Employee Handbook
The material covered within this staff handbook is intended as a method of communicating to employees regarding general district information, rules and regulations and is not intended to either enlarge or diminish any Board policy, administrative procedure or negotiated agreement. Material contained herein may therefore be superseded by such Board policy, administrative procedure, negotiated agreement or changes in state or federal law.
Any information contained in this staff handbook is subject to unilateral revision or elimination from time to time. A copy of the Chester County Board of Education Policy Manual is available in the school office or on-line at http://www.policy.tsba.net/TOP/ChesterCo_Online/all.html. No information in this document shall be viewed as an offer, expressed or implied or as a guarantee of any employment of any duration. This handbook is on the school system website at http://www.chestercountyschools.org
Equal employment opportunity and treatment shall be practiced by the district regardless of race, color, national origin, religion, sex, age, martial status and disability if the employee, with or without reasonable accommodation, is able to perform the essential functions of the position.
The following have been designated to coordinate compliance with these legal requirements, including Title VI, Title VII, Title IX and other civil rights or discrimination issues, the Americans with Disabilities Act and Section 504 of the Rehabilitation Act of 1973 and may be contacted at the Board office for additional information and/or compliance issues:
Jane Rowlett PO Box 327, Henderson, TN 38340
Phone: 989-5134
E-mail: rowlettj@k12tn.net
GENERAL INFORMATION
To insure that Chester County Schools are among the Best in the State and Nation.
The Chester County Education Association is the bargaining unit for all licensed staff.
BOARD MEMBERS
The Legislature of the state of Tennessee delegates to the Board responsibility to manage and control district schools. Board members, as elected by residents of this district are as follows:
Dwain Seaton, Chairman
Bob Moore, Vice-Chairman
Dwight Bingham
Ronald Johnson
Sammy Jones
Glenn Naylor
BOARD MEETINGS/COMMUNICATIONS
Regular Board meetings are held seven (7) times a year at the Board office building. These regular meetings are usually on the third Thursday of the month in July, September, November, January, March, May, and June. Meetings begin at 7:00 PM, unless designated otherwise. All regular and special meetings of the Board are open to the public unless as otherwise provided by law.
All staff members are invited to attend Board meetings. All formal communications or reports to the Board are to be submitted through building supervisors and administrators to the superintendent in accordance with established lines of authority as approved by the Board.
All official Board communications, policies and information of staff interest will be communicated to staff through the superintendent to local building supervisors and administrators.
Director of Schools John Pipkin
Supervisor of Instruction Cherrie Pipkin
Federal Programs Director, Supervisor Linda Patterson
Special Education Supervisor, Civil Rights Coordinator Jane Rowlett
Attendance, Transportation, Custodians Supervisor Mike Tignor
Homeless Liaison Denise Woods
Adult Education Supervisor Emma Hopper
Food Service Director Janice Plunk
Maintenance Supervisor Jamie Canada
Technology Coordinator Fred Brown
BOARD OFFICE HOURS
The Board office is open from 8:00 AM until 4:00 PM during the times that school is in session. During summer months and other times during the school year when school is not in session, the building is open for staff access between the hours of 8:00 AM and 3:00 PM daily.
COMMUNITY USE OF BUILDINGS
The buildings are available for use by community groups during the week and weekends when such use does not interfere with district programs. A fee schedule and regulations governing the use of buildings is available at the Board office. Principals are responsible for scheduling events at their school.
ABSENCES
Teachers, secretaries, and teacher assistants unable to report to work for any reason must notify their school secretary or Sherry Connor (989-8104) as soon as possible to ensure that appropriate substitute arrangements may be made. Substitutes are assigned on a daily basis unless a longer duration is specified. In order to facilitate continuity during absences, staff members unable to return to their duties the following day should contact their school secretary by 1:00 P.M. Whenever possible, and as appropriate, substitutes will be retained during the course of your absence.
Staff members may, at the time of the reported absence, request a particular substitute. Final decisions regarding substitute use or non-use will be made by the administration. Under no circumstances may staff members arrange coverage through personal arrangements with substitutes or others either for all day or temporary absences from their duties.
Substitute coverage for absences during work hours due to illness or emergency will be arranged as needed upon notification to the building principal.
An absence report form must be completed and returned to the school secretary for all staff absences.
Paid and unpaid leaves are provided in accordance with negotiated agreements, established Board policy, and state law.
Custodians and bus drivers should notify Mike Tignor for substitute arrangements.
Food service employees should notify their cafeteria manager.
FEDERAL FAMILY AND MEDICAL LEAVE ACT (FMLA)
Eligibility
In accordance with federal law, staff members employed by the district for the previous 12 months and who have worked at least 1,250 hours during the year preceding the start of the leave may be eligible for FMLA leave. The 1,250 hours must be hours actually worked.
Length/Purpose of Leave
Employees eligible for FMLA under federal law are entitled to take 12 work weeks of leave within a 12 month period for the:
1. Birth of the employee's child (eligibility expires 12 months after the birth);
2. Placement of a child for adoption or foster care; (eligibility expires 12 months after placement)
3. Care of a spouse, child or parent with a serious health condition; or
4. The staff member's own serious health condition.
Calculating the 12-Month Period for Leave
The district will use the same method for calculating the 12-month period in which the 12-work week FMLA leave entitlement occurs for all employees. The district will use the school fiscal year (July 1 – June 30) for determining such leaves.
Paid/Unpaid Leave
Family leave under federal law is generally unpaid. The district requires the employee to use any accrued sick leave, vacation or personal leave days (or other paid time established by Board policy and/or negotiated agreements) in that order before taking FMLA leave without pay for the leave period.
The district will notify the employee that the requested leave has been designated as FMLA leave and, that accrued paid leave shall be used during the leave period. Such notification will be given to the employee prior to the commencement of the leave or within two working days of the employee's notice of an unanticipated or emergency leave.
If the district does not have sufficient information to make a determination of whether the leave qualifies as FMLA leave (the employee may be required to provide additional information to allow a determination of whether the leave qualifies under FMLA), the district will provide the required notice promptly when the information is made available, but no later than two working days after the district has received the necessary information. Oral notices will be confirmed in writing no later than the following payday. If the payday is less than one week after the oral notice is given, written notice will be provided no later than the subsequent payday.
Application
Staff members requesting FMLA leave shall submit to the district a written request at least 30 days prior to the anticipated leave date if the leave is foreseeable based on planned medical treatment. The notice shall include the anticipated starting and ending dates of the requested leave and an explanation of the need for the leave. Staff members are expected to schedule treatment, including intermittent leave and reduced hours, so as not to unduly disrupt the operation of the district.
If advanced notice of FMLA leave, under federal law, is not possible, for example due to a change in circumstances or medical emergency, notice must be given as soon as practicable. "As soon as practicable" means at least oral notification within one or two business days of when the need for leave becomes known to the employee.
Failure to provide the required notice for FMLA leave may result in the district delaying the staff member's leave for up to 30 days after the notice is ultimately given.
Medical Certification
If the staff member provides 30 or more day’s notice when applying for FMLA leave, he/she may be required to provide medical documentation when appropriate to support the request for leave before the leave begins. The district will provide written notice to employees of this requirement within three working days of the staff member's request for leave.
Under federal law, a second medical opinion at the district's expense may be required whenever the district has reason to doubt the validity of the initial medical opinion. The health care provider may be selected by the district. Should the first and second medical certifications differ, a third opinion may be required. The district and the employee will mutually agree on the selection of the health care provider for a third medical certification. The third opinion will be final. Second and third opinions and the actual travel expenses for a staff member to obtain such opinions will be paid for by the district.
If the leave is for the purpose of an employee's own serious health condition, he/she may also be requested to provide a fitness for duty medical release from the health care provider before returning to work. The employee may be required to report periodically on the employee's status and intent to return to work.
Continuation of Health Insurance Benefits
Under FMLA leave, group health insurance benefits and premium payments will be continued on the same basis as coverage would have been provided and premiums paid in the absence of leave. The district will continue to pay the district's contribution toward the employee's premium. If the employee uses accrued paid leave, premiums will continue to be deducted from the payroll. The employee will continue to pay the employee's share of premiums, if any. A 30-day grace period will be allowed for receCELLA of employee contributions. The district's obligation to maintain the employee's benefits will cease if the employee's contribution is more than 30 days late. The district will provide written notice that the premium payment is more than 30 calendar days late. Such notice will be provided within 15 calendar days before coverage is to cease.
Return to Work
Following an FMLA leave, a staff member is generally entitled to be returned to his/her former position or to an equivalent job with equivalent benefits, pay and other conditions of employment.
LEAVE POLICIES
I. SHORT-TERM LEAVES OF ABSENCE
Short-term leaves of absence shall consist of the following; emergency, legal, sick, and personal leave.
A. Emergency Leave
An immediate supervisor may grant emergency leave during the workday for a sudden, unexpected occurrence demanding immediate attention. Leave shall be taken as personal leave or sick leave as appropriate. If the employee has already exhausted the appropriate leave, then the leave will be without pay.
B. Jury Duty
Employees summoned for jury duty shall present written evidence of the summons to the immediate supervisor. Employees shall be entitled to the usual compensation, less the amount paid by the court as provided in TCA 22-4-108(b)(1). Professional employees shall appear in court and specify the seven (7) day period within twelve months that he/she will be available for jury duty as provided in TCA 22-1-103(a)(3).
C. Court Appearances
If an employee appears in court because of a personal interest, whether as a plaintiff, defendant, or witness or voluntarily appears in behalf of family or friends, or when an employee is required to appear in court either as a defendant or plaintiff in a civil case, personal leave or leave without pay shall be granted.
D. Sick Leave and Personal Leave
Professional employees earn ten (10) sick leave days and two (2) personal leave days per year. Any personal leave not used during the year shall be converted into sick leave. Sick leave shall accumulate for an unlimited number of days (TCA 49-5-710).
Non-certified full-time employees, except for bus drivers, earn one day of sick or personal leave for each twenty (20) workdays. Nine-month employees earn nine (9) days, ten-month employees earn ten (10) days, and twelve-month employees earn twelve (12) days per year. In each situation, two (2) of the days earned may be used as personal days and the remainder as sick days. Any personal days not used during the year will convert to sick days and may accumulate up to a maximum of forty (40) days. These days are of no value other than use by the employee and are not transferable to another employee. Upon termination or disruption of service, the days are also terminated.
Bus drivers are paid an extra month’s pay in lieu of sick leave, personal leave, in-service, and holidays.
All employees shall fill out leave forms immediately upon return to work. These forms shall be turned in to the Superintendent by the end of each month and a record of such days shall be kept for each employee.
The immediate supervisor for any non-certified employee may require a physician’s certificate stating the reason for absence.
II. LONG-TERM LEAVES
Long-term leaves shall consist of leaves for military service, legislative service, maternity, adoption, recuperation of health, educational improvements or other sufficient reason without loss of accumulated leave credits, tenure status, or other fringe benefits. All leaves shall be requested in writing and be approved by the Superintendent. All long-term leave shall be without pay except as may be covered by sick leave in the case of maternity and recuperative leaves. Employees shall have the opportunity to continue participation, at their own expense, in group insurance plans subject to any restrictions by the carrier.
Employees who take leave under the provisions of the Family Medical Leave Act (FMLA) shall have the same portion of their insurance premiums paid by the Board as is paid for active employees. This leave is limited to twelve (12) weeks during each fiscal year and is subject to use only after the employee has exhausted all sick and personal leave.
VACATIONS
Non-certified employees who work twelve (12) months earn ten (10) vacation days after a full year of employment. The Superintendent designates vacation days.
HOLIDAYS
Employees of the Board will observe the following holidays:
New Years’ Day
Martin Luther King Day
Good Friday
Memorial Day
Independence Day
Labor Day
Thanksgiving
Christmas
* These days are not considered paid holidays for hourly employees.
WAGE AND HOUR POLICIES
The workweek begins at 12:01 AM on Sunday and ends at 12:00 midnight on Saturday of each week.
Normal Workday
Teachers - 7:30 AM until 3:00 PM with usual assignments, meetings, etc.
as are necessary and considered a part of the duties of teachers. Teachers are exempt from FLSA overtime policies.
Teacher Assistants - Starting and ending times may vary.
The length of the workday is 7 working hours.
Secretaries – Starting and ending times may vary.
The length of the workday is 7.5 working hours.
Custodians and Maintenance personnel – Starting and ending times may vary according to assignments. The length of the day is eight (8) work hours.
Overtime
Overtime is defined as time in excess of forty (40) hours in a workweek. Any overtime must have prior approval of the Superintendent.
Time Records
Time records shall be kept on each employee by the immediate supervisor or the principal as appropriate. These shall be turned in to the Superintendent’s office at the end of each month and filed there.
SICK LEAVE BANK
The Sick Leave Bank is regulated by TCA and the negotiated agreement with CCEA. The details may be found in the teachers’ contract agreement.
ACCIDENT/INCIDENT REPORTS
All accidents/incidents occurring on district property, school buses or during the course of school-sponsored activities, including field trips and other away events, are to be reported to the building principal/supervisor immediately.
Reports should cover property damage as well as personal injury.
A completed accident report form must be submitted to the building principal/supervisor and superintendent within 24 hours or the next scheduled district workday, as appropriate.
In the event of a work related accident or injury resulting in a hospital admission where medical treatment other than first aid is provided, the building principal will inform the superintendent. If the hospital admission is for more than three (3) employees, the Tennessee Occupational Safety and Health Division (TOSHA) must be notified as required by law.
All accidents/incidents will be promptly investigated and corrective measures implemented as appropriate.
ADMISSION TO DISTRICT EXTRACURRICULAR ACTIVITIES
Professional employees shall be admitted, without charge, to regular season sporting events hosted by Chester County Schools. Special events such as tournaments and the football jamboree, in which multiple schools share the gate receCELLAs, are excluded. Employees are expected to assist in the supervision of students and in general crowd control as needed while attending such events.
BREAKS
Scheduled breaks are provided to all support employees to ensure safety, efficiency and to meet the requirements of law. All support staff members who work four or more consecutive hours are entitled to one 15-minute break. Those working eight-hour days are entitled to two 15-minute breaks. Employees are expected to adhere to the break schedule established by the building principal/supervisor. Deviation from the regularly scheduled break period requires prior approval.
CARE/USE OF DISTRICT PROPERTY
All staff members are expected to exercise continuous and vigilant care of all district-owned property. Such items as computer and video equipment, typewriters and musical instruments are priority items for theft and damage.
Incidents of theft or willful destruction of district property through vandalism or malicious mischief should be reported immediately to the building principal or the appropriate administrator.
CASH IN DISTRICT BUILDINGS
Money collected by staff as a result of fundraisers or other school related purposes shall be deposited with the school office whenever the sum accumulated in any one day by a class, staff member or others exceeds $25. At no time are substantial amounts of money to be kept overnight or held during holidays or for long periods of time in classrooms.
Staff members should emphasize to students the importance of promptly depositing money collected with appropriate school officials.
WORKDAY CHECKOUTS
Employees may leave campus during lunch periods, planning periods, or in emergency situations with permission of the principal or his/her designee and following normal sign-out procedures.
CHILD ABUSE REPORTING
Any staff member who knows or has reasonable belief that any child under 18 years of age has suffered abuse or neglect, or that any adult with whom he/she is in contact has abused a child, shall immediately orally report or cause an oral report to be made to the principal or appropriate administrator. The principal will notify the Department of Children Services.
For the purpose of this section, abuse includes:
1. Physical;
2. Neglect;
3. Mental injury;
4. Threat of harm; and
5. Sexual abuse and sexual exploitation.
Failure to report suspected child abuse or to comply with the confidentiality of records requirements is a violation punishable by law and by district disciplinary action up to and including dismissal.
Tennessee law provides that a staff member, who, based on reasonable grounds, participates in the good faith making of a child abuse report, shall have immunity from any liability, civil or criminal, that might otherwise be incurred or imposed as provided by law.
CLASSROOM SECURITY
When leaving the classroom, locker room or other work areas between classes or at the end of the day, teachers are expected to adjust heat/air conditioning, turn out the lights and secure all doors. Windows should also be secured at day's end.
All staff members are asked to refrain from keeping personal items of value in or about their desks. Purses should never be left unsecured. Students should be instructed to leave valuables at home. The district will not be responsible for the loss of, or damage to, personal property due to such causes as fire, theft, accident or vandalism.
COMMUNICABLE DISEASE/BLOODBORNE PATHOGENS/INFECTION CONTROL
PROCEDURES
The district provides for the reasonable protection against the risk of exposure to communicable disease to all staff while engaged in the performance of their duties. Infection control procedures, including provisions for handling and disposing of contaminated fluids have also been established through Board policy and administrative procedures for staff and student protection.
All staff shall comply with measures adopted by the district and with all rules set by the Tennessee Department of Health and the county health department.
Staff members have a responsibility to report to the district when infected with a communicable disease unless otherwise stated by law.
HBV*/Bloodborne Pathogens Training and Immunization
Staff members designated as primary first aid providers, or who may otherwise incur occupational exposure to blood or other potentially infectious materials in conjunction with their assigned duties as determined by the district, will receive appropriate information and training as follows:
1. At the time of initial assignment to tasks where occupational exposure may take place;
2. At least annually thereafter and within one year of their previous training;
3. When changes such as modification of tasks or procedures or new tasks or procedures affect the staff member's occupational exposure.
Additionally, HBV vaccination will be made available to all staff that has been identified by the district as having occupational exposure. Report any occupational exposure to bloodborne pathogens to the safety director (Mike Tignor). Following a report of an exposure incident, the district will immediately make available to the exposed staff member a confidential medical evaluation and follow-up.
The district has established appropriate hygienic and sanitation practices as follows:
1. Standard precautions are to be followed at all times. Standard precautions require the assumption that staff and students approach infection control as if all direct contact with human blood and bodily fluids is known to be infectious for HIV*, HBV and/or blood borne pathogens.
2. Whenever possible, students should be directed to care for their own minor bleeding injury. This includes encouraging students to apply their own band-aids. If assistance is required, band-aids may be applied after removal of gloves if caregiver will not come into contact with blood or wound drainage.
3. Food and Drug Administration (FDA) approved gloves are required for all tasks in which an individual may come into contact with blood or other potentially infectious materials. Such tasks include cleaning body fluid spills, emptying trashcans, handling sharps/containers, handling contaminated broken glass, cleaning contaminated equipment and handling contaminated laundry/clothing. This also includes assisting with any minor wound care, treating bloody noses, handling clothes soiled by incontinence, diaper changing and cleaning up vomit.
4. Immediate, complete and effective hand washing with soap and running water of at least 30 seconds duration should follow any first aid or health care given a student or contact with potentially infectious materials.
5. If exposure to blood or other potentially infectious materials occurs through coughing, any first-aid procedure or through an open sore or break in the skin, thorough washing, preferably with germicidal soap if necessary.
6. In the event hand washing facilities are not readily available, thorough cleaning using an antiseptic cleanser and clean cloth/paper towels or antiseptic towelettes provided by the district as an alternative is necessary. In the event alternatives are used, hands must be washed with soap and running water as soon as feasible.
7. Any surface contaminated with blood or other potentially infectious materials must be cleaned after each use and at the end of the day with soap and water and then rinsed with an Environmental Protection Agency (EPA)** approved disinfectant following labeling instructions for use, or a freshly made solution of one part bleach to nine parts water, and allowed to air dry. Other disinfectants as recommended by the Center for Disease Control may be used. These surfaces include equipment, counters, mats (including those used in physical education and athletic events), toys or changing tables.
8. An EPA approved disinfectant must be used when cleaning fluids such as blood or vomit from the floor or other such contaminated surfaces.
9. Contaminated laundry such as clothing and towels must be placed and transported in bags and containers in accordance with the district's standard precautions. All such items must be laundered in hot or cold water and soap and placed in a dryer.
10. Needles, syringes, broken glassware and other sharp objects found on district property must not be picked up by students at any time, nor by staff without appropriate puncture-proof gloves or mechanical device such as a broom, brush and dust pan. Any such items found must be disposed of in closable puncture-resistant, leak proof containers that are appropriately labeled or color-coded.
11. All wastebaskets used to dispose of potentially infectious materials must be lined with a plastic bag liner that is changed daily.
12. Gloves and repellent gowns, aprons or jackets are required for tasks in which exposure to blood or other potentially infectious materials can be reasonably anticipated to contaminate street clothing. Type and characteristics of such protective clothing will depend on the task. Such tasks may include diapering/toileting with gross contamination, assisting with wound care, sorting or bagging contaminated laundry/clothing and disposing of regulated waste with gross contamination.
13. Maximum protection with gloves, face and/or eye protection and gowns are required whenever splashes, spray, spatter or droplets of blood or other potentially infectious materials may be generated and eye, nose or mouth contamination can be reasonably anticipated. Such tasks may include feeding a student with a history of spitting or forceful vomiting and assisting with severe injury and wound with spurting blood.
14. If a first aid situation occurs, student should report to a person in authority, staff should report to a supervisor.
* HIV - Human Immunodeficiency Virus
AIDS - Acquired Immune Deficiency Syndrome
HBV - Hepatitis B Virus
** Disinfectants which can be used include Lysol, Purex, Clorox, Tough Act bathroom cleaner, Dow bathroom cleaner, Real Pine liquid cleaner, Pine Sol, Spic and Span, Tackle liquid, Comet and other products with EPA numbers.
Staff Complaints
Staff member complaints that a violation, misinterpretation or inappropriate application of district personnel policies and/or administrative regulations has occurred should be directed to the building principal or immediate supervisor for informal discussion and resolution.
If the complaint is not resolved informally, formal complaint procedures may be initiated by staff in accordance with Board policy and administrative procedures.
This complaint procedure may not be used to resolve disputes and disagreements related to the provisions of any negotiated agreement.
Student/Parent Complaints
The district recognizes that complaints, regarding staff performance, discipline, grades, student progress, and homework assignments, will be made by students and parents from time to time. Every effort will be made to ensure that such complaints are handled and resolved informally and as close to their origin as possible. Students, parents and others with complaints will be encouraged to discuss the complaint directly with the staff member. All such meetings should be held in confidence and not in the presence of others.
If the complaint is not informally resolved, staff should advise the complainant that he/she may submit the matter directly to the building principal or immediate supervisor, as appropriate. The complainant will be provided with necessary formal complaint procedure guidelines in accordance with Board policy and applicable provisions of negotiated agreements.
When a complaint is made directly to the Board as a whole or to an individual Board member, it will be referred to the director of schools for appropriate building administrator follow-up.
All staff members should familiarize themselves with Board policy and applicable provisions of administrative procedures and negotiated agreements regarding the handling of complaints.
CONTRACTS AND COMPENSATION
Contracts for staff members will be executed for all fulltime employees.
Salaries, including compensation for extracurricular assignments over and above the duties associated with a staff member's regularly assigned duties, will be determined in accordance with salary schedules and salary placement guidelines established by the Board and /or policies adopted by the Board which are consistent with salary schedules and salary placement provisions of negotiated agreements.
It is the staff member's responsibility to provide all information necessary for placement on the salary schedule to the Board office in accordance with timelines established by the district and negotiated agreements.
COPYRIGHT
A variety of machines and equipment for reproducing materials to assist staff in carrying out their educational assignments are available to staff in both the school and home setting.
Infringement on copyrighted material, whether prose, poetry, graphic images, music audiotape, video or computer-programmed materials, is a serious offense against federal law, a violation of Board policy and contrary to ethical standards required of staff and students.
All reproduction of copyrighted material shall be conducted strictly in accordance with applicable provisions of law. Unless otherwise allowed as "fair use" under federal law, permission must be acquired from the copyright owner prior to reproduction of material in any form.
CONFERENCES
Planned conferences between teachers and parents are essential to the district's efforts to further understanding and close cooperation between the home and school. Parent-teacher conferences are scheduled in October. Conferences should be treated as an opportunity for constructive, mutual exchange of information and ideas for the welfare and continued academic growth of the student.
Occasionally, teachers or parents may arrange for conferences outside regularly scheduled conference dates, to meet more immediate student needs. Teachers should be prepared to provide after-school or pre-school time to meet with students as necessary.
CRIMINAL RECORDS CHECKS/FINGERPRINTING
All persons applying for a position as a teacher or for any other position requiring proximity to school children are required to file in writing, in advance of employment on forms provided by the Board, an application stating whether the applicant:
1. Has been convicted of a misdemeanor or a felony in this state or in any other state;
2. Has been dismissed for any of the following causes: incompetence; inefficiency; neglect of duty; unprofessional conduct and insubordination.
3. Has or will provide a copy of a written resignation to the most recent local board where such person was employed at least thirty (30) days prior to the beginning date of such person's employment with the Board to which the application has been made.
Knowingly falsifying information shall be sufficient grounds for termination of employment and shall also constitute a Class A misdemeanor, which must be reported to the District Attorney General for prosecution.
Additionally, all persons applying for any position requiring proximity to children shall be required to:
1. Agree to the release of all investigative records to the Board for examination for the purpose of verifying the accuracy of criminal violation information; and
2. Supply a fingerprint sample and submit to criminal history records check to be conducted by the Tennessee Bureau of Investigation.
Employment will be offered pending the return and disposition of such checks. All offers of employment are contingent upon the results of such checks.
Fees, as required by the Tennessee Bureau of Investigation in conducting such investigations of applicants, shall be paid by the applicant the first time such applicant applies for a position with the Board. The Board shall reimburse the applicant if the applicant accepts a position as a teacher. Substitute teachers, school maintenance employees, food service and transportation employees shall be reimbursed or have the fees paid by the Board for criminal history checks and fingerprinting subject to hiring.
CURRICULUM
Curriculum guides are available for all courses taught in the district. Curriculum guides reflect a consistent and coherent structure for the education of district students.
The curriculum established for the courses and grade levels of this district provides the flexibility necessary to meet the individual needs of students and their diverse learning rates and styles.
Deviations from established curriculum, textbooks and instructional materials, are not permitted without approval of the building principal and/or the appropriate supervisor of instruction.
Though teaching methodology may vary, classroom instruction is expected to reflect "best practices" consistent with research on effective instruction.
ANNOUNCEMENTS
School level and system level announcements are made via intercom, campus mail, or system e-mail. All staff with an e-mail account are required to check their campus mailbox or e-mail at least once daily.
Electronic mail capability among district staff exists for the purpose of enhancing communication to better perform tasks associated with their positions and assignments. Because all computer hardware and software belong to the Board, all data including e-mail communications stored or transmitted on school system computers shall be monitored. Employees have no right to privacy with regard to such data. Confidentiality of e-mail communication cannot be assured. E-mail correspondence may be a public record under the public records law and may be subject to public inspection.
DISCIPLINE AND DISCHARGE
Discipline and dismissal of staff will follow relevant provisions of negotiated agreements and/or applicable law.
DRUG-FREE WORKPLACE
No staff member shall unlawfully manufacture, distribute, dispense, possess or use on or in the workplace any narcotic drug, hallucinogenic drug, amphetamine, barbiturate, marijuana or any other controlled substance or alcohol, as defined in schedules I through V of section 202 of the Controlled Substances Act 921 U.S.C. 812) and as further defined by regulation at 21 CFR 1300.11 through 1300.15.
"Workplace" is defined to mean the site for the performance of work done in connection with a federal grant or contract. That includes any school building or any school premises; any school-owned vehicle or any other school approved vehicle used to transport students to and from school or school activities; off school property during any school-sponsored or school-approved activity, event or function, such as a field trip or athletic event, where students are under the jurisdiction of the school district where work on a federal grant is performed.
Each staff member must notify his/her supervisor of his/her conviction of any criminal drug statute based on conduct occurring in the workplace, as defined above, no later than five days after such conviction.
Each staff member must abide by the terms of the district's drug-free workplace policy.
The district, upon determining that a staff member has engaged in the manufacture, distribution, dispensation, possession or use, on or in the workplace, of a controlled substance or alcohol or upon having reasonable suspicion of a staff member's use of a controlled substance or alcohol in the workplace, shall, pending any criminal drug statute conviction for a violation occurring in the workplace, take action with regard to the employee determined to be appropriate. Such action may include suspension, dismissal and/or referral for prosecution.
Within 30 days of a staff member's criminal drug statute conviction for a violation occurring in the workplace, the district shall:
1. Take appropriate action with regard to the employee which may include discipline up to and including dismissal and/or;
2. Require satisfactory participation by the employee in a drug abuse assistance or rehabilitation program approved for such purpose by a federal, state or local health, law enforcement or other appropriate agency.
EMERGENCY CLOSURES
In the event of hazardous or emergency conditions all district schools or selected schools or grade levels may be closed or schedules altered to provide delayed openings of school and/or early dismissal of students as appropriate.
A phone tree will be established at each school and for system-wide personnel for use in the event of delayed openings or school closures. Additionally, area radio and TV stations will be alerted. The system web page is linked to WBBJ-TV for notice of area school closings. The web address is: http://www.chestercountyschools.org
EMERGENCY PROCEDURES AND DISASTER PLANS
The Chester County school system, in cooperation with local agencies, developed an “Emergency Response Manual”. This manual details emergency plans and procedures for most anticipated emergency situations. System personnel at each school receive instruction and training at the beginning of the year. Copies of the plan are available at each school and are maintained in each classroom.
EMPLOYEE ASSISTANCE PROGRAM
The Employee Assistance Program (EAP) is a confidential counseling and referral service for all employees and dependents covered under a state-sponsored plan. The EAP can handle problems related to: emotional, financial, stress, family, mental health, family/marital, workplace, substance abuse, chronic illness, grief, legal, and elder care.
For questions or further information call 615-741-1925.
EVALUATION OF STAFF
The district's evaluation program is designed to provide an opportunity for staff to set goals and objectives, including plans for professional growth and career opportunities and receive administrative responses to them; to have formal and informal observations of the teaching of licensed staff and the performance of assigned duties and job responsibilities of all other staff; to receive verbal and written comments and suggestions for improvement from supervisors; and to have clear opportunities to make improvement within specific timelines.
The evaluation program also provides a tool for administrators who are responsible for making decisions about promotion, retention, dismissal and discipline.
Evaluation of all professional staff will be conducted in accordance with established Board policy and applicable district evaluation procedures, negotiated agreements and guidelines issued by the Tennessee State Board of Education. Copies of the district's evaluation procedures will be provided to each staff member prior to the evaluation.
FAIR LABOR STANDARDS ACT
The superintendent will set regular working hours for all support staff. Support staff should not to work before, beyond or outside their established working hours and are not to work overtime without prior authorization from the superintendent.
All time sheets must be a true reflection of all time worked, whether it is more or less than regularly scheduled work hours.
Failure to comply will result in disciplinary action in accordance with applicable provisions of Board policy, administrative regulations.
Administrators, directors and/or supervisors shall give written notice to non-exempt employees, as defined by the Fair Labor Standards Act, of the Board's following expectations:
• What constitutes normal working hours:
• That employees are not to work before, beyond or outside their normal working hours or are not to work overtime without prior authorization;
• That employee time sheets be a true reflection of all time worked, whether it is more or less than normally scheduled hours;
• That a written corrective statement is given to employees not complying with established procedures.
Overtime is defined as time worked over 40 hours in one week. A week is defined as seven consecutive days from 12:01 AM Sunday through 12 midnight Saturday.
FUND RAISING
Activities to raise money for a wide variety of school activities and equipment are held at various times throughout the course of the school year. All fund-raising activities must be conducted according to Board policy # 6.701.
GIFTS AND SOLICITATIONS
Staff members are to avoid accepting anything of value offered by another for the purpose of influencing his/her professional judgment.
No organization may solicit funds from staff members within the schools, nor may anyone distribute flyers or other materials related to fund drives through the school without approval of the principal.
GRIEVANCES Addressed in Board policy # 5.501 and # 5.5011
Harassment/Discrimination - Grievances should be put in writing and directed to the Director of Student and Employee Relations:
Jane Rowlett
PO Box 327
Henderson, TN 38340
Phone: 731-989-5134
Professional Personnel – Grievances by licensed personnel are governed by the negotiated agreement with the CCEA and Board policy # 5.501.
Classified Personnel – Informal procedures should be used whenever possible and at the level closest to the problem. When informal procedures are not adequate then formal grievances should be placed in writing and follow the procedures in Board policy # 5.5011.
GUEST SPEAKERS/CONTROVERSIAL SPEAKERS
Guest speakers may be used by teachers from time to time, when such use is consistent with educational goals and with a demonstrable relation to the curricular or co-curricular activity in which the participating students are involved. Teachers are expected to inform the principal of the date, time and nature of the presentation whenever such use is planned.
Prior approval by the principal is required whenever the guest speaker and/or presentation may be reasonably considered controversial.
Guest speakers should represent various approaches or points of view on a given topic in order to afford students a more comprehensive understanding of the issue.
Prior to his/her participation, guest speakers are to be informed of the following regulations:
1. Profanity, vulgarity and lewd comments are prohibited;
2. Smoking is not permitted on school grounds or while speaking to or consulting with students; and
3. Sexist, racist remarks or derogation of any group or individual is prohibited.
Teachers responsible for inviting a particular guest speaker have the right and obligation to interrupt or suspend the presentation if the conduct or content being presented is judged to be in poor taste or endangers the health and safety of students or staff.
HARASSMENT
Harassment is strictly prohibited on district property including non-district property while a staff member is at any district-sponsored, district-approved or district-related activity or function, such as field trips or athletic events, in which students are under the control of the district or where the staff member is engaged in district business.
Harassment includes, but is not limited to, harassment on the basis of race, color, religion, national origin, age, disability and sex.
Sexual harassment includes, but is not limited to, unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature when:
1. The staff members' submission to the conduct or communication is made a term or condition of employment; or
2. The staff member's submission to, or rejection of, the conduct or communication is the basis for decisions affecting employment and assignment; or
3. The conduct or communication has the purpose or effect of substantially interfering with an individual's work performance; or
4. The conduct or communication has the effect of creating an intimidating, hostile or offensive working environment.
A staff member whose behavior is found to be in violation of Board policy may be subject to discipline up to and including dismissal. A student whose behavior is found to be in violation of Board policy may be subject to discipline up to and including expulsion.
Any staff member who is subject to, or knows of, such harassment is directed to notify the principal, Director of Student and Employee Relations, or superintendent immediately. If the complaint is not satisfactorily settled, the staff member may file a complaint directly with the Tennessee Department of Labor, Civil Rights Division or with the U.S. Department of Labor, Equal Employment Opportunity Commission. Such complaints may also be filed with the appropriate enforcement agency, in lieu of the district's complaint process, at any time, as provided by law.
There will be no retaliation by the district against any person who, in good faith, reports harassment.
Board policy # 5.500 gives full details about harassment
INTERNET USE
School employees desiring access to the internet are required to sign a form on acceptable use of the school technology services. Board policies # 4.406 and # 4.4061 detail the responsibilities and requirements for use of district technology services.
INVENTORY
An updated inventory is kept on file at each school and sent to the central office at the end of each school year. Teachers are required to supply this information to the principal as a part of the year-end duties.
KEYS
Keys are issued to staff by the principal. In order to protect property, students and staff and to ensure the building is adequately secured when no authorized personnel are present, all staff members are expected to follow the following key control procedures:
1. The duplication of keys is prohibited;
2. Keys are not to be left unattended. Avoid leaving keys on desks, tables, in mailboxes, unattended coat pockets, etc.
3. Keys may not be loaned to students or to individuals not employed by the district. Under no circumstances should staff provide keys to students to "run errands", "unlock/lock" doors, etc.
LESSON PLANS
The quality of the instructional program reflects the effort invested by teachers in developing lesson plans consistent with district curriculum and appropriate to the individual needs of students.
Teachers are expected to prepare lesson plans on a weekly basis. Teachers may be required to provide copies of lesson plans to the office at reasonable times and intervals as determined by the principal.
Lesson plans should be of sufficient length and substance to allow a substitute teacher to carry on the course of study and to provide a means by which the building principal may monitor instruction to assure that the educational program in a particular class or activity is consistent with the district-approved course of study.
An up-to-date seating chart, class schedules and information identifying any classroom student aides or other special student needs should be included in all lesson plan books.
General plans, which cover the length of the course of study, should also be prepared and readily available for building principal and/or student and parent review. State curriculum frameworks should be kept available by the teacher at all times.
LICENSE REQUIREMENTS
Teachers offered employment in the district must present their original teaching license to the Director.
Applicants who fail to present their license prior to the beginning of school or the first day employment is to begin will not be employed until such license has been submitted.
Licensed staff are required to submit copies of all license endorsements to the central office. It is the responsibility of each licensed staff member to keep his/her license and all endorsements current. Teachers are cautioned that failure to maintain license and endorsements may invalidate their contract with the district.
MAIL AND DELIVERY SERVICES
The interschool mail service is established for school-related purposes. It provides a central mailing service to expedite the distribution of materials and professional communications among schools and staff.
All staff are to check their mailboxes before school, noon and after each working day and remove mail daily. Students should not pick up mail from staff mailboxes.
District mailing and postage may be used for school district business only.
MATERIALS DISTRIBUTION
Requests by individuals or groups to distribute pamphlets, booklets, flyers, brochures and other similar materials to students for classroom use or to take home shall be referred to the principal. The materials and proposed method of distribution will be reviewed and a decision made based on the educational concerns and interests of the district.
MEETINGS
Staff meetings are scheduled for the purpose of organization and communication of business that typically cannot be handled through staff bulletins, departmental or committee structure.
All staff are expected to attend staff meetings unless prior arrangements have been made with the principal. Staff members are expected to schedule their time accordingly to not conflict with these meetings.
PARTICIPATION IN POLITICAL ACTIVITIES
Staff members may exercise their right to participate fully in affairs of public interest on a local, county, state and national level on the same basis as any citizen in public or private employment and within the law.
Staff members may, within the limitation imposed by state and federal laws and regulations, choose any side of a particular issue and support their view points as they desire by vote, discussion or persuading others. Such discussion and persuasion, however, may not interfere with district duties.
When expressing opinions, staff members are expected to make clear that the viewpoints they represent are personal and are not to be interpreted as the district's official viewpoint.
No staff member may use district facilities, equipment or supplies in connection with his/her campaigning, nor may he/she use any time during the working day for campaign purposes.
PERSONNEL RECORDS
Records relating to the employment, evaluation, commendation, discipline, and termination of each employee shall be maintained in the central office. The personnel files of teachers are governed by provisions of the negotiated agreement with the CCEA.
The following guidelines shall be followed for classified employees:
1. Information contained in personnel records shall be limited to job-related matters;
2. Employees shall be granted an opportunity to respond in writing to material placed in records;
3. Employee records are public records, except for matters deemed confidential by law, and shall be open for inspection during regular business hours;
4. Members of the public may not obtain an employee's unpublished telephone number, bank account information, social security number or driver license information except where driving or operating a vehicle is considered to be a part of the employee's duties, unless release of this information is expressly authorized by the employee.
5. A record of the person inspecting and the date of inspection shall be recorded; and
6. Copies of records may be made under rules determined by the superintendent.
All records containing medical condition information such as workers' compensation reports and release/permission to return to work forms will be kept confidential, in a separate file from personnel records.
PREP PERIODS/INSTRUCTIONAL STAFF PLANNING TIME
Preparation/planning time is provided for all teachers according to state regulations and the negotiated agreement with CCEA. The minimum time for a regular school week is 2 ½ hours.
PURCHASING PROCEDURES
A document entitled “Purchasing Procedures” is available in each school office and the central office. Complete details governing purchases are in this document. Each employee is expected to follow these guidelines.
RELEASE OF GENERAL STAFF INFORMATION
Employee records are public records, except for matters deemed confidential by law, and shall be open for inspection during regular business hours.
Members of the public may not obtain an employee's unpublished telephone number, bank account information, social security number or driver's license information except where driving or operating a vehicle is considered to be a part of the employee's duties, unless release of this information is expressly authorized by the employee.
The district may also disclose information about a former employee's job performance to a prospective employer under the following conditions:
1. Disclosure of information is upon the request of the prospective employer; or
2. Disclosure of information is upon the request of the former staff member; and
3. The information is related to job performance;
The district will not disclose information that is knowingly false, deliberately misleading, rendered with malicious purpose or is in violation of the staff member's civil rights.
RESEARCH/COPYRIGHTS AND PATENTS
Staff members engaged in a research project during the work day or who use district resources or students, either for study toward advanced work or for use in classroom instruction, may do so only with the prior approval of the principal.
Privacy rights of students or other individuals involved in such research projects must be maintained.
Publications, instructional materials, articles, models and other devices prepared by staff members for district use with district time, money and facilities as part of the employee's job responsibilities remain the property of the district.
In the event that a staff member produces items described above partly on his/her own time and partly on district time, the district reserves the right to claim full ownership. The employee may petition the district for assignment of copyright or patent rights. Employees may not attempt to copyright or patent such items without the knowledge and consent of the district.
RESIGNATION OF STAFF
A teacher shall give the superintendent notice of resignation at least thirty (30) days before the effective date of the resignation. A teacher who fails to give such notice, in the absence of justifiable extenuating circumstances, shall forfeit all tenure status. The Board may waive the thirty (30) days notice requirement and permit a teacher to resign in good standing.
The conditions under which it is permissible to break a contract with the Board are as follows:
1. The incapacity on the part of the teacher to perform the contract as evidenced by the certified statement of a physician approved by the Board;
2. The release by the Board of the teacher from the contract the teacher has entered into with the Board.
Any teacher on full-year leave shall notify the superintendent by April 1st if he/she plans to return to the system for the next school year. Failure to render such notice may be considered a breach of contract.
Support personnel shall give the immediate supervisor written notice of resignation at least two (2) weeks (ten (10) working days) in advance of the effective date of voluntary termination. The ten (10) working days may be waived by the superintendent for justifiable reason.
RETIREMENT
To assist the district in its planning efforts, staff members considering retirement are encouraged to notify the district as early as possible, preferably in February on the survey form provided by the Board for all employees to indicate their plans for the following year.
SPECIAL INTEREST MATERIALS
Supplementary materials from non-school sources require principal approval prior to their use in school. This includes educational films and all video rentals secured from or through commercial sources.
Generally, materials that are of obvious educational quality, supplement and enrich instructional and reference materials for definite school courses and are timely may be considered for approval.
STAFF CONDUCT
All staff members are expected to conduct themselves at all times in a manner that conforms to Board policy and administrative procedures.
Additionally, all licensed staff are expected to adhere to the Tennessee Educator's Association Code of Ethics of the Education Profession.
Preamble
The educator, believing in the worth and dignity of each human being, recognizes the supreme importance of the pursuit of truth, devotion to excellence and the nurture of democratic principles. Essential to these goals is the protection of freedom to learn and to teach and the guarantee of equal educational opportunity for all. The educator accepts the responsibility to adhere to the highest ethical standards.
The educator recognizes the magnitude of the responsibility inherent in the teaching process. The desire for the respect and confidence of one’s colleagues, of students, of parents and of the members of the community provides the incentive to attain and maintain the highest possible degree of ethical conduct.
The Code of Ethics of the Education Profession indicates the aspiration of all educators and provides standards by which to judge conduct.
Principle I - Commitment to the Student
The educator strives to help each student realize his or her potential as a worthy and effective member of society. The educator therefore works 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 educator -
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 student.
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 or is required by law.
Principle II - Commitment to the Profession
The education profession is vested by the public with a trust and responsibility requiring the highest ideals of professional service.
In the belief that the quality of the services of the education profession directly influences the nation and its citizens, the educator shall exert every effort to raise professional standards, to promote a climate that encourages the exercise of professional judgment, to achieve conditions which attract persons worthy of the trust to careers in education, and to 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 or her professional qualifications.
3. Shall not assist entry into the profession of a 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 a non-educator in the unauthorized practice of teaching.
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 decisions or action.
STAFF DEVELOPMENT
The Board recognizes the importance of continued educational experiences and other professional growth activities as a means to improve job performance.
Professional growth experiences may include, but are not limited to, college courses, workshops, curriculum planning, individual research, travel, supervision of teacher trainees and other such activities.
All requests for release time from regular work duties for attendance at meetings or conferences will be decided based on such factors as availability of funds, consistency with district and building goals and job assignment. Requests require prior approval from the principal and then submission to the superintendent for final approval. Forms are available in the office.
Meetings and conferences devoted primarily or exclusively to organizational or business affairs of staff member collective bargaining units, political workshops, training sessions for consultation committees and like activities will not be considered as appropriate activities for the expenditure of district funds.
STAFF DRESS AND GROOMING
All employees of the Chester County Board of Education are expected to dress and groom in a clean, neat, and modest manner so as to enhance rather than distract from the operations of the schools. Appropriateness of dress will vary from casual to “Sunday best” according the job, activity, and/or the event.
* Classified employees may dress casually within the normally accepted dress code for
students unless covered by the restrictions listed below.
* Professionally certificated employees are expected to dress professionally and/or
suitably for their duties, guided by the restrictions below, unless exceptions are
approved.
* Restrictions which apply to students would also apply to employees
* Jeans - only on Fridays or special days designated by the principal
* Casual T-shirts - only school related and on special days
* Shorts & Skorts - only in PE classes, on field days, and similar activities
* Sweat Suits - Not appropriate in the classroom
* Wind Suits - only on Friday or special days designated by the principal
** Exceptions for unusual or special situations may be made by the principal and superintendent.
STAFF ETHICS
Staff members are prohibited from engaging in, or having a financial interest in, any activity that may be perceived as a conflict of interest with their duties and responsibilities as employees of the district.
This means that:
1. Staff members shall not solicit for financial remuneration from students, parents or other staff;
2. Any device, publication or any other item developed during the staff member's paid time shall be district property;
3. Staff members shall not further personal gain through the use of confidential information gained in the course of or by reason of their position or activities in any way.
Staff members are prohibited from performing any duties related to an outside job during their regular working hours or during the additional time needed to fulfill the position's responsibilities. District facilities, equipment or materials may not be used in performing outside work.
STAFF HEALTH AND SAFETY
In order to assure the safety of staff and students, information and/or training as necessary is provided to assist all staff to recognize and to respond appropriately to the presence of hazardous materials in the workplace, including proper handling, labeling, storage and disposal of such materials.
Material Safety Data Sheets (MSDS), which accompany any hazardous substance used in the school setting, are maintained on file in the office and elsewhere in the building as necessary and readily available to any staff member who must handle such materials or who may have been exposed to such products.
All staff members are expected to conduct their work in compliance with first aid and infection control procedures established by the district and the following safety rules of the district:
1. All injuries shall be reported immediately to the person in charge or other responsible representative of the district;
2. It is the duty of all employees to make full use of safeguards provided for their protection. It shall be the employee's responsibility to abide by and perform the following requirements:
a. An employee shall not operate a machine unless guard or method of guarding is in good condition, working order, in place and operative;
b. An employee shall stop the machine or moving parts and properly tag-out or lock-out the starting control before oiling, adjusting or repairing, except when such machine is provided with means of oiling or adjusting that will prevent possibility of hazardous contact with moving parts;
c. An employee shall not remove guards or render methods of guarding inoperative except for the purpose of adjustment, oiling, repair or setting up a new job;
d. Employees shall report to their supervisor any guard or method of guarding that is not properly adjusted or not accomplishing its intended function;
e. Employees shall not use their hands or any portion of their bodies to reach between moving parts or to remove jams, hang-ups, etc. (Use hook, stick, tong, jig or other accessory.);
f. Employees shall not work under objects being supported that could accidentally fall (such as loads supported by jacks, the raised body of a dump truck, etc.) until such objects are properly blocked or shored;
g. Employees shall not use defective tools or equipment. No tool or piece of equipment should be used for nay purpose for which it is not suited and none should be abused by straining beyond its safe working load;
3. Employees shall not remove, deface or destroy any warning, danger sign or barricade or interfere with any other form of accident prevention device or practice provided which they are using or which is being used by any other worker;
4. Employees must not work underneath or over others thereby exposing them to a hazard without first notifying the other employee(s) or seeing that proper safeguards or precautions have been taken;
5. Employees shall not work in unprotected, exposed or hazardous areas under floor openings;
6. Long or unwieldy articles shall not be carried or moved unless adequate means of guarding or guiding are provided to prevent injury;
7. Hazardous conditions or practices observed at any time shall be reported as soon as practicable to the person in charge or some other responsible representative of the employer;
8. Employees observed working in a manner which might cause immediate injury to either themselves or other workers shall be warned of the danger;
9. Before leaving a job, workers shall correct, or arrange to give warning of, any condition which might result in injury to others unfamiliar with existing conditions;
10. Good housekeeping methods shall be observed in all operations. Materials shall be so handled and stored as to minimize falling, tripping or collision hazards;
11. Working and storage areas and passageways shall be kept free of unnecessary obstructions. No loose object shall be placed in any area where its presence will necessitate employees crowding between such objects as moving machinery, steam pipes or other objects with which contact would be dangerous;
12. Any materials that might cause an employee to slip or fall shall be removed from floors and other treading surfaces immediately or suitable means or methods shall be used to control the hazardous condition;
13. All sharp, pointed or otherwise hazardous projections in work areas shall be removed or rendered harmless.
STAFF INVOLVEMENT IN COMMUNITY ACTIVITIES
The district encourages all staff to participate in community activities that have the improvement of the general welfare of the community, state and nation as their objectives.
STAFF INVOLVEMENT IN DECISION MAKING
Staff members are encouraged to participate in the decision-making process whenever practicable. Staff may participate in such district and building activities as the establishment of district and building goals and objectives, curriculum revision and adoption, selection of instructional materials, budget and facility planning. Contact the principal, superintendent, or FAC representative to give input on any matter of concern involving the school system.
STAFF/PARENT RELATIONS
The district encourages parents to be involved in their student's school experience. Teachers are advised that unless otherwise ordered by the courts, an order of sole custody on the part of one parent does not deprive the other parent of certain rights. It is the responsibility of the parent with sole custody to provide to the district any court order that curtails the rights of the non-custodial parent.
A non-custodial parent may receive and inspect the school records pertaining to their student and to consult with teachers concerning their student's welfare and education.
Non-custodial parents will not be granted visitation or telephone access to their student during the school day. Students may not be released to the non-custodial parent without the written permission of the parent having sole custody.
In the case of joint custody, it is the responsibility of the parents to provide the district, in writing, any special requests or clarifications in areas concerning the student and the district's relationship and responsibilities. Such information will be maintained on file in the office and provided to staff as appropriate.
Staff members with questions regarding custodial and/or non-custodial parent rights with respect to particular students should contact the office.
STAFF/STUDENT RELATIONS
Staff members shall maintain professional relationships with students at all times and develop wholesome and constructive relationships with them. Staff members shall be expected to regard each student as an individual and to accord each student the rights and respect that is his/her due.
Staff members shall promote a learning environment that encourages fulfillment of each student's potential in regard to his/her program, consistent with district goals and with optimal opportunities for students. This goal may be reached by adapting instruction to individual needs, by:
1. Insisting on reasonable standards of scholastic accomplishment for all students;
2. Creating a positive atmosphere in and out of the classroom;
3. Extending the same courtesy and respect that is expected of students; and
4. Treating all students with consistent fairness.
Staff members shall use good judgment in their relationships with students beyond their work responsibilities and/or outside the school setting and shall avoid excessive informal and social involvement with individual students. Any appearance of impropriety shall be avoided. Sexual relationships between employees and students shall be prohibited.
SUPERVISION OF STUDENTS
Staff members are responsible for the supervision of all students while in school or engage in school-sponsored activities.
All teachers are expected to be in their classrooms prior to the arrival of students unless otherwise assigned. Under no circumstances are classrooms or other areas where students are under the supervision of assigned staff to be left unattended while students are present. Teachers who may need to temporarily leave the classroom or their assigned duties in an emergency situation while students are present are expected to contact the office to arrange for temporary coverage.
No other staff member may leave their assigned group unsupervised except as appropriate supervision arrangements have been made to take care of an emergency.
During school hours, or while engage in school-sponsored activities, students may be released only into the custody of parents or other authorized persons.
TEACHING ABOUT RELIGION
Religious education is the responsibility of the home and religious institutions. Public schools are obligated to maintain neutrality in all such matters.
However, as religion influences many areas of education such as literature and history, its role in civilization may be taught when consistent with curriculum and teaching assignment. In such instances, teachers may provide information and opportunity for students to study the forms of various religions.
Though teachers may be permitted to expose students to information concerning religious beliefs, teachers may not advocate, openly or covertly or by subtlety, a particular religion or religious belief.
TECHNOLOGY RESOURCES
The district's computer systems and networks are any configuration of hardware and software. The systems and networks include all of the computer hardware, operating system software, stored text and data files. This includes electronic mail, local databases, externally accessed databases (such as the Internet), CD-ROM, optical media, clip art, digital images, digitized information, communications technologies, and new technologies as they become available. The district reserves the right to monitor all technology resource activity.
The district's technology resources will be used only for learning, teaching and administrative purposes consistent with the district's mission and its goals. Commercial use of the district's system is strictly prohibited.
TELEPHONES
Telephones are available throughout the system for use by employees conducting school business. Long distance calls for personal use are the responsibility of the employee.
Teachers shall not use pagers, cell phones, etc while teaching or supervising students. Teachers may use these devices during planning time, lunchtime, or other times that students are not present. Cell phones shall be turned off during restricted times.
Administrative staff, countywide staff, and maintenance staff may use pagers and cell phones for work related purposes.
TOBACCO-FREE SCHOOLS
All uses of tobacco and tobacco products are prohibited in all of the school district’s buildings. Smoking shall be prohibited in any public seating areas, including but not limited to, bleachers used for sporting events, or public restrooms. The use of tobacco is prohibited in all vehicles, owned, leased or operated by the district.
TUTORING
Teachers may not tutor their own students for extra pay except through programs run by the school system.
USE OF PRIVATE VEHICLES FOR DISTRICT BUSINESS
The use of private vehicles for district business, including the transportation of students, is generally discouraged. Staff members should use district-owned vehicles whenever possible, scheduling activities and other transportation far enough in advance to avoid any non-emergency use of private vehicles. The principal or superintendent must approve reimbursement for mileage accumulated on private vehicles used for district business in advance.
VACANCIES
Notice of vacancies will be e-mailed to employees during times while school is in session. During vacations and holidays, vacancies will be posted in the window of the west door of the Board office building.
VOLUNTEERS
The district encourages the constructive participation of groups and individuals in the school to perform appropriate tasks during and after school hours under the direction and supervision of staff.
Every effort should be made to use volunteer resources in a manner that ensures maximum contribution to the welfare and educational growth of students.
Staff members interested in securing the services of a volunteer or with names of individuals expressing an interest in volunteering should contact the office.
The use of volunteers requires prior approval from the principal or superintendent.
STUDENT OPERATIONAL PROCEDURES
ADMINISTERING MEDICINES TO STUDENTS
Students who must take prescrCELLAion an/or over-the-counter medication at school, on a temporary or regular basis, must provide a written request to administer medication, signed by the parent. The procedures for using these medicines is outlined in Board policy # 6.405.
All medication will be kept in locked storage in the office unless a student must carry medication on his/her person during the school day.
Generally, medication for students in grades K-12 will be administered by the school nurse, principal, designated staff, or self-administered as appropriate. Each time medication is administered a record noting date, time, amount and name of the staff member administering the medication must be made. In the event a student must carry an inhaler on his/her person during the school day, a statement signed by the physician and the parent must be provided to the office authorizing such use.
Teachers are expected to assist students scheduled for medication. If the student refuses to take medication, teachers or person in charge of administering medication shall notify the parent whenever possible. Attempts to contact parents must be documented as to date and time.
AIDS, HIV AND HBV* HEALTH EDUCATION
Parent, teachers, administration, local health department staff and others have developed an AIDS, HIV and HBV curriculum cooperatively. All teachers are expected to teach the age-appropriate curriculum annually in grades K-12 in accordance with established curriculum.
The purpose of the curriculum is to present current, accurate information to help students learn infection control procedures for preventing the spread of HIV/AIDS-causing virus and to assist them in making decisions about protecting their health and the health of others. The value of abstinence must be stressed.
ASSIGNMENT OF STUDENTS TO CLASSES
The assignment of students and classes to teachers is the responsibility of the principal. Parents have the right to discuss student class assignments with the counselor and principal.
Any request to change a student's assignment to a particular class by a student, parent or teacher should be referred to the principal.
CLASS INTERRUPTIONS
The district is committed to protecting instructional time. Class interruptions of any kind will be kept to a minimum. Students are not to be permitted to interrupt a class in session without authorization from the office. Intercom use is restricted to administrative use or administrative approved use only.
COMMUNICABLE DISEASES/STUDENTS WITH HIV, HBV, AIDS*
Protection from communicable disease is generally provided through immunization, exclusion or other measures provided for in the Minimum Rules and Regulations of the Tennessee State Board of Education and rules of the county health department. Services generally will not be provided students excluded unless otherwise required by law.
In those cases where a communicable disease is diagnosed and confirmed and the student would not be excluded from school, the district will inform the appropriate staff member to protect against the risk of exposure.
Students infected with HIV shall not be denied enrollment in school. If a student's parents/guardians choose to disclose the child's HIV status, all matters pertaining to that student will be under the direct supervision of the superintendent.
No information concerning an HIV infected student shall be divulged, directly or indirectly, to any other individual or group without the written consent of the parent/guardian. Staff members will be informed of a student's HIV infection on a "Need to Know" basis, as decided by the evaluation team with the written consent of the parent/guardian.
Under no circumstances shall information identifying a student with AIDS be released to the public.
*HIV - Human Immunodeficiency Virus, HBV - Hepatitis B Virus, AIDS - Acquired Immune Deficiency Syndrome
CONTESTS FOR STUDENTS
The district cooperates with individuals, community organizations and agencies desiring to sponsor contests for students, when such activities can be integrated into the school program without disruption or loss of instructional time for the student and without imposing an unreasonable workload on staff. All such contests must be consistent with the purposes and educational aims of the district.
Teachers sponsoring such activities are responsible for the preparation and circulation of all informational materials and for other administrative work required in the grading, judging or evaluation of the participant's work.
The school may not be used to promote private or commercial interests. Nor may the school be used for the direct sales promotion of individual competitive goods or services.
Materials or activities initiated by private sources are to be referred to the principal for approval and will be judged on grounds of their direct contribution to educational values, factual accuracy and good taste.
CORPORAL PUNISHMENT
Principals, assistant principals, and teachers may use corporal punishment in a reasonable manner against any student for good cause in order to maintain discipline and order within the school system. The system will provide alternative discipline for students whose parents’ request alternatives. All uses of corporal punishment shall comply with Board policy # 6.314.
DRUG AND ALCOHOL PREVENTION, HEALTH EDUCATION
The district will not tolerate the possession, sale, use or influence of alcohol, tobacco and other illegal and harmful drugs (illicit drugs, non-therapeutic use of prescribed drugs, misuse of solvents and other dangerous substances) in the schools, on school property, on a school bus or while participating in any school-sponsored activity, whether on school property or at sites off school property.
Given the extensive use and the formal and informal promotion of alcohol, tobacco and drug use in society, the school has an obligation to provide drug education that emphasizes prevention, describes intervention and referral procedures and outlines consequences.
An age-appropriate alcohol/drug prevention curriculum is provided for all students in grades K-12 as a part of the health education curriculum
FEATURE FILMS/VIDEOS
Principal approval is required prior to showing a feature film/video to students in district classrooms. Only films/videos rated [G, PG or PG-13] may be authorized for classroom use. Furthermore, the teacher must preview the film for inappropriate language and scenes. Films/videos containing inappropriate scenes or language shall NOT be shown.
FIELD TRIPS
Field trips shall be governed by Board policy # 4.302 and administrative procedures distributed at the beginning of each school year.
GRADING
The evaluation of student progress is a primary responsibility of all teachers. The highest possible level of student achievement is a common goal of both the district and the home. As a close working relationship between the district and the home is essential to the accomplishment of this goal, regular communications with parents is essential.
Teachers should use a variety of communication devices including telephone and personal conferences as well as written grade reports to keep parents well informed. At the beginning of the grading period, students and parents are to be informed regarding the basis of the grades and the methods to be used in determining grades.
Grading shall be in accordance with rules of the State Board of Education, Board policy # 4.600 and # 4.601.
HOMEWORK
Teachers at all grade levels are encouraged to consistently assign homework, which is expected to increase in complexity with the maturity or grade level of the student.
Homework may refer to an assignment prepared during a period of supervised study in class or outside of class or which requires individual work in the home.
Homework is expected to be designed to improve learning, to aid in the mastery of skills and to stimulate interest on the part of the student.
The information for any homework assignment should be clear and specific so that the student can complete the assignment. Homework should not require the use of reference materials not readily available in most homes, school libraries or the public library. Homework should require the use of those materials only when the student has had instruction in such use.
MAKE-UP WORK
A student who has an excused absence from class shall be permitted to make up those assignments that he/she has missed. The student is expected to make arrangements with the teacher on his/her first day back in class for the work missed due to absence.
A student suspended from school will not be allowed to make up daily assignments, laboratory experiments, class discussions or presentations missed while under suspension/expulsion. If the suspension/expulsion occurs during the last ten (10) days of any term or semester, the student shall be permitted to take such final examinations or submit such required work as necessary to complete the course of instruction for that semester, subject to conditions prescribed by the principal.
MEDIA ACCESS TO STUDENTS
The media may interview and photograph students involved in instructional programs and school activities including athletic events. Such media access may not be unduly disruptive and must comply with Board policies and district goals.
Media representatives are required to report to the principal for prior approval before accessing students involved in instructional programs and activities not attended by the general public.
Information obtained by media representatives directly from students does not require parental approval prior to publication by the media. Parents who do not want their student interviewed or photographed by the media may direct their student accordingly.
Staff may release student information to the media only in accordance with applicable provisions of the education records law and Board policies governing directory information and personally identifiable information.
PROGRAM EXEMPTIONS
Students may be excused from a state-required program or learning activity for reasons of religion, disability or other reasons deemed appropriate by the district, upon the written request of the parent.
Parents may request that a student not be required to read a book, use certain materials, or participate in an activity that the parent finds objectionable. An alternative program of credit may be provided. Teachers are expected to work cooperatively with students, parents, counselors and other district staff in the development of such alternative learning activities as needed.
RESUSCITATION
No staff member may comply with any directive from parents or others, written or verbal, that life-sustaining emergency care be withheld from a student in need of such care while under the control and supervision of district staff.
Life-sustaining emergency care means any procedure or intervention applied by appropriately trained district staff that may prevent a student from dying who, without such procedure or intervention, faces a risk of imminent death. Examples of life-sustaining emergency care may include: efforts to stop bleeding, unblocking airways, mouth-to-mouth resuscitation and cardiopulmonary resuscitation (CPR).
In a life-threatening situation, staff members are expected to dial 911 for paramedic assistance and provide life-sustaining emergency care to any student requiring it in order to sustain life until relieved by paramedics or other appropriate medical personnel.
ASSESSMENT PROGRAMS
The district's assessment program has been developed to meet state requirements and local district needs. Assessment results are used to identify individual student's learning strengths and weaknesses and as a basis for planning learning activities.
Results are used as a factor in determining the educational progress of students and the success of school programs for program improvement planning purposes.
BILINGUAL EDUCATION
Students whose primary languages are languages other than English are provided appropriate assistance through the district's English-as-a-Second Language Program (ESL) until they are able to use English in a manner that allows effective, relevant participation in regular classroom instruction.
Parents who are not able to use English in a manner that allows effective, relevant participation in educational planning for their student will be provided with relevant written, verbal or signed communication in a language they can understand.
BREAKFAST/LUNCH PROGRAMS
The district participates in the National School Lunch and School Breakfast program(s).
Free and reduced-price meals are available for students unable to pay the full price for meals. General information, eligibility criteria and confidential application forms are available through the office.
COUNSELING AND GUIDANCE PROGRAM
The district's counseling and guidance program is designed to involve all staff and parents in the educational, personal/social and career development of students.
Counselors may provide such services as academic counseling for students and parents, including assistance and information in the area of scheduling, forecasting, assessments, alternative educational programs, progress towards meeting local and state graduation requirements, scholarship and college entrance requirements and identification of district, community and state-wide resources for students with academic, personal/social or other needs.
Counselors are also available to assist students with academic, social and personal problems and define and arrive at positive solutions through a variety of conference settings.
Students generally schedule appointments to see a counselor through the counseling office. Prior notice to a teacher that a student will be missing class may not always be possible because of the emergency nature of many of the appointments.
Teachers may refer a student to a counselor by contacting the counselor directly or contacting the principal. Teachers interested in arranging a conference with a counselor and a particular student and/or parent should contact the office.
Counselors and teachers with counseling responsibilities are expected to respect fully the right of privacy of those with whom they enter counseling relationships. Confidential matters are not to be discussed over the telephone.
Confidentiality is not to be abridged except:
1. Where there is clear and present danger to the student or others;
2. To consult with other professional persons when this is in the student's interest; or
3. When the student waives this privilege in writing.
HEALTH SERVICES PROGRAMS
The district has an established health services program which provides:
1. Pertinent health information on students, as required by Tennessee statutes and regulations;
2. Health appraisal services, including screening for possible vision or hearing problems;
3. Health counseling for students and parents when appropriate;
4. Health care and first-aid assistance that is appropriately supervised and isolates the sick or injured child from the student body;
5. Control and prevention of communicable diseases as required by the State Health Division and the county health department;
6. Assistance for students in taking medication according to established district procedures;
7. Services for students who are medically fragile or have special health care needs;
8. Integration of school health services with school health education programs.
The district's school nurse is available as a resource to teachers in securing appropriate information and materials on health-related topics.
HOMEBOUND INSTRUCTION
Homebound instruction may be provided to any student whose health or impairment causes him/her to be absent from school for a minimum of ten (10) consecutive days. A physicians's statement substantiating such absence is required in order for the district to authorize homebound instruction.
The amount of instructional service provided will be related to each student's educational needs and physical and mental health.
Teachers are expected to cooperate with counselors, students and parents to provide such assignments/homework as may be necessary to help students maintain satisfactory progress during the student's temporary absence from school. The homebound teacher shall be responsible for assigning grades during the time the student is homebound.
LIBRARY/MEDIA SUPPORT SERVICES
Teachers should contact library/media staff for assistance in obtaining audiovisual materials and equipment, computer software, video tapes, laser disks, sound filmstrips and other instructional media materials maintained by the district.
Additional supplemental materials may also be available through the local education service district and/or state library system.
A professional collection of books and current periodicals is also available for staff use in the library. Materials may be checked out through library staff.
Teachers may schedule with staff to bring entire classes to the library for project work, as appropriate. Individual students may be admitted for specific project work during class time with a note from the student's teacher.
MULTICULTURAL EDUCATION
The district is committed to an educational system that will prepare students to function effectively and cooperatively in a multicultural society.
The development of community partnerships and curriculum which use every opportunity to present the many ethnic, racial and religious strands that are a part of the American fabric provide a process for incorporating multiculturalism into the district's educational program.
Instructional materials at all grade levels are expected to reflect and fairly portray the history, contributions and culture of both men and women and of various ethnic groups in society.
PREGNANT/PARENTING STUDENT PROGRAMS
The district advocates the right to continued public education for all pregnant and parenting students. A pregnant and parenting student should be encouraged to continue with their educational program and to participate in all school-sponsored activities unless physically unable.
Teachers are expected to work cooperatively with counselors, parents and students in the development of individualized educational programs or services, or both, to address the needs of pregnant and parenting students when their educational needs cannot be met by the regularly provided school program.
PSYCHOLOGICAL TESTING SERVICES
Psychological tests, excluding intelligence tests, may be administered to student only by licensed psychologist employed for this purpose or by interns under their supervisions.
Psychological evaluations may be made only with the informed and written consent of parents.
All student records, including psychological records of students are confidential. Written parental consent is required prior to the release of any such data.
SPECIAL EDUCATION SERVICES
Students ages 3 through 21 living in the district who have been evaluated and found eligible for services or programs for students with disabilities are served by the district's special education department.
The related services and educational programs provided are designed to meet the needs as specified by the student's Individualized Educational Program (IEP).
Students with disabilities are to be educated with students without disabilities to the maximum extent possible. Special placements or separate schooling are provided only when the nature of the disability is such that education in the regular classroom with the use of supplementary aids and services cannot be achieved satisfactorily or affects the health or safety of the student or others.
Placements are made by the child's IEP team, which consists of special education staff, the student's teacher, or if the student does not have a regular teacher, a teacher qualified to teach a student the same age, the student's parents, the student when appropriate and other individuals at the discretion of the parent or district.
Teachers with questions regarding the referral and placement process should contact a special education staff member.
All teachers are expected to work cooperatively with special education staff to modify curriculum, instructional strategies and grading as necessary to meet the needs of a student's IEP.
TITLE I PROGRAMS
All K-6 schools have been identified as school-wide Title I schools. All students in these schools are eligible to participate in instruction and activities funded with Title I money.
Students identified in need of Title I services are provided instruction on a schedule as appropriate. Title I staff will meet with individual teachers regarding scheduled instruction. Students eligible for special education services are not eligible for the Title I program.
STUDENT ACTIVITY FUNDS
All monies raised or collected by and/or for school-approved student groups are to be receCELLAed and deposited into a checking account administered by the business office. All student activity fund expenditures must be approved by the principal and the group or club sponsor.
All expenditures from a specific account of student activity funds, related to other school-recognized student groups, must be approved by the members of that organization and their staff sponsor. Funds derived from authorized clubs and organizations shall be expended to benefit the specific club or organization and, to the extent possible, to benefit those students currently in school who have contributed to the accumulation of the funds.
STUDENT CONDUCT
All students are to comply with district policy, written building and classroom rules, pursue the prescribed course of study, submit to the lawful authority of teachers and school officials and conduct themselves in an orderly manner at school during the school day and during school-sponsored activities.
In addition to adopted Board policies governing student conduct, administrative procedures specifying student conduct expectations have been established. These rules apply to actions which occur on district property; at any district-sponsored activity regardless of location; or when traveling to or from school for district-sponsored activities. Disregard of these rules constitutes grounds for suspension, expulsion or other reasonable disciplinary action.
All teachers are expected to review the student conduct rules contained in the Student Handbook with their students during the first week of the school year.
Teachers may also develop student conduct rules unique to individual classrooms. All such rules must be consistent with district policy and local building administrative procedures governing student conduct and discipline. Classroom rules and consequences are to be reviewed with students, posted in classrooms and made available to parents.
Classroom rules and consequences are to be submitted to the building principal for review and approval.
STUDENT DETENTION
Principals may detain a student after school hours for disciplinary reasons provided the parent has been notified of the detention and, in the case of bus students, prior arrangements have been made for the student's transportation home. Usually a one day notice is given to parents for transportation purposes.
Students who are detained after school are not to be left unsupervised during their detention.
STUDENT DISCIPLINE
Student discipline, whether in the classroom, building, district grounds or at district-sponsored activities regardless of location, is the responsibility of all staff. Student conduct infractions are listed in the Student Handbook and/or Student Code of Conduct. Principals and teachers shall follow the guidelines in the Student Code of Conduct in administering discipline.
STUDENT DISMISSAL PRECAUTIONS
No teacher may permit any student to leave class/school prior to the regular hour of dismissal except as may be authorized by the office.
STUDENT HANDBOOK
A student handbook is issued to all students at the beginning of each new school year and at the time of registration for new students moving into the district at other times of the year.
All staff are expected to familiarize themselves with the general information, administrative rules and procedures pertaining to students as set forth in the student handbook and in Board policy.
Teachers are expected to review the handbook with students during the days/times designated by the building principal.
STUDENT PERFORMANCES
Teachers are encouraged to arrange for individual student and group public performances when such performances contribute to the educational process and are consistent with district and course goals.
All performances involving student must be approved by the principal and should be scheduled to minimize conflict with other scheduled activities or classes within the school.
The extended use of one particular group of students is generally discouraged. Teachers are expected to enforce all student conduct and discipline rules when engaged in such activities.
STUDENT TRANSPORTATION IN PRIVATE VEHICLES
Transportation of students to and from extracurricular activities sponsored by the district shall be provided by the district's transportation system in accordance with district policy.
Parents, employees and other designated adults may be permitted to use private vehicles to transport students other than their own on field trips or other school activities only with prior approval by the principal. No student participants shall be allowed to drive to out of town school events. Student participants shall only be released to parents or adults designated by the parents for return trips to the school.
No student is to be permitted to perform district business with his/her own vehicle, a staff member's vehicle or a district-owned vehicle.
STUDENT WITHDRAWAL FROM SCHOOL
Upon notification by the office of a student's withdrawal from school, teachers are expected to complete the student withdrawal form, including grade earned to date.
Teachers are expected to make a complete accounting of any unreturned or damaged books, locks, materials, supplies, equipment or other district property including replacement costs, if known.
In accordance with law and district policy, certain education records may be withheld if fees and fines are not paid.
VISITORS
Visitors must report to the school office to check in except for public performances by school groups or teams.
Students are not permitted to bring visitors to school.
Staff members are expected to report any unauthorized person on school property to the principal.
Receipt of Chester County Schools Employee Handbook
I hereby acknowledge receipt of a copy of the Chester County Schools Employee Handbook.
I understand that no information in this document shall be viewed as an offer, expressed or implied as a guarantee of any employment of any duration.
I understand that any rules, policies and procedures described in the handbook may be modified, varied or deleted by Chester County Schools at any time.
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