Dollarway School District
Policy Manual
as required by ACT 1802 of 2003
Policy Name:
GENERAL SECTION – PERSONNEL Policy Code: GA
Date Adopted: 6-9-92
The Board of Directors is required by law to establish personnel policies within the school district. Said policies shall be filed, along with an affidavit signed by the President of the Board attesting compliance with state law requiring personnel policies, with the Arkansas Board of Education.
All personnel policies adopted by the Board shall be given to each teacher or administrator employed for the first time by the school district. Any amendments to personnel policy shall be given to all personnel within thirty (30) days of approval by the Board.
Each school district shall have a personnel policy
committee which shall consist of no fewer than five (5) classroom teachers and
no more than three (3) administrators appointed by the Superintendent. The
Superintendent may serve on the committee. The Committee may propose new
policies or
amendments to existing policies.
The classroom teacher members of the committee of Personnel Policies shall be elected by a majority of the classroom teachers employed in the District by secret ballot in an election conducted by the teachers. Each school district's committee on personnel policies shall organize itself in the first quarter of each school year, elect a chairman and secretary, and develop a calendar of meetings throughout the year to review the district's personnel policies to determine if additional policies or amendments to existing policies are needed. Either the committee or the Board of Education may propose new personnel policies or amendments to existing policies, if the proposal by the Board has been submitted to the Committee at least five (5) working days prior to presentation to the Board.
The Board of Education shall consider and adopt, reject, amend, or refer back to Committee for further study and revisions any proposed policies or amendments that are submitted to the Board for consideration. Non-certified employees will be provided a copy of all district policies applicable to them.
Legal References:
Act 687 of 1987
Policy Name: GOALS AND OBJECTIVES-PERSONNEL
Policy Code: GAA
Date Adopted: 6-9-92
The
primary purpose for the employment of
personnel in the district includes the following:
Legal References: None
Policy Name: EQUAL OPPORTUNITY EMPLOYMENT –PERSONNEL
Policy Code; GAAA
Date Adopted:
The Dollarway Board of Education shall conduct the school system on a nondiscriminatory and non segregated basis. In the employment of personnel, the board will not discriminate against any employee or applicant for employment because of race, religion, color, sex,national origin, handicap or age.
Legal References;
U.S. Const. amend. XIV. ss1; 42 U.S.C. ssssII 2000e-l to -17; 20 U.S.C. ss 1681, et. seq; 29 U.S.C. ss794; 29 U.S.C. ss621 et. seq.
See:
S.Ct. 1843 (1977); Griggs v. Duke Power Company, 91
419 F. 2d 1211 (5th Cir. 1969).
Policy Name: EMPLOYMENT CRITERIA - PERSONNEL
Policy Code: GAAB
Date Adopted:
The Board of Education adheres to the policy that the selection, transfer, promotion, demotion, and dismissal of professional personnel in the school district shall be made without regard to race, creed, color, national origin, religion, sex, age, handicap or other similar personal distinction. The following objective and subjective criteria shall be used in selecting new professional personnel and in transferring, promoting, demoting and dismissing professional personnel:
Endorsement in subject area
Number of hours beyond degree
Number of hours of voluntary participation: in-service training, workshops, seminars, etc.
Related occupational experience
Administrative Personnel
In addition to the criteria listed in I above, the following criteria shall apply to selection of administrative personnel.
Continuation Sheet No. 1____ Policy Code: GAAB
1. Number of years of administrative experience:
a. In this district
b. In any other district
2. Classification of school in which experience was attained.
II. Subjective Considerations
A. Past performance;
B. Ability;
C. Leadership; and,
D. Interpersonal skills
1. Teacher/Administrator relations
2. Teacher/Teacher relations
3. Teacher/Parent relations
4. Teacher/Student relations
The Board of Education shall establish procedures by which
subjective criteria will be implemented.
Legal References:
U.S. Const. amend. XIV, 42 U.S.C. ss2000-3 to -17; U.S.C. sl681
29 U.S.C. J794; 29 U.S.C. J621.
Policy Name: PROFESSIONAL DEVELOPMENT OPPORTUNITIES - PERSONNEL
Policy Code: GAD
Date Adopted:
I. GENERAL
The Board of Education has long recognized the need to provide for a staff development and training program for all staff members of the district. It is extremely important to the success of the schools to maintain, develop, and extend the skills of professional staff members. The Board encourages employees, at all levels, toengage in programs and activities which will lead to their professional growth, expansion of skills, and increased job competence.The Board defines staff development as any activity designed to promote the organizational, professional, and personal growth and renewal of professional staff members. In order to provide for this growth and renewal, the Board of Education adopts this policy and directs the Superintendent of schools to develop and implement a district-wide staff development plan which will meet this need on both a short and long-range basis.
II. GOAL AND OBJECTIVES
A. Goal.
The goal of the staff development program or plan shall be to promote better learning for students and continuous responsible self-renewal for professional staff members and schools of the district.
B. Objectives.
The objectives of the staff development program or plan are as follows:
1. To improve the skills and competencies of staff members, to provide a more meaningful instructional program for all students.
2. To improve the skills and competencies of staff members to work with children, youth, and adults.
3. To increase the ability of staff members in their field (s) of specialization.
4. To improve the sensitivity to other persons to include their needs, aspirations, and abilities in spite of, or in relation to cultural, religious, and socio-economic differences.
5. To assist staff members to implement instructional activities and innovative curricula and instructional practices.
6. To encourage staff members to keep abreast of and to examine new trends in education.
7. To promote the assessment and evaluation of present practices.
8. To facilitate the involvement of parents and citizens as partners of teachers in the education of their children.
9. To provide employees with training in regard to the philosophy, policies, and practices of the district.
III. STRATEGIES AND PROCEDURES
In order to provide the most effective program of staff development, the following strategies and procedures will befollowed:
1. Coordination and Involvement. The Superintendent shall appoint or otherwise provide a person to serve as the staff development coordinator of the district. Thisperson will work closely with all personnel to implement an effective and meaningful program. In addition, each school campus will elect a staff member to serve on astaff development steering committee to assist the district to develop, implement, and evaluate the staff development program or plan.
Continuation Sheet No. 2 Policy Code: GAD
2. Participants. The staff development program or plan shall provide for the needs of members of the district and school administrators, and teachers and support staff persons. Theplan will take into consideration the needs of district, buildings, departments, grade levels, and individuals.
3. Needs Assessment. The activities to be scheduled and completed by the various participants will be derived from the results of an assessment designed to determine thetraining needs of the participating groups. Items used in the needs assessment will include self-assessment inventories. Care will be taken to ensure that the needs of the district,buildings, departments, grade levels, and individuals are determined.
4. Time
Frame. The staff development plan
will provide for both short and long range activities.
Long-range planning will include a six-year period beginning
5. Resources and Funding. The Superintendent shall set aside an appropriate amount of funds each year to provide an effective staff development program that is practicable and feasible for the district. Whenever possible, the district shall utilize trainers from the district, staff, regional educational cooperatives, Arkansas Department of Education, or resource persons from the local area. Competent and qualified trainers and consultants may be used when needed.
6. Involvement. The Superintendent will ensure that proper representation of each participating group is accomplished throughout all aspects of the program. Individual representatives shall be involved in the development, implementation,and evaluation of the program as members of the steering committee and/or other means.
Continuation Sheet No. 3____ Policy Code: GAD
IV. ACTIVITIES
In order to ensure that the needs of the professional staff are met, the staff development program will utilize a variety of activities. Activities which may be used will include, but will not be limited to, the following:
1. Staff meetings
2. Workshops
3. Conferences and meetings
4. Seminars
5. Credit or non-credit courses
6. Independent study
7. On-the-job training
8. Leaves approved for special training
9. Visitations to other districts or programs
10. Institutes
11. PET
12. Convention training workshops
V. EVALUATION
The staff development program or plan will include an evaluation scheme to determine the effectiveness of all training. The evaluation process will include a means to determine the effectiveness of the program in terms of both summative and formative evaluation. Evaluation procedures will be developed for each individual activity as well as the total program on a year-to-year basis. The results of the evaluation will be shared with all professional staff members in an end-of-year report to be made available to all staff members.
(Page 4 of 5)
Continuation Sheet No. 4 Policy Code: CAD
VI. MAINTENANCE
The Superintendent will implement the necessary procedures to ensure that the staff development program is a continuous on-going process which will accomplish the goals and objectives herein. A record will be maintained of each activity completed to include a description of the activity, objective (s) for the activity, names of the participants attending, date, time, and place conducted, and the results of an evaluation of the completed activity. Other records will be maintained which may be necessary and required to document the progress of the program on. a step-by-step basis. In addition, the Superintendent will develop and implement a continuous monitoring process to determine problem areas and changes which may need to be made. Periodic reports of the status and progress of the program will be provided to the Board by the Committee.
Legal References;
Standards for Accreditation of Arkansas Public Schools, 1984
CPaee 5 of 5)
Policy Name: COMPLAINTS AND GRIEVANCES - PERSONNEL
Policy Code: GAE Date Adopted;
A "grievance" shall mean a claim by a grievant that a dispute or concern of any kind exists involving interpretation or application of any existing administrative or board policy procedure. This grievance procedure does not apply to matters concerning adverse job evaluations, non-renewals, suspensions or dismissals (These matters are covered in the Teacher Fair Dismissal Act.)
Procedures
1. Any individual having a grievance shall ask for a conference with the principal, or immediate supervisor, and during this conference if the matter is not resolved the grievant must clearly state the intent to evoke the grievance procedure.
2. If the matter is not resolved, the grievant shall set forth the grievance in writing to the principal. The principal shall communicate a decision to the grievant in writing within five (5) days of receipt of the grievance.
3. The grievant may appeal the principal's decision to the Superintendent (or curriculum coordinator). The appeal shall be in writing and a copy sent to the principal. The Superintendent shall respond within seven (7) days in writing. A copy of the decision shall be sent to the principal and grievant.
4. If the grievance is not settled at this level, the grievant may submit a written request for the grievance to be placed on the agenda at least three (3) days prior to the next regular meeting of the Board of Education.
5. Nothing stated herein shall deprive the grievant of the constitutional right to be represented before the Board of Education by persons of their choosing.
Policy 'Same: STAFF PROTECTION - PERSONNEL
Policy Code: GAEA Date Adopted: .g.g..
A. Workmen's Compensation
Certified personnel are covered for work related injuries or illnesses by the Arkansas Workmen's Compensation Law. If an employee has a claim, it is necessary to file the required form and reports in the superintendent's office as soon as possible after the injury/illness The law allows an aggregate up to $10,000.00 for all authorized medical, hospital and other services, such as work time, as a result of the injury.
B. Act 741 Of 1987
Any person who shall abuse or insult a public school teacher while such teacher is performing normal and regular or assigned school responsibilities shall be guilty of a misdemeanor and, upon conviction, shall be liable to a fine of not less than one hundred dollars ($100.00) nor more than one thousand five hundred dollars ($1,500.00). Any such prosecutions shall be reported by the district to the State Department of Education.
C. Liability Insurance
Liability insurance is provided by the State Board of Education to each public school employee being classified as follows: All persons requiring certification by the Department of Education; school nurses; student teachers; teacher aides; substitute teachers authorized volunteers; and school boards. Act 612 of 1987 established a limit of $250,000 per incident for this coverage. Coverage is PRIMARY to any group policy furnished by any teacher organization. The coverage is EXCESS to any coverage purchased by a local school district.
(Page L or 3)
Continuation Sheet No. 1___________________Policy Code: GAEA
The state policy DOES NOT provide automobile coverage. The District has liability coverage for all school-owned vehicles used for school activities. If a private vehicle is used, that insurance is the primary insurance coverage.
The defense of any criminal charges arising from CORPORAL PUNISHMENT applies to certified personnel ONLY. The defense of any other criminal charges (school boards excluded) will be covered up to $5000 attorney's fees for incidents arising out of the insured*s activities within the scope of his/her employment, provided the insured is exonerated by a court of law or all charges are subsequently withdrawn or dismissed.
Employees should report immediately any incident which could cause a claim to 'their immediate supervisor or principal, who will in turnreport to the superintendent. The superintendent will make appropriate reports to the State Department of Education.
D. Board of Education Liability Insurance
The Board of Education maintains liability insurance coverage for itself and all its employees, both certified and non-certified. Therefore, the state liability insurance coverage for certified personnel as listed in C above becomes excess coverage and provides additional coverage for certified personnel.
E. School Business Trip Insurance
All employees and school board members are covered by trip insurance provided by the District. The employee must be full time, working a minimum of 20 hours per week.
Each covered person is insured for $100,000.00 Accidental Death coverage while on a "Business Trip". There is a limit of $300,000 payable on a common accident with multiple deaths.
(Page 2 of 3)
Continuation Sheet No. 2___ Policy Code: GAEA
"Business Trip"-means a trip while on assignment or at the direction of the District to further the business of the District.Coverage begins when a person leaves his or her residence or place of regular employment (which-ever occurs first). Travel to and from work (commuting) or travel while on leave of absence or vacation is excluded.
This policy will not cover any loss resulting from:
1. Intentionally self-inflicted injury, suicide or attempted suicide, whether sane or insane;
2. War or act of war, whether declared or undeclared;
3. Injury sustained while in the armed forces of any country or international authority;
4. Injury sustained while on any aircraft, unless, and only to the extent a Hazard specifically describes such coverage. A Business Trip on a Scheduled Airline would be covered.
Legal References;
Act 125 of 1979
(Page 3 of 3)
Policy Name: STAFF - STUDENT RELATIONS
Policy Code: GAF
Date Adopted;. no 2
Staff members will be expected to regard each student as an individual and to accord each the rights and respect due any individual. Consequently, the role of staff will be seen, not as dictators, but as directors and aides in the learning processes. Staff members will strive to provide for the fullest self-determination by each student in regard to his learning program, consistent with district and local goals and with optimal opportunities for all students. Students willbe treated with courtesy and consideration. Neither insults nor sarcasm will be used before a student's peers as a way of forcing compliance with a staff member's requirements or expectations.
Students are urged to regard staff members as people with specific knowledge and capabilities which can serve to advance the student's own knowledge and development.Students will be expected to regard staff members as individuals, employed to provide direct or indirect contributions to learning. While students are to have considerable latitude in making choices for themselves, they will be required to respect the rights of staff members (and other students, as well) and interference with those rights will not be condoned. No student will have the right to interfere with the efforts of instructional staff to coordinate or assist in learning, to disseminate information for purposes of learning, or to otherwise implement a learning program. Nor will a student have the right to interfere with the motivation to learn or the learning activities and efforts of other students*
(Page 1 of 2)
Policy Name: STAFF - STUDENT RELATIONS
Policy Code: GAF
Date Adopted;/.no 2
Staff members will be expected to regard each student as an individual and to accord each the rights and respect due any individual. Consequently, the role of staff will be seen, not as dictators, but as directors and aides in the learning processes. Staff members will strive to provide for the fullest self-determination by each student in regard to his learning program, consistent with district and local goals and with optimal opportunities for all students. Students will be treated with courtesy and consideration. Neither insults nor sarcasm will be used before a student's peers as a way of forcing compliance with a staff member's requirements or expectations.
Students are urged to regard staff members as people with specific knowledge and capabilities which can serve to advance the student's own knowledge and development. Students will be expected to regard staff members as individuals, employed to provide direct or indirect contributions to learning. While students are to have considerable latitude in making choices for themselves, they will be required to respect the rights of staff members (and other students, as well) and interference with those rights will not be condoned. No student will have the right to interfere with the efforts of instructional staff to coordinate or assist in learning, to disseminate information for purposes of learning, or to otherwise implement a learning program. Nor will a student have the right to interfere with the motivation to learn or the learning activities and efforts of other students*
(Page 1 of 2)
Policy Name: STAFF CONFLICT OF INTEREST - PERSONNEL
Policv Code: GAG
Date Adopted:
The Board of Education prohibits school district employees from engaging in additional employment or any other personal pursuits thatwould affect their efficiency or usefulness as employees in the district, that would make time and/or energy demands upon such individuals which could interfere with their effectiveness in performing their contractual obligations to the Board that would compromise or embarrass the school district, that would adversely affect their school district employment status or professional standing, or that would in any way conflict with or violate professional ethics.
Employees shall not engage in any other employment or in any private business 'during the hours required to fulfill assigned educational duties.For reasons, the Superintendent or Board may require from any full-time employee a written description of other employment, hours, and number of days involved. No employee of the district shall act as a salesman or salesperson in a manner that would result in that employee making sales because of their district employment or position.
Legal References:
Policy Name: STAFF PARTICIPATION IN COMMUNITY
ACTIVITIES - PERSONNEL
Policy Code:GAH (CF, KDA;
Date Adopted:
The Board urges the staff to participate constructively in community activities that have as their objectives the improvement of the general welfare of the community, state, and nation.
In their relationships with community groups, a conscientious effort should be made by staff members to make school life a part of community life, and to bring the community close to the schools. Teachers should endeavor to know the community and its influences on and opportunities for students.
The Board desires that all staff members will recognize their responsibilities to the community and will take active roles in the various cultural, civic, and charitable projects.
Staff members are reminded that they may be viewed by the community as representatives of the school system. However, staff members will not claim to be official district representatives unless they have been so designated by the Board or Superintendent.
Policy Name:
COMPLIMENTARY PASSES - PERSONNEL
Policy Code: GAHA
Date Adopted: (,_9_92
It shall be the policy of the School Board that:
Complimentary passes to all home athletic events shall be given to each board member and his spouse and to all fulltime employees of the district. This pass is for the employee and spouse only and does not include children.
Passes shall also be given to timekeepers, scorekeepers, and members of the press. The Superintendent, at his discretion, may give a limited number of passes to patrons of the district in recognition of distinguished service to the school.
Legal References:
Policy Name:
POLITICAL ACTIVITY - PERSONNEL
Policy Code: GAHB
Date Adopted:
The Board of Education prohibits employees from engaging in political activity which materially interferes with or substantially disrupts the educational process in the school district.Assemblies, school classes, and materials and equipment shall not be used for partisan political purposes.
Legal References:
U.S. Const. amend.
Education, 88 S.Ct. 1731, (1968); Eirod V. Burns, 96
(U.S. Nov. 28, 1978).
Policy Name: PUBLIC APPEARANCES - PERSONNEL
Policv Code: GAHC
Date Adopted: 5_9_92
The Board of Education recognizes that an informed public can become an involved public in education. Certified personnel may be
granted leave time to present educational issues to civic or community organizations.
Certified personnel who request this leave time will receive a deduction in pay unless prior arrangements have been made with and have
been approved by the Superintendent.
Legal References;
Policy Name: SOLICITATIONS - PERSONNEL Policy Code: GAI
Date Adopted;
All salesmen, solicitors, collectors, etc. must present to the
campus principal a signed authorization from the Superintendent prior
to visiting a district employee, other than central office staff, on
that campus.
Commercial solicitations of school employees or pupils during school
hours by agents, solicitors, or salesmen is prohibited; however,
individual teachers may confer with them on business at times when
they are not engaged in school duties, provided they have the approval
of their principals.
The Board of Education prohibits any employee of the school district
from directly or indirectly reaping personal profit or reward from the
sale of purchase of goods or services to students in the school district
or to parents of such students, except as provided by law.
The selling of merchandise - soliciting funds for non-school related
activities at any school in
in advance by the school board. Food items sold to raise funds for
school activities and activities approved by the Board must be prepared
in a place approved by a county, state, or federal health agency.
Legal References:
Ark. Stat. Ann. ssgO-213, 80-509, 80-539, 80-1902, 80-1909.
Policy Name: PERSONNEL RECORDS -PERSONNEL
Policy Code: GAK
Date
Adopted:
The Board of Education shall require complete and current personnel
records on all employees.
All information contained in an employee's records shall be consid-
ered confidential and shall not be transmitted to other persons or
agencies without written approval by said employee, or as subpoenaed
by legal authorities.
It shall be the responsibility of each employee to ensure that his/
her central office and local school personnel files are complete and
current in compliance with estabished board procedures. The personnel
file of each employee shall be available for inspection and copying at
the employee's expense. The employee may submit for inclusion in the
file written response to information contained in the file.
All teachers are required to have the following materials on file
in the office of superintendent of schools:
1. A statement of health (tuberculous test) as required by the
Arkansas Department of Education regulations will be required
only on newly hired public shool employees prior to the
beginning of the school year.
2. Copy of official transcript of college work.
3. A signed
W-4 form for deductions and
withholdings.
4. Retirement application and/or appropriate forms.
5. Teaching certificate and up-to-date transcripts.
6. Other completed forms which may be required by the district
or state.
7. Proof of teaching experience outside the Dollarway District.
8. Proof of
accrued sick leave outside the
Legal References:
Ark.Stat. Ann ssl2-2803, 12-2804, 80-225, 80-509, Act 766 of 1979
Policy Name: gALARY DEDUCTIONS - PERSONNEL Policy Code: GAL
Date Adopted:
Salary deductions which are considered statutory shall be deducted
in accordance with applicable laws and regulations.
The Board of Education may authorize voluntary deductions. The
employee shall sign annually a form authorizing all voluntary payroll
deductions and verifying knowledge of all board regulations governing
these deductions. In addition to those deductions required by law, the
employee may choose the following:
1. Tax Sheltered Annuity and Insurance
One or more tax sheltered annuity programs will be provided
for the employees of the district.
2. Employee Health, Dental and Life Insurance.
Blue Cross-Blue Shield payroll deduction is available to
employees. New employees must notify the superintendent's
office and make application within thirty (30) days of
beginning employment if this insurance is desired.
The district offers employees and family dental insurance
coverage with Delta Dental. The district pays $5.00 of
the employee portion of the premium. Employees may elect
to add family coverage and pay that portion of the premium.
Application for coverage for new employees must be received
within thirty (30) days of employment.
An accidental death insurance policy is available through
USAble Life. Application for life insurance must be made
within thirty (30) days of employment. Current employees
may make application each July 1.
3. Section 125
The school district has implemented Section 125 for all eligible
employees. This program enables the employee to exempt insurance
permiums only.
Participation in the Section 125 program is optional.
4. United
Way of
School employees may use payroll deduction for contributing
to the United Way.
Continuation Sheet No. 1 Policy Code: GAL
5. Credit Union
Any member of the certified staff, who wishes to participate
in a payroll deduction program for credit union membership,
must notify the district bookkeeper prior to September payroll
each year when all other payroll changes are made.
6. Professional Dues
The district allows professional dues to be withheld through
payroll deduction.
Legal References:
(Page 2 of 2)
Policy Name: ^^ RIGHTS & RESPONSIBILITIES -
PERSONNEL
Policy Code: GAM
Date Adopted:
The Board of Education recognizes that each employee has the same
civil and constitutional rights as any other citizen. Such rights shall
be respected at all times but shall be restricted if their exercise
materially interferes with the educational process. No other rights
and responsibilities shall be accorded staff members unless specifically
incorporated in the contracts of employment entered into between the
Board of Education and the employee.
Legal References:
U.S. Const. amend I; U.S. Const. amend XIV. sl; Curtis Publishing Company
v. Butts Associated Press v.
v. Hill, 875
693 (1979); Keyishian v. Board of Regents, 385 U.S. .589 (1967); Board of
Regents of State Colleges v. Roth, 498
408
Policy Name: SEXUAL HARASSMENT - PERSONNEL
Policy Code: GAMA
Date Adopted:
Sexual harassment is a form of employee misconduct that undermines
the integrity of the employment relationship. All employees must be
allowed to work in an environment free from unsolicited and unwelcome
sexual overtures. Sexual harassment does not refer to occasional
compliments. It refers to behavior that is not welcome, that is
personally offensive, that debilitates morale, and that therefore
interferes with the work effectiveness of its victims and their co-workers.
Sexual harassment may include actions such as:
1. Verbal sex-oriented "kidding", insults, or subtle pressure for
sexual activity.
2. Physical contact such as patting, pinching, or constant brushing
against another's body.
3. Demands for sexual favors, accompanied by implied or overt
promises of preferential treatment or threats concerning an
individual's employment status.
Sexual harassment is prohibited personnel practice when it results in
discrimination for or against an employee on the basis of conduct not
related to work performance, such as the taking or refusal to take a
personnel action, including promotion of employees who submit to sexual
advances or refusal to promote employees who resist or protest sexual
overtures.
It is possible for sexual harassment to occur at three levels: among
peers or co-workers, between supervisors and subordinates, or imposed by
non-employees on employees. Individuals who experience sexual harassment
from co-workers or others should make it clear that such behavior is
offensive to them and may file a written complaint with the complaint
officer who has been designated by the Superintendent. In fulfilling our
obligation to maintain a positive and productive work environment, the
rPagp 1 nf ?^>
Continuation Sheet No. 1 Policy Code: GAMA
Board and district official will make every attempt to halt any
harassment of which they become aware by calling attention to this
policy or by direct disciplinary action, if necessary.
A form of sexual harassment that may be more difficult for employees
to cope with occurs when supervisors offer or threaten to use the power
of their position to control, influence, or affect the career, salary,
or job of another employee (or prospective employee) in exchange for
sexual favors. Individuals who instigate this type of harassment will
be subject to disciplinary action, including suspension, demotion, or
removal.
(Page 2 of 2)
POLICY NAME: Sexual Harassment of Students Policy Code: GAMB
Date Adopted:
1. GENERAL: It shall be the policy of the board to ensure that all students enrolled
in the schools of the district are free from discrimination on the basis of sex to
include sexual harassment. Students determined to be guilty of the sexual
harassment of a student will be subject to disciplinary action to include suspension
or expulsion, if appropriate. Employees determined to be guilty of the sexual
harassment of a student will be subject to disciplinary action that may include
dismissal.
2. SEXUAL HARASSMENT DEFINED: Sexual harassment is defined as
unwelcome sexual advances, requests for sexual favors, and other verbal or
physical conduct of a sexual nature when one of the following exists:
...,,;.. a) Submission to such conduct is made either directly or implied regarding
student enrollment, achievement, participation, behavior, grading, awards
or any other school-related activity.
b) Submission to or rejection of such conduct by a student is used as a basis
for any decision with regard to any aspect of the school program affecting
the student.
c) Such conduct has the purpose or effect of unreasonably interfering with
any aspect of the school program or creating an intimidating, hostile or
offensive school environment.
CONDITIONS OF SEXUAL HARASSMENT: The board will consider a student
the victim of sexual harassment when one or more of the following conditions
exist:
a) A student is given a direct or clearly implied threat of adverse school-
related consequences, if an unwelcome sexual advance or unwelcome
request for sexual favors were to be rebuffed or denied.
b) A student is denied opportunities or benefits for which he/she is qualified
because sexual favors are denied or rebuffed.
c) A student is subjected to intentional, unwanted physical contact of a sexual
nature, which is clearly offensive, or a student's response to unwelcome
sexual expression results in adverse school related consequences.
d) A person's sexual conduct or expression is directed to a specific student
and has definable consequences for the individual that hinder or prevent
that person from functioning as a student.
ef A student suffers adverse school-related consequences for good faith
reporting of sexual harassment which will include discriminatory practices
with regard to enrollment, achievement, participation, behavior, grading,
awards or other school-related activities.
f) A student suffers adverse school-related consequences for refusing a sexual
advance or request for sexual favors. "
Legal Reference:
Title VH, Civil Rights Act of 1964; Mentor Savings Bank v. Vinson 477 SUS 57 (1986); Act 1108 of 1997; 20 CFR
s/s 1604.1 lAteritor Savings Bank 477 US 65. (NSBA: JCACJ ..
. v • •'• .•••Wvi^•'.•"•'{-,^ • •,'^'•f.r•SK^..•,..-•••.^f^ft ' •' ^'. ^^w^vi';
">' ' . •. •.•;.•' . . ' « . .
'ollcy Name: PROFESSIONAL STAFFING - PERSONNEL
(Philosophy Concerning Staffing)
Policy Code: GB
Date Adopted;
In order to achieve the learning objectives established by the
Board, the classrooms must be staffed by competent, professional teachers.
All other elements of learning—materials, building, administrators,
organization, and procedures—though important, are secondary to the
caliber of teacher assigned to the classroom. The recruitment,
appointment, motivation, and retention of good teachers takes primacy
in the allocation of administrative energy.
We believe that the following characteristics describe the type of
teacher wanted in the district schools:
1. Teachers prepared to meet the certification specifications and
prescriptions, preferably beyond, but who recognize that learning
is an ever-continuing process.
2. A staff diversified in methodology so that children can profit
from the challenges of a variety of teaching techniques in
keeping with accepted learning principles.
3. Teachers who recognize that children differ in their capacities
for mastering the various subject matters and that each pupil in
this district is entitled to discover and perform to his
intellectual capacity.
4. Teachers who recognize that motivation for learning is the
primary task of a teacher.
5. Teachers who recognize that learning takes place in a variety
of ways and stems from numerous sources, of which the school is
just one important source.
6. Teachers who recognize that children tend to imitate the
behavior of their instructors and that the teachers, therefore,
have an obligation to live exemplary lives according Co the
standards of American society.
Policy Name: COMPENSATION GUIDES AND CONTRACTS -
PERSONNEL
Policy Code: GBA
Date
Adopted:
The Board of Education shall enter into contracts of employment
with teachers and other personnel. The salary of personnel shall be
in accordance with the board's salary schedule as determined by certifica-
tion, experience, and/or any other criteria approved by the Board in
keeping with the laws of the state.
The contract shall fix the term of employment and the compensation
to be received. Any change in employment status, term of employment or
compensation paid shall require the execution of a new contract.
A legal contract shall be drawn binding the Board of Education with
each teacher. All instructional personnel will be notified of re-
election- after the April board meeting, except in special cases when
special circumstances dictate a delay of action.
All contracts with instructional personnel employed by the Board of
Education, except substitutes, shall be in writing and signed by officers
as provided by law. Contracts will be administered in accordance with
the following:
1. Any certified position for which a contract has been offered
will be considered as a vacancy if the contract has not been
signed and returned to the Superintendent within a period of
fourteen (14) calendar days from the date of issue.
2. A copy of a signed contract will be returned to the teacher
as soon as practical.
The Board of Education normally elects the superintendent in
January, the federal coordinator/transportation director, instructional
coordinator, and principals in March, and all other certified in April,
and non-certified personnel in May.
(Page 1 of 2)
Continuation Sheet No. 1 Policy Code:GBA
Substitute teachers are paid a daily rate set by the Board.
However, if someone substitutes for twenty (20) days or more
consecutively, in the same position, the substitute is to be
certified and will be paid at a regular teacher's salary based on
the certification and experience of the substitute.
Legal References:
CPaof^ 7 nf 91
'olicy Name: SALARY SCHEDULES - PERSONNEL, Policv Code:
GBAB
Date Adopted:
A single salary schedule shall be provided for all certified
instructional personnel. Factors which shall be considered in the
salary schedule include academic training and teaching experience.
For non-certified personnel, salary schedules for each type of
employment will be developed and maintained in the office of the
Superintendent. Salaries will be commensurate to the duties performed
and the prevailing wage in the area.
In regard to salary schedules, the guides listed below will be
followed:
1. General Principles; The salary schedule expresses a policy
which the Board expects to follow in fixing salaries (but it
US..not a contract between the Board of Education and the employee).
The Board of Education will make every reasonable effort to main-
tain the schedule, but it reserves the right to make any changes
which in its judgment may be necessary from time to time. It
shall be the policy of the Board to review annually all scheduled
salaries and individual salaries not on the schedule. There shall
be no differential in salary allowed because of sex, marriage, or
dependents.
2. Classification: Employees will be classified for scheduling
purposes by the Board of Education at the beginning of each
school year. At that time, they will be placed on the schedule
at the levels warranted by their experience, training, position,
and classification.
3. Revision: Whenever, in the opinion of the Board of Education,
it will become necessary to revise the salary schedule as set
up, it shall be the policy of the Board to make such revision
only after the earned increases have been allowed throughout
the entire existing schedule. In cases of the reduction as
provided by the salary schedule for certified employees, the
salaries shall be changed by equal percentages in the monthly
rates for all certified classifications.
4. Increments: An instructional employee who has had teaching
experience may be employed initially at the yearly salary above
the minimum getting credit for teaching experience in a public
school.
(Page 1 of 2)
Continuation Sheet No. i Policy Code: cg^
5. Additional Preparation: Employees who complete an advanced
degree or a designated number of credit hours shall receive
the additional salary increment at the beginning of the next
school year if proper credentials are filed with the
Superintendent of Schools.
6. Time of Salary Payment: The wages and/or salary of an employee
shall begin at the time he reports for duty. The wages or
salary shall be paid monthly on such calendar dates as are
established by the Board of Education.
7. Period of Time of Employment: Administrative officers and
other certified personnel are employed on a calendar month
basis. In the case of those who are to work ten calendar
months, the contracted period shall begin two weeks before
that of nine month contracted teachers and extend two weeks
beyond that of nine month contracted teachers. The employee's
work will start when he/she is needed and it will be finished
when his regularly assigned duties are completed to the satis-
faction of his/her superior officer. Those employed for
eleven months shall begin four weeks before and extend four
weeks beyond the contracted period of nine month contracted
teachers. Exceptions to this contracted working period must
be approved by the Superintendent of Schools.
Certified per.sonnel will be required to refund salaries paid in
excess of amount due at the time of teacher's resignation.
Legal References:
Act 531 of 1981; Act 1016 of 1979; Act 400 of 1975;
Act 714 of 1971; Act 28 of 1981
(Page 2 of 2)
Policy Name: PERSONNEL STAFF POSITIONS - PERSONNEL Policy Code: GBB
Date Adopted:
All professional staff positions are created only with the approval
of the Board. It Is the Board's intent to activate a sufficient number
of positions to accomplish the school district's goals and objectives.
Before any new position is established, the Superintendent will
present for the Board's approval a job description for the position
which specifies the job holder's qualifications, the job's performance
responsibilities, and the method by which the performance of these
responsibilities will be evaluated.
The Board also instructs the Superintendent to maintain a
comprehensive and up-to-date set of job descriptions of all positions
In the school system.
Policy Name: QUALIFICATIONS AND DUTIES - PERSONNEL
Policy Code: GBBA
Date Adopted;
The Board of Education requires that each professional employee
in the school district hold a degree from an accredited college or
university.
Each professional employee shall hold a current and valid
teacher's certificate, which shall be on file in the office of the
Superintendent.
If a teacher subsequently receives a higher certificate during
the school year the salary Increase shall become effective the
following school year.
A teacher must fulfill the continuing education requirements set
forth by the Board during his term of employment.
Legal References:
Policy Name:
CERTIFICATION AND RECERTIFICATION
PERSONNEL
Policy Code: GBBAA
Date Adopted:
It shall be the policy of the Board of Education that:
1. All administrative, teaching and other personnel shall meet
appropriate state certification and recertification require-
ments.
2. Personnel with provisional certification may be used in
emergencies only. A provisionally certified person may
continue to be used provided that the person meets the
requirement for renewal of provisional certification. In
no case may a provisionally certified person replace a
provisionally certified person unless the school documents
to the State Department of Education that efforts have been
made to hire a certified person.
3. Recertification in a subject area shall require intervening
educational experience related to that subject area.
4. Recertification for administrative and other personnel shall
require appropriate intervening experience related to their
'responsibilities.
The Superintendent is directed to implement and monitor these
requirements, and maintain appropriate documentation in personnel
records.
Legal References:
Standards for Accreditation of Arkansas Public Schools, 1984
Policy Name: JQB DESCRIPTION - LIBRARIAN -
PERSONNEL
Policy Code: GBBAC
Date Adopted:
The job goal of the librarian is to provide each student with an
enriched library environment containing a wide variety and range of
materials that will invite intellectual probing, growth, and to aid
all students in acquiring skills needed to take full advantage of
library resources:
The librarian's performance responsibilities are as follows:
1. Evaluates, selects, and requisitions new library materials.
2. Assists teachers in the selection of books and other
instructional materials.
3. Informs teachers and other staff members concerning new
materials the library acquires.
4. ' Maintains a comprehensive and efficient system for cataloging
all library materials, and instructs teachers and students on
use of the system.
5. Works with teachers in planning those assignments likely to
lead to extended use of library resources.
6. Promotes appropriate conduct of students using library facilities.
7. Helps students to develop habits of independent reference work
and to develop skill in the use of reference materials in
relation to planned assignments.
8. Presents and discusses materials with a class studying a
particular topic, on the invitation of the teacher.
9. Participates at curriculum meetings.
10. Counsels with and gives reading guidance to students who have
special reading problems or unusual intellectual interests.
11. Arranges frequently-changing book-related displays and exhibits
likely to interest the library's users, providing an attractive,
enticing place for students to come.
12. Assists students in the selection of appropriate reading materials.
13. Performs other reasonable duties assigned by the principal.
Legal References;
None
Policy Name: JQB DESCRIPTION - SUBSTITUTE
TEACHER - PERSONNEL
Policy Code; GBBAD
Date Adopted:
The goal of- the substitute teacher is to enable each student to
pursue his/her education as smoothly and completely as possible in the
absence of the regular teacher.
The substitute teacher's performance responsibilities are as^
follows:
1. Reports to the principal upon arrival fifteen minutes before
the official school opening.
2. Reviews with the principal all plans and schedules to be