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BOARD OF TRUSTEES Regular Meetings – Second Monday of Each Month Elementary Library 7:00 p.m. Arp Independent School District Board of Trustees: Wayne Roberts, President. Phillip Allen, Vice-President Jay Carson, Secretary Eltara Tyiska, Assistant Toney Lowery, Superintendent Office: Administration Building, 101 School Street, Drawer 70 Telephone: (903) 859-8482 Board of Trustees Members LaJean Byerly Nelda Swinney Tommy Harden INSTRUCTIONAL FOCUS Belief Statements Arp Independent School District believes: · a successful education system must involve a team effort by home, school, and community; · our schools must provide a positive, safe, and orderly learning environment; · students, teachers, staff and parents must be treated with dignity and respect; our schools must provide students with the resources necessary to be ethical and law-abiding members of society; · students must be provided the skills necessary to be employable and successful in an ever changing world; · each student at every campus must be provided equal opportunities for consistent, challenging, high-quality learning experiences; · even though students learn differently, they all can learn; · the student is the most important person in the school setting, and all education decisions must place the child first; · individuals are responsible for their actions; and · a positive self-image is essential to success. MISSION STATEMENT Arp Schools are dedicated to providing all students with a safe, equitable, efficient, and effective educational environment where continuing staff development, character education, SCANS* foundational skills and competencies, The Texas Education Agency’s Essential Knowledge and Skills, integration of current technologies, research-based strategies, and authentic assessments are facets of the curriculum to prepare students for successful futures and high-skilled careers. *SCANS foundational skills are:
SCANS Competencies are:
OPERATIONAL PARAMETERS Arp Independent School operates under the following guidelines: Nothing will take precedence over PK- 1 2 academic instruction. All AISD decisions will be in the best interest of the student(s). The purpose of extracurricular activities will be to support or to enhance the instructional program. Only qualified personnel will be employed, and only effective personnel will be retained. Disruptive behavior will not be tolerated. Interruptions in the instructional day will be minimized. Individuals, organizations, or special interest groups will not dictate policy or monopolize decisions. New programs will not be implemented without- · adequate staff, · appropriate training, · sufficient funding, · cost-benefit analysis of time and resources, and · a defined evaluation process. INSTRUCTIONAL OBJECTIVES All graduates will be readily employable and/or will be adequately prepared for higher education. All students will graduate without having experienced violence, alcohol, or drugs on our campuses. All students will exceed the state attendance standard. All students will graduate. All students will perform above state-expected achievement levels. All students will be reading on or above grade level by the end of grade 3.
INTRODUCTION The purpose of this handbook is to provide information that will help with questions and pave the way for a successful year. Not all district policies and procedures are included. Those that are have been summarized. Suggestions of (additions and improvements to this handbook are welcome and may be sent to the superintendent’s office. This handbook is neither a contract nor a substitute for the official district policy manual. It is not intended to alter the at-will status of employees in any way. Rather, it is a guide to and a brief explanation of District policies. District policies and procedures can change at any time. For more information, employees may refer to the policy codes that are associated with handbook topics, confer with their supervisor, or call the appropriate district office. Policy manuals are located in the principal or supervisor's office and are available for employee review during normal working hours. Policies can also be accessed through AISD’s website @ www.arp.sprnet.org and at TASB’s website @ www.tasb.org/policy/pol/ FINGERTIP NUMBERS
EMPLOYMENT Equal Employment Opportunity The District does not discriminate on the basis of race, national origin, age, religion, military status, political affiliation, disability, or sex in its educational programs or employment. Employment decisions will be made on the basis of each applicant's job qualifications, experience, and abilities. Employees with questions or concerns relating to discrimination on any of the basis listed above should contact the Personnel Services department at 859-8482. No person shall be denied employment solely because of any impairment which is unrelated to the ability to engage in activities involved in the position or programs for which the application has been made. (Policy DAA) Vacancy Announcements To the extent possible, announcements of job vacancies by position and location are distributed on a regular basis and posted as follows:
1 .Applications for employment Clerical/Technical and Manual Trades Paraprofessional and auxiliary employees. All para-professional and auxiliary employees, regardless of certification, are employed at-will and not by contract. Employment is not for any specified term and may be terminated at any time by either the employee or the district. A. Out-of-District Applicants Applicants currently not employed by AISD as a paraprofessional substitute must contact the district in person or by phone and complete an AISD application and W4 Form for each job vacancy. All paraprofessional positions will be Temporary to Hire for 30 calendar days. A substitute must be actively substituting three months to be considered an in-district applicant. Clerical-technical applicants must provide a copy of their high school diploma. 1 . The job-site supervisor will review the applications contact the specific applicants he/she wishes to interview, after the posting deadline has expired. B. In-District Applicants 1 . Once the job has been posted, AISD employees interested in the position should advise their job site supervisor of their intentions and then submit a letter of interest in the position to the Superintendent’s Office. 2. After the posting deadline has expired, the supervisor will contact the specific applicants he/she wishes to interview. 2. Teachers Persons applying for teaching positions must submit the following: A. Completed teacher application B. Completed Criminal History Record Information C. Three blank AISD reference sheets, addressed D. An official transcript(s) E. Updated resume' F. College placement file, if applicable
The applications must be screened by the Superintendent’s office before interview* with the Principal and campus committee. All recommended applicants are subject to approval by the local Board of Trustees. All approved applicants will be notified by letter of employment. 3. Administrative: Persons applying for administrative positions must submit the following information before the posting deadline: A. Completed administrative/professional application B. Completed Criminal History Record Information C. Three letters of recommendation D. Letter of interest in the specific position posted E. Updated resume'
An interview committee will screen and select applicants to interview. Following the interviews, the committee will submit two or three finalists to the Superintendent who will subsequently formulate his recommendation to the Board of Trustees for approval. Credentials for Employment All AISD employees shall possess credentials required by TEA, statutes, and local job descriptions, including a criminal history results. (Policy DBB) Contracts All full-time professional employees are employed by probationary contracts when employed by the district for the first time unless employed on a school district teaching permit or if the person has not been employed by the district for two consecutive years subsequent to August 28, 1967. Probationary contracts may be renewed for two additional one-year periods unless he/she has been employed as a teacher in public education for at least five of the eight years preceding employment by the district. All eligible full-time professional employees are employed by term contracts. Contract renewals are governed by the Term Contract Nonrenewal Act. (Policy DCB) All other paraprofessional and auxiliary staff is employed on an at-will basis, not by contract, and are not subject to the procedures for nonrenewal or termination under Chapter 21 of the Texas Education Code. Employment is not for any specified term and may be terminated at any time by either the employee or the district. (Policy DC Series) New Employee Orientation Each job site supervisor will review the employee's job description with him/her and provide an orientation to the workplace. district are placed. Resignations/Termination 1. Non-contractual employment A. Resignations Noncontract employees may resign their positions at any time. A written notice of resignation should submitted to the superintendents office at least two weeks prior to the effective date. Employees are encouraged to include the reasons for leaving in the letter of resignation but are not required to do so. B. Terminations The district may discharge for cause any noncontractual employee at any time using the procedures outlined in regulation DCD-L. Noncontract employees who are dismissed have the right to grieve the termination. To present a grievance, the employee must follow the district grievance process outline this handbook. In addition, such an employee may be discharged if a reduction of school personnel is necessary, 2. Contractual employment A. Resignations All resignations shall be submitted in writing to the superintendent. Resignations may not occur during the school year after active duty has begun and with an effective date before the end of the contract term, without the consent of the board. Contract employees may resign their position without penalty at the end of any school year if written notice is received 45 days before the first day of instruction of the following school year. Acceptance of a resignation 45 days before the first day of instruction of the following school year is contingent on finding a suitable replacement. Resignations without the consent of the board may result in disciplinary action by the State Board for Educator Certification. B. Reduction in force A districtwide reduction in force may take place when the Board determines that a financial exigency program change requires that the contract of one or more teachers, administrators, or other profession employees be terminated. Employees impacted by a RIF may appeal according to policy DFF legal and may be considered for employment in the district on the same basis as all other applicants. C. Dismissal of nonrenewal of contract employees Employees on probationary or term contracts can be dismissed during the school year or nonrenewed the end of the year according to the procedures outlined in district policies. Contract employees dismissed during the school year, suspended without pay, or subject to a reduction in force are entitle receive notice of the recommended action, an explanation of the charges against them, and an opportunity for a hearing. The time lines and procedures to be followed when a suspension, termination, or nonrenewal occurs will be provided when a written notice is given to an employee. 1 . If the board decides not to renew the employment of an employee serving a probationary period, it may do so provided it gives the employee notice not later than the 45th day before the last of instruction required under the contract. 2. After receiving administrative recommendations and supportive documents, the superintendent shall prepare a list of employees whose term contracts are recommended for proposed nonrenewal by the board. If the board accepts the superintendent's recommendation for proposed nonrenewal, the employee shall be notified not later than the 45th day before the last day of instruction in a school year, following the procedures outlined in policy. Policy series DF Series) Exit Interview If possible, an exit interview shall be conducted and a termination report prepared for every employee who leaves employment with the district. Information on the continuation of benefits, release of information, and procedures for requesting references will be provided at this time. Separating employees are asked to provide the district with a forwarding address and phone number. All district keys, books, property, curriculum materials, and equipment must be returned upon separation from employment. The district may withhold the cost of any items not returned from the final paycheck. Reports to the Commissioner The dismissal or resignation of a certified employee will be reported to the Texas Commissioner of Education if there is reasonable evidence that the employee's conduct involves the following: · Any form of sexual or physical abuse of a minor or any other illegal conduct with a minor · The possession, transfer, sale, or distribution of a controlled substance · The illegal transfer, appropriation, or expenditure of school property or funds An attempt by fraudulent or unauthorized means to obtain or alter any certificate or permit that would entitle the individual to a professional position or to receive additional compensation associated with a position
COMPENSATION AND BENEFITS (Policy DE series) Paychecks AISD employees receive their payroll checks on the 25th of each month unless the 25th is on Saturday or Sunday, then the checks are issued the preceding Friday. The three main pay cycles, September-August; August-July; and July-June, are set up in accordance to an employee's number of work days. All professional employees are paid monthly. During the school year, paychecks are delivered to each campus. Paychecks will not be released to any person other than the district employee named on the check without the employee's written authorization. During summer breaks, paychecks will be mailed to your home. An employee's payroll statement contains detailed information including deductions withholding information, and the amount of leave accumulated. Payroll information is reported on a monthly basis. The payroll department will post payroll report due dates for each month. Payroll Deductions (CFEA) The district shall make periodic deductions from its employees' salaries or wages or shall reduce its employees' salaries or wages in accordance with state law or salary reduction agreements executed between the district and its employees. Employees can utilize payroll deductions for professional dues.Automatic payroll deductions for the Texas Teacher Retirement System (TRS) and federal income tax are required full-time employees. Medicare tax deductions are required for all employees hired after March 31, 1986. Temporary part-time employees who are not eligible for TRS membership must have their Social Security contributions deducted (FICA MD and SEC457). Please refer to your check stub for a detailed explanation of your personal deductions. Each deduction is listed independently and the format is easy to read. Salary deductions are automatically made for unauthorized or unpaid leave. Changes to your W-4 need to be made in person to your Records Officer by the 5th of each month. Workload and Work Schedules Professional employees. Employees are paid in accordance with administrative guidelines and a pay structure established for each position. The district's pay plans are reviewed by the administration each year and adjusted as needed. All district positions are classified as exempt or nonexempt according to federal law. Professional and administrative employees are generally classified as exempt and are paid monthly salaries. They are not entitled to overtime compensation. Salaries and wages are reviewed on an annual basis and adjusted according to the budgeted amounts approved by t board. Classroom teachers and librarians, counselors, and nurses will be paid no less than the minimum state salary schedule. Contract employees who perform extracurricular or supplemental duties may be paid a stipend in addition their salary according to the district's extra-duty pay schedule. Employees should contact the payroll office for more information about the district's pay schedules or their own pay. Classroom teachers will have planning, periods for instructional preparation and conferences. The schedule of periods is set at the campus level but must provide at least 450 minutes within each two-week period. Teachers and librarians are entitled to a duty-free lunch period of at least 30 minutes. The district may require teachers to supervise students during lunch one day a week if there is a personnel shortage, extreme economic conditions, or unavoidable or unforeseen circumstances. Paraprofessional and auxiliary employees. Support employees are employed at will and will be notified of their required duty days, holidays, and hours of work for their position. Paraprofessional and auxiliary employees are not exempt from overtime and are not authorized to work in excess of their assigned schedule without prior approval from their supervisor. Compensation The AISD Employee Compensation Plan is a pay system for all district personnel. The pay system is designed to provide appropriate pay for the assessed worth of individual jobs. The system shall be administered with the intention that employee pay: 1 . Stay competitive with appropriate labor markets for the various categories of personnel. 2. Recognize the levels of skill, effort, and responsibility required of different jobs. 3 . Reward continued length of service to the district. 4. Be fiscally controlled and cost effective. Overtime Compensation The district compensates overtime for nonexempt employees in accordance with federal wage and hour laws. All employees are classified as exempt or nonexempt for purposes of overtime compensation. Professional and administrative employees are ineligible for overtime compensation. Only nonexempt employees (hourly employees and paraprofessional employees) are entitled to overtime compensation. Nonexempt employees are not authorized to work beyond their normal work schedule without advance approval from their supervisor. Overtime is legally defined as all hours worked in excess of 40 hours weekly and is not measured by the day or by the employee's regular work schedule. Employees who must work beyond their normal schedule but less than 40 hours per week will be compensated in straight-time pay or compensatory time off. Employees must work more than 40 total hours in a week to earn overtime compensation. For the purpose of calculating overtime, a workweek begins at 12:01 a.m. Monday and ends at midnight Sunday. Employees may be compensated for overtime with compensatory time off or direct pay at time-and-a-half rates. Compensatory time earned must be used according to a schedule that is mutually agreeable to the employee and supervisor. AISD policy states compensatory time will be used in a reasonable period of time. A "reasonable period of time" is within a pay period. Weekly time sheets or cards will be maintained on all nonexempt employees for the purpose of wage and salary administration. Meals and Rest Periods There is no requirement to provide meal or rest periods. Meal periods are noncompensable time if they are half an hour or longer and the employee is completely relieved of all duties. Campuses/Departments providing a thirty-minute duty free meal period and 10 minute rest period in morning & afternoon for paraprofessional employees must ensure that these employees work an additional thirty minutes.(i.e. 8 hour employees are on the clock 8.5 hours) Travel Expense Reimbursement A district employee will be reimbursed for authorized mileage incurred while performing duties related to the job such travel is at the request of the employee's immediate supervisor and is approved by the superintendent or design (Policy DEE) For approved travel, employees will be reimbursed for mileage and other travel expenditures according the current rate schedule authorized by the board of trustees and the Internal Revenue Service. Employees must submit receipts to be reimbursed for expenses other than mileage. Group Insurance Benefits Major Medical Health Coverage The AISD major medical plan includes a dental plan. See Insurance policy as updated annually. Cafeteria Tax Shelter Benefit Additional income benefits are provided for the employees by participating in a plan to shelter from taxes the employee’s portion of premiums paid for health, life, and dental coverage. Workers' Compensation Insurance As a subscriber of Workers' Compensation Insurance, Arp ISD provides workers' compensation benefits to employees who suffer a work-related injury. Benefits help pay for medical treatment and make up for part of the income lost recovering. Specific benefits are prescribed by law depending on the circumstances of each case. All work-relate accidents or injuries should be reported immediately to the employee's supervisor. Teacher Retirement System All personnel employed on a full-time, regular salary basis, including regularly employed bus drivers, shall be members of the Teacher Retirement System of Texas. Substitutes not receiving TRS service retirement benefits that work at least 90 days a year can purchase a year of creditable service. TRS provides members with an annual statement of their account showing all deposits and the total account balance for the year ending August 3 1, as well as an estimate of the retirement benefits. Employees who plan to retire under TRS should notify the payroll department as soon as possible. Additional inquiries should be addressed to: Teacher Retirement System of Texas, 1000 Red River Street, Austin, TX 78701-2698, or call 800-223-8778 or 512-397-6400. TRS information is also available on the Web at www.trs.state.tx.us LEAVES AND ABSENCES (Policy DEC) This section describes the basic types of leave available and restrictions on leaves of absence. Employees who have personal needs that will require long leaves of absence should call their direct supervisor for counseling about leave options, continuation of benefits, and communicating with the district. Employees who take an unpaid leave of absence may continue their insurance benefits at their own expense. Health care benefits for employees on leave authorized under the Family and Medical leave Act will be paid by the district as they were when they were working. Otherwise, the district does not make benefit contributions for employees who are not on active payroll status. Employees must follow the district and department or campus procedures to report or request any leave of absence and complete the appropriate leave request form. Any employee who is absent five or more days because of a personal or family illness must submit a medical certification from a qualified health care provider confirming the specific dates of the illness, the reason for the illness, and fitness to return to work. Sick Leave State personal leave and local sick leave for the employee's current year shall be available for use at the beginning of the school year. However, in the event that an employee who has used more leave than he or she has actually earned ceases to be employed by the District, the cost of the unearned leave shall be deducted from the employee's final pay check. Local sick leave, shall be used before state sick leave accumulated prior to the 1995-1996 school year and under the terms and conditions applicable to such state sick leave. State sick leave accumulated prior to the 1995-1996 school year shall be used before state personal leave. State sick leave: No longer earned; although leave accumulated prior to 5/30/95 is retained by employee. Local sick leave: All employees shall earn local sick leave with no loss of pay as shown below: 10 month position 11 month position 12 month position In addition, all teacher/bus drivers shall earn ten (10) local leave days for the bus driver position with no loss of pay. Five of the days may be taken at the teacher/bus driver's discretion, subject to the limitations established in this policy for state discretionary leave and five (5) of the days may be taken in accordance to the local sick leave guidelines outlined in this policy. State and/or local sick leave may be used for death in the immediate family and shall not exceed five workdays per occurrence, subject to extenuating circumstances and the approval of the personnel division. For purposes of personal illness, illness in the immediate family, family emergency, or death 'in the immediate family, available leave shall be used in the following order: 1 . Local sick leave. 2. State sick leave accumulated prior to the 1995-96 school year. 3. State personal leave. Local sick leave shall be used under the terms and conditions applicable to state sick leave accumulated prior the 1995-96 school year, except as otherwise provided by this policy. Local sick leave may also be used for first-year care following the birth or adoption of an employee's son/daughter or the placement of a child with the employee for foster care. Employees shall be charged leave as used even if a substitute is not employed. Leave shall be recorded in whole workdays and half workdays only, except in accordance with provisions for intermittent leave in the Family and Leave Act or when coordinated with workers compensation benefits as provided in this policy. Definitions: 'The term "immediate family" shall include:
6. Any person who may be residing in the employee's household at the time of illness or death. State Personal Leave Effective May 30, 1995, all employees shall earn state personal leave, up to the statutory maximum of five days at the rate of one-half workday for each 18 workdays of employment. A day of earned personal leave is equivalent assigned workday. There is no limit on the accumulation of state personal leave, and it can be transferred to other school districts and is generally transferable to education service centers. Types of State Personal Leave Under authority of Education Code 22.003 and to preserve the employee's leave entitlement while minimizing disruption to the instructional program, the Board requires employees to differentiate between uses of personal leave: 1. Discretionary - to be taken at the individual employee's discretion, subject to limitations set out below: 2. Non-Discretionary - Leave that is taken for personal or family illness, emergency, or a death in the family is considered nondiscretionary leave. This type of leave allows very little or no advance planning and will be employees in the same manner as sick leave. Use of Discretionary Leave A notice of request for discretionary state personal leave shall be submitted to the principal or designee 3 days in a of the scheduled absence. Discretionary state personal leave shall be granted on a first-come, first-served basis, with a maximum of 10% of campus employees in each category permitted to be absent at the same time for discretionary personal leave, unless authorized by campus principal. Use of discretionary state personal leave shall be considered granted unless the principal or design notifies the employee to the contrary within 48 hours. Discretionary state personal leave may not be taken for more than 2 consecutive days except in extenuating circumstances as determined by the superintendent. In addition, discretionary state personal leave shall not be allowed on the following circumstances, unless approve superintendent: The day before a school holiday The day after a school holiday Days scheduled for end-of-semester or end-of-year exams Days scheduled for TAAS test Professional staff development or records days First or last day of a grading period Employees must remember that the state personal days also sick days and should be used conservatively in case an unexpected personal or family illness, family emergency, or death in the immediate family should occur. Nonscheduled Work Days The number of nonscheduled workdays for twelve month employees is determined annually by the school calendar. Requests for approval of nonscheduled work days should be submitted in advance to the direct supervisor (preferably two days). Hardship Leave Without Pay Employees requiring extended leave pertaining to the health and welfare of a member of the immediate family may be granted hardship leave without pay at the discretion of the superintendent in accordance to the guidelines of the Family and Medical Leave Act. Assault Leave In addition to all state and local days of leave provided, an employee who is physically assaulted during the performance of regular duties is entitled to the number of days of leave necessary to recuperate from physical injuries sustained as a result of the assault. Guidelines regulating the assault leave are located in policy DEC (Legal). Jury Duty An employee will be granted leave with pay and without loss of accumulated leave for jury duty. The employee is required to present documentation of the service to his or her supervisor and shall retain any compensation for this service. Other Court Appearances Absences for court appearances related to an employee's personal business shall be deducted from the employee's personal leave or shall be take by the employee as leave without pay. See policy DEC, local for additional guidelines regarding subpoenas and other court appearances. Military Leave: Short Term All employees of the district who are members of the state military forces or of the reserve components of the United States Armed Forces shall be granted a leave of absence from their duties without loss of time, efficiency rating, time, or salary on all days during which they are engaged in authorized training or duty ordered or authorized by authority, not to exceed 15 days in a federal fiscal year. Family and Medical Leave An employee who has been employed by the district for at least 12 months and has worked at least 1250 hours that time is entitled to 12 weeks of unpaid leave the following reasons: * The birth, adoption, or foster placement of a child * To care for a spouse, parent, or child with a serious health condition * An employee's serious health condition The 12-month period within which employees shall be eligible for 12 weeks of family and medical leave shall be as July 1 through June 30. Except for employees who are receiving workers' compensation wage benefits, the District shall require the use of all applicable sick leave and personal leave, in the order determined by policy DEC, follow temporary disability leave when applicable, concurrently with family and medical leave. If both spouses are employees the district, family and medical leave for the birth, adoption, or placement of a child, or to care for a parent with a s health condition may be limited to a combined total of 12 weeks as determined by the needs of the District. Please see policy DEC (Legal and Local) for a detailed lists of the benefits, leaves, and absences available. EMPLOYEE RELATIONS Evaluation and Assessment Evaluation of an employee's job performance should be a continual process that focuses on improvement. Performance evaluation is based on an employee's assigned job duties and other job-related criteria. All employees will participate in the evaluation process with their assigned supervisor at least annually. Written evaluations will be completed on approved by the district. Reports, correspondence, and memoranda also can be used to document performance information. All employees will receive a copy of their written evaluation, may have a performance conference supervisor, and have the opportunity to respond to the evaluation. Teachers The district teacher appraisal is the Professional Development and Appraisal System. All appraisers will adhere to the current TEA and district rules and procedures for completion of all records required for the evaluations. Administrative/Professional Each administrator will be appraised annually in the performance of his or her duties. For other professional personnel least one evaluation conducted by one appraiser is required using the evaluation instrument adopted by the local board of trustees. All Other Personnel All other personnel will be evaluated annually by current policy using appropriate Job descriptions/evaluations. (Policy DN, DNA, and DNB) Staff Development Staff development activities are organized to meet the needs of employees and the district. Staff development is predominantly campus-based, related to achieving campus performance objectives, and developed and approved by district and campus level advisory committees. All employees are required to complete the staff development training, hours listed below every five years. Please see policy DMC(Local) for complete details. 1 . A minimum of 200 clock hours: Teachers, Campus Administrators, and Certified/Noncertified Professional Personnel 2. A minimum of 100 clock hours: Support Services Personnel Employee Involvement At both the campus and district levels, the Arp ISD offers opportunities for involvement in matters that affect employees. As part of the district's decision-making process, employees may either be asked or selected to serve on district-or campus-level advisory committees. Plans and detailed information about the shared decision-making process are available in each campus office or from the district's instructional division. Employee Recognition and Appreciation Continuous efforts are made throughout the year to recognize employees who make an extra effort to contribute to the success of the district. Employees are recognized at board meetings, in the district newsletter, and through special events and activities. District Communications Throughout the school year, the administrative offices publish newsletters, brochures, fliers, calendars, news releases, and other communication materials. These publications offer employees and the community information pertaining to school activities and achievements. COMPLAINTS AND GRIEVANCES In an effort to hear and resolve employee complaints in a timely manner and at the lowest administrative level possible, the board has adopted an orderly process that all employees must follow when bringing formal complaints and grievances except in the case of sexual harassment complaints. Employees are encouraged to discuss problems or complaints with their supervisors or an appropriate administrator at any time. The formal grievance process provides all employees with an opportunity to be heard up to the highest level of management if they are dissatisfied with an administrative response. An employee who has a complaint must present the complaint in writing following the guidelines outlined in policy DGBA (Local) (and printed on page 22). Please contact you immediate supervisor for additional information regarding policy DGBA(local).
EMPLOYEE CONDUCT AND WELFARE Standards of Conduct All employees shall be courteous to students, one another and the public working together in a cooperative spirit to serve the best interests of the district. All employees are expected to observe the following standards of conduct:
All employees, as public servants, must follow the "Code of Ethics and Standard Practices for Texas Educators." (Policy DH) Code of Ethics and Standard Practices for Texas Educators The Texas educator should strive to create an atmosphere that will nurture to fulfillment the potential of each student. The educator shall comply with standard practices and ethical conduct toward students, professional colleagues, school officials, parents, and members of the community. In conscientiously conducting his or her affairs, the educator shall exemplify the highest standards of professional commitment. PRINCIPLE I: Professional Ethical Conduct The Texas educator shall maintain the dignity of the profession by respecting and obeying the law, demonstrating persona integrity, and exemplifying honesty. 1. The educator shall not intentionally misrepresent official policies of the school district or educational institution and shall clearly distinguish those views from personal attitudes and opinions. 2. The educator shall honestly account for all funds committed to his or her charge and shall conduct his financial business with integrity. 3. The educator shall not use institutional or professional privileges for personal or partisan advantage. 4. The educator shall accept no gratuities, gifts, or favors that impair professional judgment. 5. The educator shall not offer any favor, service, or thing of value to obtain special advantage. 6. The educator shall not falsify records, or direct or coerce others to do so. PRINCIPAL II: Professional Practices and Performance The Texas educator, after qualifying in a manner established by law or regulation, shall assume responsibilities for professional administrative or teaching practices and professional performance and shall demonstrate competence. 1 . The educator shall apply for, accept, offer, or assign a position or a responsibility on the basis of professionals" qualifications and shall adhere to the terms of a contract or appointment. 2. The educator shall not deliberately or recklessly impair his or her mental or physical health or ignore social prudence, thereby affecting his or her ability to perform the duties of his or her professional assignment 3 . The educator shall organize instruction that seeks to accomplish objectives related to learning. 4. The educator shall continue professional growth. 5. The educator shall comply with written local school board policies, state regulations, and applicable state and other federal laws. PRINCIPLE III: Ethical Conduct toward Professional Colleagues The Texas educator, in exemplifying ethical relations with colleagues, shall accord just and equitable treatment to all members of the profession.
PRINCIPLE IV: Ethical Conduct toward Students The Texas educator, in accepting a position of public trust, should measure success by the progress of each student toward realization of his potential as an effective citizen. I . The educator shall deal considerately and justly with each student and shall seek to resolve problems including discipline according to law and school board policy. 2. The educator shall not intentionally expose the student to disparagement 3. The educator shall not reveal confidential information concerning students unless disclosure serves lawful professional purposes or is required by law. 4. The educator shall make reasonable effort to protect the student from conditions detrimental to learning, physical health, mental health, or safety. 5. The educator shall not deliberately distort facts. 6. The educator shall not unfairly exclude a student from participation in a program, deny benefits to a student, or grant an advantage to a student on the basis of race, color, sex, disability, national origin, religion or family status. 7. The educator shall not unreasonably restrain the student from independent action in the pursuit of learning or deny the student access to varying points of view. PRINCIPLE V: Ethical Conduct toward Parents and Community The Texas educator, in fulfilling citizenship responsibilities in the community, should cooperate with parents and others to improve the public schools of the community. 1 . The educator shall make reasonable effort to communicate to parents information which should be revealed in the interest of the student. 2. The educator shall endeavor to understand community cultures, and relate the home environment of students to the school.
Violations Employees shall comply with the standards of conduct set out in this policy and with any other policies, regulations, and guidelines that impose duties, requirements, or standards attendant to their status as District employees. Violation of any policies, regulations, and guidelines may result in disciplinary action, including termination of employment. [See DCD and DF series] |
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