that as a condition of their employment, they are required to abide by the terms of this policy and that violation of any requirement will result in appropriate disciplinary action that may include (a) probation, (b) suspension, and/or (c) termination.  Employees may be required to satisfactorily par­ticipate in a drug abuse assistance or rehabilitation pro­gram as approved for such proposes by a federal, state, or local health, law enforcement, or other appropriate agency.

 

   3.       It shall be the responsibility of the employee to report to the district any and all convictions of a criminal drug statute violation occurring in the workplace no later than five days following such conviction.  The district must also notify the federal contracting officer or grant source (if any) within ten (10) days after receiving notification from an employee or otherwise receiving actual notice of such conviction.  Appropriate personnel action shall follow such disclosure within 30 days of such notice.

 

   4.       Each employee will attend a district drug-free awareness program at which employees will be informed about:

 

             A.   The dangers of drug abuse in the workplace;

             B.   The district policy of maintaining a drug-free workplace;

             C.   Available drug counseling, rehabilitation and employee assistance programs;

             D.   Penalties that may be imposed upon employees for drug abuse violations occurring in the workplace.

 

It is a requirement of the board of education that each current employee receive a copy of this policy and that all new applicants receive a copy of this policy upon a conditional offer of employment.  This policy statement shall be pub­lished in appropriate documents for proper distribution, and shall be posted at a prominent employee access area.

 

The district must also demonstrate a good faith effort to maintain a drug-free workplace through implementation of paragraphs 1-4, above.

 

 

 

This is to certify that on ____________________, I received a copy of this policy pertaining to the Drug-Free Schools and Communities Act of 1989, P.L. 101-226, from the Tannehill  Board of Education.

 

 

 

                                                                                                          ____________________________________________

                                                                                                            Employee's Signature

The board of education may require drug and alcohol testing of all new applicants upon a condi­tional offer of employment.  Substances tested shall be for drugs and alcohol.  The refusal of a job applicant who has been offered conditional employment to take the test will be considered as a basis for not employing the applicant.  Each case will be reviewed to assure compliance with current regulations of the Americans with Disabilities Act.

 

The school district may request or require an employee to undergo drug and/or alcohol testing as set forth below and when the superintendent at any time reasonably believes that the employee may be under the influence of drugs or alcohol, including, but not limited to, the following:

 

1. drugs or alcohol on or about the employee’s person or in the employee’s vicinity,
2. conduct on the employee’s part that suggests impairment or influence of drugs or alcohol,
3. a report of drug or alcohol use while at work or on duty,
4. information that an employee has tampered with drug or alcohol testing at any time,
5. negative performance patterns, or
6. excessive or unexplained absenteeism or tardiness;

    

   Substances tested shall be for drugs and alcohol. 

    

   This school district will require school bus drivers, mechanics, maintenance employees, and any em­ployee who is required to obtain a commercial driver's license (CDL) to undergo drug or alcohol testing prior to employment and on a ran­dom selection basis.  The superintendent shall ensure that employees who are selected for random testing are selected on a basis that is entirely random and on a basis which results in an equal probability that any employee from a group of employees subject to the selection mechanism will be selected and does not give the district discretion to waive the selection of any employee selected.  (See also policy DCCB and DCCB-R.)

    

   This school district will require bus drivers, mechanics, maintenance personnel, and any district employee who is required to obtain a commercial driver's license (CDL) to undergo drug or alcohol testing during routine employee fitness-for-duty medical examinations.  (See also policy DCCB and DCCB-R.)

    

   This school district will require periodic drug and alcohol testing without prior notice of any employee who has tested positively under this policy, who has participated in a drug or alcohol dependency treatment program as a result of this policy, or an employee who is required to obtain a commercial driver's license (CDL).

    

   Any employee who refuses to submit to drug or alcohol testing may be subject to disciplinary action including, but not limited to, termination of employment subject to all applicable due process procedures.  Employees who refuse to undergo a drug or alcohol test shall be considered to have been discharged for misconduct for purposes of unemployment compensation benefits.  In order to prove misconduct, the employer need only provide proof of a testing policy and either a refusal to take a drug or alcohol test or a positive test result with chain of custody and opportunity to retest. 

    

   Drug Testing Procedures

    

   Drug and alcohol testing standards and procedures of this school district shall conform fully to the provisions of the

WORKPLACE DRUG AND ALCOHOL TESTING, REGULATIONS (Cont.)

 

 

 

 

State Board of Health.  Testing facilities used by this district shall provide evidence of having met all licensing and/or certification requirements of the State Board of Health including the following:

 

   1.       Samples shall be collected and tested only by individuals deemed qualified by the State Board of Health.  Such samples may be collected on the premises of the school district or at a testing facility.

 

   2.       Only samples deemed appropriate by the State Board of Health for drug and alcohol testing shall be collected.

 

   3.       The collection of samples shall be performed under reasonable and sanitary conditions.

 

   4.       Samples shall be collected in sufficient quantity for splitting into two separate specimens, pursuant to rules of the State Board of Health, to provide for any subsequent independent analysis in the event of challenge of the test results of the main specimen.

 

   5.       Samples shall be collected and tested with due regard to the privacy of the individual being tested.  In the instances of urinalysis, no representative, agent, or designee of the school district shall directly observe an appli­cant or employee in the process of producing a urine sample; provided, however, collection shall be in a man­ner reasonably calculated to prevent substitutions or interference with the collection or testing of reliable samples.

 

   6.       The testing facility will provide the necessary documentation of testing procedure and test results to the employer requesting testing services as may be required by a court or administrative proceeding. 

 

 

   7.       A written record of the chain of custody of the sample shall be maintained from the time of the collection of the sample until the sample is no longer required.

 

Testing Results

 

The following steps will be taken when an employee's medical exam is positive for the presence of drugs or alcohol:

 

   1.       The employee will be notified of the results of the test.  The applicant or employee has a right to obtain all information and records relating to that individual's testing.

 

   2.       The employee will be advised of the outcome of the drug screening and will be immediately removed from the current job assignment.

 

   3.       The employee will be given a reasonable opportunity for confidential rebuttal of the results.

 

   4.       To continue employment with the district, the employee must develop a written plan for improvement with the employee's supervisor.  As an element of every plan for improvement, the employee will be encouraged to voluntarily seek professional assistance and/or participate in an appropriate rehabilitation program.  Drug and alcohol dependency evaluation and referral services for substance abuse counseling, treatment, or rehabilitation shall be provided to the employee.

 

WORKPLACE DRUG AND ALCOHOL TESTING, REGULATIONS (Cont.)

 

 

 

 

   5.       The employee will be suspended until the employee has tested negative on a follow-up drug screening.  The follow-up drug screening will be administered no earlier than seven nor more than forty-five (45) calendar days following the initial positive drug screening.  The physician who administered and inter­preted the initial drug screening will make a recommendation to the district as to the amount of time that is appropriate be­fore administering the follow-up drug screening, depending on the type and amount of chemical substance initially detected in the employee's system.  The employee may use exist­ing accrued leave during this sus­pension.  If the employee does not have sufficient accrued leave to cover the absence, the leave will be without pay unless prohibited by applicable law.  All employees hereby affected by this policy and regulation will be provided appropriate due process procedures.

 

   6.       If the follow-up drug screening is negative, the employee may be returned to regular assignment.  If the drug screening is positive, procedures for the employee's termination will be implemented in accordance with this policy and the district's employment termination policies.

 

   7.       Any employee whose drug screening is positive a second time, regardless of the length of time which has passed since the first positive test, will be recommended to the board for dismissal.  Any employee who has once tested positive may be subject to random drug screening sampling for a period of two years, commencing with the employee's return to work, and/or may be recommended for dismissal.

 

Confidentiality

 

The school district shall maintain the results of any drug/alcohol test in confidentiality to the extent possible.  The employee who participates in a drug/alcohol test will be provided an opportunity to review and to obtain copies of any information and records pertaining to the drug/alcohol test.

 

   1.       The school district will maintain all drug and alcohol test results and related information, including, but not limited to, interviews, reports, statements, and memoranda, as confidential records, separate from other per­sonnel records.  Such records, including the records of the testing facility, shall not be used in any criminal proceeding, or any civil or administrative proceeding, except in those actions taken by the district or in any action involving the individual tests and the district or unless such records are ordered released pursuant to a valid subpoena or other court order.

 

   2.       The records described above and maintained by the district shall be the property of this school district and, upon the request of the applicant or employee tested, shall be made available for inspection and copying to the applicant or employee.  The district will not release such records to any person other than the applicant, employee, or the district's review officer, unless the applicant or employee has expressly granted permission in writing, following receipt of the test results, for the district to release such records or pursuant to a valid court order.

 

   3.       A testing facility, or any agent, representative or designee of the facility, or any review officer, shall not dis­close to the district, based on the analysis of a sample collected from an applicant or employee for the purpose of testing for the presence of drugs or alcohol, any information relating to the general health, pregnancy or other physical or mental condition of the applicant or employee. 

 

WORKPLACE DRUG AND ALCOHOL TESTING, REGULATIONS (Cont.)

 

 

 

 

              A testing facility shall release the results of the drug or alcohol test, and any analysis and information related thereto, to the individual tested upon his/her request.

 

Other Provisions

 

Drug/alcohol tests required pursuant to this policy will be conducted during, prior to, or immediately after the regular work period for current employees and shall be deemed work time for purposes of compensation and benefits for current employees.

 

The school district shall pay all costs of testing for drugs or alcohol including any school requested confirmation tests and the costs of transportation to the drug/alcohol test site.  Any individual who requests a retest of a sample in order to challenge the results of a positive test shall pay all costs of the retest, unless the retest reverses the findings of the challenged positive test in which case the school district shall reimburse the individual for the costs of the retest.

 

A copy of this policy shall be posted in a prominent employee access area and shall be provided to each job applicant upon the applicant's receipt of a conditional offer of employment.

 

Any employee or applicant for employment who refuses to undergo drug or alcohol testing conducted in accordance with board policy and these regulations may be disciplined up to and including termination of employment.  An employee discharged on the basis of a refusal to undergo drug or alcohol testing or a confirmed positive drug or alco­hol test conducted in accordance with the provisions of the Standards for Workplace Drug and Alcohol Testing Act shall be considered to have been discharged for misconduct and shall be disqualified for unemployment compensation.

 

 

 

 

REFERENCE:    40 O.S. §2-406A

                                40 O.S. §551, et seq.

It is the policy of the Tannehill Board of Education that any employee may submit a written resignation from employment with the school district.  The resignation must be written, dated, and signed.  It must specify the date upon which the resignation is to be effective.  The resignation must be mailed to the superintendent by certified mail, return receipt requested, or personally delivered to the superintendent’s office and an acknowledgment of receipt inscribed on the face of the resignation.  Furthermore, it is the policy of the board of education that teacher resignations must be tendered no later than fifteen (15) days after the first Monday in June. 

 

Any individual who is a school employee, contractor, or agent of the school district is prohibited from assisting a school employee, contractor, or agent in obtaining a new job, if the individual has probable cause to believe that such employee, contractor, or agent engaged in sexual misconduct regarding a minor or student in violation of the law.  This prohibition shall not apply if:
 

1.  The information giving rise to probable cause has been properly reported to a law enforcement agency with jurisdiction over the alleged misconduct; and

 

2.  The information giving rise to probable cause has been properly reported to any other authorities as required by Federal, State, or local law; and

 

3.  The matter has been officially closed or the prosecutor or police with jurisdiction over the alleged sexual misconduct has investigated the allegations and notified school officials that there is insufficient information to establish probable cause that the school employee, contractor, or agent engaged in sexual misconduct regarding a minor or student in violation of the law; and

 

4.  The school employee, contractor, or agent has been charged with, and acquitted or otherwise exonerated of the alleged misconduct; or

 

5.  The case or investigation remains open and there have been no charges filed against, or indictment of, the school employee, contractor, or agent within four (4) years of the date on which the information was reported to a law enforcement agency. 

 

The routine transmission of administrative and personnel files is not considered assisting a school employee in obtaining a new job and will be exempt from the requirements of the procedure listed above. 

 

 

 

REFERENCE:    70 O.S. §6-101

                                20 U.S.C. § 7926

The Tannehill  Board of Education empowers the superintendent, as agent of the board, to accept on its behalf letters of resig­na­tion from any school district employee.  Receipt of a letter of resignation by the superintendent constitutes accep­tance of such resignation by the board of education and releases the employee and the district from any and all further con­tractual obligations beyond the effective date of the resignation.  Any resignation received by the superintendent is ir­revocable.

 

Upon receipt of a letter of resignation, the superintendent will give the resigning employee, either in person or by certified mail, the following statement:

 

I, the Superintendent of Schools, acting as the Chief Executive Officer of the Tannehill  Board of Education, acknowledge receipt this date of a resignation from employment signed by ___________________________________________________, effective the _____ day of __________________________, __________.  My signature consti­tutes acceptance of this resignation by the Board of Education and releases the resigning employee and the district, upon the effective date of the resignation, from all further contractual obligations.  By accepting this resignation from the em­ployee, the employee's offer to be released from his or her contract with the board of educa­tion is accepted, and thus the resignation is irrevocable.

 

 

 

 

                                                                                          __________________________________

                                                                                          Superintendent

 

 

 

                                                                                          __________________________________

                                                                                          Employee

 

 

_______________

Date

It is the policy of the Tannehill  Board of Education that no teacher shall be paid less than the state schedule.  Extra duties shall be compensated for as scheduled.  A schedule of salaries and fringe benefits paid to administrators will be filed with the State Department of Education by October 1, each year.  Hourly wages for support employees will be established by the board of education. 

 

All teachers shall be paid not later than the 30th day of each month.  If the 30th falls on a weekend or a holiday, teachers shall be paid on the last preceding school day.

 

All full-time employees who are exempt from the hourly wage requirements of the Fair Labor Standards Act will be paid on a twelve-month basis.

 

The board shall also provide for a staff leave program and reimbursement of approved expenses.

 

REFERENCE:    70 O.S. §1-110

                                70 O.S. §5-141

                                70 O.S. §6-106

                                Atty. Gen. Op. No. 84-87 (July 24, 1984)

The Tannehill Board of Education recognizes that district employees must occasionally be absent from work.  Therefore, leave time in different categories as required by law will be provided for employees to be absent when necessary.  Leave categories will include sick leave, personal business leave, emergency leave, jury duty leave, and military leave.

 

It is also important for district employees to understand that the continuity of education services is best served when the regularly assigned employee is at work.  Therefore, employees should use the leaves provided in a prudent and judicious manner.  The abuse of leave by employees will not be tolerated and any employee abusing leave policies will be subject to disciplinary action up to and including termination of employment.

 

Deductions For Unpaid Authorized Absences

 

If a district employee believes there is a need to be absent from work for any reason not covered in the approved leave policies, the employee may request, in writing, unpaid leave for that purpose from the immediate supervisor.

 

If unpaid leave is granted by the immediate supervisor, an amount equal to one day's pay will be deducted from the employee's salary for each day of such approved absence.

 

If an employee is absent without securing approval for an unpaid absence, the employee shall be denied the salary for such absence and will be considered to be engaging in willful neglect of duty and, therefore, subject to disciplinary action up to and including termination of employment.

 

Notification Of Leave Accumulation

 

During the first two weeks of the school year, the board will advise each employee, in writing, as to the number of leave days accumulated as of July 1 of that year.  After July 1, an employee may get updated information on leave accumula­tion from the superintendent's office at a time mutually agreed upon by the employee and the superintendent or the superintendent's designee.

The board of education shall provide sick leave benefits to all certificated personnel in order to promote a sense of security and permit an ease of mind that is essential to the satisfactory performance of professional services.  The board sets forth the following provisions for administering this policy:

 

   1.       The superintendent or designee shall administer this plan.

 

   2.       Teachers may be absent from duty because of personal acci­dental injury, illness or pregnancy, or injury, ill­ness or death in the immediate family without loss of salary not to exceed ten days during each school year.  The right to such sick leave shall be vested at the beginning of the school year.  Certificated employees who have an eleven-month con­tract shall receive eleven sick leave days per year and those who have a twelve-month contract shall receive twelve days.  If an employee is injured as a result of an assault or battery upon the person of the employee while the employee is in the performance of any duties as an education employee, the employee shall be entitled to a leave of absence from employment with the school without a loss of leave benefits. 

 

   3.       If sick leave is taken for bereavement purposes, the leave for that period may extend to the date of the funeral and a reasonable time thereafter to allow for travel as long as the employee has leave available to use.

 

   4.       Unused sick leave shall be cumulative and is transferable to any other school dis­trict in Oklahoma.  Sick leave earned in another Oklahoma district may be transferred to this dis­trict.  Sick leave so transferred must be certified by the sending district. (Revised November 16, 2017 agenda item #7)

 

   5.       Any employee who attempts to take unfair advantage of sick leave benefits shall be subject to dismissal or other disci­plinary action as provided by contract and/or state law.  Any employee may be required to submit appropriate evidence con­cerning the cause of his absence in order to qualify for sick leave benefits.  Appropriate evidence may include the following:

 

             A.   Physician's statement endorsed by the employee

             B.   Employee statement endorsed by the principal or immediate supervisor

             C.   Copies of claim submitted for insurance benefits

             D.   Other information as may be indicated by the circumstances

 

   6.       Appropriate evidence will be submitted when requested by the principal, immediate supervisor, or the superintendent in the following situations:

 

             A.   Sick leave claim on days of unusual or inclement weather

             B.   Sick leave claim during the last four weeks of employment

             C.   Sick leave claim on days immediately preceding or immediately following holidays or non-work days other than weekends

             D.   Reasonable cause exists to believe that sick leave benefits are being abused

 

   7.       When a teacher's accrued sick leave is exhausted and the teacher is absent due to personal accidental injury, illness, or pregnancy, the teacher shall receive full salary less the amount that would be paid a substitute teacher for a maximum of 20 days.

SICK LEAVE, CERTIFIED PERSONNEL, REGULATIONS (Cont.)

 

 

   8.       After an employee has exhausted all accumulated sick leave, personal leave, and vacation time, the employee may be eligible for whatever time may be remaining of the up to 12 work weeks of unpaid leave for employees who meet the federal definitions for leave  in accordance with the Family Medical Leave Act.  The 12 work weeks of leave afforded under the Family Medical Leave Act may include paid and unpaid leave in accordance with federal law.

 

1. Sick leave benefits may be paid in addition to workers' compensation benefits; however, the sum of the payments will not exceed 100% of the employee’s net pay as it existed prior to injury.

    

 

NOTE:                  The term "immediate family" has been defined as those close family members such as a spouse or children residing within the same household as the employee.  Sick leave may also be taken for the life-threatening illness of non-dependent children, mother, father, sister, brother, grandparents, mother-in-law, or father-in-law.

 

 

REFERENCE:    70 O.S. §6-104

                                70 O.S. §6-147

                                Atty. Gen. Op. No. 84-12

                                Atty. Gen. Op. No. 91-632

The board of education will provide sick leave benefits to all support employees in order to promote a sense of security and permit the ease of mind essential to the satisfactory performance of services.  In compliance with Oklahoma Statutes, Title 70, Section 6-104, the following guidelines are set forth:

 

   1.       For the purposes of this policy, support employee is defined as a full-time employee of the school district as determined by the standard period of labor which is customarily under­stood to constitute full-time employ­ment for the type of services performed by the employee who is employed a minimum of 172 days and who provides those services which are not performed by certified teachers, principals, superintendents or administrators and which are neces­sary for the efficient and satisfactory functioning of a school district.

 

   2.       The superintendent of schools, or designee, shall be responsible for administering this plan.

 

   3.       A support employee may be absent from duty due to a personal accidental injury, illness, or pregnancy, or accidental injury, illness, or death in the immediate family without loss of salary.  Benefits shall include paid sick leave of one day per month of employment.  The one day sick leave per month equals the number of hours the employee normally works per day.  If an employee is injured as a result of an assault or battery upon the person of the employee while the employee is in the performance of any duties as an education employee, the employee shall be entitled to a leave of absence from employment with the school without a loss of leave benefits. 

 

   4.       Unused sick leave shall be cumulative.  (Revised November 16, 2017agenda item #7)

 

   5.       The sick leave granted to support employees under this policy shall be vested at the time of accrual, that is, upon the completion of the first month's employment, the employee shall have accrued one sick leave day.

 

   6.       Accumulated sick leave may be transferred to another school district where a support employee is employed the next succeeding school year in accordance with that district's policies.

 

   7.       Support personnel who are employed for the first time in this district and who were employed at another school district during the year immediately preceding their employment with this district may transfer a maximum of 60 sick leave days.

 

1. Sick leave benefits may be paid in addition to workers' compensation benefits; however, the sum of the payments will not exceed 100% of the employee’s net pay as it existed prior to injury.

    

REFERENCE:    70 O.S. §6-101.40

                                70 O.S. §6-104

                                70 O.S. §6-147

                                Atty. Gen. Op. No. 84-12

                                Informal Atty. Gen. Op. No. 91-632

The board of education shall provide for a minimum of three days for personal business leave for teachers and support personnel.  Such leave shall be limited to personal business matters that cannot be conducted before or after school hours or on weekends.  Personal business leave is noncumulative.

 

Requests for personal business leave shall be made in writing and in advance when possible.  If advance request is not possible, the written request shall be filed within one day after returning to work.  The request shall include a signed statement that the leave was not used for personal entertainment, recreation, gainful employment, or to seek another position.  The request shall be considered by the principal and superintendent who shall approve or disapprove.

 

The types of situations that may qualify for personal business leave are varied.  The following examples serve only as guidelines:

 

   1.       Family illness other than immediate family

 

   2.       Emergency business transactions

 

             A.   Loan closings

 

             B.   Other banking matters

 

             C.   IRS reviews

 

   3.       Legal Matters

 

             A.   Meetings with an attorney for personal, spouse, or children's business

 

             B.   Court appearances

 

             C.   Settling of estates

 

   4.       Miscellaneous

 

             A.   Attend business convention with spouse

 

             B.   Military obligations

 

             C.   Attendance at a school activity if son or daughter is participating

 

             D.   Attending funerals

 

The following examples are types of absences that will NOT be approved for personal business leave:

 

   1.       Pleasure trips or vacations

PERSONAL BUSINESS LEAVE, REGULATIONS (Cont.)

 

 

 

 

   2.       Attending school activities or sporting events when son or daughter is not competing

 

   3.       Seeking other employment

 

   4.       Participating in political or social activities

 

   5.       Performing any service for compensation

 

 

 

 

REFERENCE:    70 O.S. §6-104

                                Atty. Gen. Op. No. 77-217 (Aug. 19, 1977)

 

NOTE:                  Referenced statute requires each school district to provide a minimum of three days for personal leave to certified and support personnel.  However, "a local board of education is authorized to adopt reasonable rules, regulations and policies defining activity which shall be deemed to constitute or qualify as 'personal business' leave.  In adopting such a definition, the ordinary and every day commonly understood meaning of the phrase 'personal business' should be followed."  Atty. Gen. Op. No. 77-217 (Aug. 19, 1977)

The board of education shall provide not more than three (3) days each year for emergency leave.  These days shall not be chargeable to sick leave and will be noncumulative.  The term emergency should be construed to mean a situ­ation or occurrence of a serious nature, developing suddenly and unexpectedly, and demanding immediate attention.  Emer­gency leave will be granted at the discretion of the principal or designee.  The school district will pay the substitute's salary.

 

The board of education may grant leave with pay not to exceed fifteen (15) working days to an employee who is affected by a presidentially declared national disaster in Oklahoma after May 1, 1999, if:

 

   1.       The employee suffered a physical injury as a result of the disaster;

 

   2.       A relative or household member of the employee suffered a physical injury or died as a result of the disaster; or

 

   3.       The domicile of the employee or the domicile of a relative of the employee was damaged or destroyed as a result of the disaster.

 

 

 

 

REFERENCE:    70 O.S. §6-104

70 O.S. §6-104.7

 

NOTE:                  70 O.S. §6-104 allows emergency leave to be granted at the discretion of the board.  However, the board may not provide more than five days.

The board of education shall grant leave to employees who have been selected for jury duty or who have been sub­poenaed as a witness in a criminal, civil, or juvenile proceeding.  Employees shall be paid the full, current contract salary during such service.  Monies necessary to pay substitute teachers shall not be deducted from the salary of a teacher performing jury duty.  However, the amount received by the teacher for jury duty service shall be applied toward the expense of the substitute teacher.

 

It is the policy of the board that the school district will not provide teachers with paid leave for non-subpoenaed testimony as a witness in a child custody case involving a student in this district.  If a teacher testifies as a witness as a result of being subpoenaed, any compensation received from the court by the teacher shall be applied toward the expense of a substitute teacher.

 

If a school district employee is subpoenaed to appear as a witness in a civil court proceeding, except in a proceeding in which the school district or the state is a party, the school district shall be entitled to a witness fee equal to the amount of the substitute teacher cost, not to exceed One Hundred Dollars ($100.00) per day. 

 

 

 

 

REFERENCE:    70 O.S. §6-104

                                28 O.S. §84.1

If the district employs 50 individuals, the district is required to provide eligible employees with leave under the auspices of the Family Medical Leave Act (FMLA).

 

In order for school district employees to qualify for FMLA leave, three conditions must be met:

 

   1.       The school district must have 50 or more employees on the payroll for 20 workweeks during the current or preceding calendar year.

 

   2.       At least 50 employees must work within 75 miles of the district's worksite for the district to be covered; and

 

   3.       The employee must have worked for the school district for at least 12 months and for at least 1,250 hours during the last year.

 

Eligible employees are those district employees who meet the above requirements and who request leave for one of the following reasons:

 

   1.       Birth, adoption, or foster placement of a child by an employee;

 

   2.       To care for a spouse, son, daughter, or parent who suffers from a severe health condition;

 

   3.       For a serious health condition the employee is experiencing;

 

   4.      To care for a covered family servicemember with a serious illness or injury incurred in the line of duty on active duty; or

 

   5.      To use for any qualifying exigency arising out of the fact that a covered military member is on active duty or called to active duty status in support of a contingency operation. 

 

Before an employee will be placed on unpaid family leave, the employee must first exhaust any accumulated sick leave, personal leave, and vacation time.  Such sick leave, personal leave, and vacation time will be deducted from the 12 workweeks of eligibility.  If both spouses are employees of this district, their total leave in any 12-month period will be limited to 12 weeks if the leave is taken (1) for the birth or adoption of a child or (2) to care for a sick parent.  The right to take leave for the birth or placement of a son or daughter expires 12 months after the birth or placement with the employee.  Eligible employees who are family members of covered servicemembers with a serious illness or injury incurred in the line of duty on active duty will be able to take up to 26 workweeks of leave in a single 12-month period.   Sick leave, personal leave, and vacation leave will be deducted from the 26 workweeks of eligibility.    

 

If the superintendent deems it necessary or desirable, an employee may be required to provide certification from a physician of the necessity of any leave requested.  The superintendent may require certification as to the date the medical condition began, the anticipated duration and prognosis, and medical facts about the medical condition and treatment.

 

If the superintendent deems it necessary or desirable, the super­intendent may require a second opinion by a phy­si­cian selected and paid for by the district.  If the original opinion and the second opinion conflict, the district may require a third opinion at the district's expense.  The conclusion of the third opinion will be final and binding upon the employee and the district.

FAMILY MEDICAL LEAVE (Cont.)

 

 

 

 

If family leave is granted for a continuing health condition, sub­sequent recertification may be required at the discretion of the superintendent.

 

Intermittent leave may be taken in lieu of continuous leave for the birth or adoption of a child only with the concur­rence of the district.  The employee must provide 30 days of advance notice or as many days of advance notice as are practical.  Leave taken for serious health conditions of the employee or an eligible member of the employee's family may be taken intermittently without district concurrence.  However, the employee may be transferred to an­other posi­tion that can better accommodate the employee's recurring absences.  Such transfer will not reduce the employee's pay and benefits.

 

Upon completion of family leave, the employee will be entitled to return to the former position of employment with equivalent benefits and pay without loss of seniority or tenure.  The employee will be deemed to be at work for the purposes of tenure accrual and retirement vesting and participation.  The district will maintain the employee's medical insurance coverage.  If the employee contributes toward the premiums, the employee will continue to pay the same rate while on leave.

 

 

 

 

NOTE:                  During FMLA leave, a board has no obligation to continue to give an employee any benefits other than health insurance, and those benefits thus may be discontinued during the leave.  A board may decide whether to extend continuation of coverage to life, dental, and vision in­sur­ance, but should know extensions are not required by the FMLA and there can be a sub­stan­tial cost to the district in doing so.  One option that is cost effective and still protects em­ployees while they are on unpaid leave is to permit employees to retain ancillary insur­ances by reim­bursing the district for the full cost of the premiums during the leave period.  No benefits or seniority accrues during leave.  The district may require documentation from the em­ployee’s physician that the employee is able to return to work.  FMLA will run concurrently.

 

REFERENCE:    29 CFR pt. 825

                                PL 103-3

 

 

THIS POLICY REQUIRED BY LAW.

It is the policy of the Tannehill Board of Education to grant extended leave without pay to certified, career teachers who meet certain conditions.  The decision to grant or not to grant such leave shall be at the discretion of the board of education.  Requests must be presented to the board of education for action by April 25 for leave during the following year.

 

Leave may be granted to qualified persons as follows:

 

   1.       Career teachers with at least three years with the Tannehill Public Schools district may be granted extended leave without pay for up to one year, for medical and/or educational reasons, with no loss of career teacher status.

 

   2.       Career teachers with at least five years with the Tannehill Public Schools district may be granted extended leave without pay for up to one year, for personal reasons, with no loss of career teacher status.

 

Such leave may be granted by the superintendent only after consul­tation with the teacher requesting such leave, and only after a Leave of Absence Contract is signed by both the teacher and the superintendent.

 

Upon return from a leave of absence, the teacher shall be placed in the same position or a similar position for which the teacher is certified and qualified.  The teacher on leave shall not advance on the salary schedule and is subject to the current reduction-in-force policy.

 

A teacher on approved leave of absence will be reinstated at a salary level no lower than that attained at the time the leave was granted.

 

Sick leave that was accrued prior to the approved leave of absence will be reinstated.  Additional sick leave or per­sonal business leave will not be granted for the period of one year's leave of absence.  An employee taking a leave of absence for one semester will receive five days of sick leave, one and one-half days of personal business leave, and one day of emergency leave.  A leave of absence for a semester will not change the amount of days for bereavement leave.

The board of education will provide up to three (3) days leave with pay for each bereavement in the immediate family of an employee.  Such leave must be approved by the principal and the superintendent.

 

If the employee has to be absent for a funeral other than immediate family, the absence will be charged to emergency leave.  If additional time is needed because of travel or other special considerations, a request may be submitted; and, if approved by the principal and superintendent, the time will be charged to sick leave.

 

Immediate family is defined as the employee's spouse, parent or guardian, child, brother, sister, grandparent, grand­child, or each similar relationship as established by marriage; or a person residing in the same household as the employee.

A teacher who is pregnant may continue to teach and be active in employment as late into her pregnancy as she desires, provided she is able to perform her required duties in a suitable manner.

The request for parental leave should be submitted in writing to the superintendent's office and be accompanied by a doctor's certification of pregnancy. The commencement of parental leave is left to the discretion of the teacher and/or physician and may extend no longer than one semester, ninety (90) teaching days, after delivery.

The teacher is asked to advise the superintendent's office as soon as return to duty is anticipated. In every case, a statement from the attending physician attesting to the physical fitness of the teacher is required. Provisions of sick leave benefits apply to leave if the teacher has available sick leave.

 

The board of education will consider disability because of pregnancy or childbirth in the same manner as any other disability is considered.  Therefore, if an employee desires parental (maternity/paternity) leave, the employee shall so advise the superintendent in writing of her/his intentions; the date the leave is to commence; whether long-term or short-term leave is desired, and the date of return.

 

Long-term leave is an extended leave of absence without pay which does not include or affect regular sick leave.

 

Short-term leave involves the use of regular sick pay and is leave with pay up to the exhaustion of sick leave.

 

   1.       Requests for parental leave must be submitted in writing.

 

   2.       Pregnant employees are required to furnish a doctor's statement as to their physical well-being and ability to continue employment.

 

   3.       Pregnant employees are required to furnish a doctor's statement as to their physical well-being and ability to return to employment following delivery.

 

   4.       Employees may be requested to provide an "intent" statement as to whether or not they intend to return to employment following the birth of the child.

 

 

REFERENCE:    70 O.S. §6-104.5

It is the policy of the Tannehill Board of Education to reimburse itemized and necessary expenses incurred by employees or members of the board on educational trips authorized by the board and itemized and necessary expenses incurred transacting school business.  The superintendent is directed to prepare a regulation supporting this policy and establishing a rate schedule for board approval.

 

REFERENCE:    70 O.S. §5-117  

 

THIS POLICY REQUIRED BY LAW.

It is the policy of the board of education that official school travel for board members must be approved in advance by the board and travel for employees will be approved in advance by the building adminis­trator or the superintendent.  Requests and arrangements for employee travel will originate from the appropriate building administrator's office.  Travel requests will be made as early as possible and placed on the building calendar as well as the master calendar.  Emergency travel will be placed on the respective calendars as soon as possible following the travel or notification of the emergency. The district will not pay for any board member or employee dependent-care expenses regardless of whether the funding source is federal, state, or local funding.  

 

The school will reimburse reasonable costs, subject to the availability of funds, for approved and documented travel.  Lodging expenses will be reimbursed at actual cost for a single occupancy room not to exceed $200 per night/per person.

 

Documented meal costs will be reimbursed in an amount not to exceed $50 per meal or $100 per day when appropriate receipts are provided.  (The district will pay up to 20% of the cost of meals for a meal gratuity.)  The costs of meals and incidental expenses for group meetings conducted for the general improvement of the school system may be approved as a separate item by the board.  The board may approve payment of meal expenses on a per diem basis rather than requiring meal expenses to be itemized and documented.  If overnight travel is not involved and/or a meal is not provided as part of a workshop or part of a legitimate business meeting relating to school business, reimbursement for meals will be reported as taxable compensation and run through payroll.

 

Expenses for registration, parking, toll charges, and similar expenses will be reimbursed when documented by receipts or notarized affidavits.

 

School vehicles, when available, may be used for official business only.  Private vehicles may be used when school vehicles are not available.  Mileage expense will be reimbursed at 54.5 centsper mile) (at the current IRS approved rate) per mile when a school gasoline credit card is not used.

 

Claim forms for travel expenses are available in the building administrator's office.  The forms will be completed and approved in the respective building and hand-delivered to the business office for payment.

 

REFERENCE:    70 O.S. §5-117

                                2 C.F.R. 200.432 and 200.474

 

CROSS-REFERENCE:     Policy CFB, Activity Funds

It is the policy of the Tannehill  Board of Education to reimburse pre-approved itemized and necessary meal and lodging expenses incurred by school district students and sponsors involved in authorized school-sponsored cocurricular activities.

 

Requests and arrangements for student travel will originate from the appropriate building administrator's office.  Travel requests will be made as early as possible and placed on the building calendar as well as the master calendar. 

 

The school will reimburse reasonable costs, subject to the availability of funds, for approved and documented lodging and meal expenses.

 

Claim forms for travel expenses are available in the building administrator's office.  The forms will be completed and approved in the respective building and hand-delivered to the business office for payment.

 

The board of education will determine if reimbursement will be made from the general funds of the school district or from the school activity funds.

 

REFERENCE:    70 O.S. §5117

 

THIS POLICY REQUIRED BY LAW.

This policy does not supersede or intend to replace any school policy regarding sick leave.

 

It is the intention of this policy to reward career employees who are retiring.  It is intended as an expression of gratitude toward retirees for faithful attendance to their duties at Tannehill School.  This policy shall not be construed as a blanket buy-back policy of unused leave for any and all persons resigning from positions held at Tannehill School.  This policy shall not be construed or considered as part of a negotiated agreement or as a component of employee contracts.

 

The school board reserves the right to review each petition for leave buy-back on a case-by-case basis.  The Tannehill School Board will endeavor to be fair and consistent in awarding compensation and in that regard determinations of the board will be guided by the following stipulations:

 

1. Employee vested status:  This policy is designed for career employees that have committed at least 10 years of consecutive service to Tannehill School and also have reached eligible retirement status as determined by:

• Social Security Retirement benefit eligibility for support staff
• Oklahoma Teacher Retirement benefit eligibility for certified staff.

   

1. Origin of leave:  When calculating the compensation amount, the board will only consider leave that has been accumulated during the time of employment at Tannehill School.  The payroll clerk shall maintain a record in the employee's personnel files of any eligible accumulated sick leave accrued at an institution other than Tannehill School.  This information shall be established upon the hiring of individuals and is considered a part of the routine information gathering for files of new hires.

    

2. Consumption of leave:  For compensation or "buy back" calculation purposes, sick leave that is consumed during employment with Tannehill will be deducted from the amount that is accrued at Tannehill School.  Leave earned at other institutions shall not be considered in retirement buy-back calculations but is banked only for traditional sick leave time-off work after the leave amount accrued at Tannehill has been exhausted.

   policy for Retirees' Unused Sick Leave

    

3. Employee "Good-Standing" status:  Compensation is intended to reward employees that retire and leave their positions "in good standing".  This "good standing" will be determined by the superintendent and shall be based on the employee meeting expectations of professionalism in conduct, by maintaining their work ethic through the end of the retirement year, providing 90 days notice of intent to retire and any other factors deemed appropriate by the superintendent.  The superintendent shall notify the employee in writing in any case where "good standing" status is denied and shall justify the reasons for denial by citing specific evidence of unsatisfactory conduct, performance or other factors of cause.

    

4. Availability of funds: School finance is unpredictable and may at various times be tenuous.  At any time that the Tannehill School General Revenue Fund is perceived to be in danger of potentially not meeting obligations over a forward projected time frame of 120 days the school board will not award compensation to retirees for unused sick leave.

    

5. No retro-active buyback:  In any case where compensation has not been awarded due to the lack of available funds as outlined in item (5) above, there shall be no means for review of a petition for retro-active buy back once the financial standing of the general fund returns to a less tenuous condition.  In other words,

 

POLICY FOR RETIREES’ UNUSED SICK LEAVE, COMPENASATION FOR UNUSED SICK LEAVE (Cont.)

 

 

 

 

an employee that is denied compensation may not return at a later time requesting that the board reconsider once finances improve.

 

1. Rate of Compensation:  Compensation shall be calculated based on the unused portion of the retiring employee's sick leave days multiplied by $25.00 per day.

    

2. Maximum Compensation:  Tannehill School will offer compensation for no more than 120 days of unused sick leave with the maximum amount paid to a retiring employee being $3,000.00.  If any days are used as service for Teacher’s Retirement they cannot be purchased by the school as they are “used”.

    

3. Sick Leave Deduction:  Tannehill School will not pay for leave that is being transferred to another place of employment.  The retiring employee understands and consents upon receiving compensation - to the deduction from the employee's sick leave bank that amount of days for which the employee receives compensation.  Tannehill School will not pay for sick leave if the employee does not consent to the deduction from the accumulated leave days on record — this compensation is not a stipend benefit but rather a leave buy-back.  Should the retiree return to work at Tannehill School or for any entity that recognizes Tannehill School leave, the employee may not request that leave days be reinstated which have been bought back as part of this compensation agreement.

    

4. Effect on other policies:  The rate of compensation and other factors outlined in this policy shall not be construed as a means to effect any other school policies - such as rate I l woe of liability for employees who use more than their allotted leave amount.

    

5. Notification Requirement:  Retiring employees must provide 90 days notice of intent to retire in order to be eligible for sick leave buy-back. 

The Tannehill Board of Education has established a sick leave sharing plan for employee use of sick leave days donated from other employees of the district.  The plan will permit the use of donated sick leave by a district employee who is pregnant or recovering from childbirth or who is suffering from or who has a relative or household member who is suffering from an extraordinary or severe illness, injury, impairment, or physical or mental condition which has caused or is likely to cause the employee to take leave without pay or to terminate employment.

 

The superintendent is directed to establish procedures to implement and support this policy.

 

REFERENCE:    70 O.S. §6-104.6

The Tannehill Board of Education believes that good communication between district employees, the adminis­trative staff, and the board is essential for the effective operation of the schools.  The superintendent is directed to prepare, subject to board approval, a grievance procedure for employees as the prescribed means of resolving issues that may arise with respect to terms and conditions of employment.

 

 

NOTE:                  This grievance policy is for those employees not covered by the district’s negotiated agreement, if one exists.

FORM A

 

Step #1

 

                  FROM:                                                                                                                                                , Name of Grievant

 

                  BUILDING AND ASSIGNMENT:                                                                                                                                  

 

                  Date cause of grievance occurred:                                                                                                                                  

 

                  School district policy alleged to have been violated:                                                                                                   

 

                  Statement of grievant's claim (statement of facts upon which grievance is based, use additional pages if necessary):

                                                                                                                                                                                                                 

 

                                                                                                                                                                                                                 

 

                  Relief Desired:                                                                                                                                                                     

 

 

 

                                                                                                                                          _______________________________

                                                                                                                                          Signature

 

                                                                                                                                          _______________________________

                                                                                                                                          Date

 

***************************************************************************************************

 

Step #2    (To be used by Grievance Officer Only)

 

                  GRIEVANCE #_______________________________________________________________________

                                                          (to be assigned only if forwarded)

 

                  DATE FORWARDED: _________________________________________________________________

 

                  RESPONSE TO GRIEVANCE:

______________________________________________________________________________________________

______________________________________________________________________________________________

______________________________________________________________________________________________

 

                                                                                                                                          _______________________________

                                                                                                                                          Signature of Grievance Officer

 

                                                                                                                                          _______________________________

                                                                                                                                          Date

GRIEVANCE REPORT (Cont.)

 

 

APPEAL

FORM B

 

 

Step #3                                                                                                                            GRIEVANCE #___________________

                                                                                                                                          (assigned by grievance officer)

 

                          FROM:_________________________________________________________________________

                                                                                          Grieving Person

 

                          TO: ____________________________________________________________________________

                                                                                Superintendent or District Officer

 

                          SUBJ: __________________________________________________________________________

                                                                                      *Type of Grievance

 

                          DATE: _________________________________________________________________________

 

                                    * The Grievance Report (Form A) must be attached.

 

 

                                                                                                                                          _______________________________

                                                                                                                                          Signature

 

***************************************************************************************************

 

Step #4

 

                          DATE APPEAL RECEIVED _________________________________________________________

 

                          DATE OF RESPONSE TO APPEAL ____________________________________________________

 

                          RESPONSE TO APPEAL:

 

______________________________________________________________________________________________

______________________________________________________________________________________________

______________________________________________________________________________________________

 

                                                                                                                                          _______________________________

                                                                                                                                          Signature of Supt. or District Officer

 

                                                                                                                                          _______________________________

                                                                                                                                          Date

 

 

GRIEVANCE REPORT (Cont.)

 

 

FORM C

 

 

Step #5                                                                                                                            Grievance # ______________________

 

                          FROM:                                                                                                                                       , Grieving Person

 

                          TO: __________________THE BOARD OF EDUCATION     _______________________________

 

                          SUBJ: __________________________________________________________________________

 

                          DATE: _________________________________________________________________________

 

                                                          *  Attach - Grievance Report (Form A)

 

                                                              Appeal           (Form B)

 

 

 

                                                                                                                                          _______________________________

                                                                                                                                          Signature

 

***************************************************************************************************

 

Step #6

 

                          DATE SECOND APPEAL RECEIVED _________________________________________________

 

                          DATE OF RESPONSE TO SECOND APPEAL ____________________________________________

 

                          RESPONSE TO SECOND APPEAL:

______________________________________________________________________________________________

______________________________________________________________________________________________

______________________________________________________________________________________________

 

 

                                                                                                                                    __________________________________

                                                                                                                                    Signature of President, Board of Education

 

                                                                                                                                    __________________________________

                                                                                                                                    Date

 

SUBMIT THIS FORM IN TRIPLICATE - ORIGINAL AND TWO CARBON COPIES.

In accordance with the policy of the board of education, this procedure sets forth the necessary steps to follow in registering and processing a grievance with the school district.

 

Definitions:

 

A grievance is a complaint by a district employee alleging a violation or misinterpretation of any district policy or regula­tion directly and specifically governing that employee's terms and conditions of employment.

 

A grievant is any employee of this district filing a grievance.

 

The grievance officer is the superintendent or designee.

 

Terms and conditions of employment means the hours of employment; the compensation, including fringe benefits; and the district's personnel policies which affect the employee.

 

A day means any day in which the schools are in operation.

 

Immediate supervisor is the lowest-level administrator having supervisory authority over the grievant.

 

The following steps will be used in presenting a grievance:

 

          Step #1  The grievant must present the grievance in writing within fifteen (15) days of the alleged violation to the grievant's immediate supervisor.  The supervisor will attempt to resolve any issue within his or her authority and area of responsibility.

 

          Step #2  If the grievance cannot be resolved at this level by the immediate supervisor, the grievant must present in written form within ten days (two working weeks) the grievance to the grievance officer.  The super­intendent may designate another administrator as the grievance officer.  (Use Grievance Report Form A.)

 

          Step #3  The grievance officer shall investigate and respond within five days (one working week).  (Use space provided on the Grievance Report Form A.)

 

          Step #4  If the grievance is not resolved at this level, the grievant may appeal within ten days (two working weeks) to the superintendent or his/her designated officer.  (Use Appeal Form B.)

 

          Step #5  The superintendent, or his/her designated officer, must respond to the appeal within five days (one working week).  (Use space provided on the appeal Form B.)

 

          Step #6  If the grievant is not resolved at this level, an appeal may be made within ten days (two working weeks) to the board of education which will review the grievance at the next regular meeting or within thirty calendar days.  (Use Appeal Form C.)  The review will be limited to the documentation provided to the board at the board meeting.  Documentation will not be distributed prior to the board meeting.  Each side will be given an opportunity, limited to ten minutes, to present their materials.  The board may ask questions at any time.

 

          Step #7  The local board of education will come to a decision before the meeting is adjourned.  (Use space provided on Appeal Form C.)  The board may go into executive session only if the grievance directly involves any one of the reasons provided in 25 O.S. §307.  The decision of the board shall be final and nonappealable.

The Tannehill  Board of Education recognizes that body fluids of any person may contain infectious or contagious bacteria or viruses, and that such bacteria or viruses may be spread from one person to another by accidental or careless handling of body fluids during sanita­tion or custodial work or the administration of emergency first aid.

 

The superintendent is directed to prepare regulations establishing proper procedures for handling body fluids during normal house­keeping.  Such procedures shall include methods for the handling and disposal of body fluids in school buildings and on school equipment and material.  The district will make personal protec­tive equipment available to employees for use in handling and disposing of body fluids.

 

The superintendent will also direct the identification of employees who could be reasonably anticipated as the result of their job duties to face contact with blood or other potentially infectious materials.  Any employees so identified will be offered Hepatitis B vaccinations at district cost.  Such vaccinations will be provided at a reasonable time and place, under the supervision of a licensed physician or health care professional and according to the latest recommendations of the U.S. Public Health Service.

 

School district employees who have had an exposure incident to body fluids will participate in a follow-up confi­dential medical evaluation documenting the circumstances of exposure, identifying and testing the source individual if feasible, testing the exposed employee's blood if the employee consents, post-exposure prophy­laxis, counseling and evaluation of reported illnesses.  Health care professionals must be provided specified information to facilitate the evaluation and their written opinion on the need for Hepatitis B vaccination following exposure.  Information such as the employee's ability to receive the Hepatitis B vaccine must be supplied to the employer.  All diagnoses must remain confidential.

 

REFERENCE:    63 O.S. §1-502, et seq.

                                29 CFR Part 1910.1030, OSHA

The filing of this report and all information entered on it are to be held in strictest confidence in conformance with 63 O.S. Supp. 1988, Section 1‑502.1, et seq.

 

 

EXPOSED WORKER SECTION (Please Print)

 

    1.       Employee Name:_______________________________________________________ 2.  Birthdate:___________________

                                                       (Last)                            (First)                              (Middle Initial)                                    Mo/Day/Yr

    3.       Profession/Job Title:_________________________ 4.  Employer/Company Name:________________________________

    5.       Work Site/Telephone:_________________________________________________ Tel. Ext. #:_______________________

                                                                (Site)                  (Street Address)

    6.       Home Address/Telephone:_____________________________________________________ (_____)_________________

                                                                        (Street)                     (City)               (Zip)                                        AC      Telephone #

    7.       Supervisor's Name/Telephone:__________________________________________ Tel. Ext. #:_______________________

                                                                                      (Last)                  (First)

    8.       Date of Exposure:  (Mo/Day/Yr) _______/_______/_______ 9.  Time of Exposure:______________________ AM or PM (Circle One)

  10.       Detailed Description of Potential Exposure:________________________________________________________________

              __________________________________________________________________________________________________

              __________________________________________________________________________________________________  

  11.       Exposed Worker ________ has ________ has not   completed the full series of Hepatitis B vaccine.

  12.       Source Person's Name:________________________________________________________________________________

                                                                            (Last)                                                        (First)                                             (Middle Initial)

  13.       Disposition of Source Person (include address):

              __________________________________________________________________________________________________

              __________________________________________________________________________________________________

 

 

TO BE COMPLETED BY EMPLOYER'S DESIGNEE

 

The employer agrees to be responsible for all reasonable charges incurred in the disposition of this risk exposure incident.

 

Employer Designee Reviewing Form:

  14.       Name ________________________________________ 15. _________________________________ 16. _______/_______/_______

                                       (Please Print)                                                                            Signature                                              (Mo/Day/Yr)

 

 

TO BE COMPLETED BY THE EMPLOYER'S PHYSICIAN

 

_____    In my professional judgment, this was a parenteral, permucosal, or significantly cutaneous exposure to blood or other body fluids which has the potential for transmission of a communicable disease such as Hepatitis B, HIV, or meningococcus.  Post exposure evaluation procedures and counseling should be provided.  The employee has been told about any medical conditions resulting from exposure that requires further treatment.

 

_____    This incident does not constitute an exposure under the OSHA standard.  NOTE:  If this exposure does not warrant medical follow-up, please return the form to the Employer's Designee and indicate to that individual why it does not need follow-up.

 

_____    The employee has received or is beginning the Hepatitis B vaccination series.

 

  17.       ____________________________________ 18. ________________________________________ 19. _______/_______/_______

                 Physician's Name (Please Print)                                       (Physician's Signature)                                                (Mo/Day/Yr)

Employee's Name ___________________________________________________________  Date:___________

 

Social Security No. ______________________________ Position:_____________________________________

 

I understand that Hepatitis B is a serious disease that can lead to a chronic form of hepatitis, which may even­tually result in death.  I understand that I may be at increased risk for contracting the disease by the very nature of my job.  Should I contract the disease, I could be potentially infectious, thereby exposing individ­uals with whom I may have intimate contact (including dental, sexual, to my unborn child should pregnancy occur, etc.).

 

I understand that although there are risks associated with taking the Hepatitis B vaccine, it does reduce the risk of serious disease should exposure to the Hepatitis B virus occur.

 

I further understand my decision to take or decline Hepatitis B vaccine will not adversely affect my employment or any benefits available to me through my employment.

 

_____  I hereby elect to receive the Hepatitis B vaccine series provided to me free of charge by the Tannehill School District and hereby agree to hold the Tannehill School District harmless for any reaction or side effect I may experience from the vaccine.

 

_____  I understand that due to my occupational exposure to blood or other potentially infectious materials I may be at risk of acquiring Hepatitis B virus (HBV) infection.  I have been given the opportunity to be vaccinated with Hepatitis B vaccine, at no charge to myself.  However, I decline Hepatitis B vaccination at this time.  I understand that by declining this vaccine, I continue to be at risk of acquiring Hepatitis B, a serious disease.  If in the future I continue to have occupational exposure to blood or other potentially infectious materials and I want to be vaccinated with Hepatitis B vaccine, I can receive the vaccination series at no charge to me.

 

 

_____________________________________________________          ________________________________

Employee's Signature                                                                                     Supervisor's Signature

 

Vaccine _______________________________ Manufacturer ________________________________________

 

                    Date                                 Site                                      Lot #                                   Given By

   1.       ____________________________________________________________________________________

   2.       ____________________________________________________________________________________

   3.       ____________________________________________________________________________________

   4.       ____________________________________________________________________________________

 

Repeat Anti-HB's _______________________________________     Date______________________________

                                  _______________________________________     Date______________________________

                                  _______________________________________     Date______________________________

                                  _______________________________________     Date______________________________

                                  _______________________________________     Date______________________________

                                  _______________________________________     Date______________________________