WEST RUSK CCISD HANDBOOK 2007

WEST RUSK CCISD

2007-2008
EMPLOYEE HANDBOOK

BE AWARE: While creating the webpage the page numbers from the original handbook have been changed OR DELETED.

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 Jerry Nicks

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 non-contract 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 the superintendent’s office and are available for employee review during normal working hours. The policies may also be found on the district’s web site at http://westrusk.esc7.net.

Employee Handbook. I agree to read the handbook and abide by the standards, policies, and procedures defined or referenced in this document.

The information in this handbook is subject to change. I understand that changes in district policies may supersede, modify, or eliminate the information summarized in this booklet. As the district provides updated policy information, I accept responsibility for reading and abiding by the changes.

I understand that no modifications to contractual relationships or alterations of at-will relationships are intended by this handbook.

I understand that I have an obligation to inform my supervisor or principal of any changes in personal information, such as phone number, address, etc. I also accept responsibility for contacting my supervisor or principal if I have

Note: Please sign and date this copy and return to your principal or immediate supervisor.

Mission statement

The West Rusk CCISD public education system is devoted to ensuring that all its children, regardless of race, color, national origin, sex or handicap, have access to a quality education by providing a well-balanced curricula in a safe environment, free of drugs, violence, and fire arms, designed to equip students with the tools and understanding necessary to successfully negotiate the challenges to work and life as presented by an ever changing society.

District goals and objectives

Goal # 2: All limited English proficient students will become proficient in English

Board of Trustees

Texas law grants the board of trustees the power to govern and oversee the management of the district’s schools. The board is the policy-making body within the district and has overall responsibility for the curriculum, school taxes, annual budget, employment of the superintendent and other professional staff, facilities, and expansions. The board has complete and final control over school matters within limits established by state and federal law and regulations.

The board of trustees is elected by the citizens of the district to represent the community’s commitment to a strong educationally program for the district’s children. Trustees are elected annually for three-year terms. Trustees serve without compensation, must be registered voters, and must reside in the district.

Jerry Brown

The board meets the third Monday of each month unless changed by Board action. Meetings are held in the Board Room of the Administration Building. In the event that large attendance is anticipated, the board may meet in the cafeteria on the London campus. Special meetings may be called when necessary. A written notice of regular and special meetings will be posted at least 72 hours before the scheduled meeting time. The official posting is located in the glass covered bulletin board at the entrance of the Administration Building. Additional postings at the West Rusk Schools include the entrance of the high school building, the principal’s office on each campus, the cafeterias, the athletic director’s office, and the Transportation/Maintenance Department. 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. Under the following circumstances, Texas law permits the board to go into a closed session from which the public and others are excluded. Closed session may occur for such things as discussing prospective gifts or donations, real property acquisition, personnel issues concerning conferences with employees and employee complaints, security matters, student discipline, or to consult with attorneys regarding pending litigation.

Employment

The West Rusk ISD does not discriminate against any employee or applicant for employment because of race, color, religion, sex, age, national origin, disability, military status, or 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 about discrimination on the basis of race, color, religion, sex, national origin, or age should contact superintendent,? Employees with questions or concerns relating to discrimination on the bases of a disability should contact Jerry Nicks.

Job vacancy announcements

Policy DC

To the extent possible, announcements of job vacancies by position and location are distributed on a regular basis and posted at the central administration building and in the campus buildings.

Individuals receiving retirement benefits from the Teacher Retirement System (TRS) may be employed in certain positions or on a part-time basis without affecting their benefits, according to TRS rules and state law. Service retirees who retire before May 31 may begin working in a Texas public school without a reduction in benefits one full calendar month after their retirement date provided they meet specific conditions. Retirees may work in the following capacities without a loss of retirement benefits:

· As a principal or assistant principal on a full-time basis, if certified as a principal and following a 12 month break in services. Retirees that retired under early age or disability provisions are 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 annuities. 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:

Employees may contact TRS by calling 800-223-8778 or 512-397-6400. TRS information is also available on the Web at (www.trs.state.tx.us).

Contract and non-contract employment

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 probationary contracts 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 as a teacher 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 contracts. The board has chosen to employ by term contracts, the following categories of full-time SBEC certified professional employees: certified central office and campus administrators, teachers, counselors, diagnosticians, librarians, special education director, and full-time nurses. Campus principals and central office administrators are employed under 2-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.

Paraprofessional and auxiliary employees. 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.

Non-investigatory 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 that 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 and alcohol use. The District may search the employee, the employee’s personal items, work areas including computers, lockers, and private vehicles parked on District premises or worksites or used in District business.

Employees required to have a commercial driver’s license. The purpose and alcohol drug testing is to ensure safety and prevent accidents and injuries resulting from the misuse of alcohol and drugs by drivers of commercial motor vehicles. Any employee who is required to have a commercial driver’s license 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.

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 UIL must maintain and submit to the district proof of current certification in first aid and cardiopulmonary resuscitation (CPR). Training of certain employees in the use of an automated external defibrillator (AED) also is required of TEC. Certification must be issued by the American Red Cross, The American Heart Association, or another organization that provides equivalent training and certification.

All personnel are subject to assignment and reassignment by the superintendent or designee 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 unless an extra curricular or supplemental duty assignment is part of a dual assignment contract. Employees who object to a reassignment may follow the district process for employee complaints as outline in this handbook. The district policy DGBA (Local) may be found on the West Rusk web page at http://westrusk.esc7.net. A hard copy may be reviewed in the superintendent’s office.

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 are encouraged to submit their request by the last day of the 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

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 during lunch 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 positions 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 certification status

Policy DK, EHBD

In all schools receiving Title I funds, the district is required by 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 30^th instructional day after the date of assignment the superintendent or designee 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 Linda Michel in the Central office.

Performance evaluation

All district employees shall be periodically appraised in the performance of their duties. Performance evaluation is based on an employee’s assigned job duties and other job-related criteria. District teachers shall be appraised annually, except teachers who are eligible for less frequent evaluations in accordance with law and the following local criteria. The eligible teacher shall:

Eligible teachers shall be appraised every other year. The annual appraisal of District teachers not eligible for less frequent evaluations shall be in accordance with the Professional Development and Appraisal System (PDAS).

Employment involvement

Policy BQA, BQB

At both the campus and district levels, West Rusk CISD offers opportunities for input in matters that affect employees and influences the instructional effectiveness of the district. As part of the district’s planning and decision-making process, employees are elected to serve on district-or campus-level advisory committees. Plans and detailed information about the shared decision-making process are available in each campus office and in the Central office.

Staff development

Policy DMA

Staff development activities are organized to meet the needs of employees and the district. Staff development for instructional purposes is predominantly campus-based, related to achieving campus performance objectives, addressed in the campus improvement plan, and approved by district-and campus-level advisory committees.

Individuals holding renewable SBEC certificates are responsible for obtaining the required training hours and maintaining appropriate documentation.

Compensation and benefits

Employees are paid in accordance with administrative guidelines and a pay structure established for each position. The district’s pay plans are reviewed by the administration each year and adjusted as needed. All district positions are classified as exempt or non exempt according to federal law. Professional and administrative employees are generally classified as exempt and are paid monthly salaries. They are not entitled to overtime compensation. Other employees are generally classified as nonexempt and are paid based on hourly wages or provided compensatory time for each overtime hour worked. Nonexempt employees shall not work overtime without prior approval of their supervisor.

Salaries and wages are reviewed on an annual basis and adjusted according to the budgeted amounts approved by the board. Classroom teachers, full-time librarians, full-time nurses, and full-time counselors will be paid no less than the minimum state salary schedule. Contract employees who perform extra curricular or supplemental duties may be paid a stipend in addition to their salary according to the district’s extra-pay schedules.

Employees should contact the business manager, Belinda Walker, for more information about the district’s pay schedules or their own pay.

Paychecks

All employees are paid on the 25^th of each month. During the school year, paychecks are delivered to each campus. Paychecks will not be released to any person other than the district employee named on the check without the employee’s written authorization. During summer breaks, paychecks will be mailed to 10 month employees. An employee’s payroll statement contains detailed information including deduction, withholding information, and the amount of leave accumulated.

Automatic payroll deductions for the Texas Retirement System (TRS) federal income tax, medicare tax, and social security are required for all full-time employees. Medicare tax deductions are required for all employees hired after March 31, 1986.

Other payroll deductions employees may elect include deductions for the employee’s share of premiums for health, dental, life, and vision insurance; annuities; higher education savings plans; and savings deposits and loan payments through Rusk County Federal Teachers Credit Union. Employees also may request payroll deduction for membership dues to professional organizations. Salary deductions are automatically made for unauthorized or unpaid leave. All employees shall have their social security contributions deducted.

Overtime compensation

Policy DEA

The district compensates overtime for nonexempt employees in accordance with federal wage and hour laws. Only nonexempt employees (hourly employees and paraprofessional employees) are entitled to overtime compensation. Nonexempt employees are not authorized to work beyond their normal work schedule without advance approval from their supervisor.

Overtime is legally defined as all hours worked in excess of 40 hours in a work week and is not measured by the day or by the employee’s regular work schedule. Nonexempt employees that are paid on a salary basis are paid for a 40-hour workweek and do not earn additional pay unless they work more than 40 hours. For the purpose of calculating overtime, a workweek begins at 12:01 a.m. Sunday and ends at midnight Saturday.

Employees may be compensated for overtime at time-and-a-half rate with compensatory time off (comp time) or direct pay. The following applies to all nonexempt employees:

Travel expense reimbursement

Before any travel expenses are incurred by an employee, the employee’s supervisor must give approval. For approved travel, employees will be reimbursed for mileage and other travel expenditures according to the current rate schedule established by the district. Employees must submit receipts, to be reimbursed for expenses other than mileage.

Health, dental and life insurance

Policy CRD

Group health insurance coverage is provided through TRS-ActiveCare, the statewide public school health insurance program. The district’s contribution to employee insurance premiums is determined annually by the board of trustees. Employees eligible for health insurance coverage include the following:

TRS retirees and employees who are not contributing TRS members that are regularly scheduled to work less than 10 hours per week are not eligible to participate in TRS-ActiveCare.

The insurance plan year is from September 1 through August 31. Current employees can make changes in their insurance coverage during open enrollment each spring. Detailed descriptions of insurance coverage, employee cost, and eligibility requirements are provided to all employees in a separate booklet. Employees should contact Karon Elder or Belinda Walker in the central office for more information.

Policy CRG

At their own expense, employees may enroll in supplemental insurance programs for dental, cancer, life and etc. Premiums for these programs can be paid by payroll deduction. Employees may contact Karon Elder or Belinda Walker in the central office for more information.

Employees are eligible to participate in the cafeteria Plan and, under IRS regulations, must either accept or reject this benefit. This plan enables eligible employees to pay certain insurance premiums on a pretax basis.

New employees must accept or reject this benefit during their first month of employment. All employees must accept or reject this benefit on an annual basis and during the specified time period.

Workers’ compensation insurance

The district, in accordance with state law, provides workers’ compensation benefits to employees who suffer a work-related illness or are injured on the job. Benefits help pay for medical treatment and make up for part of the income list while recovering. Specific benefits are prescribed by law depending on the circumstances of each case. All work-related accidents or injuries should be reported immediately to Karon Elder or Belinda Walker. Employees who are unable to work due to a work-related injury will be notified of their rights and responsibilities under the Texas Labor Code.

Employees who have been laid off or terminated through no fault of their own may be eligible for unemployment compensation benefits under the Texas Unemployment compensation Act. Employees with questions about unemployment benefits should contact Karon Elder or Belinda Walker in the central office.

All personnel employed on a regular basis for at least one-half of the normal work schedule are members of the Texas Teacher Retirement System (TRS). For new employees, there is a 91-day waiting period before TRS membership begins. Substitutes not receiving TRS service retirement benefits who work at least 90 days a year are also eligible for TRS membership and to purchase a year of creditable service. TRS provides members with an annual statement of their account showing all deposits and the total account balance for the year ending August 31, as well as an estimate of their retirement benefits.

Employees who plan to retire under TRS should notify the superintendent as soon as possible. Additional inquiries should be addresses to: Teacher retirement System of Texas, 1000 Red River Street, Austin, TX 78701-2689, or call 800-223-8778 or 512-397-6400. TRS information is also available on the Web (www.trs.state.tx.us).

Leaves and absences

The district offers employees paid and unpaid leaves of absence in times of personal need. Paid leave shall not be approved for more workdays than have been accumulated in prior years plus those earned during the current year. This handbook describes the basic types of leave available and restrictions on leaves of absence. Employees who have personal needs that will require long leaves of absence should call the superintendent for counseling about leave options, continuation of benefits, and communicating with the district.

Employees must follow district and department or campus procedures to report or request any leave of absence and complete the appropriate leave request form.

State law requires that all employees receive five days of paid personal leave per

year. Each employee shall earn state personal leave at the rate of one-half workday for each 18 workdays of employment, up to the statutory maximum of five workdays annually. A day of earned personal leave is equivalent to an assigned workday. There is no limit on the accumulation of state personal leave, and it can be transferred to other Texas school districts and is generally transferable to education service centers. There a are two types of personal leave: nondiscretionary and discretionary.

Nondiscretionary Leave that is taken for personal or family illness, emergency, a death in the family, or active military service is considered nondiscretionary leave. This type of leave allows very little or no advance planning and will be granted to employees in the same manner as sick leave.

Discretionary Leave that is taken at an employee’s discretion and that can be scheduled in advance is considered discretionary leave. An employee wishing to take discretionary personal leave must submit a notice of the request in advance of the anticipated absence to his or her principal or supervisor. Discretionary personal leave will be granted on a first-come, first-served basis. The effect of the employee’s absence on the educational program or department operations, as well as the availability of the substitutes, will be considered by the principal or supervisor.

Sick Leave

Previously accumulated sick leave is available for use and may be transferred to other school districts in Texas.

· son or daughter, including a biological, adopted, or foster child, a son-or daughter-in-law, a stepchild, a legal ward, or child for whom the employee stands in loco parents.

· Any person who may residing in the employee’s household at the time of illness or death

For purposes of the Family and Medical Leave Act, the definition of “family” shall include only items 1, 2, and 3 on the above list, but shall exclude son-or daughter-in-law and parent-in-law.

Any full-time employee whose position requires certification from the State Board for Educator Certification (SBEC) is eligible for temporary disability leave. The purpose of temporary disability leave is to provide job protection to full-time educators who cannot work for an extended period of time because of a mental or physical disability of a temporary nature. A full-time educator may request to be placed on temporary disability leave or be placed on leave. Pregnancy and conditions related to pregnancy are treated the same as any other temporary disability.

Employees must request approval for temporary disability leave. The leave request must be accompanied by a physician’s statement confirming the employee’s inability to work and estimating a probable date of return. If disability leave is not approved, the employee must return to work or be subject to termination procedures.

If an employee is placed on temporary disability leave involuntarily, he or she has the right to request a hearing before the board of trustees. The employee may protest the action and present additional evidence of fitness to work.

When an employee is ready to return to work, the superintendent should be notified at least 30 days in advance. The return to work notice must be accompanied by a physician’s statement confirming that the employee is able to do the job. Professional employees returning from leave will be reinstated to the school to which they were previously assigned as soon as an appropriate position is available. If a position is not available before the end of the school year, professional employees will be reinstated at the beginning of the following school year.

Employees have been employed by the district for at least 12 months, and have worked at least 1,250 hours in the 12 months immediately proceeding the need for leave are eligible for family and medical leave. Eligible employees can take up to 12 weeks of unpaid leave each year for the following reasons: