2007 - 2008
(This handbook has
been posted on the SCISD website.)
http://sterlingcity.netxv.net
Table of contents
Introduction
Employee handbook receipt
District information
....... Description of the district……………………………………………………5
....... District
map………………………………………………………………….5
.......
....... District
goals and objectives…………………………………………………6
....... Board
of trustees……………………………………………………………..6
....... Administration……………………………………………………………….7
....... School
calendar………………………………………………………………8
....... Helpful
contacts……………………………………………………………...9
Employment
....... Equal employment opportunity………………………………………………9
....... Job
vacancy announcements…………………………………………………9
....... Employment
after retirement………………………………………………..10
....... Contract
and noncontract employment……………………………………...11
....... Searches
and alcohol and drug testing………………………………………11
....... First
aid and CPR certification………………………………………………12
....... Reassignments
and transfers…………………………………………………12
....... Workload
and work schedules……………………………………………….13
....... Notification
of parents regarding qualifications……………………………..13
....... Performance
evaluation……………………………………………………...14
....... Employee
involvement………………………………………………………14
....... Staff
development……………………………………………………………14
Compensation and benefits
....... Salaries, wages, and stipends………………………………………………...15
....... Paychecks…………………………………………………………………….15
....... Automatic
payroll deposit……………………………………………………16
....... Payroll
deductions……………………………………………………………16
....... Travel
expense reimbursement……………………………………………….16
....... Health
insurance……………………………………………………………...16
....... Supplemental
insurance benefits……………………………………………..17
....... Cafeteria
plan benefits (Section 125)………………………………………...17
....... Workers’
compensation insurance…………………………………………...17
....... Unemployment
compensation insurance…………………………………….18
....... Teacher
retirement…………………………………………………………...18
....... Other
benefit programs………………………………………………………18
Leaves and absences
....... Personal leave………………………………………………………………..19
....... Sick
leave…………………………………………………………………….19
....... Local
leave…………………………………………………………………...20
....... Temporary
disability…………………………………………………………20
....... Family
and medical leave…………………………………………………….21
....... Workers’
compensation benefits…………………………………………....22
....... Assault
leave………………………………………………………………...22
....... Jury
duty………………………………………………………………….....22
....... Other
court appearances…………………………………………………….23
....... Military
leave……………………………………………………………….23
Employee relations and
communications
....... Employee recognition and appreciation……………………………………23
....... District
communications……………………………………………….…...23
Complaints and grievances
Employee conduct and welfare
....... Standards of conduct……………………………………………………….24
....... Harassment…………………………………………………………………27
....... Harassment
of students………………………………………………….....27
....... Drug-abuse
prevention………………………………………………….…27
....... Reporting
suspected child abuse……………………………………….….28
....... Fraud
and financial impropriety…………………………………………...28
....... Conflict
of interest………………………………………………………....29
....... Gifts
and favors……………………………………………………………29
....... Associations
and political activities……………………………………….30
....... Safety………………………………………………………………………30
....... Tobacco
used………………………………………………………………30
....... Employee
arrests and convictions…………………………………………31
....... Possession
of firearms and weapons………………………………………31
....... Visitors
in the workplace………………………………………………….31
....... Copyrighted
materials……………………………………………………..31
....... Computer
use and data management……………………………………....32
....... Asbestos
management plan………………………………………………..32
.......
General procedures
....... Bad weather closing………………………………………………………..33
....... Emergencies………………………………………………………………..33
....... Purchasing
procedures……………………………………………………..33
....... Name
and address changes………………………………………………...34
....... Personnel
records…………………………………………………………..34
....... Building
use………………………………………………………………..34
Termination of employment
....... Resignations……………………………………………………………….34
....... Dismissal
or nonrenewal of contract employees………………………….35
....... Dismissal
of noncontract employees……………………………………...35
....... Exit
interviews and procedures…………………………………………...35
....... Reports
to State Board for Educator Certification………………………..36
....... Reports
concerning court-ordered withholding…………………………..36
Student issues
....... Equal educational opportunities………………………………………….36
....... Student
records…………………………………………………………...37
....... Parent
and student complaints……………………………………………37
....... Administering
medication to students……………………………………37
....... Dietary
supplements……………………………………………………...38
....... Psychotropic
drugs……………………………………………………….38
....... Student
discipline………………………………………………………...38
....... Student
attendance……………………………………………………….38
....... Hazing……………………………………………………………………39
....... Additions
for 2007 – 2008……………………………………………….39
Index
Appendix
Introduction
The purpose of
this handbook is to provide information that will help with questions and pave
the way for a successful year. Not all district policies and procedures are
included. Those that are have been summarized. Suggestions for additions and
improvements to this handbook are welcome and may be sent to the
Superintendent.
This handbook
is neither a contract nor a substitute for the official district policy manual.
Nor is it intended to alter the at-will status of noncontract employees in any
way. Rather, it is a guide to and a brief explanation of district policies and
procedures related to employment. These policies and procedures can change at
any time; these changes shall supersede any handbook provisions that are not
compatible with the change. For more information, employees may refer to the
policy codes that are associated with handbook topics, confer with their
supervisor, or call the appropriate district office. Policy manuals are located
in each principal’s office and in the superintendent’s office and are available
for employee review during normal working hours. Plans are to put the District
policies on line during the 2007 – 2008 school year.
District information
Description of the district
Sterling City ISD is a small rural
school district with 195 students enrolled in grades K-12.
District map
Sterling City ISD encompasses all of
Mission statement
“
District goals and objectives
Policies AB,
AF
Sterling City ISD will provide basic and enriched instruction in
academic and vocational areas so that all students and student subgroups will
pass all sections of the TAKS test by May of 2008.
Sterling City ISD will provide a supportive environment in which at
least 99% of all students will graduate from high school.
Sterling City ISD will provide a safe, disciplined, consistent
environment, which is conductive to learning; incorporating support,
cooperation, awareness, and self-esteem.
Sterling City ISD will communicate with and actively solicit input from
staff, students, parents, and the community.
Sterling City ISD will provide highly qualified teachers.
Sterling City ISD will insure budgetary responsibility by wisely
allocating all district funds.
Board of trustees
Policies BA,
BAA, BBA, BBB, BBE, BE, BEC, BED
The board of
trustees is elected by the citizens of the district to represent the community’s
commitment to a strong educational program for the district’s children. Five of
the District’s Trustees shall be elected to single-member districts for
three-year terms with elections conducted annually. Two of the District’s Trustees shall be
elected at-large to serve staggered three-year terms. Trustees serve without
compensation, must be registered voters, and must reside in the district.
Current board
members include:
Randy Hord,
President
Jason Cox,
Vice-President
Tommy Wright,
Jr. - Secretary
Scot Long,
Member
Dawn Foster,
Member
Lonnie Horwood,
Member
Carmen Rios,
Member
The board
usually meets on the first Monday of each month at 7:00 PM in the O.T. Jones
Auditorium. Special meetings may be called when necessary. A written notice of
regular and special meetings will be posted at the superintendent’s office and
on the school’s website at least 72 hours before the scheduled meeting time.
The written notice will show the date, time, place, and subjects of each
meeting. In emergencies, a meeting may be held with a two-hour notice.
All meetings
are open to the public. In certain circumstances,
Administration
Ronnie
Krejci, Superintendent
(325) 378-4781 x221
Nancy
Stevens, Secretary
(325) 378-4781 x234
Vicki
Goebel, High School Principal
(325) 378-5821 x 232
Fax 378-2087
Linda
Sparks, Secretary
(325) 378-5821 x 222
Glenn
Coles, Elementary and Junior High Principal
(325) 378-5821 x 224
Fax 378-2283
Shelli Long,
Secretary
(325) 378-5821 x225
School calendar
First Semester
Staff Development/ Workday: August 22, 23, & 24
Start of First Semester: August 27
Thanksgiving
Christmas and New Year’s Holidays: December 21 – January
1
Ends of First Semester: January 18
Workday: January 19
First Six Weeks:
August 27 – October 5
Second Six Weeks: October 8 – November 21
Third Six Weeks:
November 26 – January 18
Total Instructional Days: 94
Second Semester
Start of Second Semester: January 21
Spring Break:
March 17 - 21
Bad Weather Day:
May 2
Bad Weather Day:
May 23
End of Second Semester: May 29
Workday: May 30
Graduation: May
31, 2008
Fourth Six Weeks:
January 21 – February 29
Fifth Six Weeks: March 3 – April 18
Sixth Six Weeks:
April 21 – May 29
Total Instructional Days: 86
.
Helpful contacts
From time to
time, employees have questions or concerns. If those questions or concerns
cannot be answered by supervisors or at the campus or department level, the
employee is encouraged to contact the appropriate department as listed below.
Ronnie
Krejci, Superintendent
(325) 378-4781 x221
Nancy Stevens,
Secretary
(325) 378-4781 x234
Ray Sparks, Maintenance Director
(325) 378-5821 x237
Dow
Ferguson, Technology Director
(325) 378-5821 x233
Danetta
Stewart, Human Resources
(325) 378-5821 x248
Ramona Hasty, School Nurse
(325) 378-5821 x236
Employment
Equal employment opportunity
Policy DAA
The Sterling
City ISD does not discriminate against any employee or applicant for employment
because of race, color, religion, sex, national origin, age, disability,
military status, or on any other basis prohibited by law. Employment decisions
will be made on the basis of each applicant’s job qualifications, experience,
and abilities.
Employees with
questions or concerns relating to discrimination on any of the basis listed
above should contact the Superintendent’s office.
Job vacancy announcements
Policy DC
Announcements
of job vacancies by position and location are distributed on a regular basis
and posted at the central administration building, campus offices, and on the
district’s website.
Employment after retirement
Individuals receiving retirement benefits
from the Teacher Retirement System (TRS) may be employed in certain positions
on a full- or part-time basis without affecting their benefits, according to
TRS rules and state law. Service retirees who retire before May 31 may return
to work in a Texas public school without a reduction in benefits one full
calendar month after the retirement date, provided they meet specific
conditions. Retiring employees should consult TRS officials about conditions
and restrictions on employment after retirement. Retirees may work in the
following capacities without a loss of retirement benefits:
·
As a
principal or assistant principal or teacher in an acute shortage area on a
full-time basis, if appropriately certified and following a 12-month break in
service. Retirees that retired under early age or disability provisions are
excluded.
·
As a
full-time bus driver (early age and disability retirees excluded).
·
As a
substitute at no more than the established daily substitute pay rate. (Individuals
receiving disability retirement benefits may not work for more than 90 days in
a school year.)
·
On a
half-time or less basis during any month. Half-time employment cannot exceed
the lesser of 50 percent of the position’s full-time load or 92 hours in a
month.
·
On a
full-time basis during a six-month period during a school year, provided that
this is their only employment in a Texas public school. Individuals who retire
in August may begin employment in October of the school year following their
retirement.
Under this last provision, retirees must
submit annual written notice to TRS by the last day of the first month of full
employment to avoid a disruption of benefits. Working any part of a month
counts as a full month.
Other
restrictions apply when a person has retired because of a disability.
Individuals retiring because of a disability should contact TRS for details
about employment restrictions.
Shortage
areas. Certain retirees
may return to work on a full-time basis as a principal or assistant principal
or teacher in an acute shortage area without a reduction in their TRS annuity
benefits. Acute teaching shortage areas are determined by the board based on
Commissioner of Education guidelines. When filling acute shortage area
positions, the district must give hiring preference to certified applicants who
are not retirees. To be eligible for full TRS benefits a retiree must meet the
following criteria:
·
Have
not been subject to a reduction in benefits for retirement at an early age or
retired under disability provisions
·
Have
a 12-month continuous break in public school service since retirement
·
Be
appropriately certified for the position in the applicable school year
Employees
can contact TRS for additional information by calling 800-223-8778 or
512-542-6400. TRS information is also available on the Web
(www.trs.state.tx.us).
Contract and noncontract employment
Policies
DC, DCA, DCB, DCD, DCE
State law
requires the district to employ all full-time professional employees in
positions requiring a certificate from State Board for Educator Certification
(SBEC) and nurses under probationary, term, or continuing contracts. Employees
in all other positions are employed at-will or by a contract that is not
subject to the procedures for nonrenewal or termination under Chapter 21 of the
Texas Education Code. The paragraphs that follow provide a general description
of the employment arrangements used by the district.
Probationary
contracts. Nurses and
full-time professional employees new to the district and employed in positions
requiring SBEC certification must receive a probationary contract during their
first year of employment. Former employees who are hired after at least a
two-year lapse in district employment also may be employed by probationary
contract. Probationary contracts are one-year contracts. The probationary
period for those who have been employed in public schools for at least five of
the eight years preceding employment with the district may not exceed one
school year. For those with less experience, the probationary period will be
three school years (i.e., three one-year contracts) with an optional fourth
school year if the board determines it is doubtful whether a term or continuing
contract should be given.
Term
and continuing contracts.
Full-time professionals employed in positions requiring certification and
nurses will be employed by term or continuing contracts after they have
successfully completed the probationary period. Campus principals and central
office administrators are employed under one‑year term contracts. The
terms and conditions of employment are detailed in the contract and employment
policies. All employees will receive a copy of their contract and employment
policies.
Noncertified
professional and administrative employees. Employees in professional and administrative positions
that do not require SBEC certification (such as noninstructional
administrators) are not employed by contract. Employment is not for any
specified term and may be terminated at any time by either the employee or the
district.
All
paraprofessional and auxiliary employees, regardless of certification, are
employed at will and not by contract. Employment is not for any specified term
and may be terminated at any time by either the employee or the district.
Searches and alcohol and drug testing
Policy
DHE
Noninvestigatory
searches in the workplace, including accessing an employee’s desk, file
cabinets, or work area to obtain information needed for usual business purposes
may occur when an employee is unavailable. Therefore, employees are hereby
notified that they have no legitimate expectation of privacy in those places.
In addition, the district reserves the right to conduct searches when there is
reasonable cause to believe a search will uncover evidence of work-related
misconduct. Such an investigatory search may include drug and alcohol testing
if the suspected violation relates to drug or alcohol use. The district may
search the employee, the employee’s personal items, work areas, lockers, and
private vehicles parked on district premises or work sites or used in district
business.
Any employee
who is required to have a commercial driver’s license (CDL) is subject to drug
and alcohol testing. This includes all drivers who operate a motor vehicle
designed to transport 16 or more people, counting the driver; drivers of large
vehicles; or drivers of vehicles used in the transportation of hazardous
materials. Teachers, coaches, or other employees who primarily perform duties
other than driving are subject to testing requirements when their duties
include driving.
Drug
testing will be conducted before an individual assumes driving
responsibilities. Alcohol and drug tests will be conducted when reasonable
suspicion exists, at random, when an employee returns to duty after engaging in
prohibited conduct, and as a follow‑up measure. Testing may be conducted
following accidents. Return‑to‑duty and follow‑up testing
will be conducted when an employee who has violated the prohibited alcohol
conduct standards or tested positive for alcohol or drugs returns to duty.
All
employees required to have a CDL who are subject to alcohol and drug testing
will receive a copy of the district’s policy, the testing requirements, and
detailed information on alcohol and drug abuse and the availability of
assistance programs. Employees with questions or concerns relating to alcohol
and drug policies and related educational material should contact the
Superintendent.
First aid and CPR certification
Policy
DBA
Head marching band directors, head coaches, or chief sponsors of
an extracurricular athletic activity (including cheerleading) that is
sponsored or sanctioned by the district or University Interscholastic League
(UIL) must maintain and submit to the district proof of current certification
in first aid and cardiopulmonary resuscitation (CPR). Certification must be
issued by the American Red Cross, the American Heart Association, or another
organization that provides equivalent training and certification.
Reassignments and transfers
Policy DK
All personnel are subject to assignment and reassignment by the
Superintendent when the Superintendent determines that the assignment or
reassignment is in the best interest of the district. Reassignment is a
transfer to another position, department, or facility that does not necessitate
a change in the employment contract. Campus reassignments must be approved by
the principal at the receiving campus except when reassignments are due to
enrollment shifts or program changes. Extracurricular or supplemental duty
assignments may be reassigned at any time. Employees who object to a reassignment
may follow the district process for employee complaints as outlined in this
handbook and district policy DGBA (Local).
Employees with the required qualifications for a position may
request a transfer to another campus or department. A written request for
transfer must be completed and signed by the employee and the employee’s
supervisor. Teachers requesting a transfer to another campus before the school
year begins must submit their request before the end of the preceding school
year. Requests for transfer during the school year will be considered only when
the change will not adversely affect students and after a replacement has been
found. All transfer requests will be coordinated by the Superintendent’s office
and must be approved by the receiving supervisor.
Workload and work schedules
Policy DL
Professional employees. Professional and administrative employees are exempt from
overtime pay and are employed on a 10-, 11-, or 12-month basis, according to
the work schedules set by the district. A school calendar is adopted each year
designating the work schedule for teachers and all school holidays. Notice of
work schedules including required days of service and scheduled holidays will
be distributed each school year.
Classroom teachers will have planning periods for instructional
preparation and conferences. The schedule of planning periods is set at the
campus level but must provide at least 450 minutes within each two-week period
in blocks not less than 45 minutes. Teachers and librarians are entitled to a
duty-free lunch period of at least 30 minutes. The district may require
teachers to supervise students one day a week when no other personnel are
available.
Paraprofessional and auxiliary employees.
Support employees are
employed at will and will be notified of the required duty days, holidays, and
hours of work for their position on an annual basis. Paraprofessional and
auxiliary employees are not exempt from overtime and are not authorized to work
in excess of their assigned schedule without prior approval from their
supervisor.
Notification of parents regarding qualifications
Policy DK, EHBD
In schools receiving Title I funds, the district is required by
the No Child Left Behind Act (NCLB) to notify parents at the beginning of each
school year that they may request information regarding the professional
qualifications of their child’s teacher. NCLB also requires that parents be
notified if their child has been assigned or taught for four or more
consecutive weeks by a teacher who is not highly qualified.
Texas law also requires that parents be notified if their child is
assigned for more than 30 consecutive days to a teacher who does not hold an
appropriate teaching certificate. This notice is not required if parental
notification under NCLB is sent. Inappropriately certified or uncertified
teachers include individuals serving with an emergency permit (including
individuals waiting to take the EXCET exam) or individuals who do not hold any
certificate or permit. No later than the 30th instructional day after the date
of assignment, the Superintendent will send a written notice to parents.
Information relating to teacher certification will be made available to the
public upon request.
Employees who have questions about their certification status can
call Human Resources.