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Strafford R-VI School District
 201 W. McCabe St.
Strafford, MO 65757 417-736-7000 |
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Strafford R-VI School District Policy Manual: Section G Part 2
Download
SECTION G (IV)
(GCBA-R - GCD) in PDF format
Download SECTION G (V) (GCE - GCPC) in PDF format Download SECTION G (VI) (GCPD - GDBD) in PDF format FILE : GBEBC
Critical
CRIMINAL BACKGROUND CHECKS
The
Definitions Criminal Background Check B A search of the Federal Bureau of Investigations criminal history files, the Missouri Highway Patrol's criminal database and sexual offender registry, the central registry of child abuse and neglect of the Children's Division (CD) of the Department of Social Services, or other databases designated by law or by the district. Driving Records B Traffic-related offenses contained in the Missouri Department of Revenue = s databases. Employees Generally, the district will conduct a criminal background check in accordance with law on all new employees before they have contact with any student; however, the district will forgo a criminal background check on any teacher hired on a part-time or substitute basis if the teacher is hired within one (1) year of having retired from the Strafford R-VI School District . Any offer of employment is contingent upon the satisfactory outcome of the criminal background check, when required. The district has the sole and absolute discretion to determine whether the outcome is satisfactory. Drivers The district will conduct a criminal background check on all bus drivers, regardless of when they were first hired. The district may allow bus drivers to operate district transportation pending the results of the criminal background check. If the district contracts for student transportation services, the contract will require that the transportation company that provides services for the district conduct criminal background checks and will allow the district access to that information.
______________________________________________________________________ For Office Use Only: GBEBC-C.1B (11/06) Page 1 FILE : GBEBC Critical VolunteersThe district will conduct a criminal background check on all persons volunteering in positions where they will be left alone with a child. The superintendent or designee is directed to identify the volunteer positions in the district that require a criminal background check. The superintendent or designee must receive the results of the background check and officially approve the volunteer before he or she may begin service in the identified volunteer position. Independent Contractors The district will not conduct business with entities distributing or providing products or services to the Strafford R-VI School District in student-occupied facilities unless the contract includes a provision that prohibits the business from utilizing an employee on district property who is a registered sex offender or who is otherwise prohibited from being on school property by law. The district will also stipulate that contractors must require subcontractors to agree to the same conditions. Payment All applicants for employment and volunteers are responsible for the cost of the criminal background check, but the district may later reimburse the person at the district's discretion. The district will pay the expenses associated with conducting and renewing criminal background checks for current employees. The district will negotiate with independent contractors for payment of criminal background check expenses. Updating Information The district reserves the right to require any person to submit to additional criminal background checks at the district's expense or to rerun background checks at any time. The district will update all criminal background checks required under this policy at least every five (5) years if the person is still volunteering or working for the district or working on district property. The district will update the driving records for all drivers of district transportation at least every six (6) months. Any employee refusing to submit to a background check may be disciplined or terminated. The district may decline to utilize the services of volunteers or contractors who refuse to participate. District Notification As a condition of continuing to work within the district, all employees and other persons required to submit to a criminal background check pursuant to this policy must notify the district if they are charged, convicted, plead guilty to or are otherwise found guilty of any misdemeanor or felony, regardless of the imposition of sentence. This notification must be made as soon as possible, but no later than five (5) business days after the event.
______________________________________________________________________ For Office Use Only: GBEBC-C.1B (11/06) Page 2 FILE : GBEBC Critical Reporting Requirements The district will report to the Department of Elementary and Secondary Education (DESE) when information is obtained that a certificated person has pled guilty or no contest to or been found guilty of a crime or offense, regardless of whether a sentence has been imposed, in this state, another state or another country that may put the person's certificate in jeopardy pursuant to Missouri law. Confidentiality Information received by the district pursuant to a criminal background check is confidential. The district will only use this information for the district = s internal purposes in determining the suitability of an applicant, employee, volunteer or other worker on district property. The district will keep this information in a location that is only accessible to persons who need to know the information to carry out their responsibilities with the district. Any person submitting to a criminal background check may receive a copy of the background check information received by the district. Consequences The superintendent or designee is directed to exclude any person from employment, or to take action to terminate employment, whose criminal background check reveals that they have exhibited behavior that is violent or harmful to children or adults. Contracts with independent contractors will likewise address the suitability of workers on school grounds.
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Note: The reader is encouraged to check the index located at the beginning of this section for other pertinent policies and to review administrative procedures and/or forms for related information.
Adopted:
Revised:
Cross Refs: IICC, School Volunteers Legal Refs: §§ 43.540, 168.133, RSMo.
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For Office Use Only:
GBEBC-C.1B (11/06)
Page 3
FILE : GBH Critical STAFF/STUDENT RELATIONS The relationship between professional staff members and students in the school district should be one of cooperation, understanding and mutual respect. All employees have the responsibility to provide an atmosphere conducive to learning, which should be accomplished through effective individual and group discipline. All students and staff will treat each other with respect. Differences and problems that arise between an employee and student are typically best worked out by conferences between these two (2) persons or between the employee and the parent of the student. However, employees and students should immediately report a violation or perceived violation of the district’s nondiscrimination and anti-harassment policy (AC), regardless of whether a conference has been held. No employee may use his or her status as an employee to adversely influence a student of the district. No employee may date, make advances toward, or engage in any sexual relationship with a district student, regardless of the student’s age, the perceived consensual nature of the relationship, where the advances are made or whether the employee directly supervises the student. Further, no employee may discuss or plan a future romantic or sexual relationship with a student. All employees possessing evidence of or witnessing such conduct or sexual harassment shall report it to the district’s administration immediately. All employees or school officials who know or have reasonable cause to suspect child abuse shall immediately report the suspected abuse to the principal or to the Division of Family Services hotline, pursuant to state law.
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Note: The reader is encouraged to review administrative procedures and/or forms for related information in support of this policy area.
Adopted:
Cross Refs: AC, Nondiscrimination and Anti-Harassment GBCB, Staff Conduct JG, Student Discipline JHG, Reporting and Investigating Child Abuse/Neglect
Gebser v.
Davis v.
Ross v. Robb , 662 S.W.2d 257 (Mo.banc 1983) Title IX of the Education Amendments of 1972, 20 U.S.C. §1681
______________________________________________________________________ For Office Use Only: GBH-C.1A (8/01) Page 1 FILE : GBI Basic
An employee will not accept or solicit any gift, favor, service, or other benefit that could reasonably be construed to influence the employee's discharge of
An employee will not have a personal financial interest, business interest, or any other obligation that in any way creates a substantial conflict with the proper discharge of
An employee who believes he or she has nor may have a conflict of interest will disclose the interest to the superintendent or designee, who will take whatever action is necessary, if any, to ensure that the district's best interests are protected. Endorsements Employees will not recommend, endorse, or require students to purchase any product, material, or service in which they have a financial interest or that is sold by a company that employs the district employee during non-school hours. Professional employees will not recommend or require students to purchase a specific brand of school supplies if there are other brands that are equal and suitable for the intended instructional purpose. Sales Employees will not use their positions with the district to gain entrance to a home within the district or to obtain an audience with any district resident for the purpose of attempting to sell products or services.
Adopted:
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SMOKING ON SCHOOL PREMISES BY STAFF MEMBERS State law prohibits smoking, or other use of tobacco products, in any classroom or student occupant elementary or secondary school building or facility or on any school bus used to transport students to or from school or to or from any place for educational purposes. However, to promote the health and safety of all students and staff, and to promote the cleanliness of all facilities, Strafford R-VI School District bans the use of all tobacco products in all school facilities, buildings, buses, and on all school grounds at all times. This ban extends to all employees, students and patrons attending school-sponsored athletic events and meetings. The Board issues this ban in sincere appeal to all employees, students and patrons to cooperate in helping to create within our facilities a truly healthy environment for all concerned. Adopted: Revised:
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PERSONNEL RECORDS It is the intent of the Board of Education to maintain complete and current personnel files, including all information necessary to comply with the Fair Labor Standards Act, for all district employees. The file of an individual employee will be considered confidential information and a closed record, to the extent allowed by the law, and will only be available to authorized administrative personnel and to the employee. Individually identifiable personnel records, performance ratings or records pertaining to employees or applicants for employment are closed records under the Missouri Sunshine Law to the extent allowed by law. Pursuant to state law, the names, positions, salaries and lengths of service of all employees are public information and must be released upon request. In accordance with federal law, the district shall release to parents, upon request, information regarding the professional qualifications and degrees of teachers and the qualifications of paraprofessionals who are employed by a school receiving Title I funds and who provide instruction to their child at that school. Files containing immigration records and files containing medical information regarding an employee will be kept separate from other personnel files. Upon request to and in the presence of the appropriate administrative official, any employee may inspect his or her own personnel file during regular working hours, with the exception of the ratings, reports and records obtained prior to the employment of the individual, including confidential placement papers.
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Note: The reader is encouraged to review administrative procedures and/or forms for related information in support of this policy area.
Adopted:
Cross Refs: GBE, Staff Health and Safety GCD, Professional Staff Hiring GCN, Evaluation of Professional Staff GDC, Support Staff Recruiting/Posting of Vacancies/Hiring Legal Refs: §§ 168.128, 610.021(13), RSMo. Americans with Disabilities Act, 42 U.S.C. §§ 12101 et seq. 29C.F.R. § 1630.14
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Fair Labor Standards Act, U.S.C. §§ 201, et seq. 29 C.F.R. Part 516 Immigration Reform and Control Act, 8 U.S.C. §§ 1324, et seq. No Child Left Behind Act of 2001, P.L. 107-110
Garcia v.
______________________________________________________________________ For Office Use Only: GBL-C.1E (7/02) Page 2 FILE : GBM Critical
STAFF COMPLAINTS AND GRIEVANCES It is the intent of the Board of Education to address staff complaints and grievances at the earliest possible time and at the lowest level of supervision. Therefore the Board directs the superintendent or designee to create a procedure detailing how employees may bring complaints and receive responses to their complaints. If a complaint has been made to the employee's immediate supervisor, building-level supervisor, and the superintendent or their designee and the employee has received responses from these persons, the employee may appeal to the Board of Education. The employee must submit a written request for an appeal within five (5) workdays after receiving a decision from the superintendent. The decision of the Board will be final. Complaint processing should be viewed as a positive and constructive effort to establish the facts upon which the complaint is based and come to a fair conclusion. Employees will not be discriminated against nor will reprisal be attempted against an employee because a complaint was filed. I. Definition Complaint and/or Grievance -- An employee's assertion that he or she is adversely affected by a violation, misinterpretation or misapplication of a published district policy, procedure or regulation, or of an employee handbook, employee contract or existing law. Complaints relating to discrimination or harassment will be resolved in accordance with policy AC and regulation AC-R. II. Exclusions This regulation shall not apply to complaints for which state law establishes a procedure for obtaining a Board hearing. In addition, complaints about non-renewal of a probationary teacher's contract, or about any other official Board action, shall be directed to the Board; and a hearing on the same, unless required by state law, shall be discretionary with the Board. Complaints concerning evaluations, except those which lead to a loss of pay, will be excluded.
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Note: The reader is encouraged to review administrative procedures and/or forms for related information in support of this policy area.
______________________________________________________________________ For Office Use Only: GBM-C.1F (8/01) Page 1 FILE : GBM Critical
Adopted:
Cross Refs: AC, Nondiscrimination and Anti-Harassment GBCB, Staff Conduct
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FILE : GBM-R-2
STAFF COMPLAINTS AND GRIEVANCES - SEX AND HANDICAPPING CONDITIONS
GRIEVANCES: Alleged Discrimination on the Basis of Handicapping Conditions It shall be the policy of the Board that individuals be assured the opportunity for an orderly presentation in the review of grievances, which should aid in the elimination of discriminatory acts governed by applicable law. No person shall suffer reprisals as a result of having initiated or presented a grievance. Grievance Procedure for Violations Pertaining to Discrimination on the Basis of Sex and Handicapping Conditions A. Delineation of the Grievance Procedure 1. It is desireable that problems and complaints of alleged discrimination on the basis of sex and handicapping conditions brought by district employees or applicants for employment be resolved in an informal manner at the earliest possible time and at the most immediate level in the school district organization. 2. Nothing contained herein will be construed as limiting the right of any individual having a grievance to discuss the matter informally with any appropriate member of the administration, and having the grievance adjusted without recourse to this procedure. Nothing contained herein will be construed as limiting the right of any individual having a grievance to initiate informal and formal procedures concurrently.
B. Definitions
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receiving the complaint, the grievance officer shall state a decision in writing to the complainant with supporting evidence and reasons. In addition, the grievance officer will inform the superintendent of the appeal and the disposition.
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Level IV -- If resolution is not reached in Level III, a similar written appeals package shall be directed through the superintendent to the Board of Education, requesting a hearing before the Board at the next regularly scheduled or special called meeting. The hearing before the Board may be conducted in closed session upon the request of either the Board or the complainant. Within thirty (30) working days after receiving the appeals package, the Board shall state its decision and reply in writing to the parties involved. For district purposes, the decision of the Board of Education is final. D. Procedures for Processing Grievance or Alleged Discrimination Pertaining to Sex or Handicap Related to Employment . 1. If a grievance concerns a matter within the scope of an established staff complaint and grievance procedure (See File: GBM-R-1, Staff Complaints and Grievances), the employee shall use that procedure to resolve the grievance in lieu of this regulation.
with the right of the Board to take any action complainted thereof, subject to the final decision.
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Adopted:
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PROFESSIONAL STAFF POSITIONS
The Board of Education may, upon the recommendation of the superintendent, elect and appoint certificated professional staff positions, assistant principals, principals, directors and other supervisory personnel as may be required for proper classification and accreditation of the schools, and to accomplish the district's goals and objectives. The term "professional staff" will be used to designate those employees who must either possess teaching, administrative or professional certificates issued by state educational authorities or degrees from accredited institutions of higher learning in order to maintain their status with the district. The Board instructs the superintendent to maintain a comprehensive and up-to-date set of job descriptions of all positions in the school system. Job descriptions are to be kept in a separate manual dedicated to that purpose and shall be available in the office of the superintendent during regular business hours.
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Note: The reader is encouraged to review administrative procedures and/or forms for related information in support of this policy area.
Adopted:
______________________________________________________________________ For Office Use Only: GCA-C.1C (8/01) Page 1 FILE : GCAA Critical
DIRECTOR OF ELEMENTARY EDUCATION (ELEMENTARY PRINCIPAL) (JOB DESCRIPTION)
Minimum Qualifications
1.
Must hold a
2. Must have had at least two years of teaching experience and at least two years of administrative or supervisory experience. 3. Devote full-time to administrative and supervisory duties in the elementary school system. Working Conditions 1. This is an eleven-month position starting August 1st and ending June 30th annually. 2. Salary will be set annually by the Board upon the recommendation of the superintendent. 3. As an administrator, no specific hourly schedule is stated. It is assumed the individual will spend the time required to complete all duties of the position. 4. Sick leave is stated as 10 days annually, cumulative to 50 days, two of which each year may be used as personal business days. 5. Annual vacation leave will be two weeks.
The comprehensive, performance-based evaluation shall be ongoing, and of sufficient specificity and frequency to provide for demonstrated standards of competency.
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A copy of all evaluations shall be given to the individual staff member. The principal shall sign and date this evaluation as having read the overall evaluation. One signed copy shall be forwarded to the central office by the principal, one copy shall be retained by the teacher, and one copy shall be retained by the principal.
3. The principal shall have initial authority in all matters of student discipline in his or her building. The principal shall have authority to suspend pupils in accordance with state law, following required due process procedures.
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8. The principal shall take all precautions to safeguard the safety, health and well-being of pupils and staff members, including the formulation of plans to meet emergencies within his or her building.
Adopted:
Revised:
Legal Refs: § 168.128, RSMo.
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TEACHERS (JOB DESCRIPTION)
Qualifications All teachers must hold a certificate of license to teach, have earned a bachelor's degree and be fully prepared to teach in their particular field or fields, and shall meet the legal standards for teachers in the state. All teachers are encouraged to attain additional education at a college or university. Failure to do so may cause a teacher to hold constant within the salary schedule without benefit of educational advancement in salary or position. Election Teachers are formally hired by the Board of Education upon recommendation of the superintendent of schools. They are employed in compliance with the Teacher Tenure Act, with appointments for the succeeding year to be made on or prior to April 15 for probationary teachers. Permanent teachers must receive a contract or modification in contract on or before May 15. Responsibilities and Duties Each teacher shall be under the general supervision of the superintendent and immediately responsible to his or her building principal for carrying out the policies of the Board of Education as the policies relate to the function of the school, classroom and immediate contact with pupils and parents. Attention to Duty Teachers shall devote themselves exclusively during school hours to the duties of their respective positions. They shall acquaint themselves with Board of Education Policies and Regulations, and shall cooperate with the administration in measures that may be adopted for promoting the welfare of the school. Records and Reports Teachers shall keep such records, make such reports, and perform such duties as the building principal, and/or superintendent may direct. They shall make such reports to parents and guardians as the building principal and/or superintendent may require. Teacher Job Goals To help students learn subject matter and/or skills that will contribute to their development as mature, able and responsible men and women.
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Report Repairs Needed All personnel shall be responsible for reporting repairs or needed improvements to the principal to whom they are responsible. The superintendent shall keep the Board of Education informed concerning school facilities, and shall make necessary recommendations.
Adopted:
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SECONDARY PRINCIPAL Minimum Qualifications
1.
Must hold a
2. Preference will be given a candidate with two or more years successful experience as a high school principal. 3. Candidates must have at least two years of teaching, administrative, or supervisory experience. 4. Full-time will be devoted to administrative, or supervisory duties in the high school. Working Conditions 1. This is an eleven month position starting August 1st and ending June 30th annually. 2. Salary will be set annually by the Board upon the recommendation of the superintendent. 3. As an administrator, no specific hourly schedule is stated. It is assumed the individual will spend the time required to complete all duties of the position. 4. Sick leave is stated as seven days annually, cumulative to forty days, of which one day each year may be used for personal business. 5. Annual vacation leave of two weeks. Specific Responsibilities 1. Shall have the initial responsibility and authority for the strict observance of the policies of the Board which pertain to the administration of the school under his charge. Appeal of the principal's decisions shall be made to the superintendent. 2. The principal shall be responsible for the constant supervision of the faculty members in his building. He shall frequently visit the classrooms and observe the techniques used in teaching. He shall submit in writing his evaluation of each teacher's abilities in the classroom to the superintendent for the purpose of reemployment or termination . He shall counsel with each teacher soon after his visitation to discuss the evaluation. The principal's written evaluation of certified personnel shall include complete records needed in any termination cause as listed according to Missouri School Law.
Both teacher and evaluator shall sign and date this evaluation as having read the overall evaluation. One signed copy shall be forwarded to the central office by the principal, one copy retained by the teacher, and one copy shall be retained by the principal.
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3. The principal shall have full authority in all matters of student discipline in his school building. He shall have authority to suspend pupils according to approved policies of the Board and in compliance with state law. In all cases of suspension, he shall submit to the superintendent in writing the justification for suspension. He shall notify the parents of the student(s) involved of his action before permitting the student(s) to leave the building. He shall send a follow-up letter to the parents (guardian), explaining details of the suspension.
4.
The principal shall form a schedule of curricular offerings that meet the needs of the students of the district.
He shall
5.
The principal shall authorize in writing absences of all personnel under his jurisdiction to the superintendent for payroll purposes in accordance to board policies.
He shall
6. He shall cause to be kept an inventory of supplies, equipment and teaching materials within the school, estimate the annual financial requirements of the school by March 1st for use in preparation of the annual budget, and submit requisitions for supplies, equipment, and other items to the central office.
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11. All secondary co-curricular activities are under the jurisdiction of the principal. He shall coordinate these activities with his staff in the best interests of the overall program, keeping the superintendent informed of all activities.
Adopted:
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ASSISTANT SECONDARY PRINCIPAL/ADMINISTRATIVE ASSISTANT AND ATHLETIC DIRECTOR
Minimum Qualifications
1.
Must hold a
2. Candidates must have at least two years of teaching, administrative, or supervisory experience.
Working Conditions
Specific Responsibilities 1. He/She shall be responsible for the strict observance of the policies of the Board and the principal in his/her building. He/She shall aid and assist the principal in the administration of the school under the principal's charge. 2. The assistant secondary principal/administrative assistant shall be responsible for student discipline in his/her building. Student discipline matters will be referred to the assistant principal. He/She shall have the authority to suspend pupils according to approved policies of the Board. ______________________________________________________________________ For Office Use Only Page 1 FILE : GCAD Basic
In all cases of suspension, he/she shall submit to the superintendent in writing the justification for suspension. He/She shall notify the parents of the student(s) involved of his/her action before permitting the student to leave the building. He/She shall send a follow-up letter to the parent(s), explaining details of the suspension. He/She shall keep an accurate record of all discipline referrals and his/her actions in each discipline matter that requires action. 3. He/She shall be responsible for securing and maintaining an accurate daily attendance record of all students enrolled in his/her building. He/She shall see that all students are accounted for each period of the day. If a student is not accounted for, the current student attendance policy should be implemented. 4. He/She shall be responsible for the administration of all athletic programs in his/her school. He/She shall see that all athletic programs are in compliance with the policies of the Board and the Missouri State High School Activities Association. EmploymentPrincipals shall be considered for reemployment at the regular February board meeting.
Adopted:
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TITLE: Middle School Principal
QUALIFICATIONS: 1. (Certificate, license, or other legal credential required.) 2. (Degrees(s) required and area of major study.) 3. (Kind and amount of prior job experience required. 4. Such alternatives to the above qualifications as the Board may find appropriate and acceptable.
REPORTS TO: (Person designated by the board of the superintendent.) SUPERVISES: (Staff members designated by the Board or the superintendent.) JOB GOAL: To use leadership, supervisory, and administrative skills so as to promote the educational development of each student. PERFORMANCE RESPONSIBILITIES: 1. Establishes and maintains an effective learning climate in the school. 2. Initiates, designs, and implements programs to meet specific needs of the school. Plans, organizes, and directs implementation of all school activities. 3. Keeps the superintendent informed of the school's activities and problems. 4. Makes recommendations concerning the school's administration and instruction. 5. Prepares and administers the school budget and supervises school finances. 6. Supervises the maintenance of all required building records and reports. 7. Prepares or supervises the preparation of reports, records, lists, and all other paperwork required or appropriate to the school's administration. 8. Works with various members of the central administrative staff on school problems of more than in school import, such as transportation, special services, and the like. 9. Keeps his/her supervisor informed of events and activities of an unusual nature as well as routine matters related to the supervisor's accountability. 10. Interprets and enforces district policies and administrative regulations.
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11. Maintains active relationships with students and parents. 12. Budgets school time to provide for the efficient conduct of school instruction and business. 13. Leads in the development, determination of appropriateness, and monitoring of the instructional program. 14. Schedules classes within established guidelines to meet student needs. 15. Assists in the development, revision, and evaluation of the curriculum. 16. Supervises the guidance program to enhance individual student education and development. 17. Maintains high standards of student conduct and enforces discipline as necessary, according due process to the rights of students. 18. Establishes guides for proper student conduct and maintaining student discipline. 19. Attends special events held to recognize student achievement, and attends school sponsored activities, functions, and athletic events. 20. Maintains and controls the various local funds generated by student activities. 21. Supervises the maintenance of accurate records on the progress and attendance of students. 22. Assumes responsibility for the attendance, conduct, and maintenance of health of students. 23. Assumes responsibility for his own professional growth and development through membership and participation in the affairs of professional organizations, through attendance at regional, state, and national meetings, through enrollment in advanced courses, and the like. 24. Keeps abreast of changes and developments in the profession by attending professional meetings, reading professional journals and other publications, and discussion problems of mutual interest with others in the field. 25. Supervises all professional, paraprofessional, administrative, and non-professional personnel attached to the school.
26.
Assists in the recruiting, screening, hiring, training,
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27. Supervises the school's teaching process.
28.
Approves the master teaching schedule and any special
29.
Orients newly
30. Evaluates and counsels all staff members regarding their individual and group performance. 31. Conducts meetings of the staff as necessary for the proper functioning of the school. 32. Assists in the inservice orientation and training of teachers, with special responsibility for staff administrative procedures and instructions. 33. Recommends, according to established procedures, the removal of a teacher whose work is unsatisfactory. 34. Makes arrangements for special conferences between parents and teachers. 35. Assumes responsibility for the safety and administration of the school plant. 36. Supervises the daily use of the school facilities for both academic and non-academic purposes. 37. Plans and supervise fire drills and emergency preparedness program. 38. Asserts leadership in times of civil disobedience in school in accordance with established Board policy. 39. Provides for adequate inventories of property under his jurisdiction and for the security and accountability for that property. 40. Supervises all activities and programs that are outgrowths of the school's curriculum. 41. Supervises and evaluates the school's extracurricular program. 42. Participates in principals' meetings, negotiations meetings, and such other meetings as are required or appropriate. 43. Serves as an ex officio member of all committees and councils within his school. 44. Cooperates with college and university officials regarding teacher training and preparation.
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45. Responds to written and oral request for information. 46. Assumes responsibility for all official school correspondence and news releases. 47. Organizes and administers the public relations program for his/her school. Acting as liaison between the school and the community, by interpreting activities and policies of the school and encouraging community participation in school life. 48. Serves as a member of such committees and attends such meetings as directed to by the superintendent. 49. Delegates authority to personnel to assume responsibility for the school in the absence of the principal.
TERMS OF EMPLOYMENT: Eleven month year - salary and work year to be established by the Board.
EVALUATION: Performance of this job will be evaluated in accordance with provisions of the Board's policy on Evaluation of professional Personnel.
Approved by:____________________________________Date:______________
Reviewed and agreed to by:______________________Date:______________ (Incumbent)
Adopted:
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PROFESSIONAL STAFF SALARY SCHEDULES
Instructional Staff
An adequate salary schedule is necessary to secure new teachers who are personally competent and professionally well prepared, to encourage the professional growth of teachers while in service, and to retain the most competent teachers while in the school system. The Board of Education shall annually adopt a salary schedule having the following essential features: O A salary for those beginning in the system, which will be at or above the minimum salary established by state statute. O Annual increments shall be added for each school year of successful experience up to the limits provided by the schedule. The superintendent of schools shall prepare salary schedules for approval of the Board of Education and implement the salary schedules adopted by the Board of Education. The superintendent may consult with staff members and the Community Teachers Association (CTA) in preparing the salary schedules. Administrative Staff The Board will annually determine the salaries for the administrative staff.
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Adopted: August 21, 1997/November 20, 1997 Legal Refs: §§ 163.172, 168.110 (2), RSMo.
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FILE : GCBA-R Critical
PROFESSIONAL STAFF SALARY SCHEDULES
The following operational plan shall serve as implementing guidelines for the professional staff salary schedule adopted by the Board of Education: 1. The professional staff will be employed by the Board based on the recommendation of the superintendent. 2. Maintenance of the salary schedule is dependent on the local levy approvals and continued state financial support. 3. The minimum contract period for all full-time certificated personnel will be determined annually by the school district. 4. The professional salary schedule applies to extended contracts and extra-duty contracts. 5. Experienced teachers who are new to the school district may receive credit for previous experience. No one can advance more than one (1) step vertically per year. The salary a teacher will receive will be determined at the time the teacher contracts with the district, or by June 1 for tenured teachers. A teacher cannot progress on the salary schedule after entering into a contract for a school year, unless authorized in the contract.
6.
Each teacher may be
7. The Board of Education may recognize certification and teaching in high need areas on the salary schedule when it deems it necessary to secure or retain qualified personnel in any area where there is a shortage of qualified staff.
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Note: The reader is encouraged to review administrative procedures and/or forms for related information in support of this policy area.
Adopted:
Legal Refs: §§ 163.172, 168.110 (2), RSMo.
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PROFESSIONAL STAFF FRINGE BENEFITS
The Board recognizes that fringe benefits are an integral part of the total compensation plan for full-time professional staff members. The Board of Education shall provide fringe benefits to all full-time professional staff members by offering participation in a group insurance plan. The contract for insurance will be submitted to competitive bidding at least every three (3) years. Any plan of group health insurance shall include a provision allowing persons who retire, or who have retired, to become members of the plan if they are eligible to receive benefits under the Public School Retirement System of Missouri (PSRS), by paying premiums at the same rate as other members of the group, pursuant to the limitations set forth in ' 169.590, RSMo. In addition, the Board shall establish a premium-only cafeteria plan, as permitted under federal law, accessible by employees of the school district. COBRA At the time of commencement of coverage under the plan, an employee shall be given his or her first notification of rights under the Consolidated Omnibus Budget Reconciliation Act (COBRA). Further notification is contingent upon the occurrence of a qualifying event and, in applicable situations, notification to the district that a qualifying event has occurred, as required by law.
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Adopted: October 18, 2001 Revised: May 15, 2008 Cross Refs: DJC, Bidding Requirements Legal Refs: ' ' 67.150, .210, 169.590, 376.453, RSMo. Internal Revenue Code, 26 U.S.C. ' 125 Consolidated Omnibus Budget Reconciliation Act, 29 U.S.C. ' ' 1161-1168 Strafford R-VI School District, Strafford, Missouri
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PROFESSIONAL STAFF LEAVES AND ABSENCES
The Board believes that the provision of leaves for the professional staff helps to attract and retain faculty who will continue to grow professionally, maintain their physical health and have a feeling of security. The Board believes this can best be accomplished in the following ways: 1. Encourage employees to take the necessary time to recuperate from illness. 2. Provide employees with income in the event of illness or accident. 3. Provide a way for employees to arrange for absence in the event of an emergency. 4. Cooperate with the employees in arranging time for the performance of certain obligations, or for other personal purposes that can be accomplished only during school time. Salary deduction will be made for all absences which are not covered by the various leave policies.
Adopted:
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PROFESSIONAL STAFF SHORT-TERM LEAVES AND ABSENCES
Consistent contact with students and staff is important to the learning environment and district operation, and therefore is an essential duty of a professional staff member’s position. When a professional staff member is routinely tardy, frequently absent or is absent for an extended period of time, the learning environment and district operations deteriorate and the students suffer.
Professional staff employees may be terminated for excessive absences or tardiness. Unless authorized by the Board or the superintendent or otherwise authorized by law, an employee’s absence or tardiness is considered excessive if it:
· Is for a reason not granted as paid or protected leave under Board policy.
· Exceeds the number of days allotted by the Board for that particular leave.
· Is for a reason authorized by Board policy but exceeds five (5) days a month, 20 days in a semester or 40 days per school year.
Even if the absence or tardiness is authorized by the Board or the superintendent, if the absence or tardiness occurs for a reason not granted as paid leave under Board policy or if it exceeds the number of days the employee has been granted under a designated leave, the employee’s salary will be docked.
No employee will be disciplined or terminated for absences qualifying for protection under the Family and Medical Leave Act (FMLA) or other applicable law (see Board policy GBBDA).
The district may require an employee to provide the district a doctor’s note other verification of illness before the district applies sick leave or other applicable paid leave to the absence. The district may require an employee to present certification of fitness to return to work whenever the employee is absent from work due to the employee’s health.
The following leaves with pay will be provided to full-time professional staff employees. Part-time professional staff employees will receive these leaves on a pro rata basis:
1. Sick Leave -- Professional staff employees whose assignments call for eleven months of full-time employment will be entitled to eleven (11) days of sick leave. Professional staff employees whose assignments call for twelve months of full-time employment will be entitled to twelve (12) days of sick leave. Professional staff employees whose assignments call for full-time employment only during the regular school term will be entitled to ten (10) days of sick leave. Unused sick leave will be cumulative to fifty (50) sick leave days.
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Absences may be charged against sick leave for the following reasons:
a. Illness or injury of the employee. The Board reserves the right to require a physician's certification attesting to the illness of the claimant and/or inclusive dates of the employee's incapacitation. FMLA health certification procedures apply to FMLA-qualifying absences, even if such absences are paid sick leave.
b.
Illness or injury of a member of the immediate family.
The Board defines “immediate family” to include spouse, children, parents, brother, sister, father-in-law, mother-in-law, daughter-in-law, son-in-law, brother-in-law, sister-in-law, grandparent, grandchild, stepparent, stepchild, stepbrother, stepsister, aunt, uncle, niece, nephew, or any other person for whom the employee is legally responsible.
(Note:
“Family” for FMLA purposes is more limited.) c. Illness or injury of other relatives, with permission granted by the superintendent.
d. A district employee may not use sick leave days during the period the employee receives Workers' Compensation for time lost to work-related incidents.
e. Funeral of immediate family.
Staff members who are ill are encourage to stay home to promote healing and reduce the risk of infecting others, especially during a pandemic or other significant health event. In the event of a pandemic or other significant health event, schools may be closed to all staff and students or just students. If schools are closed only to students, staff members are expected to work regular schedules or use appropriate leave.
Any certificated employee who is a member of a retirement system shall remain a member during any period of leave under sick leave provisions of the district or under Workers' Compensation. The employee shall also receive creditable service credit for such leave time, if the employee makes contributions to the system equal to the amount of contributions that he or she would have made had he or she been on active service status.
One half (1/2) of the accumulated sick leave will be paid upon leaving the system, provided a letter of resignation is submitted to the superintendent no later than June 1 of the current contractual year. The rate of pay shall be on a perdiem basis as related to the current contract.
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2. Personal Leave -- A maximum of two (2) days of personal leave will be available per school year. Unused personal leave days will accumulate as sick leave guidelines.
Absences may be charged against personal leave for the following reasons:
a. Tax investigation.
b. Court appearances, unless applicable law requires no leave be charged to the employee.
c. Wedding, graduation, or funeral for a member of the immediate family. The Board defines “immediate family” to include spouse, children, parents, brother, sister, father-in-law, mother-in-law, daughter-in-law, son-in-law, brother-in-law, sister-in-law, grandparent, grandchild, stepparent, stepchild, stepbrother, stepsister, aunt, uncle, niece, nephew, or any other person for whom the employee is legally responsible. (Note: “Family” for FMLA purposes is more limited.)
d. Observance of a religious holiday. e. Conducting of personal business of such a nature that it cannot be performed on a Saturday, Sunday, or before or after school hours, including parent-teacher conferences.
f. Leave under the FMLA.
g. Leave connected with duty as a volunteer firefighter, member of Missouri-1 Disaster Medical Assistance Team, Missouri Task Force One, Urban Search and Rescue Team or activation by the Federal Emergency Management Agency (FEMA) in times of national disaster.
h. Leave for other purposes as approved by the superintendent.
Whenever possible, it is expected that requests for leave will be made in writing to the designated administrator at least 48 hours in advance of the time leave is requested. However, 30 days’ notice is required by law if the leave qualifies as FMLA leave and such notice is practical. The administrator will respond promptly to the employee's written request.
The following stipulations will pertain to personal days:
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1.
No personal days will be allowed the day before or after a holiday or school
break. 2. No personal days will be allowed during the first five days and last five days of the school year.
A district employee may not use personal leave days during the period the employee received Workers’ Compensation for time lost to work-related incidents.
3. Vacation – All professional staff employed on a 12-month basis will receive weeks of vacation per year. An employee must submit a written request for vacation to the superintendent or designee and receive written authorization before taking vacation days. If the employee’s absence may disrupt district operations, the superintendent or designee has the discretion to deny a request for vacation or to limit the time of year the employee may take his or her vacation.
Vacation time is accumulated as follows: 1 year – 10 years 2 weeks Over 10 years 3 weeks
A district employee may not use vacation days during the period the employee receives Workers’ Compensation for time lost to work-related incidents.
4. Bereavement Leave - When a death occurs in an employees immediate family, employees may take up to five (5) days off with pay to attend the funeral or make funeral arrangements. The district may require verification of the need for the leave. The Board defines "immediate family" to include spouse, parents, children, children's spouses, grandparents, grandchildren and siblings of an employee or employee's spouse, and any other family member residing with the employee. After the exhaustion of the five (5) days of bereavement leave, the employee may use personal leave.
Unless otherwise provided, the following leaves will be provided to full-time and part-time professional employees.
1. Holidays -- The official school holidays for twelve-month employees are as follows: 1. New Years Day 2. Memorial Day (If school is in session due to make-up days, another day will be substituted.) 3. July 4 th 4. Labor Day
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5. Thanksgiving Day 6. Christmas Day
2. Professional Leave -- Employees may be granted professional leave to attend classes or conferences, meet with mentors or participate in other approved professional growth activities. Professional leave must be approved by the superintendent or designee, arranged well in advance, and is not considered personal leave.
3. Military Leave – The Board shall grant military leave as required by law.
4. Election Leave – Any employee who is appointed as an election judge pursuant to state law may be absent on any election day for the period of time required by the election authority. The employee must notify the district at least seven (7) days prior to any election in which the employee will serve as an election judge. No employee will be terminated, disciplined, threatened, or otherwise subjected to adverse action based on the employee’s service as an election judge.
5. Leave to Vote – Employees who do not have three (3) successive hours free from work while the polls are open will be granted a leave period of up to three (3) hours to permit the employees three (3) successive hours while the polls are open for the purpose of voting. Requests for such leave must be made prior to election day, and the employee’s supervisors will designate when during the workday the leave should be taken. Any employee who properly requests leave to vote and uses the leave for that purpose will not be subject to discipline, termination or loss of wages or salary.
6. Jury Duty Leave – An employee will be granted paid leave for time spent responding to a summons for jury duty, time spent participating in the jury selection process or time spent actually serving on a jury. An employee will not be terminated, disciplined, threatened or otherwise subjected to adverse action because of the employee’s receipt of or response to a jury summons.
7. Leave for Court Subpoena - If the subpoena is directly related to the employee's school duties, the employee will be released for court appearance without loss of leave. Other court appearances will be deducted from personal leave.
8. Firefighter Leave - Employees will be allowed to use personal, vacation and/or unpaid leave for any time taken to respond to an emergency in the course of performing duties as a volunteer firefighter. For the purposes of this section, "volunteer firefighter" includes members of Missouri-1 Disaster Medical Assistance Team, Missouri Task Force One, Urban Search and Rescue Team or those activated by FEMA in times of national disaster.
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Employees covered under this section shall not be terminated from employment for joining a volunteer fire department or for being absent from or late to work in order to respond to an emergency. Employees shall make every reasonable effort to notify the principal or supervisor if the employee may be absent from or late to work under this section. Employees are required to provide their supervisors with a written statement from the supervisor or acting supervisor of the volunteer fire department stating that the employee responded to an emergency along with the time and date of the emergency.
9. Crime Victim Leave - Any employee who is a crime victim, who witnesses a crime or who has an immediate family member who is a crime victim will not be required to use vacation, personal or sick leave in order to honor a subpoena to testify in a criminal proceeding, attend a criminal proceeding or participate in the preparation of the criminal proceeding.
Pregnancy, Childbirth, and Adoption Leave
This section creates no rights extending beyond the contracted period of employment. FMLA certification and recertification procedures apply to FMLA-eligible employees. An employee must notify the district of the need for and anticipated duration of the leave at least 30 days before leave is to begin, if foreseeable. If 30 day’s notice is not practical, the employee must give as much notice as possible. A pregnant employee shall continue in the performance of her duties as long as she is able to do so and as long as her ability to perform her duties is not impaired, based on medical opinion.
Employees eligible for FMLA leave for the birth, first-year care, adoption or foster care of a child will have such leave applied in accordance with the FMLA. The employee may apply all accrued paid leave to such absences.
Employees who are ineligible for FMLA leave may take up to six (6) weeks of leave for the birth, first-year care, adoption or foster care of a child and may use any combination of accrued sick leave, personal leave, vacation leave or unpaid leave.
Pregnant employees who need more than six (6) weeks of paid or unpaid leave for a pregnancy-related incapacity must provide certification of the medical necessity for such leave.
Note: The reader is encouraged to review administrative procedures and/or forms for related information in support of this policy area.
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Adopted: December 21, 1995/Revised February 20, 1997/Revised September 24, 1998/Revised March 18, 1999/Revised May 16, 2000/Revised May 16, 2001/Revised October 18, 2001/Revised July 17, 2003/Revised December 17, 2003/Revised February 16, 2005/Revised May 15, 2008/Revised March 19, 2009
Cross Refs: DLB, Salary Deductions
Legal Refs: §§ 105.270, .271, 115.639, 168.122, 169.595, 320.200, .330 - .339, 494.460, 595.036, .209 RSMo. Fair Labor Standards Act, 29 U.S.C. 201-219 Family and Medical Leave Act of 1993, 29 U.S.C. 2611-2619 Title VII, Civil Rights Act of 1964 as amended by the Pregnancy Discrimination Act, 42 U.S.C. 2000 e (k) 29 C.F.R. 1604.10 Willis v. School Dist. of Kansas City, 606. S.W.2d 189 (Mo.App. 1980) Stewart v. Board of Educ. of Ritenour, 574 S.W. 2d 471(Mo. Ct. App. 1978) Aubuchon v. Gasconade County R-I School Dist., 541 S.W.2d 322 (Mo. Ct. App. 1976)
MSBA - 4/22/93
Strafford R-VI School District, Strafford, Missouri
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SICK LEAVE BANK The purpose of the Sick Leave Bank is to furnish a partial reimbursement for members who are faced with a major illness or accident and have used up all of their sick leave days. The Bank is not designed for brief absences after sick leave is used up, or for family illness, death, or business. Any illness which qualifies the employee for sick leave under district policy will be covered. Membership The Sick Leave Bank will operate on a voluntary basis. Those eligible to join are all certified personnel: teachers, counselors, and administrators - hereafter referred to as members. Formulation 1. Each member shall contribute one day of his or her annual sick leave during the first year of the Sick Leave Bank's operation. Each member will be required to contribute an additional day only when the Sick Leave Bank falls below a minimum of 35 days. The minimum level of days is determined by the Sick Leave Bank Committee. 2. Each new full-time faculty member wishing to become a member of the Sick Leave Bank shall contribute his or her first day of sick leave to it. 3. An employee who failed to become a member of the pool during his or her first year of eligibility may become a member by contributing two days of sick leave at the beginning of his or her second year of eligibility. 4. A person who does not become a member during his or her first two years of eligibility, or withdraws a membership, shall be ineligible for future membership. 5. Termination of a faculty member's contracted services in the district automatically terminates membership in the Sick Leave Bank. Sick leave days contributed will not be returned. Administration 1. A member may be eligible to petition the bank after using all of his or her accumulated sick leave and after being off work five consecutive school days without pay for | |