Campbell Countv Board of Education 5 PERSONNEL 5 Personnel.pdf · 2010-06-20 · Campbell Countv Board of Education 5 - PERSONNEL Descriptor Code Policy Title Issued Date Ernploymen

Campbell Countv Board of Education 5 - PERSONNEL

Descriptor Code Policy Title Issued Date

Ernploymen t Practices

Goals and Obitcti\-es Line and Staff Relations P ~ r c n n n r l r l : ~ c c i f ; i - , i t i i \ n , ~ n c i nl1.11; i ' i i .z l t i i \nc

Job Descsiptions Equal Opportunit! Emplo! mtni Recruitment .Application ~lnd Ernplo! ment Onentation and Probation Supel-vision Evaluation Compensation Guides and Contracts Utilization of Career Level Educ;ltors Extended Contracts In-Service and Staff De\.e!opment 0ppo1-:unities Personnel Records .Assisnment/Trunsfe~- Staff Positions

Creation of Positions Reduction in Force

Procedu~-e for Gr:lntin,o Ttnul-e

Separation Practices

SuspensioniDism~ss~~l of Son-Tenured Te~lcliers 021 l4i02 S~~spension/Dismissal of Tznu1-ed Te:lciie~-s 021 14/02 Suspension/Dismissui of Son-Ce:-tlfied Employees 02/14/02 Xonrenewal 031 14/02 Resignation 021 14/02 Retirement 031 14/03

Employee Leaves

Employee Health Practices

Grievances

Short Term Le:l\-es of .Absence Emergency and Le,val Le~1i.e Sick L e ~ l \ e Siclc Leave B m k Personal and Psofession~li Le~lve Lon? Term Le:l\.es of .Absence Family and Medical Le2i.e Mi l i t a rv T .e:lve

Physical Assault Leave Sabbatical Leaire Legislative L e a w V~lcations and Holidays

Health Exam1nat1ons/Communic3ble Dlseases A c q u ~ e d Immune Deficiency Sq ndrome Hepatitis B Dru2 'lnd Alcohol Tebtlns

Disc1-imination/Ha1-3ssment (Sexual, Racial, Ethnic & Religious)

Complaints and Grievances Complaints about School Personnel

Employee Rights and Responsibilities

Staff Rights and Responsibilities Staff Conflicts of Intel-est Time Schedules and ESU-a Dut:, Staff Meetings Overtime Pay Staff Gifts and Solicitations Staff C o m m u n i r Relations Yon-School Employment Tutoi-~ng For Pa!, Staff-Student Re!ations

-

'Temporary Personnel

Interim Employees Substitute Teacliess Student Teacliers Substitute Workers

Iiecruitment and Employment of the Director of Schools

Negotiations

nil-ectoi- c ~ t ' S ch i~ (~ l s 021 I dl02 Recruitment and Selection ( 1 2 / 1 4 ~ 0 ~ Quali Fications/Duties 02: 14/02 Ev3iuation of the D1rec:ol- of Sc1iools O?! 14/02

Professional Personnel h-esotiat~ons - L?g:il Status 03/14/03 Scope of Professional Sesotiations 07/14i02 Board Yegotiatins ,Asen[ 02/14/02 Director of School's Role 031 14/03 Bargainin3 Prosress Repor-tins 031 14/07

Page 3 of 3

Campbell Countv a/ Board of Education

Reyicw: .\~inuall!,. in February

Cross RL'IcI-cncc:

Goals and Objectives I < C S ~ ~ I ~ L I S : I I , ~ L I L , ~ -1 1 3 - 3 4 3

6 7 S 9 10 1 1 12 13 I , ,

1-t

15 16 17 1 S 19 2 0 2 1 ?? - - 2 3 2 4 2 5 2 6 27 2 S 29 30 3 1 3 2 - 1 > 1 - - 3 4 1 - 3 3

36 3 7 3 S 3 9 4 0 4 i

The Bo;ll.d's so;\ls are:

1 . To ensure t t i~ l r the best qu;!lifizd pe~.sonnsl are reel-uired and eniploled to staff [lie school sysrem:

7. T o provide staff compensation. benefits ::nJ \ ~ . ~ r i i i n s envil-onment sufficient io :i[tr~lct ~ i n i i

ret:llri c1u;llified employees;

3. T o PI-ovide ~ l n in-service trainin? proy;im for all zmployees to impl-01.2 their p e r f ~ s ~ i i ~ l n i e :

4. To conduct ;in e\lnluation PI-ograrn that \ \ . i l l contr-lbure to the conrinuous in ip~-o\sm?: i~ of staff perfo~.mance: ~ i n d

3. i . u C I - I > L I I C i i ~ d i p ~ i ~ u ~ i ~ i c i L L I C L I > > I ~ I . I C U >L] L I . I ~ L ~ ; ! i c y LII-c L I ~ I ~ I L C U L I L C ~ ~ L L L I L C I > L I > ~ O L > I ~ I C .

A

Campbell County Board of Education

1 2 3 4 5 6 7 S 9 10 1 1

12 13

, ii 15 I6 17

I S 19 2 0 2 1 7 7 -- 7'7 - 3

'4 13 26 2 7 ? S 39 30 3 1 3 3 3 3 3 4 3 5 36 3 7 3 S 2 9

40 4 1

\ l o l ~ l ~ v r : l l ~

Rc\ ic \ \ . : I\nnu:illy, in Februl~ry

The director o f schools sh;lll estllblish lines of~lutliorir!. ~\ .hic: l~ shl~ll be nppl-o~,eii b! the B ~ a i - t i ;~nd shc7\\.11 on the system o r p n ~ z a ~ i o n clial-t. I

I ,ili persollnel Are especreci ro keep tile person LO v h o m r1ii.y Lire imrneriiately ~-esl)onsibe intormiil f i t tlieir I acrivirlzs and sl~all 1.ttfe1- rnarts1.s ~.cquiring lidminist!-liri\:e ~ ~ c r i o n to [he adrn~nistl-aror to ivliom ~l iey :\I-:. I 1-esponsible. T / ~ ; L I . : d n l i n i ~ t l - ; ~ t ~ ~ shall I-et'i.1. s~!cli ~n;irts:-s to [lie nevt I i i~! lzr ~ldministr:~tive :lu[Iio~.ir! \\ ilen nszess~lry.

,411 personnel shall have rhe risht ro ~1ppeli1 any decision made by an idm mini st^-~lrive cfficel. rli~-cu$! ,one\-ance procedures established t h r o u ~ h board policy.

I Lines of autllol-ity ild [lot r e ~ [ ~ - i ~ t the c:oopel-:ltI\e. sensible \ \or l . t in~ [ose[hz~- o f ;lil staff members :I[ 1111 / levels. TI12 c.jt;iblislled lines o f auihol-ir!. repl-esenr c!~rz~iion of L ~ L ! I I I O ~ I L V and 1.esponji bi lit! <lnd enue5 I

. . IL~I LL LII~J-I~LLI, i . i o \ \ , (11 ILLCL~L i<, , I I I~J IU\C LIIC [ . J I O ~ I L [ I I I :IIIU LI;JCILL~IUII> UI L ~ I C ~ L ~ I ~ J L I I > ~ > L C I I I . 1

. . .-

..

I I 1

i I I

I ~ C ~ C ~ . I ~ X O I L'oJi.

5.101

l ~ c j C j l l l l s ~

CD

Ilehc'l-iptor Term:

Line and Staff Relations

~ ~ s ~ ~ c ~ l [>:,ti..

03/14/02

15i11cd:

OSiO9/04

Campbell County Board of Education .. f

Revicn : i ~ l n u a l l ! , in February

Stnte Boai'd Rules rlnd Rzzuiarions in the :tpp~-opl-iate are;( based on the mininium of ;I mastei-'s iiez!-ee.

~~~~~d D.,,~,

02!11/0.! hloni ior~ng:

15 / yon-;el-tified ;~dminis;rariue ;lnd supei-viso~.> personnel siiall possess sufficient t~.:linins anti e x ! x ~ - i e n i 1

Dcscripror Term: I I>i.scl.ip[or CL,ilc.

1 5.103

Classification and Qualifications C,BR\

I

: I ~\Dh~IINISTRc\TI\i'Ii: .AND SUPERj;ISORY II'ERSONXEL -

to perfoi-m the services required and such additional iliialific~ltions as the Board and the dii-sctoi- of scl~ools shall determine.

. - -

3 4 3

6 7 8 9 10

P R Q F E S S I O V A L P E R S O N N E L

I

XI1 ~~ciministl-alive and super\iisory positions in the school system are est~lblislied initi;lll\: . b\: - the B o ~ ~ r d . by state l;l\v, 01- State Board Rule. Regulations. and hlinimum St:ind;lrds.

To be considered for iertific:lted adminis[rati\,e or supe~.visory pos i~ions , the ~lpplic~lnr must sIio\i the following q~~al i f ica t lons :

1. Professional teachins certificarion: and

1 1

'The professional staff members ;11-e the personnel \5rliose emplq ,men t status i.eqi1ii.e.i. i)cr.tit'ic;:tion In

p~< thLL l ,L~b

C G B / C G C . i /

2 . .Administrative or supel-visory ce!-tificat~on and experience in LICC~I-clance wirli sr~ite l;l\i. and ;

accordance with the rules and reg~iiations of the State Board of Education. '

S C P P O R T P E R S O N N E L

The support staff members are personnel whose r e ~ u l a r employment does not require certifica~ion in

I \ ~ l l c L l

()S/()!)/!)J

accordance with rules and resulations of the State Department of Edilcation. Support personnel include 2S 27 I the followins employees: booklteepers, secreranes. clerks, maintenance employees. ciistodi:li emplo!ees. ,

cafeteria employees. instl-uction:ll asslstLinis and t~-anspoi-tation employees.

L:gd References:

I . TCA 49-5-501i 10); TC.A 49-5-606i l I )

Campbell County Board of Education ~ I o I I I ~ o I - ~ I > : .

Review: .Annually, in February

1 7 3 4 5 6 7 S 9 10 1 1 17 13 i 4

Dcscl-iptor Tcrm:

Job Descriptions

I

The B o ~ ~ r d \ \ / i l l :lppl-o\re the broad purpose ~lnd funition dt'the 110siti011 iri accorii \ \ . i t11 state la\\.s ~ r ~ c l sr;l!i- 1 ~ .e?~~lations. appl-ove ;I sl;lterrient of duties ;l.s 1.ecom11iendi.d by the iiir.sctol ot' scliools. :\nil ~li.lc.~:ltz LO :lie cli~-ecto~- ot schools the task or \vl-ltlns. 01- i;\LLSiIlz to be wi-{[ten. LI job descl-iption for tiie position.

X copy of each job description shall be pro~,ided to tlie employee, the ~mn~edi:lte super\.isor and included i n the em?loysels pel-sonnel record. X cop!; of all job dsxl-iptions shail be maintainecl i n the direc!o~- o i schools' office. Job descl-iptions shall bz used :ls suides i n ~lnnual zmploq,ee ev~~luar ionj .

The director of sct~,ools shall maintain 11 compri?!lensi\e. coordinateci set of job descl-iptions For ;dl sucl? positions so as to promote efficiency ~ ind econornl. in the staff's ope~.:ltions.

,

Ilcscr-i[)~o~~ C'v.1~:

5.103

l?c>~il11ls

CGB

15 16 17 1 S 19 2 0 7 1 13 - - 2; 24 3- 5 26 7 - - i 3 S 19 30 3 1 3 2 11

3 3

34 3 5 3 6 37 3 5 39 40 4 1

l~ j~ lc ( i ~ . l t ~ .

02/14/02

Iss1rcd:

OSi'09194

1 . . .-

i

I

a

Cross R e t : ~ . e ~ c c s :

Evaluaiion 5.109 QuaIi l ic3r1onslUur1c.~ 0 1 ' tiie D~recror ot S ~ ! i ~ o i > -.SO?

I

' I


5.104 02/14/03 Rev ie~v : .-innually,

ill Iiebruary Equal Opportunity Employment ~ < c s c i 8 ~ c ~ s : ISSLIC 'LI .

GiI4:'. OSi09i94

1 2 3 4 5 6 - i

S 9 10 1 1 12 13 , , , L -t

15 16 17 1 S 19 30 2 1 73 - - ? - d 34 25 2 6 'l- - I 2 S 3 9 30 3 1 7 '7 d - 7 9

3 3

34 35 36 ,, 3 /

3 3 39 40 4 1

Oppor i~ ln i~y for employment. 11s well as iontinu~ltion :lnd ;lil\ :~nccrnc_.nt i l l employment. shall he ;II:~oI-deli ecl~~;~lly to men1be1-s of 1111 :-aces, 21-eeds. colors. ssszs. I-elig~ons. ;yes , 11~lli011;ll orisins. 2nd i[ldi\.iduals \\,irli

. . dis~tbilities or veteran status ~ v i t l ~ res~lr-d o n l ~ IOI- i l u ~ l l t i i ~ l L i ~ n s lor rhe positions 111c;oivsd.

I

. . .-

Leg31 References: Cross Rc!c:enccs:

1 . C.S. Cons~i~uiitirl. Amendment XIV: Title VI1, G ~ - ~ ~ > v a n c e s & ~ l l c .Aii~cricuns ).\:I Disa i~~i iacs .-\ci i .SC)? Civ~ l Rights .Ac: ~ t ' 1964: D~sc:im!nat!oniHara~s~nent 5.300 Tirlc V1. C iv~ i Rights .Act of 196.1: Title IX. Cl~rnpiainis 2nd GI-~cianccs 5.50 I Educal~on .Arnendmenrs o t 1973: Age D~scri lninat~on .Ac: o t 1967: Src:ion 5C.l 01. R ~ : h a b ~ i r ~ ~ ~ i o n . A i l ol. 1975

7 . I'ubiic Law 101-336; 43 U. S.C. I21 I2

Campbell County Board of Education l l c s ~ r l ~ l ~ o r L.tl<le. [ s jL lcLl

4 ~ I ~ I I I L O I Ing- I l e sc l~~~: ro~~ To ~ n . 4

5.105 , 02/14,'()2 .z It lie\.ic\v: .- innually,

in February Recruitment of E i~~p loyees Ilcsc~ncis:

Fall '93

The disectol- of schools is responsible tor the development of u P I - o p m for the I-ecl-uitmenr 01' liierlszci personnel .'

1 3

Id~.ntifizat~on of personnel needs shall be the responsibiliry of [lie dil-ectos of ~ i h o o l ~ . supel-~~soi-s. ~ l r ic i

buildins QI-incipal. Effort shall be m ~ ~ d e ro inciuc!t: I-epr-esenta~ion of ~ l c ~ ~ d e r n i c and psofess~on~ll sspe:-lencc. ase. ethnic buckgrounds. race 2nd sex.

Tlie authorization of all school system positions lests \vit l i thi: Bo~lrd. Pcr-sonnel employment j i l~\ l l 172

u.~tliin the discr-etion of the dil-ector of schoois. ' I

. .

1,':~c;incies will be ud\:e~-cised locully 2nd ~111-ou~h tile closes[ placzrnenr oil-ices. .-\ iieudlinr for r c c c ~ ~ ~ r i g ;~pplicutioris ~ v i l l be Pstablished ~ ~ n d disseminated u'ith the \:;lcanc); notice. I

Legal R-terencc. Cross Rclkrcnc-.

SuUI. P O S I L I ~ I I - I S 5 I 16


3 I ,An ~ndividu:ll desiring a position with tile B o ~ ~ r d sti;111 mace ~l t~pl icar~on to tlie tiil.i.ctol- o f sctiools on fol.mj (

Review: Annually, in February

;lpp~-o\.ed by ilie Boasd. ' In ;I continuing sftol-t ro tu~.rlizl- ensui-e rile safer! and \\,elfa~.i. of sri~Cenrs ;lnc I st:lff. tlie district shall I-equil-e c~irninal Iiistol-\. records i l i ~ ~ k ~ ~ l n d f in~e~pl- in l ing of :1ppIic:i1it~ for te:icliin~ 1 pos~tions and any otliel- employee who has prosirnit!- to children

Application and Employment

Knowingly falsifying information shall be sufficient grounds for [el-min~ltion ofemplov~nent and shall :\Is0 constitute a Class X misdemeanor which must be reporred to the District At to~ney General toi- prosec:~tion.

.Any costs incurred by the Tennessee Bure:lu of In\,estis;ltion in concluctinz such in~.~stig;ltions of applicants shall be p~fid by tiit: ~lpplicant tlie first timz sucli llpplicant :\?plies fol- a position \\:irli the Bo~1l-d.

~~cs;ioc/s: CGCiGBUi

GCD

13 I The Bo;ii-d (shall/ shall not) reimbul-se [lie :~pl~Iic;~nt i f t l x ~ l p p l i c x ~ ~ accepts a position :IS ;) re:~clie:-. i i 4 1 ~ ~ ~ b ~ i ~ i u i c i c a ~ i ~ i c ~ ' ~ . h ~ i - ~ u u i i ~ i ~ ~ ~ ~ i i c i i ~ ~ ~ i C c C ~ ~ I ~ I ~ ~ ~ ~ J ~ C C ~ . ~ U L I U > C I ' ~ . I L C L L I I ~ L I ~ I I I > ~ U L . ~ ' L ~ I U I I C I I I ~ J ~ U ~ C C > I ~ ~ I ~ L I I , 1

I S S L I C ~ : ()s;oc)/c)~

shall not) be I-eimbursed for (I-imin~ll history i h e ~ I < ~ : ~ n i l f in~~"~-PI- int ing. ' I i !

T t i ~ B o u r d assisns to the director of schools the dut!, to conduct t h o ~ - o u ~ h b;lcligl-oi~nd cliecks L ~ I I ~ [O ail\ is2 I all applicants that all hiring decisions are contingent upon satisfactol-y backsround checli I-esulrs.

i The ap~lic:ltion must include 11 tr~lnscript o t credics earned at [lie collzges 01- un~vzl-sit~es attended ;~lon,o 1

3 1 w1;1i reference informallon fl-onl persons suc!i as pieviorls employel-s. college pl~ofessors ;~nd snpe~-\isoi.s of student reachers. Other information shall include he her lie>- sucli app1ic:lnt has been dismissed for cuuse

35 I from a school system. If previously employed by a local board of education. the ~lpplicnnr shall prov~de 26 1 ev:dence of acceptable resignation.

No person shall be employed:

1 . Who does not hold a valid license to teach from the St:lte Bo;l~-d of Eciucation: ' 31 / 2 . Who does not present ;I physician's certificate s i i o ~ v ~ n g 3 s;ltisfacto~.q, he:lltli record 01- ihas I I

;my contagious or communicuble disease i n Such form [hat miglic cncl:lnzer the he~lltli of school children; '

3, Who refuses to rake and subscribe to an oath to suppol-t the Constitution of the State of Tennessee and of the United States o t Amer~ca:'

36 I 4. Who fails to make a full disc!osurs of any prior crirnin:ll l.rcord and any prior dism~ssals 1 frorr enipioyment for cause;, or

5 . Who doe5 not receive ~1 s~~trsi'actory backgro~ind chccli.'

1 7 - 3 4

Sripport Eilzpluyees

No person shall bc employed:

1. Who Iias any contagious or cornmunicuhle iise:~se i n s u c l ~ forni that mislit e n i l ~ ~ n s e r the heultli of the children; "

2 . Wlio is 112s not complied \ v i t l ~ the Irnrnisi-aric~n Reform ~ l n d Control Act of 19S6:" or 2 . Who fails to make a full disclosure of any prior CI-i!nin:ll I-ecord and Llny prior disniiss:~ls from

-

I

9 I 10 I1 13 13 14 15 16 17 1 S 19 20 . . ,

emuloyment for cause; or 4. W h o does not receive a satisfactor!) backyound i h e c ! ~ . '

E>IPLOY&IENT

Pi-ufessiuni~l E ~ ~ ? p l u ~ ' e e s

,Aftel- ihcckine references and rzceivins ~vritten ~.ecommendations. the ilil-ectc.1- of s,-hools s11~1ll hire ~ lnd assign qualified applicants. '

111itiol E I J I ~ / U J J I ? ~ I ~ ~ '

. L L

21- 2; 3 1 25 36 37 3 5 29 30 3 1 3 '2 .7 9 7 , < d

34 .7 - 3 3

3 6 37 2 s 39 40 4 1 42 43 44 45 46 47 43

~.11on ini[i:li zmpioymrn[. rile ai l -ec~or of sznoois h i i ~ i r : nc \~~r '> . sucri pc~.soll. ~n \ v r i ~ i i i ~ . 0 1 ' L I I T OI I 'L ' I - ;LI:C~ 1 condi[ions of employment. Upon receipt o t smployniznt noril'ication. such person shall have fourreen 1 (14) d:lys to accept or reject. in WI-itins, the offered ernplo! men1 FI-urn the date of ihc nllitten accep- tan-. such person is considered to be under employmsnt \ v i r h the Roa1.d and is subject to 311 ~ i z h t s . privileses and duties. !

- S~ ippor t Ei lzplo~~ees

After checkins references and receiving nlrirten recommendations from pi-incip:~ls :lndJor supel-\.isors. the director of schools shall Iiii-e and assign qualified applicants. The con[]-;let of eacn support emplo , se shall contain a statement reg:lrdins the requil-ed ninerq' (?0) d ~ l y probational-y period.

Legal Reie:ence: CI-oss Rslcl-cnces:

1 . TC.4 49-5-406 Or~cnlat~on .111d PI-uhu~run 5. !07

2 . TC.4 49-5- 406 ( a ) : TC.4 49-5-4 I ? ( b ) Co~npcnsar~un Guidcs 8 Con~ructs 5.1 i O

3. TC.4 49-5-403: TCA 49-5- 10 1

4, TC.4 49-5-404.TRR/MS 0520-1-~-.0Si7_~11~, 5 . TC.4 49-5-405 6. Immigl-arion Rct'orm and Conrroi Xc\ ot 19S6 7, TC.4 4(l-2-;01(bs)( L j (EEj(J)(Lj ; TCA 49-2-:03 ( a , , ? ,

Covington City Board of Education

1 - SCHOOL BOLARD OPERATIONS

Descriptor Code

Legal Status and i-Iuthority

Board hlembers

Meetings and Procedures

Policy Title

School Bo;isd Le$:ll S t ~ r u s ~lnd Aullio~-it)i Role of the Board Board Members Le3;ll Status Board Szlf-Ei~:llu~tion !vTemberships School Bo;l~-c! Le~isl::ti\i: In\,ol\.ement Erhics Board Llernbel- Cantliir a t Intzsesr Nepotism

Issued Date

, / 1 , 1 1 1 , , \ - :v i~i i -~ud ~ I . I L k i c ~ i i u ~ i ui wi i ~ ~ c i h \ J - ~ \ I J I ~

Duties o t Officers 0710319- Duties of Boiird hIembe:-s 1 010 1/(11 Yew hlember Or-ient~lcic~n 03/03i9- Board 41smbe1- Developme~~t Oppol-tunities 03/03/9- Board-Director Relations 02/03/97

Board Committees Executive Committee School Board .Artone) Consultants ,Advisory Committees

SchooI Board b l e c t ~ n ~ s Public Heal-inss Notification of !vLeetin~s Agendas Appeals To ~lnd .\ppearances Before [tie Bo~i~.cl Rilles of 01-der Minutes School Board Records

Community Relations

Policies and Procedures

B o a ~ - d - C o ~ ~ ~ ~ ~ i i l n i t y Rel:itions Visitors to the SL'IIOOIS Boul-d hIecrin3 Ye\ \ s Co\ el-ase News Releases. Ye\\ s Conferences ; ~ n d Intel-viecvs

Policy Development 2nd .Adoption Aclminis[ru~i\.e P ~ - o c x i ~ ~ r e s .4dministrutic.e Committees ,4dministraticfe Reports

School District Organization anti Planning

1.700 School District Gol~ls and 0 b j t ~ t ~ v e s -,-

1.703. Evaluation of the School District 1.703 School Attendance .Areas

General School Management

School Calenclal- School Day Emer-yncy Closings tirievunces ~ ~ n d the .Ame~icuns \ ~ i ~ h Dis;lbiIities Act Tobacco-Free Schools Drus-Free Workplace Use of Electronic h l ~ ~ i l (e-mail) Adver~ising 2nd Distribution of Materials in Schools

Campbell County Board of Education Dc.si.1.1p~ol. Tcrm: I I G L ~ I ~ I ~ , ) ~ C L \ ~ C : lbsUcd [JJL?:

to the end of the probationary peiiod.

>Icniro~ III~:

Revie!,.: ,illnually, in February

1 1 #

3 1 3

6 - I

S 9 10 1 1 1 2 13

, a #

1 -k

15 16

Co~d i t i ons of Employment - The follo\\~ing shall apply d u ~ i n ~ the probations:-y pzl-io~l:

ORIENTr\TION

A11 staff members, includinz administrative :mil sup?:-\,isor! personnel. new to the school system will be ens:l$ed in an orient~ltion pray-am prior id tlie Sesinnin? of ti13 acaclem~i: scliool y e x .

PROBrlTION OF SUPPORT PERSOhSEL

X probationarv period is defined as the first ninety (90) da!:s of employment for LI 1iej.v emplo!,ee 01- f o~ . an employee who has been rehired followin$ a break in szrvice.

Purpose - The probationary period shall be used to :~llo\~. the immediate supervisor to closel!- obszl-ve 2nd evaluate the employee. and to encoura$e effec9vz ~ ld j~~s tment to the position. Only emplo!,ees \\ 110

meet acceptable st;~nd;u.ds of work durinz the p!-obarion:u-y periods shall be retained.

Evaluation - The immediate supzrviso~. must decide befol-e the completion of the probatidn:i~-y penocl 2s to whether- an employee has successfullq passed the probational-y period 01- should be clisrnissec! PI-ior

1. PI-obationul-y employees will bz ~il lo\\ed tc ~lccumul:ltc sick Ie~lve and vLlcatlon days in ;~cco~-dance with the ~lppropriate Board polic~es ciu1-1n2 tlie pi-obationarv pel-lod.

orientation and Probation

2. Holidays for probationary employees ~ v i l l follow the same pi-ocedures as for ~-ezular employees.

Newly hired employees are eligible for membe:ship i n the Tennessee Consolidated Retirement Svs:em.

I

3.107

A probationary employee shall not be allowed to i u b m i ~ :i request for voluntary transl'er- during the probationary period.

07/14/01.

G C (;


Review: .A~nnu;llly, in February Supervision

Lczal Reference:

I . TC.4 49-5-5606( b j

I Supervision of ad~l~inistrat:ve and supel.visor!. pel.sonnzl shall De p r o ~ i d e d by the directolr of s i h ~ o l j . ?

N c p o t i ~ i n i iOS Line and S~at'f Rcla~ionj 5.101 J o l ~ D c s i r ~ p l ~ o n b 5 103 Si.ll'l' Po , i i~on i 5. 1 I6

3 -J. j

6 7 S 9 10 11 12 13

Apprentice reac1ie1.s shall be supel-vised far tl~ree t 3 j school ye~~r-s b l f two ( 2 ) tenured ~ e ~ ~ c h e l - s assipecl bv the pl-incip~~l. If possible. a[ l e x t one 11'1 o t the ti\o (21 r e n ~ ~ . e d te:lcIie~.s sli;lll reach in ~~pprcnric? teacher's area of specialization.'

Support personnel shall be supervised by rll? persan Liesi;.natecl on t l~e app~.oi,ccl loll ilejcl.iptian.

The immediate supervisor and direc~or of s;iools' ol'fiiz shal-e the responsibility FOI- PI-o\,idinz clesil-lthlz orientation experience for newly hired employees. Peliodic trainin? sessions mu? be providd for employees or employee y o u p s as deemed necessary.

The immediate si~pesvisor has the ~.esponsibilirl;. of assisnins specific duties mti fol- si\ins gilidxce to


I Tile e\lrlluation of perform~lnce :\nil its eft'ecti\.cncss must be LI coope~.aiive ancl sii~li-eii encie:l\.oi. on tile 3 prll-r of the director of schools and adniinisr~.:lri~'e 2 n d supel-\isoi-!. pel-sonnel.

The Board shall use a state-approved model for e ~ . ~ ~ l i i : l r i n ~ administl-ative and siipe~-\~isorv pel-sonnel :lnd shall approve standard forms to be used in evalu:~rin~ suppol-t personnel.

i

3

,

h1onitorir:g:

R e ~ i e w : ;innually. in February

The director of schools is r-esponsible for ensurin: rliclt ~ l l l ~ldministrative ~ l n d supel-\,isor\ personnel ;we evrliuated annually.

I

LICENSED TEACHING PERSONNEL

Descriptor Term:

Evaluation 1

The Board shall use",ouidelines developed by the Si~lte Rotll-d of Education for implemenr~ltion of an approved evaluation system.! Annual ev~lli~ation shall be made of apprentice retlciiers \\;ho Ii;l\e not ,.;lined i c t i ~ ~ t c L L I I C ~ LL t) l .uic>>t~ti i l i i ~ i e ~ i ~ = . ; ? t ~ u i c > > ~ ~ ~ i a ; i ~ Iiicii>cCi C U L I C ~ L ~ U I ' > i y ~ l i bc c v L ~ i i i i ~ i c ~ i a i i c L i h i L L V I C C J u l . l i . 1 ~

the life of ihe license. '

If the state-appl-oved model is not used. the Boa-d shall submit to the Commissione~- o t Educurion for- approv;11, an evaluation plan with implzmentation procedures. validation procedures and t~-aining pl~lns. - I huvalucltion plan sh;lll be I-eviewed at Ie~ls: ilnnuulll hl- impl-ovemznt and revision. All iiianges in ths evaluation syslem shall be submitted by Jul!. 1 prior to [lie PI-oposed iinplementarion yeal-.

D C ~ ~ I ~ L C I I . Cd~lc . ljjLlcd l):,tc,

5.109 1 02/1-!iOI

By December 15 annually, the Board shall annuaily submit POI- srate review and approval, the evalu~tions and recommendations of all apprentice teachers who are in their final apprentice year.' E\,aluarion deadlines for first and second yea!- apprentice teachers and profession~llly licensed teachers shall be (deren~ziizecl by Boc~rci). j

I<c s~ i~ i i i s : GBIi\.-\/GI%I/CGI/GCI/

Teachers shall be evaluated for the followins purposes:

lss i~c~l :

IO/OS/~S

I. Accountability - to assure that e\,aluation conside:-s the effectiveness in the classroom and in the school.

3. Professional GI-o~vtli - to provide a Focus for pi-otession~il ~ ro \ \ , t l i in :In ill-eacsj \~:hicii has [he sreatest capacity for facilitatins studen: pel.formt1nce.

3 . Cohesive School Structure - to increase 2nd Focus the dialogue within schools on the ~ o ~ l i ( s , r of improved services to student^.^

Evaluations will be conducted by a school administrator and/or desi~nee(s1. ,All evaliicltors sha!] be ti-~lineci and certified throush state-sanctioned training in rile evclluation pl-ocedi~rss before conduc:in: z~.ialuarions. The principal siiilll be responsible tol- [!is Final evaluation c l e ~ i s i o n . ~

Evaluations shall use multiple data soul-ces \\~Ilicll include but are not limited to:

I . Cl:lssroom or- position observations including p l ~ ~ n n i n z and I-el'lectins inior-m;~t~on ~lnii'ol. review;

2. Review of previous evaluations and an zducatol- self-~lssessment: 3. Conferences: 4. Esamination of professiontll gro\vth: 3. Review of indicators of st~ldent pl-021-ess: mil 6. Ex:lmination of Llsszssment techni~lues. I-esults and appliza~ions.

'4s pal-t of the sval~lation process, a 51-ou.tl1 plan S I I L I I I be dz\.eloped for all teachers. The pi~ln sl1~111 be de\~eloped collaborative1y by tl~s reacher- and t l~e ~rnrneili~~cc sup?r\..isor ~lndior- principal. Tile plan jilali include identified are~lis) for ~ r o ~ v t h . action ~ I L ~ T I . and p~-og:-ess I-eportins ?~.oced~r~-es. 5

NOX-LICENSED PERSONNEL

Ye~c.11~ hired non-licensea admin i s t~ -~ t i \ / e / s~~p ;?o r t pe~~s~?nneI s11;111 be 5 \ ;lIuated once d u r i n ~ thi, ev~lluacion period (up to 90 days) ~ind at least one ( ~ 1 ' 1 ~1ddicion;lI time fo l lo \~ ins suzcc.ssPu1 comp1e:ion of the evali~ution period durin: the first year of empioyrnent. Silppol-t pel-sonnel employed for more th;ln one ! l i yzar shall be e\;aluut:d at least once a yeul-.

E\laiuations snaii be used as an a ~ d In improving an ern2ioyee's pesiorni~lnce and 11s A basrs for ;onrrnillrlg employment. E~alu:~tion reports shall be dis;ussed \\lit11 tile zvali~ated employee. E ~ c h enip1oyi.e shall bz ziven 3 copy of the evaluation and shall sign the s~rper\~iso~- 's copy 3s evtdence i t n;ls been discusszd.

Leg11 References: 40 I

1 . TC.4 49-j-5 101 st. seq.

2. TRRlblS 0530- 1-.?-.O 1

3. TRRIMS 0520-2- 1-.02 (. I ) ( c ) 4. TRRIhtS 0520-1- 1 -.01 5. TRRIMS 0530-2- 1 -.0:

Cross Rc!i-I-enccs:

Job Desc i -~p~~ons 5.103

O r i c r ~ l c l ~ ~ o ~ ~ ~ n d P:obx~on 5. 107


Review: .-innually, I

Compensation Guides cY- Contracts ,; I

in February =

-1 -

CB-\IC,C:i

.All personnel must make a \\;I-itten zonrr:lct \ \ . i t i i the Board :it a fixed sa1ui.y per nionth before enre,-ins upon their duties.l

The director of schools shall establish the s a l ~ ~ r ) , I-atlng of each pel-son employed and shall 1-ecomn~end such salary rating to the Board for its a p p r o \ ~ a l . ~

Salaries of ail employees, includin: substitute and si~pplemzntni pay. siiall be paid by the Bo~li-d. No payment to any employee For service performed on behalf o f the school system s l i ~ ~ l l be made from :In\.

source other than [he B0ard.j I Contracts for ~tdministrators and system-\\.ide proiess~onal personnel shall include r\\!o-l~undsed 1200) days of responsibility, plus twenty (10) days for each addition~ll month ~lssisned bv the Board. Each 1 contract shall provide:-' i

1 . X niinirnuni of one hundl-ed 2nd 21sh[), I 1 S O i \ \o~-l ;~ng i i ~ f i s : I

3. A minimum of five (5j days For in-sel-\.izz education; - 3 Ten (10) vacation days (to be ta1;e.n in the same year as ~ l c c u r n ~ ~ l a t d , ) : ~liid

4. Five (5) days as designated by the Board.(teuchers sh~lll use one ( 1 ) day for parent-te~lclier - ~ o n f e r e n c e s . ~ )

The school calendar adopted by the Board each !,ear shall become part of each empioyee's contl-act. i Salaries and suppiements may be paid frorn revenue derived frorn sources other than t:l.ues. provided the revenue is deposited with 2.nd salaries paid through the Board. This includes donations or contnbu:ions from individual, civic or other non-school related joul.Ces of f ~ ~ n d s from inclividual school activip iands. such as gate receipts and concession^.^.^

--

Legal R;!%rcnce>: CIOS> I ~ S I C ~ C I I C S .

I . TCA 49-'-303(a1( I ) : TC.I 49-5-40s Scllool Caicncia~. I SO0 2 . TCA 49-5-402 Rr:,rnucs 3.400 3. TCA 40-3-306: TC.-\ 49-5-709: TC,\ 49-3_-203/a1( I ) Payroll Proccduscs ?.SO?- 4. TC.4 49-6-3004 Saial-y D ~ d u c i ~ o n s 3.503 5. TC.A 49-(1-2006; ' l c ~ ~ i t ~ e s ~ e e i11ieri7cil Scliool F i ~ l u i ~ c i u i . I ~ l u n u y e ~ ~ i e ~ ~ i .I/iiii~iiiii.

Sccuon 5 . Tillo 6

r. a 0 C rl rrj '9 '<' ~n t r i

8 8

-, 0 C\ t t 3 < ,

- U U = t - t - I= . . . - a m

. . g o o :: :,: C: 6: , > ' < < , + , , v If, , ,

.E a 0, t -t -' e , < - rJ Z U L '

p C t . . . - r l C I


R e ~ i c r v : . - inrl~~al ly , i r ~ February Extended Contracts

2 1 focus o t extended contract activities. The needs assessment slinll be conducted bl. ;\n extended cont1.m / 1

3 1 committee. which shall ad\~ise on or certify to tlie need for specific pray-~lms served th1-ousli esrended (

.Annu:llly. tlie directo1- of scliools shall be responsible for condiicrinz needs assessment to iletel-mine [lie

contracts. The committees sh~lll consist of teachers and adni~nistr:lrors, Career Lz\.el 111 and I1 re~lchers where possible. as determined by the Baal-d.'

Extended contract oppol-[unities shall be :l\;l~lable ro :ill educatol-s. provicled C;\rct~. Le\.eI I11 2nd [I 1 edi~caroi-s LII-e ziven priority of oppo~'r i~nir~. ' . I I The director of schools shall be responsible for devisinz 11 plan For Board appro\:ai consistsnt \\,itti [he 1 needs assessment. Ttie plan sli~ill include ~1s a minimum:

1. A description of each program and 3 disc~~ssion of [lie benefits of [lie prosram as required b, srxe I d L V . '

2. Time Frames within which the pray-am(sj \ \ . i l l be operated:' 3. The number of st~~cients who will benefit from the pl-ogl-am:

I 1 . .-A. .A list of addition:ll duties which mu! be ~lsslgned to Career- Level ediic;1[01-s Llr e:lcli Cure=:- Le\.eI: 1

3. Ttie number and special q u ~ l i f i c ~ ~ t i o n s of employees desil-ed for each prozram: nncl 6. Local cosrs to be involved in the proyam.

Legal Rciercncc:

1 7'C.A 49-5-5709

Cross Rc!'crenccs:


Review: in nu all\^. In-Service and Staff in February Development Opportullities

os10919-l

all personnel in the pel-fnl-m~incc of their responsibilit~ss. Conipstencies :Ire dei'ineci :IS tile I;no\vlc.dzc., skills. and :~ r t i t~~des \~.llich enable personnel to perifil-in their t~slcs \ v i t h rn~~sirnum effecti\,eness.l

I 3

Tliese employees shall sho\\i evidence of continual PI-otessional growth by attendance a[ in-sel-vie? proyams and institutes. studying professional literature, meetin: with othcr professionals for iiiscussion.

IN-SERVICE EDUC,\TION

3 I In-ser\~lce educ~ition I S '1 prosram ot planned ;lcri\lt~es des iyed to increasz the coinperenules needed b! I

I 13 I Each principal and admnistr:ltor shall be I-squired to ;litend the p- i r~cipal - ;~dminis t~_~~tor c i d !

11. 12.

I in-sei-vice committee, composed of rnembel-slip from ~i cross-section of other personnel. I

and otherwise kezping abreast of research in rnethodolo~y, i u ~ ~ i c u l u m . andstudent gro~vtli.and de\relopment.

i I

shall assess system-wide needs, establish priorities. develop objectives. desizn activities, and sv;ilu;~te ~ h e in-service progr-a1-n. 1

In-service credit shall not be siven while pel-formin2 duties \\.hioh LII-e i.equil-ed as of regular te:lchinz 23 1 .~ssignments. Indiv~duals iitlo 1111s~ insenice ;icti\ities \i~tIiout prior approv~ll of the director o t schools 1

shall have their last salary payment adjusted to compensate for the clay(s) missed.

Srippol-t Per-sorlrzei

The immediate supervisor shall be responsible for providing in-service traininss. Absences to attend meetings rel:itins to the employee's job description may be granted by the dil-cctor of schools ~v~thou t loss of pay to the employee.

STAFF DEVELOPhIENT PROGKt-\>I

Staff development pl-ozrams and activities shall reflect the National Standai-ds for Staft' De~~elopment and shall reflect the needs identified in school ImproLSement plans.

The Board may pay expenses of selected personnel who participate 111 the trainins sessions conduc:ed b! the Slate Depnrtment of Education.

School Calendar I SO0 Curr:ciiium Development -1.300 Reportin? S~udent P ~ . o ~ s c s s 4 69 1

1 7 3 4 5 6 7 S 9 10 1 1

13 13 14 15 16 17 1 S 19 30 7 1 7 - - - 1 - - 1 74 -- '5

2 6 77 3 5 7 9 2 0 2 1 - 3 1 - 3 3 34 3 j

3 6 3 7 3 8 3 9 40

43 43 44 4 5 46 4 7 4 8 4 9

- - ~-

The director of schools sliall involve cent~-111 office pe~.sonnel and staff deveioplnent trainers in developins the systel11-wide staff develop~nent p ~ - o ~ ~ - a m ~lnd sciieclule ~ ind shall recommend i t to the Bo~1l.d fol. 3p~l.0'431.

8

L sgd Rsi'erences:

1 . State Department of Education Guidelines for Planning .Approvable In-serv~ce Educlit~orl .Act~v~iics. 1997:

TCA -19- I-? 14; TC.A 49-6-3004ic)i I ) 2 TC.4 39-5-5703 (21


Rt.\.ie\\: .-innually, in February Personnel Records ixcs~incis: ISSUCU:

sli~111 be maintained for a11 employees AS appropl-iate:

1 -

1. Employee applications and contl-acts: 7. Professional certificates ~ l n d other documtnts 1-eiluirisd b!' siate ~ lnd federal l~l\vs 11nd ~-s~uI;lrions:l 3. Evaluations: 4. Cumulative infol-mation files:? ~lnd 5 . INS Form 1-9.'

Tile director of schools 01- his designeets) sl~all be a~itliorized to niainiain personntl records 11nd to pel-~nit inspection o f the same, except for m:ltters desrned <onfiilential b!, Inw. Tile follo~vins personnel 1.eco1-ds

The follo~vins guidelines sIia11 be followed: I i i ~ i ' u i ~ i i ~ ~ i l u ~ i i u ~ i i ~ ~ i ~ i c u 11i p c i h u i i i ~ c i i .2 iv1.d5 ~ i i ' c i i UZ ; i i i i i i c \ j i v j v b - i c i ~ ~ i c u iii,iiici'h:

The director of schools shall be responsible for not~fyins ill1 employees of [lie types of recol-cis kepr and uses made of such records; Employees shall be gunred an opportunity to respond in \VI-iting to rnnte~-i:ll placed i n records: Employee I-ecords are public I-ecol-ds. except for matter-s deemed confidential by la\v. and shall be open for inspection durins I-egular business hour^;^ Members of the public may nor obtain an employee's unpublished telepone number. ban!< account info~mation. social security number or driver license infor-niation except where driving or operatins a vehicle is considered to be a part of the employee's duties. ~ ~ n i e s s release of this information is expressly nuthol-ized by the e n ~ p l o y e e . ~ ,A record of the person inspectins and the date of inspection shall be recorded: and Copies of recol-ds may be made under rules determined by the dil-ectol- of ~ c h o o l s . ~

Lezal Rei'crences: C~.oss Refel-cnce: I I TC.4 49-2-301(t]1 I ; [ B B ) Sc!iool Baal-d Recol-ds 1 ,407 2. County 17rco1-ds hlanuai, Depar~rnent ol' Ed~~calion. CTAS. ! 978 3. lrnrnisrai~on Refol-m 2nd Con~rol Act o f I986 4. TC.4 49-2-30 1 i rj(2Sl: TC.i\ 10-7-503-504 5. TC.A 19-7-304 6 TCA 10-7-506; TC,A 49-2-30i (l'j129,; TC.4 3-5- 10s

Campbell Countv .J Board of Education

1 1 ISSIGXXIFST -l - 3 I 'l'tie dlrector o t schools shall klssizn pel-sonnel to the \,:uious schools or depai-tments by 3111~ 15 for licensed I

personnel and by June 15 for non-licensed personnel preceding the scliool year for \vhich such persons 5 are employed while ;~llowing each principal or- rmmedi;ltz supervisor to assign more specific sesponsibili- I

*

ties within each school. '

b i u n ~ [ o r ~ n g

Review: .Annually, in February

Assignment of employees will be made by the dii-ec~ol- of schools based on the recommend~ltion of the appropriate division director a n d o r buildin: p~incipal. The ~lssi:nment will be detei-mined b!, the ~lpplicant's

Uescrlplor TCI 111:

Assignrnent/Transfer CGC/CGL/GBic[/GBE/GCE/ Contract Art.

Ursc~.~plor Cddc:

5,115

Krsc~nds.

'41. Sec. 1&S

training, experience and ability to perform the duties of the position and in the best interest of the szhools.

[jjLled [):,,C:

02/14/02

I S S ~ I C ~ ~

~ s / ~ g / g j

Extra ~lssignments fol' which supplements LII-e provided and lipon which ~nit ial emploq,men~ \\.as based.ma\ I - I

not be I-elinquished in part by the employee \virliout [lie app~.ov;ll of tlie person ~nali ing tlie a s s iymen t . 1

TRANSFER (to move from one school or administrative unit to another) --

IS I ~ h e director of schools shall transfer empioyees as necessary for efficient ope:-ation of the schools I Transfers shall be non-discriminatory and shall not be ~lrbltrury o r capricious. The director of schools is responsible for develop in^ and disseminating procedures for [I-ansfer.

,411 employees transfen-ed shall receive wiitten notifizution of the transfer w ~ t h reasonis) prior to tlie transfer.

If a transfer is performance-based. the transfer shall be preceded by a WI-itten statement of deficiencies and when feasible. a reasonable opportuniiy to improbe.

1 Individual members of the Board shall be notified of transfers five (5) business days in ad~ .ance o t the transfer whenever practical or as soon as possible thereafter.

Transfers made in :~ccor~ci~~nce with board policq,. start la\\. and any ne~o~ i : l t ed c o n m c t are final

Cross Rtrercnccs.

1 1. - 3

4

6 7 S 9 10 11 ' 12 13 1 I 15 16 17 1 S 19 3 0 3 1 - - . , - - 7 - - 3

3 4 3 i -- 36 3 7 3 S 29 3 0 3 1 33 11

3 3

34 3 5 3 6 37 3 8 39 40 4 1 43 - 43 44 4 5 46 47 48 49

Yepot~sm I . LO8 L ~ n e anu Stal'r lie!ar~ons 5.10 1 Joh Descr~pl~ons 5.103 R<c:u~tnlcnl 5 105

REL4SSIGN;\.IENT (to move to another assignnlent within the same school or administrati\:e unit)

Reassiznments sli;1l1 be non-discl-iminutol-, and sh:;!I not be ~~~-bi ts ; l~-y 01. c:~p~-Icious. Emplo\,ees sllc~il be I-eassi~ned as necessary for z fficient oper~rion of the sc!~ools.Tlle dil-ec tor o f schools is responsible fol- developing and disseminating proceduses for reassi~nments.

Re:lssignments shall be made by the ernpioq,eets iminzdi~lte supervisor- wi tli nppsoval by the disectol- of "IIOGIS.

,

. .-

-

Lrgal Rekrenct:

I . TC.4 49-2-30 I (0,: jr Lj: TCX 49-5-40 I 2. TCA 49-2-30 1 i t ; ( I jcEEj: TCA 49-5-5 I0 ;

OP Trnn. ,Atty. Cen. 98-!6J iAugust 7-J, 1998~: TCA 49-3-j03

4 *

x


I CREL-ITION OF POSITION 3 - _i I All start positions shall be approved throush the budset process In ~lccordance with an orzaniz~lt~onc~l plan 1

Review: .illrlually, in February

submitted by tlie direcror of schools.' Before Lln additional pos~tion is established, the director o t s ~ i ~ o o l s 5 1 will present to the Board a job description. q~la1ific:ltions. performance responsibilities and the merl~od 111.

wliich the pesiorniance of these I-espons~l~iliries \ \ i l l he evcllu;l~eci.

Staff Positions i r t . VT.

The director of schools may revise tlie 01-s~lniz:ltionul plan 2s Ions 3s butl~etal-y Llrnounts Lire nor zrc=edesi ;~nd board policy is not violated. In the e\,ent of 1.eorganization. tlie director ofschools ~vi l l ~ldlie:e to 211

applicable reduction in force suideiines and will inform. in a timely manner. each member of tlie bo~11-d of the chanse and include the chanse in the director's report at the nest board meeting. If chanze in

5.116

Itcaciniih GBri-\lG2EL-\/Contract

8ec. 8C

personnel creates additional encumbrance on a future budzet. prior app~-oval of the Board is required.

--- I . 8 . t . 8 I I

,,-, \- - - - I- n , , .,,. 1

1 X L U L L L 1v:x lil l ' V l \ L L

When it becomes necessary to reduce tlie numbel- of positions in the system because of ~1 decrease in

021 14/03

l > > t l i i '

0~;09/94

enl:o_Ilmenr or for other good reasons. the Board sliall ;1bolisl1 [he positions and dismiss sl .~ct~ emplq,ecs as may be necessary.'

&

Licensed Personnel

Reductions in staff will be made accordins to ~vhich have tlie least detrimental effect on c!iild~-sn. In general. this objective dictates 3 staff seduction policy which: L

1. Retclins the most effective teachers: 2. LAvoids undue increases in class size: ;lnd 3. Provides consideration for [lie exceptional teacher ~ v i t h o ~ ~ t exclusive emphasis on seniority

The elimination of a position does not necessarily mean the person occupyins the position \ [ i l l be I 30 ( dismissed When an employee is rele:lsed, iris the responsibility of the dil-ec:o to makt n recornmendat~on 1

to the Board about which employee shall be released and to justify the I-ecommenda~:ion based upon a

composite of the f o l l o ~ v i n ~ criteria:

1 . Effectiveness in teaching and in related professional respons~b~li t ies evidenced by teacher evalu:lt~on;

2. Adaptab~lity to other asslsnments iacadem~c and extr: lc~~~-ncula~-):

3. Evidence of profess~on~ll growth 2s ~vell ;is speci:ilized 01- advanced [~-; i in~ng;

4. Previous history of grade levels 2nd subjec~ areas t:iusht; and

Stnif Positio 12s 5.1 16

5 . Type, length and quality o f service made to the teachins profession and the sc!iool system.

When a teachel-is released because of reduction in staff. the teache~.sli:lll be g v e n written notice oil rele:lse explaining the circumstances or conditions makin: dismissal necessary. A non-tenured teacher \\ho h:~s been ~.eieased beca~ise of abolition of pos~tion sh~lll be entitled to tlii, I'irsr vacancy Iie!siie is ier-titird ro

hold dul-in: the remaindel- of the school yetis.' .A tenur-ed teachel- who has been released bec:!use of abolition of position sli3ll be placed on a psefen-ed lis[ tor- 1-eernployrncnt i n the first vac:liicy the tc':lcIier IS q~ialifieil by tl-;lining and experience [o f i l l . !

- .

compatibility and suitability to propel-ly discharee tlic duties requil-ed by the position with consider:ltioil I for the best interests of the students i n the school wliere the vacancy exists.'

It shall be the ~.esponsibility of the separated [eacher to notify the director of schools in \\ritinz of his,' lier ;l\,;lilabil~ty and ciin-ent address.

Non-Licensed Personnel

When a non-licensed ernpioyee is reieased because of a reduct~on i n the numbel- or' support positici~s. the , direcrol- of schools shall ~ i v e the employee LLI-itten notice of dismissal e s p l a i n i n ~ the c:s;umst~lnc=s or conditions making termination of employment necessary.

The contract of each non-licensed cn ip lo~ee s l i ~ l c u ~ r a i n a statement I-egai-dinp the red~~ct ion in iorc; 1 policy. 1

I . OP Tsnn. ( i t t y . Grn. 93-66 iNove~nber 29. 199;) 7 TC.4 19-5-104111 t : TC.4 19-7-30 1 I 1'1 1 '1 !EEI J : TC.A '9-5-5 1 11,bj

Page 2 I I ~ 2


Re) iew: .innually. in February Procedure for Granting Tenure

1

granted tenure. -

The B0;u.d o f Eiiiic~~ciori will grant teni1r.e on[!, ro tliosz t z ~ ~ c h e r s \vIio can present iiocilment;~t~on o t ' ~ ~ ~.ezord

2 I 3 4 5 6 7 S 9 10 11 12 13 il '

15 16 1 7 . 1 S 19 2 0 3 1 3 2 23 3 4 25 26 37 3 5 3 9 30 3 1 3 2

4. Teachers who earn tenure will be honored by the Board in special cur-emony, either ~ l t

a board meetin2 or in some other special public event.

of exccllencz as 3 t e a c l i ~ ~ . Tlie dilecror of i ~ l i o o l i is i.esj~onsilde ~ ' o i d o c i l l i i e n ~ i n ~ aild pressntlnn tilz / recommendation for tenure to the Bo~r .d of Educ:ltion.'

Documentation of a record of excellence in ~eacliing must inclilde:

1. Consis:ently high ratinzs on e\-aluations conducted by the principal a n d o r other e\ral~!ator-s

2. Specific evidence of effectivenzss in teachin: students ( i f appropl-i~lter:

( a ) test scores ( b ) ' narrative descriptions or' specific csumples of effecriveness \\:it11 s~uden t s (,c) letters from parents

3. Record of attendance for- the last three years

. 4. Documentation o f sti-ongl! !a\-orable student response

- 5. Letter from the principal s u m m a ~ i z i n ~ reasons for l.ecommendation o f tenure

6. Other indica:ol-s of effecri\'eness ma!. be included

The f o l l o ~ v i n ~ additional zuidelines will apply:

1. The decision as to whether or not to ?rant tenure is solely within the discretion of the Board of Education. '.

, 7 The director of schools will recommend persons elizible for tenure at ~1 board meetin? in ampie time for the director of schools to provide notice of n o n - r e n e ~ ~ a l to each teacher nor - oranted tenure prior to .April 15 of the yeal- of ei igib~li tv. '

3. Only those teachers \vha r2ceii.e a rn;ljo~.lry vote of [lie niembel-ship of the Board will be

5 . No person who is eligible for rznure ~ v h o has not been g r ~ l n ~ e d tenure by [he l3o~~1.d of I Education sh:~ll be emp!oyed In the ichool svs i em in a n y posilion u;hiih i.ci1i1i1.c~ II

license.

Procedrrl-e for Grnlz t i l z~ Tenrrl-e 5.117

6. .A ma~jor-ity vote of [lie member-ship 01' [lie Bolu-d s11ilII be I-equired t'oi- the re-emplo!ms~ir ot LI tenured t e x h e r ~\/lio h ~ ~ d pre\,iousl!. r e s i~ned in 3ood stlindinz.


j I '4 director of schoolsides~gnee may suspend ;I non-tenured teacher at any time when deemed necessar!..: 1 Befol-e an employee 1s suspendetl sihe shall be: ( 1 ) pro~.ided with reasons for Clie si~spension: (71 si\,en an opporti~nity to respond: and 13) given a written decision of the suspension.

4

Y

:13: *

k l o n ~ ~ o r ~ l i ~

I ievie~v: :innually. in February

Under no circi~mstances shall a director of schools suspend ~1 non-tenill-ed te:~clie~. \ \ , i t t i p:~!. I t reinst:ltzi!. 1 the nontenured teaches shall be paid f ~ i l l salary for the period of suspension, i~nless suspension \~.irliour pay is deemed to be an appi-opriate pen:~lty.

Desci-~ptor Tcr~n:

Suspension/Z>isrnissa1 of

The dii-ectoi- o f schools may dismiss any non-tenured teacher during the contract year foi- inconipereni?.

writing. due notice of the charges.

I ) C ~ C : I ~ ) I C W C d c .

5.100

Thedirector of schools shall give the non-tenured teacher an opportunity fol- 11 full :ind complete heu-ing before an impartial hearing officer.:

~~~~~d D , , , ~ .

09,/14/01

Non-tenured Teachers I<cjc111ds. GBNB

&

PERSONNEL HEARINGS

I s h u C d :

OSi09i94

The Board will appoint an impni-ti31 Personnel Heusins Officer to conduct such hearinss. The Personnel Hearins Officer will hear the case and the emplo>ee shall have the right to:

1. be 1-epresented by counsel; 3. call and subpoena witnesses; 3, examine a11 witnesses; and 4. require that all testimony be given under oath.

Factual findings and decisions in all dismissal cases shall be seduced to \vl-ltten form ~ ind delivered to the 1 affected employee \s,ithin ten (10) working days followins the close of the hearing. The emplo!/ee m q appeal the declsion to the Board within ten (10) woi-king d:l)js of the Personnel Hearing Officer rendering the written decision to the employee. W~it ten not~ce of appeal to the Board shall be given to the director

34 33 I of schools. Within twenty (30) days on receipt of notice, the director sh:11l prepare a copy ofthe proceedings. transcript: documentary and other evidence presented and provide the Board copy of the same.

The Board shall hear the appeal. No new evidence shall be introduced. The non-tenured teacher mav appear in person or be rep!-esenied by counsel and argue why the declsion shoulcl he modifizd 01- 1-eversed. The Board sh:lll take one of the following actions:

Page 1 oi' 7

1 2 J

4 5 6 7 S 9 10 11 13 13 14 1- 16 17 1 S 19 30 3 1

_ - 8 1 , -- 7' - 2 34 3 ' :6 7 7 3 S 39 3 0 3 1 3 2 3; 34 3 5 3 6 37 3 5 3 9 4 0 l 43 4 44

1. sustain the decision; 3. send the record back if additional e\#idence is necessary; 01-

3. revise the penalty or r e x r s e the decision.

Before any decision to dismiss is made. arnajori~y ofthe rnernbzrsliip oftlie Bo;lrclslial1 ioi lcu~-in s u s t ~ ~ i n ~ n g the charges. Tlie Board shall render a decision on [he appeal \vi[liin ten ( 1 0 ) \~or l i ln9 ciavs ~1Pti .1- the conclusion of tlie heal-in:.

Tile dii-ector o f schools sli~111 ;IISO Ii;l\'e [he r i ~ h t L~ppeai any :ld\,ersz i . i ~ l i n ~ I?! lie Pei.sonnel Hc:!~-iiiz

* P1

4

-

Otficer in same manner as [lie non-tznured tzacher. I

Within twenty (30) days after receipt of notice of [he dzcision of the Baal-ct. either p;l~-ty may ~11)pe;ll LO

the chancery court in the county where the school s>,ster~i is locatzd. Tlie Bdard sli~lli provide the en~il-e I-ecord of the hearing to [he court.

j;bte: iVo~zrerzelval qf'rzorz-terzured teac1zei.s after the corltraact yecrr is izot sz~syeizsioil 01-

rlis17zissal and does NOT fol lo~v tlze s~rsperzsion/dismissrrl proceclzrres orrtlirzerl irl this P lenser~ fer to the boarclyolicy orz rzorzrerzewal oj'rzo~z-terzureclteachers jbrfiirtlzer

irz fornzatio~z)

I

I

I

Legal Rzt'erences:

I . TC.4 49-2-20 1 i t j ( l ) ( E E ' ~ 2. TC.1 49-7-30 1 ( t i ( l )( ,G)(i)


I SuspensioniDisrnissal of Tenured I 5.301 Review: .-\nnually,

in February

an opportunity to respond'; :lnd (3) given 11 \\ rittzn dzcision of tlie suspension. The causes for ~ v h ~ c h a 6 1 professional employee may be dismissed are as tollo\\.s: incompetence; inefficiency, neglect of d u t ~ , .

02/14/01.

1 3 -

unprofessional conduct and insubordination.' 1

I

Teachers .Art.

SUSPENSIOS

Cnder no circumstances shall a director of schools suspend Lln crnployee with p:l~,. IS I-einst~lted. the ernplo>,ee shull be paid full salary for the period of suspension.' unless suspension \vitliout pay is deemed

IKcsc~nds. GBIUGBN.-i/contract

V1.Sec. 1

A director of schools/designee may suspend 11 tenured tsuclier L I ~ Llny time wlizn iizerned necessury.! 4 1 Before a tenureci teacher is siispendeil sihe sIi;~ll be: i 1) provided with re~isons for the silspens~on; (3) g ~ ~ ~ e n

to be an appropriate penalty.

DlSJLISSXL

When charges are made q a i n s t a tenured teacher. ~11~11-zing the teucher with offenses \vhicli rnLI\, justit'! 16 I d~smiss:~l. the charges shall be made in writing, specifically statin? the offenses LL liicli are c t1 ;~r~sd ;lnd 1

s h d be sisned by the party or parties making the charges.

If, in the opinion of the Board, the charges are of such nature as to warrant the release of the teacher. the director of schools shall g i ~ , e the teacher a written notice oP this decision, LI copy of tlie charges ay ins t 1 the teucher and a copy of a form provided by the Commissioner o t Educ~ltion advising the re:lcher of his: ~ her legal duties. rights and recourse.

,A tenured teacher who has been given notice 3fcharges against himiher may within thirty (30) clays ~lftel- receipt of notice give written notice to [he director of schools of hisllier I-ecluest for ;I he;li-ins before the Board.

The director of schools shall within five ( 5 ) days ~lt'te: receipt of request. indicate the place of such hearin: and set a convenient date. which sh:lll not be l~lter t h ~ ~ n ~hirry (30) days followin: receipt of notice requesting 3 hearing.

The chairman of the Board shall conduct the hearing and be empowel-eil to issue subpoenas for ~lnd administer oaths to witnesses.

Tlie reacher shull be allowed ~1 full, complete and impartial hexing before the Board. incl~lding the l-igni to have evidence deemed relevant by the reacher included in the record of the 1ieu1-ings. even ~f the chairman object^.^

Suspe~tsio~z/Dis~~tissal of Teizzired Teachers 5.20 1

1 3 - 3 4 5 6 7

S 9 10 11 13 13 14 15 16 17 1 S I s'i '0 3 1 - - I ' -- 3 3 34 '75 3 6 2 7 3 S 3 9 30 3 1 3 2 ')?

JJ

34 3 5 3 6 17

3 I

3 5 3 9 40

42 43

4 5 4 6 17 4s 49

-

.A complete transcript of the hearing sh~lll be prepareti ~ lnd included in the I-ecorci.

The Board s1i:lll within ten (10) days after till: iieurins decide what disposition lo malie of tile cas,: I'ro111 the following: (1) dismissal; (3) suspension \vitIio~lt pay: or (3'1 reinstatement. The Bo;u-ci sh:lll irn~ni;.diate!\, thei-eaftei- s ive tile employee written notice or' its findinss and decision.

I

. : -

L q a i References:

1 . TC.4 49-2-:0 I ( t](l j(EE', 2. TC.A 49-5-51 I 1 TCA 49-5-5 I l through 5 13 4 TC.4 49-5-5 I?. 5 13

Campbell County Board of Education \lorllro~ 1115

Review: . \ r~nua l~y , ill February

4 ( an employee is suspended s/he s1i;iIl be: ( 1 ) pi-oiided ~ i i r l i seasons for [lie suspension: (2 j giien all I

Dchcrlpro~ Tcr~n

Suspension/Dismissal of Non-Certified Einployees

1 3

oppor~unity to I-espond: and ( 3 ) given ~1 nrirten decisidn of the si~spension.

SCSPENSION

i

Cnder no circi~mstances shall u dil-ector o f schools suspend :In eniplo!ee with pay. It' reinstated. the I employee shall be paid full salary for [lie period of suspension. unless s~ispeiision \vitliout p;l\ is deenied 1

3 ( A dlrector ot schoolsldes~gnee may suspend an employee at Llny tlme when deemed necess:lrv.' Befor? I

to be an appropriate penalty.

The director of schools may dismiss any classifizd employee 01- non-tenur-ed teachel- iiul-ins tile zsnri-ac: . -.

\ Z c ~ i . i'vi. i i i ~ ~ i i i p l i ‘ i i i ~ , i i i ~ i i i C i l i i i ) . i i i j i i c j u i - d i i i d i l v i i . i i i i p i . u j i i< C u i i c ; ~ l c ' i Vi. i i c g i ~ ~ i ui d c i i . I , i The dil-ecror of schools may either choose to pro\.ide tlie ernployee with a Ileal-ins 01- s i \ ,e tlie ernplo!c.t:

ttitupportunity For a Ilealing before the Personnel Hearing .-lutho~-it?. Rzquests for Iie:~l-ings must be tiled in writins within ten (10) days of notification.

PERSOKNEL HE-ARING AUTHORITY

The Board will appoint 3 Personnel Hearins .+i~tholit), to conduc~ such Ileal-ings.The Authority i~PHX) 23 1 shall consist of members, (maximum number must not evceed total membership of Boa1.d). 24 Members of the Personnel Hearins Authority shall be appointed for s t a g e r e d terms so that one-third of

25 1 [he membership is reappointed at the yearly or:an~zational meetins of [he Board. Board members shall I 26 1 not serve as members of the Personnel Hear~ng i u t h o r ~ t y . Emplo>ees of the school system may sei-1.e as I

members but a member shull not hear a case in which hidher relationship with the ernployee involved might influence the decision. All members of the PHX shall participate in training sessions foi- dismissal procedures.

The director of schools will desisnate a cha11-man of [lie PliX who sh~ll l pel-form tlie f o l l o i ~ , ~ n s iiut~es

1. Identify the members of the PHA assigned to hear e x h ind~vidiial c x e : 2. Preside at the hearing; 3 . Prepare and disseminate the minutes of each meeting: 4. Se[ the time, place and date tor each hearins:

37 5 . Notify apprdpriate persons of each meeting i v i t h i n forty-eisht i48) Iioi~l-s of I-eceivins nolit'icalion o l the request for ;L heal-ins;

6. Sign copy of minutes of meeting; and - 1 . Prepare 11 ~vl-illen repol-[ o f findings io subn;lt 111 [lie di i .cc~o~- ol' scliools

Eucli hearing siiall be conducted by at least tlirec (3) members of the PHA. Tlic Iie;lri~lg \vi l l :

I. ,4110~ the employee reasonable time and opportunity l'or defense: 3. ,--\llow the employee the right to cross examine witnesses; ~ l n d 3. .Allow the employee to be represenred b! counsel.

The Personnel Hearin? Authority shall hear the evidence and base its findinss ancl conclusions solely on the evidence presented 11t the hearin?. .After the liea~.in?. the PH.4 shall pi'ep;1re ~vi-ittc~i f i ~ ~ d i ~ i g s . Tile PH,A shail provide these ~vi- i~ten findinss to the disscto~. of schools \\;lie shall ~-e\/ie\v them and niake ;I decision on the c:lse.

The director of schools shall provide u,ri[ten notification of his1Iie1- decision to the employee within days.

Lezal Rz t'erence:

I . TC.A 19-2-301 ! t ) ( l ) (EE)

Campbell County Board of Education I

k l o n ~ ~ o r i i l ~ : Drscliptor T~uin: , I1c~cr i~1101 Coclc; I lS j ,ice 1) J1e:

Review: .-l~lnually, in February

I hon-tenul.ed teachers are subject to he saine rules ~lnd ~.egul:ltions and ;Ire e n ~ ~ t l e i l to the pri\~ilezes o t 7 3 4

3 6 7 S 9 10 1 1 12. 13 i4 '

13 16 17 IS 19 3 0 3 1 71 -- 13 24 2 5 2 6 37 25 3 9 30 3 1 -3 J - 3 3 34 0 - '' 36 3 7 3 8 3 9 40 4 1

employment enjoyed by tcnureil te~1chel.s 2 ~ ~ 2 p t tI1~1t [lie! lia\,e no i:I:lim upon continuing en~ployment 01.

tenure PI-otections.

The principd is responsible for discussing deficiencies 11s part sf the evaluation process \\;it11 the non- tenured teacher and providinz assistance for o\.ercsming these deficiencies.

The director of schools is under no obligation to re-employ nontenured teachers at the end of their contracr period. If the direc~or- of schools determines not to renew the contract of a non-ten~~recl tz;iclie:..! the foIloivin,o action s h ~ ~ l l be taken:

1 . The Board sti'all be notified at the nest regular b o ~ ~ r i l nicetin?: ;]nil

7 , , ' , -. Y V I I ~ L C I I I - I U ~ I L C ui ' I L U I ~ - I C I . I C V V ~ L ~ ~ I - I ~ L ~ I ~ I C I . I ~ I I U u c i ~ ; c ~ c d "1. a<iii L" i i .1~ ~ i i - ~ p i " ! ~ < G> i - e g , ~ i e i m : ~

mail so that i t will be I-ecei\.ed by ihe ernplo!.ee prior to April 1j.I

~ . .-

-

L q 3 l References:

I . TC.4 49-5-4091a,; OP Tenn. .Ar[y Gen . 97-133 (Seprernber 3. 1997).OP'I'i.i1n. .Atty Gei~. 9'1-OOI !.April 13. 1'190)


I PROFESSIONAL PERSONNEL

3 I .A te:lcher shall give the director of schools notlie of resi~nution ~ l t least tl111-ty (30) clays before the ewective /

1

d x e o f the resignation. A teacher who fails to gi1.e such notice, in the absence of justifiable s s i c n u ~ ~ t i n ~ 5 cil-cumstances. shall forfeit a11 tenure status. Tlie Boa-d may \\:live tlie ~:liist!i (30) d q s notice requi~-emcnt I

1blo1111or111::

and permit 3 tetlcher to resizn In good standing.

Drscr~pror Term:

The conditions under which i t is permissible to hi-etlk ~1 contract \\.it11 the Boarci are as follo\vs:

1. The incapacity on the part of tlie teacher [o pel-form [lie contract as e\,idenced by the ce:-rified statement of a physician appr-oced by the Board:

2. The release by the Board of the teacher from the contract which the teacher has entered into \\.it11

i i . 1 ~ i3udl.d. !

Any teacher on leave shall notify the director of schools In writing at le:lst tli11-ty 130) du1.s pl-101- ~o the d:lt.~of return i f the teacher does not intend to rerui-n to the position from wliizli he/she lias t:ll;zn Izc~\ L.

~ a i l u r e to render such notice may be considered a breach of contract.' -

Upon LI bl-cllcti of contract, the Board, upon a motion I-ecorded i n its minutes. may file LI iompl~iint \v i t h

31 I the Colnmissioner ~ l n d request the suspension of a reacher's certificate. After the Commissioner has I provided rtie teactier an oppol-tunity for defense durinz a hearing. the Commissioner may suspend the certificate for no less than thirty (30) and no more than three hundred sixty-five (365) days.'

SLPPORT PERSONNEL

Support personnel shall give the immediate super\'isor written notice of resignation at least t x o (3, weeks (ten (10) working days) in advance of the et-'fecti\;e date of voluntary termin~ltion. The ten I 1 0 ) worlang days may be w:lived b! the dil-ector of schools for justifiable reason.

Tlie immediate supervisor shall fol-ward copies the day received to the director of schools' office. The payroll office will prepare final payment for ihe next appropriate scheduled pay day.


Revie~v: Annually, in February

Short Term Leaves of Absence

Slior-[ term leaves of absence shall consist of the t 'ollo\~'ins: Erner,vency. Ie,v;ll, sick. P ~ I . S O I I L ~ ~ ;1,1ii pl-ot'tssional leave.'

Cross Rcicrences.

Emcr:cnc:: Sc L c y I Lcavc 5.30 1 S ick Lcave 5.307 Personal 8~ Proi'css~onul Lcuvc 5 1.01 Vucat~ons 2nd I-lolidayj 5 110


02/14/03 Re1 ie~v: .-i~lnually,

in February Emergency and Legal Leave ,; C,L,l,L l 5

GI1lII-lri/G RG/Co~ltl.ac

1 1 E31ERGIDCY LJLAVE 7 - j I An Immediate supervisor may gr;lnr ;I cei-t~fied employee ernel-,oency leave clunnz he \vorl<du!. for II I 4 I sudden. unexpected occurrence demanding immedi:lte attenlion. Leave shall be taken ~ l s pe;-sdn;ll I 5 1 1eaie.l sick 1e:rve 01- leave without p a y Tlie ernploiee who uses emcrsency 1eai.i. s i a l i confirm r;lii! 1

~ l r e released under this policy and when the tot;ll time I-eaches one ( 1 ) h y . the employee sti;~lI he c h ~ ~ r z e c with one ( 1 ) day of applicable Iea\/e. 1

6 7

1

S

JURY DUTY

Iea\,e on appropriate forms the cia!( after returnin5 to \yolk. 1

Principals or ~ldministl-ative super-\,isors sh;lll keep a t;\lly or' the arno~lnr of rime individu~ll e ~ n ! ~ l ~ ! , e e s , 1

\\illen ;I t e x h e r is summoned for jul-1 d ~ ~ t ! sllie shall ilppeal- 10 c ~ ~ u l - t :lnd speciiy seven (7) ii:l) p s : - ~ d 1 w~th in twelve months that s/he L V I I I be ;l\;liI~lble For j u r dut!. The i'ollo\\:inz PI-ocedures s1i;ill i - eg~~ la~c .

. the leave For jury duty for teachers:

1. The teachel- shall present written evidence that s/he had been summoned to serve on a jur) : 2nd.

1. The teacher shall be entitled to the usual compensation, less the amount paid by the court.s

COKRT APPEARANCES

If a teacher appears in state court because of a personal interest. whether 11s a plaintiff. defendant or witness or voluntarily appears in behalf of family or friends, o r Lvhen a teacher is I-equired to appear in court either 3s a defendant or pl~lintifr' In a civil case, personul lellve o r lea\,e \vithout pay shall be granted in accordance with the esr:tblished board pol ic~es on le;lves. L

Support personnel called For jury duty or \\,ti0 sel-ve as court witnesses shall present tlie subpoena 01- otliel- documents which give reporting instruci~ons to the ~ m m e d i ; ~ t e supel-visor. T h e employee shall obt;un a form indicatins the days ser ied ~ l n d he court pay to be received From the c o u r ~ ' s clel-lc for- s ubmi t~ ins to the payroll office. The employee shall i-ece11:e the usual compens:llion less tl-ie ~ lmoun t paid by [he C O L I I ' ~ . : - 1

TCA 7-3- 1-103 (a)(3) " i T C 1 / - 4 O S ( h i i l l


R e ~ i e w : .-innually, in February Sick Leave

PROFESSIOXXL PERSONNEL

'l'he tlme allowed tor s~cic leave for P I -o tes s~on~~l personnel shall be one (1) clay for- e:lch month emplo\,ed durins tlie school year and shall accumulate tot- :In unlimited numbel- of d~1ys.I

Sick leave shall be defined as: illness of LI reac1ii.r from natur-:ll causes or. accicient. qu~~r-antine. or illness or death of ;l member of the immediate family of a teacher-: incluclinz ills teaclier's \ \ I t ' ? or 1iusb;lnd. parents. srandpai-ents. childi-en, si-andchildr-en. brothe1-S. slsters, mother-in-l~lw. i't~tlier-in-l;lw. da~:zhte;-- in-law. son-in-law. brother-in-law, and sister-in-lan:.?

rl sisned statement listing the cause of ~ ~ b s e n c e shall be provided by the employee on forms funiished b ~ . the director of ~ct iools and shall promptly be si\,en to tlie immediate supervisor in support of all claims for sick leave pay. .A falsified statement sliall be grounds toi- dismissal.

,A eel-t~fic:lte from the physician on foi-ms fuinished by the Boal-d ma!, be requireci in s~ippol-t of an! i l u i i ~

for sick leave pay.' - --

~ h i principal shall notify the director of s~t iools ' office at once i f an employee is sick beyond !he limit of hs /her sick leave accumulation. The substitute teacher, beyond this point. must have a certificate or permit and must be paid according to the state salary scale.

Permanent. cumulative sick leave records for each active professional employee shall be kept in tlie director of schools' office.

A teacher. upon employment. may transfer hidher accumulated sick 1e:lve from another Tennessee school system. pro\:ided that the director of schools of the system in which the ~lccumulared leave \vas tielci provides notarized verification.

Sick leave foi- mateniity purposes may be taken durin: the period of physical disability only. .A reache: may use up to thirty (30) days of accumulated sick leave for the adoption of a child. If both ;ldopti\.c parents are teachers only one parent may request leave. LVi-itten verification from the adoption agency or other entity handlinz the adoption shall be required before the leave is granted.'

SUPPORT PERSONNEL

Sick leave shall be the same for support personnel as for cei-tified employees.

The tlme allowed (days earned) for sick leave shall be one (1) day fore:~cli month Jn employee 1s ernployec except bus dnvers.

Sick Leave 5.302

1 2 3

Cross Rc!c!.cnccs:

4 5 6 7 S 9 . ,7

A "

11 12 13 14 15 16 1; 18 19 70 3!

Sick leave shall be cumulative for all earned d ~ l y s not used to 3 maximum which \vouIci be eal-lied In t \ \ o (3'1 yeklrs.

At tlie tel-mination of the en ip loymen~ of ;lnl. ?mpla!,se. ~ 1 1 1 unused sick leave : ~ c c u m i ~ l ; ~ ~ e d I?\, [lie employee shall be terminated.

Tlie im~nedillte supel-visor mlly require LI p l ~ \ ~ s i c i ~ ~ n ' s eel-rific:~:e slatin2 tlie 1-easc~11 l'(31- ;\l~sen;i..

,

I

3

3. TRRILIS 0530- 1-2- 0113)


Review: Annually, in February I

Mon~toring:

Sick Leave Bank

1 I Tlie purpose of the Sick Le~lve Bani; is to provide sic!; l e ~ ~ e to mernlie~~s of the o~~~;l,ii::ltiori nllo Iiai,e 1

Descriptor Term:

suffered an unplanned pel-sonul illness. injul.?,. disabilit!,. 01- clu:l~-:lntine and \vllose pc.~.sonal s ~ c k Iellve is exhausted.

Tlie Sick Leave Bank shall be administered by the Union ~ lnd Boasd accordins to tlie folio\\ in: PI-ovisions which m:lv be amended by the Cnion \\ i t l i the L ~ ~ ~ I - o \ . I I I c i tlie BOL~I-d. ~vlien ncccssui-\;.

I l e ~ i r ~ l > ~ ~ r C',)ilc:

5.3031

1. .Any profess~onal employee \ v ~ s h ~ n z to p ~ u t ~ c ~ p ~ l t e rn the S ~ c h L=:l\e Bank mqienl-011 b \ conrr~bur~n? two (3) days.

I

I b j u e ~ oarc, ()?/I J/()?,

2. Tlie days contributed will be deducted automatic all^ each year

I 3. A teacher (professional employee) ma!; uitlidra\\ isom tile Bank at any time. but contrib~lred c!~!,s

illness, or catastrophic illness of spouse. ch11d. or parent.

i l 15 16 17

*

5 . In order to insure propel- administration of the Sicli Leave Bunk, members ~ v i l l make application for relief. Applications will be reviewed by a panel composed of the Union officers. tlie Clillirm~ln of the Campbell County School Board. and the Director of Schools.

' d1.c ~ i u i iciiiiiddbic.

4. Sick Leave Bank is intended solely for use in situntions oFcat:lstroph~c illness. \vhe:e pel-son:il sick - . .- leave of the Bank member has been eshu~lsted. I t mu!- only be ~ ~ t i l i z e d for B~lnl; membzl-s' pe!-son~l

6. Applications will require a medicul statemen[ r e s t~ t> .~nz to the illness ancl projected date for retill-n to ~vorI\. For the illness of spouse. child. or pal-ent. tlie statement will provide tlie mediilil dill~nosis and an estimate of time until I-ecovery (or- unt~l patient no lonser I-equii-es the member's continuous presence).

7. If the approved application espires before the Bank mernbel- is certified to return to \\.o~-k. reapplication may be made in the same manner in which initial application was made.

S . When an application is appl-oved, the approval will cover From tlie date of explry of personal S I C ;

leave to the date agreed upon by the Review Panel.

9. When a member has belonged to the S~cl; Leave Bad; I'ol three (3) years, hisher contl-ibution shall be reduced to one ( 1 ) day per year

10. The maximum number of days to be grantedforcach application will be t1ii1-ty (30) days. If amember- requires more than thirty days. another application may be siibmirtzd I'or revie~v bv [he Revie\\, Panel. There is a cap ol' ninety (90) days per y e x . per illness.

Sick Leave 13n1zk 5.3021

1 ~ 11 . y e w hires who \ Y I S I I to join the Sick L?ave Bunk musL do so witliin fo~u- (4) weeks of the dats : hq . 3 - 1 \vel-e hired. Te~lciier-s ~llrendy in [lie s!,s;em \\.his ti~l\le not ye[ joined the Sick ie:l\ie Bnnli linci \ \ , ls i l , I 3 1 to do so must submit ilieil- :ippIic:lrions no : : I ~ I :h:ln foul- weelis : ~ f t i . ~ - the b e s l n n ~ n z of ;l n:,\ j;iloei

7 1 those dn!'s LO be used by all!: certain ~ndi\ , iduaI . 1

9 , . . . . " . . . ,. - . . . . . . . . . . .

~ 13. No member of the bliszainins unit air-cad!. on l s ~ \ ' e 01- othel-\vis= unable to discha~-zs his:'he:. iutiz: i I . - I

U U 1 L U CI I I ~ c I I L I I 111313 U L 1111113111 U L IUlllll i IllLlllULi r l i i l VC LII;IUIC L U LIIILIULL LlIbLIIu~I3111y ~ i l Llli L

Sic1.r Leuve Banli during the same s ~ h o o l year.

1

3

6

v e LI I-

12. .A pel-son who retires may con~~- ibut? ~ccumulnrsd s,~!; days to the Eanli but shall nor design:lt; I

Campbell Countv V Board of Education

I I Personal and PI-ofessional leave shall be :ranted in accordance with la\\/s of the Stnte of Tznnessze and 1

! 2 I-ules and 1-ey~lations of tile State Board of Education. i 3

4 1 Certified employees shall e:m personal and PI-oiess~onai iea\e :lt tile sate of one d~!; fol- each l~aif-;:ear

02/14/02

l<esands: GBXHKont r~c1 ' s ; ;&09194 ~

XITI-Sec.7i.-1

hlon~~ol-II~;

Relien. : Annually, in February

5 employed for a total of two (3) days per ye11 .An! personal and proiesslonal leave I-e-nnlning unused

I

Dcscr~p~or Tcrlil:

Personal and Professional L,eave

Arf

at the end of a year shall be credited to sick ien\,e.i

If. at the termination of ser\~ices, an!, empio!:ee Iias been absent for more days than Ie:!\.s has heen earned. an amount sufficient to cover the excess da?s used shall be deducted from [he empio\ee's ina l salary payment

Subject to the follo\ilin~ conditions. personai ie3k.e xa!. be :aken at the discretion of the emplo!e?:

- I

. . I . ~ . \ i Z p i iii t~iir;igc:>~~. C ~ L ~ I cliip;uycc ~ I I L I I ; ~ ! i c iL;lc p ~ ~ ~ ~ ~ ~ p ~ ~ ;1~ i r d s ~ uric u q b n V L l L C !n ii:-!L:ns

of intent to take 1eai.e:

2. The approval of the principal of the szhool shall be required: ~-

- a. If more than ten percent (10%) of the reachers In any ~ i v e n school request its use on [he same

b. If requested dunns any prior esrablished student examination perioti:

c. If requested on the day immediateiy preceding or foIlo\ving a holiday or vacation pe:ioa.l

Professional leave I S 3. shorr. temporarb absence for ihe purpose of a t t end ln~ vyorkshops and other

1 meetinzs relat~ng to school buslness or servlnz orJ boards ana commiss~ons whlch meec durinz dalrime

In addition: certified employees siiall be granted lea:,e to serve on any board 01. commission of the state ?3 1 when the appointment is made by the Governor or General :Assembl\:. Such leave shall nor be counted

2S 7 C1 -,

30 2 I

asainst any other accumulated leave credits. The employee shall notify the principal at leust five i j j days prior to leave being taken."

houi-s when appointed by a mayor, city council: counry executive or county c o m m i ~ s i o n . ~

Requests shall be submitted to rhe PI-incipal a[ le:lst fi\.e ( 5 , days prior to requested leave of absence.

Campbell Countv r / Board of Education

Review: .-innually. Long-Term Leares of Absence for in February issued: Professioizal Personnel

1 / .Ail? person holding a position requiring a i1c:nse to teach shall be .ranted leave for military s;:\*ice. ( 7 ( legislative ser\,ice, maternity: adoption. reccperation of liealth. education:\l imp-ovements 01- orhe:- i

sufficient reason without loss of accumulated leave credits. tenure srat~is. 01- orlier fringe benefits. 4 I leaves shall be requested in writins at least thirtv (30) d ~ \ : s in advance on forms PI-ovided b!, the iiirecrol-

of schools. The i0 -day notice may be \\,aived or reduced b \ :he dilector of schools upon submission of ~ a cenified statement by a phvsician. The a p ~ i i c a r ~ o n for leave forms shail I-equirz: ~

S I 1. .A description of the type of 1ea1.e requesred:

L, 1 2. The requesred d a ~ e s for bezinning and endin? the leave: and I

. .A statement of lntent to return ro [he posirion from L\ hlch leave 1s granred. 1 Each I-equesr for !e?ve musr be acted upon by the director of schools ~vlthin f i ~ e e n (15 I days. Each 1 applicant shall be norlfied in writing of the asilon of [he direcror and the besinnlng and sndins dares of /

. , >

l i l t . ieavc wi~lcii is 21.a11~cti. . i i i ieavcs. ~ . Y C : ~ L r n i i l i ~ r ica\'c. sh~iii be ironi a speciiic uaie iu a iprc:f ic :

I dale. However, any leave may be esrended by rhe director of schools upon written requesr from [tie

teacher ~vhile the teacher is on leave. If the teacher reruns from leave within 12 months. the inisrim 1 I

teacher sha!l relinquish the position. If the leave exceeds t~veive i 1 3 ) months. the reacher shail be piaced 1

16 1': I S

in the same or a comparable position upon return

teacher. ,Military leave shall be ~ r a n t e d for whareker period may be required. The procedure 2nd condition ~ ~- for extending a ie3ve are [he same as those used when originally requestins and :ranting the ! ieive. I

Part-time leaves may be :ranted by the director of schools upon written request for the same conditions as for full-time leave.

19 - _ I - - . . " . . - . . . " . - . . ~ Lfd l"GsiLiGrls .v,zcztc IZ r less ;k,2fi L.<<e j."? i,;L; r,-.r,L;s G) Lezc ;-,Li-s dT, je2.".e si.lz;; LiLieG ,iyi[i-l ;fi i i ii7i

Any reacher on leave shall notify the direcror of schools a[ leust thirty (30) days prior to the date of rexrn if the teacher does not intend ro return to the position from which heishe is on leave. Failure to 2ii.e juch notice shall be considered breach of contl-ac:.' i

All leave granted in conformance with this policy shall be without pay except as may be covered by sick leave in the case of rnarel-ni~y and recxperarive lea\/es. Employees shall have the oppor~unity ro continue participation, at their own expense, in y o u p insurance plans subject to restrictions of the insurinz carriel-.

Campbell Countv Board of Education I

ri

j I PCRPoSE i

- I l o ?nt~tle employees ro taL2 reasonable lea\? tor medlcai reasons. tor rhe b l l th 01. acloprion ot 2 ::i~li. I

4 and for tile care of a child. spouse or pal-enr \vho hss a sel-ious !iealrl~ iondirion. I I

i

Re\-iew: .-111nually. in February

ELIGIBILITY

I 1

1 5.305 ( O ~ ! I - U O ~ 1 Family and Medical Leave I : ~ ~ C I I ~ ( ! S : ISSIICL

C B R I C / G C R C / C O ~ I ~ ~ ~ C ~ OS;~~/ ! )J 1 .-\rt. XIII.

S

l o 1 I

6ec. -7 (,-\kc) I

I .Anyone ulho has been employed for at least tuel\,e (13) monrhs b!, the school s!,srem or anyone has 1 at least 1.250 hours of service (Hours used for 1eai.e. even F4lLil leave. shall not be creciired for i;:ri;s for purposes of FL4L.A eligibility') during the previous twelve month period.'

1 1 L

13 13 GENER.4L PRINCIPLES

15 16 1;

;7 1 the leave I S granted.' - 3 I I

, 1

14 1 1. . i n \ ! employee shall bs granted. upon request. u p ro twelve ( 1 3 \i,eeks unpaid le2\e

for the birth or adoption of a chiid or the care of a child. spouse, 01- parent who has a sseacs i . .-

healrh condition. (.Any female requesring Ica\>e due to pregnancy and ch~ldb~rrl i shall be j;r:!nts? ;

I < - . . ---I -- - , . L - - : L . . I--..- -L-11 L- - - - - : + L - A + - ,..-- --- ..-., 1 - e - A - : - I , I - - . , - - 8 - - 8 8 . I I L - > . 1 . . ! . > , , , L , , , ? i . l \ _ I , _, , i i

! 7'. ' -.

18 / a[ least four (,A) mon~hs leave.): i

- w 2 1 2 3 7 - - 3

7 I

. -. . - - - - . - , - - - - . . . . - - - - . . - .

dunng rhe period of actual phys~cai disabili~y only. Other\vlsel [he materni~y 1ea\.e shall be unpaid leave. i teacher may ust up to r h ~ n ? (301 days of accumulartd s g k leave for [he adoprioi 1 of a child. If both adoptive parents are teachers. only one parent may request leave. Wnaen 1 ve;lfication from ths adoption agent!, or 0 t h ~ : - ent~[y handling the adop~ion shall be required befoi-s 1

26 3 7 ? 0

--

Pas? 1 qf 3

5 . A phys~cian's statement may be required by [he direcror of schools when determin~ng the ?en06 of actual physical disability.'

0

39 30 ? 1

? 7 - - n q , , - - 34 35 36

I

4, Request for leaves and extension of leaves shall conform ro state l a ~ v :o\;ernins ail le:l\,?c or' 1 absence. 1

!

RESTRICTIONS i I 1. For forseeable leave, the empioyee shall provide the director of schools wirh at leas[ t l i ~ ~ ; (30) ~

days written notice before the bezinning of rhe an t~c ipa~ed leave. i

Lorzg Terrrr Leave 5.304

Lezal References:

1 3 3

' 1 7 d

6 - I

S 9 10 l ! 13 12 11 15 16 1 -: 1 S ! 9 30 3. 1

1 TCA 49-5-702 through TCA 49-5-709

Cross Reie:ences:

Employees who take leave under the pro\.isions of [he Family IvIedical Leave Act (F>IL.A! shall ha\,e the same porrion of their insurance premiums paid by the Board as is paid for a c ~ i v e ernpio!;ees. This leave is liinited to t ~ e l ~ e (13) weeks and subject :o die I-es~riclions and cond i l~ons ol' thc F~ini~l! :ind

Medical Leave Acr.

Farn~iy and Medical Leave 5.305 Miiirar:~ Ltave 5.306 Physicai ,Assaulr Leave 5 307 Saboar~cal Leave 5 308 Leg~slative Leave 5.309 Inrer~m Ernoioyees 3.700

I

i I I

F:I/IL4 Leave 5.305

a. the date on which the serious health condition commenced: b. the probable duration of the condition: c . the appropriate medicai facts within [tie i ino \v led~e of tlie liealtl~ case pr-ov~ilel.

regarding the condition; and d. a statement tila[ the e l i ~ i b l e empl~!,ec is needed LO 231-e (01- [he son. dau~li[er.. spouse

or parent and an estimate of the amount of time that such empioyee is needed. - ,

S 9

6. Period Near the End of an Academic T e r n ! PI-ofessioizal enzplo?~eesj - If leave is raken more [han five [5) weeks prior to the end of the term. the director of scnools m a y require the 2mployee to continue taking leave u n t ~ l the end of the [ e r n i f tlie leave is at least three (3) weeks of duration and the return of employment ~itould occui- during [he three (3) week period before the end or' the term.

- 2 . If there is an!: reason to doubt ths \talidit!. dt'the eel-~~iication PI-ovided. the director rnLi!; requ11-e.

a[ the expense of the school system. an $pinion of 11 second healtli care PI-ovide~..

- I \ I A "

1 1 13 13 14 15 16 17 1 S 19 20 2 ! 7 9 -- - 7 - ': 24 '5 - d

If the leave is taken five [ j j weeks prior to the end of the term, the director of schoois may require the employee to continue taking leave until the end of the t e r n if the leave is greaier than two (?)weeks duration and the return to employment would occur during the two (7-1 week period before the end of the term.

i

4. Once ~t iias been established that the 1eai.e requested q u a l ~ t ~ e s tor t-$1LA. the dll-ec[or- ot sch~7oIs/ desiznee sliall notify the emp!o)jee within :\\;o (3) business da!,s (absent extenuatinz L~I-c:~ms:ances! that -

leave d e n pursuant to state Iea\.e s ta tu~es ( p a ~ d vacation leave. personal Iea\~e, sick leave or worker's c o m p e n s a t ~ o n ~ shall run concun-entl!. with F?vlL.A leave.6

The notice may be s iven orally or ~n \\:ritin:. If the notice is oral. i t shall be confirmed in \\:nting. no later than the following pay day.'

5 . Intermittent Leave - When a licensed employee requests fol-eseeabie lea\:e for planned medicai treatment and Lhe employee would be on i23\/e ior greater than 2UYcot the total number ot \\,or;;;lns days in the period during which the lea\.? \iouId sxtend. the school may requll-e that such ernpioye: elect either to take the leave for pe;-iods of a par~icuiar du ra t~on . not to escezd the dura~ion of the planned medical - treatment or [o transfer temporarily to an avaliable al ternat~\ /e position offered

. :- by the school system for whicn [he imployee is qualified. and that has equivalent pa!; and bznztits

3Y I

40 ~ REQUIREMENTS OF T H E B0.-IRD

and better accommodates recumng periods of leave.

41 . ,. / 1 The employee shall be restored to ;he same position of employment or an equivalent position with ( no loss of benefits, pay or other terms of srnpioyment.

= I ? -. The employee shall be kept under any sroup herii~h plan for tile duration of the leave.

FMLA Leave 3.30%

Sich Leave 5.302 Long Term Le;ves i.30-1

~- -

The Board may recover the premium paid under the i o l l o \ v i n ~ conditions: - I 3.

1. the employee fails to I-el-urn from le ;~ \e ~li-:er tile period of le:lve h ~ s expired.

4 3~ b. the employee fails to return to work for a reason other tiian the continuation. recui-i-ence.

Page ? ~f 1

5 6 . - i

S 9 10 1 1 13 13 14 15 16 17 1 S 19 2 0 2 i - 7 -- 7 - - 3

2 4 ? i - -

or onse: of a serious health condition or other circumsmnces beyond the controi of ille employee.

i

i 1

8

I ! 1 1 1 1

- ~- 1

t - 1 i - - &

1, I

1 1

-u

29 3 0 3 1 3 2 11

3 3

1 I 3 -7

1 0 - 3 3

36 e - 3 1

jS ? O ~ 7 ,r. ,. - . - - . - . - . - . - . . - - - .

I - I . M I I I S O I I 11 Tcci[ / l~se i~ Prodilc~s Co. 234 F.3d i26S. (j~il. C;r.i2OOO. 41

1 $ 1 7 40 ~ 3. F:de:ai Family and Medical Leave Act 1991 t-

43 1 -

45

3 . TC.A 49-5-70?; TCA 4-3- I--108 4 TC,A 49-5-7 I0 5 . TC,A 49-5-704 6 29 CFR 9 825.308 7 . OP Tenn. Atty Gen 94-006 (Jan 13. 1994);

Plarli v, ;Morlol~ Ir~~errlario/~al, i11c 112 F 3d 929. 6 th Cir (20001 :; ~ 4 S

1


Review: Annually, in February

1 I Emplo!,ees who 31-e members of any reser\)e componen[ of the .Armed Forces of che Uni[ed S[~ltes sliall 2 3

4 5 6 7 S 9 10 11 1' 13

> . , l i

15 16 17 15 19

, , -" 2 1 7 '3 -- 23 2 4 3- 5 3 0 2 7 2s 29 3 0 ? I

be granted Izave of absence for a11 periods of miiitar!, se:-\,ice during which the\: ill-e enz:!ried in the performance of du[y 01- tl.aining In [he sennice of the statz 01- [lie United States. ' Rssel-\ is[s \vho 3nricipare rnili~ar! duty during the school yea - must g i ~ . e ~vritten notice [o the diszctor of schools. u:rtiin tliir-r! (30: days of the besinning of the school year: of the datzs aftlie anticipated dut!. While pei-fol-minz sucii dur! 01- trainin?, [he employee 5ha11 be paid t1isl'he:- r-e,.uIa~- slilal-! up to 3 maximum of fifteen (15) \ \osi ;~ns days in an): one (1) calendar year. plus such sddi[ional days lis ma!, result from any call ro ac[i\.e s [ a i ~ du~y.2 .An employee called to active duty by [he go\.emor to enforce the laws of the s:ats shall bz paid hidher regular salary for such time 3s heisne is engztged in the performance of Iiisihe: d u ~ . and art!. ~ i m e spen[ in a c t i ~ e state duty shall not coun[ agztinst the fifteen-day period of leave allo\\.ed for rnilitar). ~ e r v i c , - . ~

Rtquesi fol- I?a\/es and e s t n s i o n of iea\.,es shai! confol-n; ro 5:3t2 la\\ and board polic! go\.e;ninz ail l a v e s , .

ui dir>ci.~ic. r u ~ u i c iu L U I I I ~ ; ! L \ ~ I L I I ; I ~ ~ I I L L I U I ~ . I L I \ \ > LIII~ P U I I L I C S b i i ~ l i i CunsLlLuLe 2 1 - O U ~ U S fur ~ I S ; ~ S S J I . I 1

The employee shall supply a copy of the ordcrs for dut).. including the dates of departure and rerum i~ ip Lhe director of schools prior [o. or simult3neous \\.ith. requesting l a v e .

- :

I ?: 3 > ~ - -

3 9 P

4 0 4 1

3 4 3 5 36

$ 37 3 8

Lszal Reierenc-s: Cross RcFe:cnce:

I . 35 L.S.C.A. S 3024idi Long Te:-~n Lcaves of Ahscnc- 5.304 '2. TCili S-33-109 3 . T C . i 55-1-106id):TC.A 5s-1-109; OPTenn A l l y . Gen 4 : - i 3 (Jar, 3 i . 1991;

Campbell County U Board of Education

in February I i

Physical Assault Leave Contract

.A rzache1- who is absent from assisned dutizs as a resuI[ of personal !njur!: caused by pii!.sicai ass;i.ulr L.I.

i 3 1 other violsnr criminal acts ~ o m m i t t s d in ~lis iourse of [he i z ~ l i h e ~ . ' ~ smplo!~mcn~ .icri\,ilies shall 1-;c:~\:

bv :he director of schools and shall promptl!~ lie si\;en to the immediate supervisoi- In siippol-L or'~lll c!u~ms. 1 S 1 ,A c.-rr~ficste from the ph!:sician on forms furnished b!, rhz dirscror of schools m v alio be I-equired ic 1

3 4 3

6

~vorkzrs' compensarion or comparable benefits \ \~r i iout loss of accunulatscl 01- ?I-anted sick. person~ll or PI-ofess~onal leave.

.4 i iznsd starsmenr lisrins the cause of itlz absrn is shall be provided by the smplo!es on forms f u i ~ i a h s i 1

Cross References:

^ ^ I . I t , -" 3 1 77 - 17 - 3

34 25 26 2; 2 S 39 3 0 ? 1

3 3 7" 3 2

34 3 5 36 37 3 S 3 9 40 4 1

'darker's Compcns~ l~~on 3.602 Long Te:-~n Leaves 0 1 ibscncz 5.304

Ltzal Rer'erenczs:

1 . TC,i 49-5-7 14 ,2,(8) 2 . TC.i 40-5-710 la;(T)[Sj; TCA 49-6-300Sid)

Campbell County ri Board of Education / \ l o n ~ ~ a n n z : Drsc r~p~or Term. 1 s r 0 , 1

Re~.iew: .-\nnuall!.. in February Sabbatical Leave

CI-oss Rc~e l - cncc :

Long T e r m Lc;~ves ol' .Absent:: 5.204

I Rzsular emplo!/ees 01- ieachel-s shall be enriritd io a ; e a \ ? or' absence without pay not esce2ding one ( 1 ) ~ 1, vear to further educarion on a full-time basis. pro\,iced such academic work entails L? minimurn o t at leusr i

3 ' ei,oht (8) h o ~ ~ r s per semester or twelve (121 quarter h o w per quarter. 50 regular employee or ;e:lche?- shall 1 4 2

be zligible for more rhan one (1) such Ieaw e\:e:\. seven (71 years of consecutivt sel-\.ice \ \ . i rh rhe schooi sysrem.

1 ! 4 ~ I

Campbell Countv .J Board of Education

( Rcvien: : \ n n u a l l ~ , in February

Legislathe Leave

1 2

Cross Rc!c:-ence:

Lon: Term Leaves 01' .Ab,cnce 5.304

Czr-tified ernployses \\:I10 lia\:e been eizcred to stuie 01- i 0 ~ 2 1 i~i\\:-rn;li.;~n: bodies shall be si-unred pe:-sonal lea\,? or lea\,e witiiou~ D A Y 101- [lie time those la\\:-mak;nc bodies LII-e In ot f i c i~~ l session 01. \\.liilz atrending

3 4 5 6

official meetlnss ou~side the session.'

In addition, certified emp1o)iees shall be ~ r a n ~ e d leu\.e ro serve on any board or commission of the s:ats when the appoinrment is made by the Go\:e:-nor or General .Assembly. Such leave shall nor be counrec 1

Campbell Countv ., Board of Education

Vacations and Holida\.s GCRI-I ~ Fall '93 1

1 7 - 3 1 5 6 7 S 9 10 11 12 13 i 4 15 16 1; I S 19 , 1 u

3 1 2 3 2 3 ? r! - . 2 5 26 2; 2 S 3 9 3 0 I I - .

5 -

7 \'.-\C.-\TIONS I Support personnel shall earn one (11 day of \,acation :ime for eacli [\\.en[!, (20) d v s of enipioymen:. The 1 time of \,acation must be approved by the director of schools and im~nediate super\isor-.I This is foi- individuals who are nor under concr;lct for special departments.

HOLIDAYS

I 1

Support personnel. if on ac~ ive payroll at the rime. si1aII be entitled to the folloiving hoiida!,;: I i

July A i I

* Labor Day ! Thanksgj ving i 3 da! s I I

I Zecember 1J I

Ye\\, Yzai-'s Good Frida? i

I ~ ~ u i v a l e n t days. as approved by the direcrjr of schools. may be taixn when these days fail on irzzienci 1 or school is in session.

, i I

i

I I -?

2 3

jd 3 5

9: g 36 k 37

3 8 39 40

Lezal Reference:

I . TC.4 5-23-101:104

Campbell Countv U Board of Education

/ Personnel Health Eznminntionsi I j..'OO 0y1.''02 1 R e ~ i c w : -innually,

I .All emplo!~ees. PI-iol- to enrel-ins s e r ~ i c e . shall present a ceriiiic:irs showins a S ~ I I S ~ ~ C C O I - ! ~ lie:~lth ~.ecorc!: - I ? Emplo);ees shtlll inform the dil-ec[ol- o t sihools \\:hene\e;- they conti-act c o n t a ~ ! o u s 01- commun~cabis

I 3 disease. I

1 5 No employee \vho has any communicabie disease shall perform Iiis/l~er duties in any location \\,here su;?, 6 r n i ~ h i endanser the health of school ihiidren. The Board shall require any ernpioyee to subn~l t ti? 2 - ! I ph~.sical examination by a physician \\;liene\e: [he:; 1s ieason to belieits that ti12 employee has ;in! 1 S communicable disease.?

I

9 10 The director of schools shall reassign or suspend an!, empio\iee who is suspected of ha \~ ins a communi- 11 cabie disease which might endanger [lie Iiealth of children. pendins investlgatlon 2nd final disposition of

~ 12 the case before the Board.' 11 , > - ~ 1- L O ~ 1 5 5 1 5 ~ l i~r 3uai.ii 111 rriaiilrlg I'inai d ispus i~~on u< ine clisz. inz uirec:or or scnoois may rerer ilie i z j e ~i i 15 the County Health Office or other medicai e\pt:tj. I

16 1 17 -[lie Boai-d sliall use the \v~-icren I-sport to de:e:m!ne rhe employment status of rile employee. i

1 S 19 A

- - ,, , - w

2 1

I i

2 2 23 i 2 4 3 i I - i !

?G i

21 2s 3 9 30 " 1

?^I

3 - ? n 33

34 Lcpd Re!crenczs: Cioss Rei'el-ences. I

3 j 1 36 I . TRR/.ilS 057-0- 1 - j- .OS(l_'~(f) b

G~-~e\,anc:s & the ii11ic1- cans ii.1 D I S : ~ ~ I ~ I I I C S .ACI I 500 1 ,, 2. TC.4 49-7--203ibi(l). TC.1 19-5-7 lO(a'1(7), TC.4 49-5-43: SL!spcns~on /D~s~ i i~s s~ l 5.200-303

$ " I

3. TC.4 49-5-51 I 3 S 1 3 9 40 4 1 I

in March ISSUCU.

Communicable Diseases Sec. 19C

I

Campbell Countv ri Board of Education I I

Review: . i nnua l ly , 1 Acquired Immune Deficiency in M a r c h

Syndrome (AIDS)

5.401 1 iI:/l-liO2 ~ I < C ~ C I ~ ~ S : ~ S S L I C ~ ! 1

I GBR.-1.4 OSi09194 i

1 3

guidelines and procedures for this polic!,. The dl:ezto~- ~t ~ ~ i l o o l s slia11 be responsible ioi- en io rc i~g :his I " - 1

1 palic! by communicat in~ i t to all persannei and i?! p~.c\.idins necessary instruct~on ro ~ll! ;idminis:i.atc~-~.~

1 I I The B o ~ I - d has the responsibility to ensul-e that each sciiool system's smployees L~I-e in a s txe of ph\:sical I 1

condition which will not endanzel- their personal healih or tile liealtli of otliel-s. Conce~ns I-?gal-dino heath i 3 4 1

matters shall be approached within the boundaries of confidentlalit!,. I

! The director of schools shall be responsible i o l - developing. ~-e \~ls in? and implementins t i e administi-atlie I

This does not preclrrlde school officials from requirin2 an employee to undergo an esamination \\;tien i another communicuble illness is suspected. I

S 9 10 1 1

I

HIV/.AIDS TESTING I

i 50 school official can require any empioyee to under50 an HI\' antibod\/ test 01- otliel- HI\,--related ies;. 1

19 ( or AIDS Action may be taken against an employee only if slhe is disabled and [he disability interferes - - . . . . .. . . . . . , , . , . . r , 7 - , , - , , - - . . ., #..I...,

~.

1 V I L L I , I ~ L ~ I ~ J L L U U L L L L J CG pii-f~ri i l ~ i i ~ iiiLijliiie5 ifi'~Gi'i.eLi ill ~ i i i p l i j j i i i ~ i i ; diiiiej. -liiZ girhi.d ~ i i d ; i iiidnc i

, . L - 15 16 17 18

reasonable accornrnodarion to enable the smployee to perform employment duties as ma!; be required b!. state2 or federal3 la\\:.

I LIAABILITY .AND NOK-DISCR14115LATION

I

No . .- employee who is diusnosed with HI\,- infection 31- AIDS shall be prevented FI-om continuing - his;he:- ; !

employment. No disciplinary action may be :aken against an employee solely on the basls of HIV inisc:ior: 1

If information is recei\/ed regal-din? an e r n p l o y e ~ ' ~ HI.' status. the director of schools ma! consult with the school board attorney on the appropi.late coui-se of ac;ion to pursue. bearing in mind [he school system';

1. Persons named on an Authorization for Reiease of Confidentla1 HIV-Related Information Form

28 39 30 ? 1

2. Persons listed on a court order

potential liabiiity for defamation, employment discrimination. and breach of confidentiality requirements. I

Information obtained is confidential and may not be releaszd to anyone except: I

3. Persons authol-ized to I-eceive such inio~.m;lt~on ~vithout a release or caul-t order ac:oi.cii~g [o TCA 68-10-1 13

Under no circumstances shall information identifying an employee \ \ l i t h AIDS 1)e released to the public.

,4 IDS 5.40 1

1 7 - 3 4 3 .,

6 7

S 9

1 n L "

I 1 12 13 14 15 16 17 1 S 1 9 3 0 21 - 7 -- 2 3 '4 - 7 - - 3

3 6 ? - - 1

3 S 29 30 - 1 3 1

? 7 d - _ ? -, d -.

? 4 -

3 2

3 6 - - 2 1

3 S i y - 40 4 1 "

t 4 3 iF 34

EDCC.STTON AND VNTVERSAL PREC.-IUTTOSS I

To prevent and manaze exposure in the \i ork~lace . a11 sc1iooI systetn employees \ \ . I I 1 I . ~ C C I \ ' ~ in-s~: . \ ,~cr /

I. S i x e Board of Educauon Plan for Addressinp l l D S in Tennessee Public Scnools, Ma!-ch 1?95: TRRIMS 0302- 1 - 3 - 0 s (3j(g)

$ li 4 6 17 4s 4 9

trainins and education ~lnnually I-egal-dins HI\;/.-IIDS and OSHA4's Bloodbo~ne P3rlio~ens S[~lndn:.$.

CO3lhlUNIC.-ITIONS AND PUBLIC I'\EL<-I'I'IOXS

2. TC.4 6s- 10- I 13 3. 20 1iSC 112 ig ) ; 19 CFR 1 6 i 0 i i i h )

I

I

I

Pas? 3- of 2

I i .4nnuall\.. the Board shall desiznste Jn ~nal\,idual uri7c \vill be responsible for cool-dinatl~;~ eiiucarion31. I i trainin: pr-o~rams for all personnel! parents 2nd board rnernbe:-s. These pl-o~r~lrns can utilizs tile cduc:ir;~.nal, i

. . . . . , . . , . , . . . . - i L A - . . . A . . - .,. ---..-.-u u. - - r.' ' - ' - ..'.,".-"""' . '"" y-.""""-. " ""'-" " ' '"b U'VU-' V, 'II 7 , . L ' U "

pre\,ention education. i !

I

i 1

1 ! !

I !

~ i !

- i i

L 1 i I 1 I I

Lezai Rzferences: Cross Ket'erence:

Campbell County ./ Board of Education

Hepatitis B (HBV)

i l l s c h o l district pel-sonnel shall be ad\ ised of routine psocedures to fo l lou in handlinc body fluids. 1 I

These procedures shall provide simple and effec~i \ .e precautions ~igainst tr-ansmission of diseaszs to 1

1 ? - - 3

persons potentially exposed to the blood or bod!. fluids of anorlie!. Tliese pl.ocedu~-es shall be itandal-d 1 health and s a f e ~ y practices. 30 distinction shall bs made between body fluids fl-om ~ndi\ . iduals \\:it11 ~1 . i

1 I

I All schools shall provide a sanitary environment and shall es:~lblish i.outines foi- handling bod\ fluids cI1~1t

are recommended by appropriate health pl-ofessionais.' j !

kno~vn disease and indi\liduals without s!.mproms or wlth an undiagnosed disease. I i

The administration shall develop. in ~onsulrat ion \ \ ' ~ i h medical personnel. a 1-ezulation to be d i s : i i~u tsc to all staff. Training - and appropriate supplies shall ';lz a\:;~ilable to all pe:.sonnel includinz those in \a i \ed in transporta~ion and custodial sei-vices.

I-! 1 In addition to insuring that these health and safe:!. pracrices 21-e carr~e?, our on a dlsliictwide basis. s ~ c ~ ' i a 1 / cmphasis shall be placed in those areas ot'school dls~rict operation that potentially present 2 $!-es[er ne-,? for these precau~ions .

CQ&TIDENTIALITY AND NOX-DISCRIhIINL4TION

. . . In 41 ins~ances. d i s~r ic t personnel shall respect the ~ndividual 's right LO privacy and treat an!, meslca! d iagnos~s as confidenriai ~ n r o r m a ~ i o n . Tile a i r ec~o r or' scnoois shaii lniriare procedures to lnsure [na[ ; i i i medical information will be held in s~ r i c t confidence. .Any school s ~ a f f member u:ho v io la~es confidentiality shall be subject to appropriate disciplinary measures.

Under no circumstances shall information identifyins an employee with HBV be released to the pubiic.

SAFETY

Employees who are a: hi$ risk of occupationai exposure shall be idenrified and PI-ovided with personal pl-orec:ive equipment. inc'~uding HBV \/acc!nations. Empio!;ezs considered to be at h i ~ h risk shall include

31 1 custodians. school nurses. spsci:ll educ:lr~on :e~chel-s and insti-i~c;!onaI assisr~lnrs, p l ~ y g r o u n d supe:\:isol.s. rn , I ' 1 I \

2 - , '"""8"" """ y"*'".'"' '"" '"LA"" '""""-A".

~ 34 1 When any employee is known to have been exposed to HBV on the job site, the employes w ~ i l be 1

notified immediately by a supervisor. and the Board shall provide vaccinations. I I

The principal will ensure that an accident renort is filed for all accidents. T h e report will include the I employee's name. date of the accident. an ex?lanarion of t i e accident and the care used in eatin^ in^ the ~

i individual. These reports will be kept on file in ihe principal 's office fol- min imi i~n oi' one f ! i'year.. 1

Page ! of 1.

Hepatitis B 5.402

EDUCATION AND LWIVERSAL PREC.-IUTIONS

KBV educa~ion, including universal pr-eclur~ons on h2ndl in~ blood and other body Plu~ds. \ \ . i l l be p ro~ ided to all school personnel and volunteers 2nd may include members of the Boai-d.

4 2 - - 4'3 r 44 I 45

1 . 29 CFR Part 19 10.1030

4 6

Campbell Countv V Board of Education

Review: Annually, in M a r c h

I

fo r Employees

klon~~orins:

I PRE-EiVIPLOYblENT DRUG SCREENING 2.

Prior to employment. as a condition of any job ofre:-. subs:ance screens w ~ l l be required for indi\,iduals 4 1 applyins for the followins positions: school bgs d r i~~ers . mechanics. dl-ivel- assistants. muintenance

Desir~plor Term. U ~ s i r ~ p [ o r i ouc : ljsued r ~ ~ ~ ~ :

D r u g B -Alcohol Testing

5 1 employees who drive vehicles during the performance of their duties. and food service empioyees ~ i h o I 6 1 drive vehicles durinz performance of their duties.' 1

I

S 1 .Applicants ~viil sign an ackno~vled2ment pnor to substance screening, pe rml t t in~ the summary result to 1 be sent to the direc~or of schools/desi~nee.

Refusal to sign the acknowledgment or to subrni~ LO substance screenin2 will be considered as \vithcra\vai of the individual's i'pplication for emplo!ment. The applicant ~ v i l l not be permittsc! to reappi!. for 1

i emplo~iment for at least twelve (12) months. I

I

If substance screening shows a confirmed positive result for which there is no cul-rent ph~,s ic~an 's prescription, any job offer will be revoked. The applicant will not be permitted to reapply for ernplo!.ment for-at least twelve (12) months.'

RXUDOM DRUG TESTISG i

All school transportation personnel shall repon to the director of schools or the director or' transpora~ion the use of any prescription drug that couid afiec: the central nervous system 81 one t h a ~ ~\;ould impair reaction time. Further, all transportation employses shall glve notice of nonprescription (over-the- counter) drugs beins taken on a regular basis. The notice shall include the duration of ingestion and the possible side effects.

All school transportation personnel snall be notified in writing a: the beoinnino of each S C I ~ O O I year that 1 3S I they shall be subject to testing for drugs and alcohol curing the period of employment. Employees will I

I 29 1 be required to submit to random drug testing without advance notice. 1

- - I J 3 1 1. Empioyees who test positive for the use of prescribed or non-prescl- bed (over-[he-countel-) 1

drugs, absent the notice required above. shall be suspended for w o r k ~ n z days \ y v i t h ~ ~ t

pay for each violation of this policy. Retesting with negative results shall be required as a prerequisites for reins tatemen t.

2. Employees who test positive for the use of controlled substances shall be terminated on the firsr offense.

I REASONABLE SUSPICION DRUG TESTING

Trained supe1:visors have the responsibil~t! to obsene and document tlie cause lor- I-easonabitl suspicion 4 1 and when appropriate. refer the matter to the director of schoolsldesignee. It is not the s11pervis01-Is 5 6 - I

S 9

responsibility to attempt diagnosis. .A11 in f~nr~a t ion . t'ac:s 2nd cil-cumstances leadin? to 2nd suppol-:in2 - this suspicion should be included in 2 written repol-t demi l in~ the basis for tile suspicion. .After tile report is filed, the employee should be notified.'

An!: employee may be I-equil-ed to subm~t ro subsunc;: xi-eenin? i f rile t 'o l lo \ \~in~ condiiions esist: \!is[

13 11 15 16 1; 1 S 19 2 0 2 1

1 . -19 U.S.C. $ 3717. Alcohol and Controlled Substances T e s t ~ n ~ (Omnibus Transportat~on Employee Teson? . i c ~ ot' 199 I ) .

2. 19 C.F.R. P u t s 40 iProcedures for Transporration Workplac: Drug lina . i lcohoi T z s : ~ n ~ P~.ograrns.) 3s'. !Conrrolled 5ubs:anc: aiid Alcohol Use and Testing), and 395 (Hours oi' Se:%i~ce of Dr~vers , .

In 1 i s nor i n c I 1 1 ~ 1 ~ e )

17 1. Observed use. possession or sale of illegal dsuss andor use. possession. sale. or abuse o f alcohol a n d o r prescription d r y s .

3. Apparent physical state of impairment of motor functions.

3 . Marked chanzes in personal behavior nor attributed to other factors.

4. Employee involvement in or contiibution to an accident whers the use of alcolioi or dl-u,os is reasonably

u

suspected or empio!,e= in\:ol\,ement in a patteln of I-epetitive acciuenrs whether or not they involve acrual or potential injur!;.

? 1 - ,

7 i -d

26 1 - - 1

- - 8

2 8

29 3 0 3 1 ?I d - q q

2 3

; 1 q - J 2.

5 6 - - J i

3 S n n

1; - - 2, - Violation of criminal statutes involving the i?;e of illezal druss. ~ l c o h o i or prescription drugs andor violations of drus s~atutes.

- .-

*

4 1 Legal References: I

Campbell Countv r/ Board of Education I R c v i e ~ r : Annually, Employees

in March (Sexual, Racial. Ethnic. Religious)

or liarass an employee through disparaging conduc: or- cornrnunicution [ha: is S ~ S L I ~ I . racial, erhnic or 1 1 1 religious in natul-e 1"he following guidelines are s:! Cor;h to protect smploye:~ from d ! ~ < i ~ r ; i ~ r ; l ~ ! c n 1

1 3

harassment.

Employees shall be provided a work en\iironment frile r'l-om sexual. 1.aciaI. etlin~c and r-elisious diszirninatioi.,. harassment. It shall be a violation or' [his policy for any employee 01- anv student to discnniinate lioains: ~

Employee discrimina[ion/harassmenr \\!ill no[ be tole:3tsd: D~scr iminut ion/ I imssment is defined as con- ducr. advances. gestures or words eirher v,trir[en or spoken of :I sexual. :-ac~aI. ethnic 01- r ~ i i ~ i o u s narilr? which:

I 1. Unreasonably in~erfere with the indi\.iduails w,ork or pel-foi-manct: 01.

3. Create ari' inrimida~ing. hostile or offensii,: ~vork ?n\.il-onmen[: or 1 3 . Imply tha[ submission to such condus: 15 ;v.ade ar, espliiir 01- irnplic~t term of ?mplo~msn[ : !

, . , L- 1 4. i l i ~ p i ) iii;li ~ u u ~ i i ~ s s ~ u ~ ~ iu ui I C J L L L ~ U ~ I ui l i l ~ i i ~ u i ! u u c ~ i\ l i i uc ~ i s e d LIS a P ~ S I S ror an empio!.nienr 1

15 16 17 18 19 su~ervisor is the offending party. If the irnrnedia~e supervisor is the offending party. the reporr may be made - - . - . , - . . -

v r . 7 - 0 L.C,",>W? I L, , r T * r r , , > n . - , 7 7 - , > r - . - ,>- T h . 7 . . - . . . . . . . .. .

LV L L L ~ L LULL U I L L I ~ I I L J LVVI UI I IULV~ V L L l l L , .+ii<s;&Gfis G [ ~ i ~ < i ~ i ~ , i ~ ; ; , " ~ i i ; ~ y > j ~ j ~ , ~ i j i j ( - , & , i ije

31 -L i fuily investisated (as sei forth in Coi7zpli~iizts rzizd Gr;e;:i~nct.s 5.501). .An 01-21 complaint m u Ss submirtsc:

2 - 7 ~nvesrigations or legal pi-oceedings, to pl-ov:de due process to the accused. LO conduct a tiioro~lgh inves- .1 1 tiga~ion or :o take necessary action [o reso\:e a comp\aint. t:-: den:i:y 0 p , - [ e s and \v;nesses may be

decision aifec~ing [he harassed employee. I I

I .Alleged victims of sesual. racial. ethnic 2nd reiizious discr~mina[ion/ha~-assment shall repo1-r these incl- , d&ts his report should be made ro :he immediate superv~sor except when the immediat- 1

'

32 33 3 4 ? i - i

> 6 ? '; - ,

25 3 9 30 ? I

35 disclosed in appropriate circumstances to individuais with a need to know.

- ' f 1: 1 A substantiated charge aga ins~ an employee shall result in disciplinary ac~ ion up to and including term,- ~

however. such compiaint must be reduced ro \wring ro ensure a more complere in\esris3[ion. The complain[ should include [he following informa[ion: I

Identi~y of the alleged vicrim and person aczused: Loca~ion, d a ~ e , [ime and circums:ances surrounding the allezed incident: Descnp[ion of what happened; Iden~ity of witnesses: and ,4ny other evidence available.

~ The ~ I - T \ ~ ~ P \ I q n A n n n n \ t m ; t ~ , nf * ) I 1 n q , - v i n c ,nnS x ~ ~ ~ r n ~ c c o c r n , ~ ~ r n ~ \ , , i n t c > , , i l l ha v,3nnr,-toc4 U,>,,,->,-.- A - - , - 7 , ~ n

3: 1 an individial's n e e d f o r coniidenrialiLy mus: be ba!anc:c! i t obligations ;o cooperxe i poiics ~

Page 1 of ?_

3S 39 10

nation. '4 substantiated charge aga ins~ a studen[ may result In corrective or disciplinary action up ro ar,d 1 including suspension.

~ !

40 ~ I 1 1 L-gai References: Cross R~!'erences. i

1 1. 3

b >; 4

7 d

6 7 S 9

I n 1 1 13 13 11 15 16 17 1s 19 2 0 2 1 71 -- 11 -- 2 1 T i - d ~

2 6 2;

41 4 .-

I . T i re "11: 29 CFR S 1604 I I

i There will be no retaliation a ~ a i n s t any person who reports disc;-iminationlliarassmen t 01- par~icipates in an invesrization. However. :in! employee who I-efuses to cooperale or gives false info;-marlon dunnz tile course of anyinves[ization may be subject to d~scipi ina~-y action. Tile willful filing of ;i false report iyill itself be considered harassmen[ and will be treated as such.

An employee disciplined for vioiation of this polic! may appeal the decision b!; concnctine the Fed?:-::I I

Rizhts Coordinator or the 1 I

1 i I

!

i I i

' I

i I I

. .-

* ' .Appeals To & Appearances Before :he Bcard 1.40-!

C o r n ~ i a ~ n r s and Grievances 5.50 I

29 ~ I I i

3 1 30 ~ I

1 3 ~ - I -1-

q -

i 32

36 9 - 3 1

3s ! I

qn I - * I

2. Tirie IX 110 C.S.C. S S 1631-16361 r t 4 5


I E h I P L O Y h I E N T - R E L A T E D COiC1PL.-\ISTSIGRIEVAANCES 3 3 ( The Board belleves that d~ f t e r ences of oplnlons ans ins In the course ot employment should be 1-esol\ed I

3s quickly as possible and at the lowest jupervisor>, level.

In Instances of questions by an individual staff member ioncel-ninz the inte~pl-etarion or' policies and proccdures to that staff member, administrac~\ie practices within hisiher p;irticular school. and I-elation- shlps \vith other employees. the staff member conccmed must consult the ildministruti\,e or super\:isor!

9 1 personnel to whom heishe is responsibie. If a satisfactory ;?solution of the problem cannot be reached 10 11 13 13

after ample opportunity for consideration of the matter. the staff member concerned may discuss the matter with the next level of supervision up to and including the director of szhools. . In Instances where an ~ndivldual stliff member feeis for personal reasons that lieishe cannot discuss ;! 1

1 16 17

~

18

?I I have violated their rights auaranreed by the State 01- federal Constitu:ion. State or federal s;ature or board I

,After revie\\: of the casel the director of sc i ioo l~ shall :alie action 3s heishe deems appi-opnats and uithin 1 a prompt, reasonable time shall notif), all parties concerned of 111s decisjon. 1 I

- - ! i

For specific srievance procedures resardini employment issues of licensed personnei. refer to .Article 11- 1 19 - - > , , - u

21 2 3 7 - J

of he nesotiated contract with the teacher's union. I , i

H.ARXSSMENT/DISCRI&IINATION GRIEVANCES

Employees should notify any district compiaint manaser if they believe the Board. its employees or asents

37 38 3 9 3 0 ? 1

- 7 J -

3 3 34

pursu~t of other remedies. Use of this grievance procedure is not A pl-el-equlslte to [lie pursuit or' otiier

remedies 2nd use of this grievance procedure does not estend any filing deadline I-elated io the purscii i

1. Title I1 of the Americans with Disabilities .Act ' 3. Title IX of the Education Amendments of 1971 ' 3. Section 501 of the Rehabilitation .Act of 1973 j

1. Claims of sexual Iiarassment under Title VII of the r;,,;l D i r r h r c i\ r r nf 10611 n n r l T i t i n TY nf t h o - Education Amendments of 1972 ',-

The complaint manager will endeavor to respond and 1-esolve complaints witliout resorting to [Ills 1 35

3 36

srievance procedure and, if a complaint is filed, to address the c o m p i a ~ n ~ pi-omptly and equitably. The of a person to prompt and equitable resolution of the complaint shall not be imp~lired by the per-son s

I

1 1 FiLiiig GI Coi~zploiizr - An employee \vho w~slies to avail himself or herself of this arievance procedure may do so by filing a complaint u,itli any district co~nplaint manazer. The employee ma\ 1

. ! request a complaint manazer of the same sex. The complain[ manazer m;iy assis[ the employee in Filinp a prievance. 1

! I 3. lizvesrigatioii - The complaint man:l:e:- will iniaes~ipate tile complain^ or appoin~ a qu2iifiec ,

pel-son to under tak~ the investipa~ion on iiis or he:. behalf. Tile iomplaint and identit). e f the 1 S complainant will not be disclosed exc-pr (1) as required b!l la\\ or this policy: 01- 111 as ne;-siai-! ~

1 to fully investizate - the complain[; or ( 2 i as authorized by the cemplainant. The complaint rn::nags:- T n 1 1 1 , - ' I . . ' . I . , , 1 - . 8 I.' > ' ,- . I ,. 8 . . IV I .,kau&A - r . A 2 L L - a & 'uy-L. " A " & . " L - " - 1 C L . - 1 1 1 1 . 1 - V I L L l Y - l l - . U L l r u . " 1 L l l d " I I 1 - L L L l l U l L l i J - ... - I

l 1 ~ ~ v i t h the director of schools. If a complain[ of sekual ha1-assment con~ains a l le~at ions in\,ol\.ins ~ h ? 1 13 1 dil-e~tor of schools. the WI-itten report shall be filed \ \ . i th tile Board. The director of schools shall i

keep the Board informed of all compiain~s. I

i 3 . Deci.siorz nizil .Appeal - Aftel- receip~ of [he complaint manase:-'s 1-?pol-t. tile dil-ec~or of s2hoois 1 I shall render a ~vl-i[[en decision wirhin fi\:e (5'1 d q s of tile i-ece~pt of the I-epol-t tvhich shdi be

provided to the employee. If the employee is no; sarisfied wlrh the decision: the smployec ma! 1 appeal the decision to [he Board b!; making a urltten request to the complaint manoper. The ~

I complaint manager shall be responsible for promptly forwardins all materials relative to the i

I ?omplaint and appeal to the Board. Thereafter. the Board shall render wl[hin th i r t~ . (30) da\,s from I

render a written findins which shall be provided to the compiainant. Tliis zrievance proc.-du:-3 shall not be construed to create an independen[ rish[ [o a Board hearins.

The-director of schools shall appoint a[ least [wo complain[ managers. one of each zender. The Federai Rishts Coordinator may be appointed as a complaint manazer. The director of schools shall inser: lnro

39 ( thls pollc? the names, addresses ~ n d telephone numbers of current zompla~nt p a n a ~ e l - s isec. izcrel I

!!Vote: Tirle 1.Y reguli~tioizs 1-equii-e aistricrs ro ideiztijy rlze izai~ze, aildress aizii releplloiie izziiliber of die 1 35 1 persoo ilv/:o is resporzzible for cuordiizarzng rile disrric~'s coilzplianca effurrs A policy shoiild 1201 be 1

adopted ~;i t lz ii persoiz's nai7ze iiz it; rurlzer-, rlze ideizrif~iizg iifol-i~zirrion cirrz be ailileil izizd ailzeiziird iis izecessnry.)

Cross Re!e:-ences: r

45 46 47 4s 49

I . .Age Discrlmlna~ion Employment .Ac:. 29 U.S.C. 2 6-1 cr S ~ G . .Appeals T o and .Appeal-ance~ Becore ille Board ! 261 2. A m e r ~ c m s with D~sabiliiies .Acr, 47- U.S.C. 5 12!01 e: seq. Grievances 22 ihe Americans '.vi D ~ , s b ~ i ~ ~ ! e s .ii: I 563 3. E z L ~ I P3.y Ac:. 39 U.S.C. 3 206td) Equal Opporrun~ry Empioyrnen~ 5.104 4. i m n i p r x ~ o n Rei'orm and Conu-ol ,ic:, S C.S.C. 2 1334: et :eq. D ~ s c ~ - i m ~ n ~ ~ ~ o ~ ~ / l - l a r a s s ~ i i c ~ i ~ 0 1 ' I;:nplo;:cc'i. I 5011 5 . Re5abilitatlon . i c r , 29 U.S.C. 5 791 el seq. 6. Titie VII of Civil Rigiits Ac:, 42 U.S.C. 2000e er sec. 7 . Tilie 1% of rhe Educa t~on Amendmenrs. 7-0 U.S.C. $ 16bI eL seq.

Pa:? 2 r,F 3

Campbell County Board of Education Xlorl~~or~n;.

R e ~ i c w : .-innu:ill!..

atmosphere of freedom in the C I ~ S S ~ Q L ~ ~ .

Descrip~or Term: O C S C : I ~ L O ~ ZL)US 1 jbSlled 33re.

Staff Rights & Responsibilities

l I In fulfill in^ any citizenship rishts and i-esponslbilitiss. employees sli3ll give proper consiberat~on LO the educational \velfai-e of the studen~s 2nd ensure t h ~ r no conflict eslsrs with their ~ictual duties. -

Each staff member'has the responsibility to:

i . I v i i l h c i i ~ c l i i h c i v c h ~ ; L I I I I ~ I L L I L L . I ~ ~ I a i i ~ ~ ~ L I I U C v \ , i ~ ~ t i i l \ Y > I J ~ iiic h i i l i c d h i i ~ c h c L L I ~ C L L i i ~ e i ! \ \ u L ~ . I

3 4

6 - I

S

the policies of the Board and [lie procedul-ss ;iesisned to implement them.'

- 3. To adhere to the Code of E:hics of ~ h s Tsnnessec Education .Assoc~nrion.'

1 5.600 1, 02!14/02 1 Each staff member has the right to:

. . 1. -4 work environment free fsom se.iual. ~-a;:al. ethnic and i-eI151ous discl-iminatjon;!liarassmenr:

3. .\cadernic freedom within tile zonr'ines of s[:~ts la\\, anc! board policy in 01-der to ireuts an

in 3,121-ch

C~lrl-iculum D r v c l o p i ~ i e n ~ -1.200 Con~roversi~ii issues 1 SO0

R c i ~ g ~ o ~ i in ~ l i c Cui.~-!c:~l~i~n 4 SOL

l<csc;~lu~ Issuccl ~ . - i \ I / C 0 1 1 t r 2 c

I OS/'09/94

19 :! 1 3. Exercise good !udsment in selec~ins issues for discussion 2nd balance the reiacii-e matul-lty - u

2 1 33 - - 7" - 2 2 4 7 i -- '6 - 7 - - ,

2 S 39 30 ? i

" . . ,. . . , . . 0; ,m,;sS;:>;=: ::UzE;',:S ;;,~ ye ;a;csn;2 i.;s;nL Le ;;p,c>"\" -

1. Be courteous and helpful in inte;ac[~ng and responding to parents. vintors and members of the public. I

I 5 . Keep all records and prepare and submit promptl>i all repons that may be required by state lait..

state board rezulations. board policy and acministratlve PI-ocedures.

6. Wear appropriate dress for work according to board p ide i ines and local school rules.

32 1


Complaints About j . j~? Reviclr,: .-\nnually. in ;\larch School Personnel R r s i ~ n d s : I

I s suc~ :

I Whenever a zomplaint about an employee is made io the Board as a whole or 2 board member as an

3 individual. i t will be referred to the school administration for study and possible solutions. The emplo>e= 1 3 involved will be advised of the nature of the complaint 2nd siven opportunity For- esplanution. comment. )

and presentation of the facts as he/shz sees them.

If. 3i:er such procedure js followed there 1s sti!l 2 quesion or complaint. the mattel- shal! then be ~ - ~ < i i ~ - e d ~ ~n writing to the Board. which shall dewmine uhechii- i t \ \ : i l l hear the individual or y o u p . 1 Ind~viduals or sroups desiring to speak to the Board shall t 'ol lo~\ the same pi-ocedures 2s outlined In boal-d policy dealing wlth public participation at board rne~cings.

Cros i Reference

Appeals To 9( Appearances Bel'ore rile Board 1 10-1

Campbell Countv r/ Board of Education

Conflict of Interest

publisher, bookseller, or dealer in school furniture or appal-atus. Iio\.vever a spouse or family member of teacher 01- other school administrati\.e empioyer m q pal-ticipate in business transactions \vitli 1

1 -

7 1 the school system where a sealed competitive bid i>i tem is used. provided that the employe: does not have ~

.-iD&IINISTRFiTI\;E PERSONNEL

.Admin~strative and ~uper \~ i so ry personnel siiall ha\,e no financ~al interest. direct!? or indirectly. ir, 1 1 1 suppl!:ins books, maps, school fulnituse. or apparatus for [lie schools or to act as ~lzenl for any author. 1

the ovYner of a schobl warrant other than t h ~ t ~ l l o \ \ e d for hisi'her se rv~ce as dl]-ector of sznoo l~ 01- as 13 secretary to the Board I i 4

li / PROFESSION.IL AND SLTPORT PERSOXXEL

S 9 10 11

discretion in the selection of bids or specificat~ons.l

It shall be a misdemeanor for the directol- of schools to take any other contract under the Board. LO per io~m any other service for additional compensation. LO ~ic: as principal or teacher in any scliool. or to become /

21 1 1 School employees may not purchase for sal: to students any eoods or equipment or render an!; 1

16 17 18

service 10 the school system on a commission basis;

Employees of the Board will not engage in. or ha\.e financ~al interest in, any activit!, that 1-a~ses 3

reisonable question of conflict of interest w i t h their cuties and responsibilities as members of the school

2. Employees who have patented or copyrishted any device. publication. or other item will not receive royalties for use of such item In the school system;

19 staff. This includes but is not limited to [lie foilowins: -,,$ I

IV 1 i

3. Employees will not engase in any type of work where the source of information concernin?

reference books i n a territory tnat includes [he parents of the children of the school in wliich the employee is assigned.

28 1 a customer: client, or employer originates from ~nfol-mation obtained through the schooi 2 9 system: 30 ~ ? 1 ,I TL- D n , , - A ?Lei l - , % I r - -- - . ~ - - L c c - -C - . . - - I : - - --+-.-:-I* -- --,.I ----. C--- - - - L - - I

3 1 3 3 3 4

Crosr R c ~ e r c n c c - :

L . . - ~ . - - - - . . . . , . . . . . . . - - . . . . , -. - .,. .r....... .. .... .. - . .

employee: and

5 . Employees shall not solicit for the purpose of selling instructional supplies, equipment and

39 2'

40 4 1

! ' ~ J I ~ C ! I J S I I ~ ~ :.SO5 CIUS and Q U O L ~ ~ ~ O I ~ S 3.506 Purc1:ase Orders and Conrrnc:~ ?.SO8 E~noiovee-Develooed ,Llareri~is 4.405

1 . TCA 49-6-2003 2. TC.A 49-2-30 I~.z) !h j

Campbell County &J Board of Education

Review: .-innually, in Marc11

Time Schedules and Extra Duty GBRBiGCRB

4 / additional time 2s the administrative orsanizat~oi: requires. A 4 d d l ~ ~ o n a l time is inteipre~ed to includz : faculty mee~ings, in-service prozrams. commltten rnenrin~s. senera1 meetings. conferences. schooI-~p~7n-

1 7 - 3 4 5

sored activities, and other extra duties before and after school.'

ESTR-4 DUTIES

. - Extra duties shall be'falrly distributed amon2 the s:arr.

AL ieasi one \ i j pnrlcipili U I icaci~er r i l u b L uc U I I LIIC ~ L ; I U U I s l . u u ~ ~ u s L V I I C I I LI u u b 4 1 1 . i v c b L I I I U L I L ic;1bI U I I C 1 (1) teacher must remain after the close of the schooi cia). unul all buses depar-t.

P~-qf~.ss io~l i i l Pe~-solzizl-,l

D.SILY SCHEDULES

PLANNING . .- T I M E

I

Te;chers shall be allotted a duty-free plannins period of two and one-half (3 113) hours each wenk LO . . . - - . .

pi.GLidc [iirle ;Gi. pi-.p;ii.2[ic;n LGr Lr;L;L;.,; S T . , . - .- , , , , - , ' . . . ' -- , , . ~... 7 . . .-,,.-.. ...- -,,, -..- ,-... - ., , L L L L L I I I I I ~ U L l U L I L L L I I L I u I I LU Ll l l l ,UL p I u ~ I u I l I I l l l y l U ' L -

Teachers shall be on duty at least seven (7) clock hours each day. including a duty-free lunch period 2nd 1

men[.'

LEAVING CLASSROOkI

Teachers shall not be called from their classroom. unit or area while students are under their immediate supervision for any purpose other than an emergency concerning the teaci~er 's immediate famiiy or property or for purposes? as deemed by the principal. to be official school business needins immediate attention.

32 1 Tile schooi system shall.comply with Wage and Hour Replations as administered by the L.S. Depal-;men: ~ of Labor. Actual hours worked are to be reported by each employee. No employee shall be at the iob location unless so directed by the immedia~e supel-visor.

WORK SCHEDULES

Superv~sors shall prepare a dally ~vork schedule for b o ~ h school and non-school months. The a21;:

scliedule includes the time to begin work. lunch [ime and e n d ~ n g ~ i m e

1 1. 3

4

1 1 .At the end of each I-epol-tin? pel-loci. empio!;e-s sl~al! tu1.i.i In [:me recol-ds LO :heir immediatc ;upe:-::sol-

Each employee is required to \?lo~-l; accordin: to h ~ s / l ~ e r schedule unless there is an emerser,c!. \\;hen 311

emerzenc\i arises, the immediaie supel-visor shall be not~r'ied as soon as possible.

A11 authorized overtime or time-011-the-job-location not \v i th i r i the scheduied tlme must be ~lppro\:ed b! 5 5 ; S 9 1 17

the immediate supervisor before the overtime occurs.

TIME RECORDS REQCIRED

. ; E;:c!i en1,ployee covered b! the Wase ;\nil Houi- LLI\\ ~h;li! i < ~ e ? :I rime I -~COI-c! of i i i ' i i i i i l llc~li!-s i c ~ c ~ i - , ~ ~ i i

13 13 14 15 16 17 1 S 19 3 0 31

'91 1. Students \vho work an hour 01- less pel- ca!

for approval. A11 time I-ecoras will be tor\\,arded to the payroll office for c~~lcula t ions .

LUWCH PERIODS

All employees covered by the Wase and Hour L a u ha\,? at least thirty (30) minutes lunch pc-lod without pay. During this scheduled lunch period. the emplo!.ez snail be relieved of all duties of ;in!. nLlturc.

E;\,IPLOYEE CERTIFICATION THAT POLICY AYD REGCLATIONS HL4VE BEES READ

Se\\: empioyees shall be furnished a cop!' of rhis poi~c!. . Each emplo!/ee shall read this poii~!. 91- ha\,? i t

33 24

?j - 2 6 27

3. Volunteer workers other than rezular emplol,ees: 2nd

3 1 3, Those set forth in the Fair Labor Siandards .Ac: as ~xecut ives . administl-ative smpioyecs and

121 read to h i d h e r and shall certify that the poilcy has becn reaa and understood. A copy of t l~is c-:-tiiica- tion shall be on file before the first check is issued to a new smpioyee.

EMPLOYEES NOT COVERED BY 'cV.AGE AND HOLR LL-l'cV

Xikmplovees are co\;ered by the W a ~ e and Hour La\.\ except:

3 3 - ?

2 3

34 ? 5 36 3 7 3 5 . -

Sc!~ool Day I .SO I Cul-ncuum develop men^ 4 200 Reporan: Student Procress 1 . 6 0 1 In-Srrvic- 8 S ~ a f i ' Devclopmen~ .Acazit~es 5 . l i 3 Supervision oi' Studenls 6.403

professional (to include all certified personnel).

4 (3 -! 43 4 3 ..

F 44

I TRRfblS 0520-1 -:-03i 1 ) 7. TRRlbIS 0520- 1-3-.03,,1,. TCA 49- 1 -502!e)(?_ r 3 . TCA 5-23-lOL;104

Campbell County Board of Education I

Review: .-innu- Staff hilee tings ally, in >Isrch ISSUC'L! '

i Staii meetings shall be lield in each school for the purpose of promoting school imp,-oiement ~ lnd 1

T 1 7 7 , 1 .. .,. ,- . , " 7 . . , . ? I , r ..,,,,, , ,,4 , 8 3 0 ,.O\',,<,",. , , , I I , , \ ,,, 1 ,,,> , , , , , I , . , , I , , 8 " 0 , ) >,.* , I , , ,, ,,.>,' I.,., A L .,.."I, V I L L l I . I d y"""'V""' "' "" '""I" '" ""i""I "' ""'I' ""':!::'"L L3 I : := 20:::"::: 0: :::e:::::iLs ,",21252" 1 - and to keep informed of activities going on In the school.

2 1 protession~~l gl-owtli and may be conducteli by the pi-inc~pal. teachel-s or committees. 1

CI-oss Rei'crences: 1

I

1 - 4 5 6 7 8 9 10

.A11 staff members a1-e expected to attend all mee:ln,os tailed b? the admin~st i-xion 2nd 311 in-s~:\,ice programs designed to improve the total school, unless excused by the person tailing the meetins.

Teachers' meetings may include but not be I imi~ed to:

1. Meetings of the entli-e staff of school:

11 1 ? 1 - 13 . . , : 1 7

15 16 15 18 19

3. Meetings of teachers in the same subject area or on ihe same grade leuel; i 3. Sys~em-wide in-service meetings; and

8

4. Cornrn~ttee meetinss dealing with spec~fic probiems.

Coaches have the same responsibility to attend facu!t); meerinss. in-service meetings. assemblies and other school activities as do other teachers. Hoivever, during the season of [he sport to which the coach is assigned. -- heishe may be excused by the principal from mee:inss held after the close of [he school da) .

Campbell Countv .J Board of Education 1 i

Overtime Pay of Support Personnel

lti.scinds. I S S U ~ C I ! 1 GCRD I 1

1

1s requested to work over resularly scheduled hours. the foilo~vln: shall ~ppl ! . ~

I

I The Boai-d erpects tliar employees hill \\oi.h In ? \ L E S S oi' s~~ lnda~-c i i1oi~i.s \\/lien reqiiested. IVIien \ \ L ~ I - h 2 I In excess of standard horlrs is requ~r-ed. emplo\,ees \ \ , i l l be compensated for the iinscheduled hour-5 1

Conlpensation for Unscheduled Hours 1

3 1 5

1. Hours worked over the scheduled hours musc be approved by the immediate supel-visor 2. Whenever possible. compensatory time or': shall be used in preference to overume p q . 3. A11 payment fo r o\ertime shall be processed throush the payroll office.

ivorked.' i ~ Overtime is defined as hours physically worked in e s c s of forty (10) hours per- week. PVIien an emplo>ee ,

1. If i t is de te~mined by the immediate supervisor that compensatory time cannot be :ranted \\jthir, i

- the forty (40) hour pay period 01- \\l!thout seiere disruption of the operation of the facil~t), . o \ e r t ~ m s may be authorized. I

2. Over t~me pay shall be paid for all haul-s i ~ o r k e d o l e r fort?, 110) hoi~rs per week. ,

Payroll Provisions

1 1 Trme and one-half (1 1/21 s h ~ l l be p ~ l d for ~ 1 1 hours p h y s ~ c ~ l l y worked In excess of f o r t (10) ii: I

a week. I

I 2 5 2 6

non-appeal-ance for a I-egulal-ly scheduled work time. I I

2 . Employees shall be rele~lsed from mandator-!, overtime, without fear- of discipline. \\;lien the!, car, / 1

provide a reasonable excuse such as [he foilowin?: a. Personal family emerzency: i I b. Personal or family health maintenanc~: c. impoi-[ant family funct~on: weddings. etc. 1

2. An authorization for overtime payment must be submrtted b y the immediate supervisor. I !

3. Payment for overtime will be included in the paycheck for the period immediately follow in^ the / 2 7 3 8 29 3 0 '2 I

one in which i t was earned. i

Discipline

I n - - - - p . . r h - -.,,. Lnn- + - +;-- ,.,k-rhe.. --., -- -.,- --., p L n j i i i . ,

expected to report to viol-I< as scheduled. JJ 2 . Failure to report shall subject an employee to disciulinary procedures as specified for any other i

1 - n 7 - 4 1

6 - i

S 9 I 0

I i 12 13 1 I 15 16 1; 1 S 19 30 21 ' 1 ' 7 - - "7 - - 3 4 35 '7 ' - 0

I

If the:-e is d o u b ~ c o n c e ~ ~ l i n z the employee's sincerity in offerin? such an excuse. the bur-den or' proof 1 ~ 1 1 1 1 !

rest vith the employee.

! I 1

I

i !

I I i

I I

I ! 1

I I I !

I i 1 i

! I

3-7 1 - , I

q - I j

2 0

3 9 I

30 3 1

i "3 3-

n -

J 3

34 -7 - 7 7 ., -'

36 fi - 3 1

3 S ~n

Campbell Countv u Board of Education I

I>escnplor Ta ~n. I Desiriplor COUC llsjlled anre

Review: .innuall!., in March Staff Gifts and Solicitations

istrative or super\ isory jur~sdicrion over them. either directly or indi l-ecrl~. The colisction of mane! for 1 group gifts is discouraped except in special ~ i r c ~ m s ; a n c e s such as bei-eavemenr. serious illness. ilr iol- ~

1 7 - 3 1 5

mementos at I-etirement. 9 I i 10 1 Employees are prohibited from accepting [hinss of materid value from individuals? compan~es or

GIFTS

Employees oi the Boa1.d s h ~ I 1 not accept p1r:s rr-om students unless tlie sifts 21-e or' tolifn ~ a l i i e only.

Indi\*idual employees of the Board ~ v i l l refrain from g i ~ , l n s sifts to staff members who exercise ximin-

1 1 I orpanizations doing business with the school system. Esiept ions to this policy Lire the acceptance of minor )

to fund drives shall not be distributed throuzn the schools without the wntten appro\,;ii of the direcrol- of 1 : I schoo~s . I I I

items which are genkrally distributed to all by the companies through pubiic rel;itions programs. 13

' , t , 2 , , , , 0 t . -77,-,\-c

- . ... . . . ,. . , . . , . ., . . , I +.---I -, J,>,. $ , . , , I ,-,,r ,?,, m ? . , , , , . ,..>,-n,7,?,-%-,.3 I . > . . . . 7 : . . % , , J , ~ r > , , * ? . , r . 3 - \ ? - 7 , , - . , \ ,,,. I # ? , > , 4 t , - r . - , m , , r , , 7 - > ? , , - s . r>m-,, 8 ~ , , l y , w I C L 3 ""11, LlWL U C IIIUUL ILay"LL3IuIL I W L L l l L L L ' L I L I L I V I I W I U l l " L I I V L l L " W l L l l L I ~ ~ ~ L I I U U L I W I I WL ULL.\ l u l l " I

d~? \ . e literature within tlie schools unless sucii ~ic:~\.ity has the direc~ol- or' scliools' writtzn ~~pp i -o \ a I .

I t

15 16

. A d v e r l ~ s i n ~ & D ~ s ~ r ~ b u u o n oi' blalc:-lais i:: Sciioois 1.806 Vendor Relalions 2.309 S ~ a f t ' Contl ic~b nl ln~c:csl 5.601 SLudent Solic~lar~onsIFur~d-Ra~s~ng 6.701 Sruden~ GiRs 6.710

dVLILII.? I IVIYO

S o orzanization may solicit funds from employees within the schools. Flyers or other materials related

Campbell Countv .J Board of Education I 1 Review: ,-Innually,

1 3.606 1 i n > ; ~ a r c h 1 S taff-commullit~ Relations I;cs;:nds: Issueu: 1

13 I ageement shall pl-esent a PI-oposed soiut~on to :lie Boai-d i n i conside!-3~ion The :ssent~a! element to be 1

1 CO\lA-IUUITY ACTIVITIES - ~ I

. . . . - . . ;;Liii.il-,iiii;; ;> ;;;< L;;ui';l ;; .& ii.;;izi- "- . .

L I I < a<L!.biLi<S ~ i ~ u ~ u . 5 ~ ~ i j l v LI-IG c i - ~ - ~ p ~ u ) c c d1.c Lui-iS1.5~Gi.1i L ~ I L I - I 1 . 1 1 ~

servicss to the school system and the best Interests of sducation.

3 4 5 6 - I

8 9 10 11 13

C:-oss References

kmployees have 3 r l ~ l i t to ex?]-ess [hell' vle\\s on Lin! 1s;ue. but must In each case malie clear rliat tlie \,ie\\ I expressed is nor the official view of [lie Boarc! or. sciiool s!stem.

POLITIC;\L :\CTIVITIES

Emplo!~ees ma!,. on their olvn time. czirnpaisn for or Liyinsr any candidare or referendum. but they shall not use the schools, the classroom or sys;em position for political forum no]- enzage in an!, poiitizLii promotion or solicitation dur-in: school hours.

,Any employee who inrends to campaign fol- Lin eiec:~\.e public office c\ihicii ~nfi-inses upon 3 conrractec

B o d - C o m m u n ~ t y Reiations 1.500 'iews Releases, News Conierer,ces B inrs:-v~ews 1.503 .Advel.tising CQ D i s t r ~ b u ~ ~ o n ol' Mate~-ials In Sc:iools I.SO6 1

Campbell County u Board of Education

in \Iarch ~ I < C > Z ; * ~ / Employment GCRF

I i

PROFESSIONAAL P E R S O N N E L I i

2 .A given PI-ofessional position may I-eqi~1l.e additicnui Iioul-s during e\,enin_cs 01- othe:- tlmes \\,hen a t f i c s 1 4 1 may be closed Outside employment is I-esarded 3s empio!ment fol-compensation which is not i i ' i ~ h i n tile (

duties and responsibilities of the employee's resular position with the school system.

.An employes will not perform any duties related 'LO Lin outside job durinz hislher regular \\,orkin? hours or durins the additional time that the responsibilities o i the position require. nor will an emp!oyee use an\ distric: facilities. equipment or materials in p e r i o m n g outside ~vor1.r. This includes the Boa-d's computer systems and networks and any confisuration of hardware and software. The systems and net\vo~-ks include a11 of the computer hardware. operating system sol'twa~.e. s ~ o r e d text and data files. T h ~ s ~ncludes bur i: not limited to. electrbnic mail. local databases. estemally a c ~ e s s e d databases (,such as the Intelneti. CD- ROM. optical media. clip art. digital im3,ues. dizit~zed information. communications technolo~iss. anc 1

, : . , i i cVv ~ C L I I I . I V ~ V S ~ Z ~ L L ~ i i i 6 y b c ~ u i i i c L L Y L L I I L ~ V I C . i 1 1 ~ GULLIU i c h c ~ I . C ~ i ~ i c iis~ii iu ; . I ; L V C 4 1 1 L C L I I I I U I U ~ \ I C ~ V U I L Z

activi ty monitored. I

The . ~- Board's technolozy resources will be used only for learning. teaching 2nd administsatice pulpcsss 1 consistent with the Board's mission and its ioals . Commercial use of the Board's system is st~-ictl!, prohi bited.

When the periods of work are such tha t terrain e ~ , e ~ i n g s . days 01- vacation periods are duty-fre?. the employee may use such off-duty time for the purposes or' remunel-ation. provided al! the fo l !o \~lns 1 conditions are met: i

1. The work in no way interferes with the d e g r e ~ of effectiveness of hislher worli In the sci~ool system;

3 7 2 8 2 9 3 0 1 1

?? -i - .? - 3 2

34 35 36 3 7 3 8 3 9 s

40

2. The work in no way reflects de:rinentall\; upon the sci1ool system or its pr-estige; 3. Such outside oblisations do not pre\:ent the Individual from assumin: duties required by the

regu!ar position; and 1. The individual does not receive I-emuneration foi- work which is customal-jly within 1i1sIlie1- !-e,ouIar

. . n n v , ~ - n n I

SUPPORT PERSONNEL

Support personnel shall not be prohib~ted from holding employmen: outside the szhool system so I o ~ g as such empioyment does not interfere with 1-egnlar 2nd overtime scheduled duties For the sciiool sysLern.

Lc22l i?eie:cncc.

Campbell Countv ,j Board of Education

Tutoring for Pap

Legal Reitrences:

1 2 i 1 5 6

35 1 1 . Ti, l . Code or" E:h,cs of [he Educouon Pralesrlon

~ .Any tenctiel- may enter into 3n aareement xltli pas-zli for : o t o ~ - l n ~ cliild~-en i o ~ LI f e e b u ~ this p i c t ~ ; ; ?us; I

I be limited to childl-en otliel. than those for \\;tiom the :zaiiie!. is <~in-e l i~I> eserc is~ng ~ e : ~ c / i i ~ ; ~ . :idr:i~n~sr;~t~\;. , or supervisor!: I-espons~b~l~t! . . '

School facilities ma): not be used for private profit.' 1 i

Campbell Countv c, Board of Education

Review: . innuallv, I

I \;acancies occur-ing after the beginnins o f the school year iol- any reason will be filled as temporar~. 3 replacements for the remainder of the schooi year and ~ v i l l not be consider-ed as initial empluymen[. 3

" ~ 4 Said positions will be filled at the discre~ion of the d i rec~or of schools in such a manner as to iaus? th? 5 least disruption in the educational process for students and as quickl!: 2s possible [o ensure a continuous

6 function of the posirion. - 1

S Persons filling any temporary positions shall haire no espec:anc\ of continued employment unde;- TC.",

10 specified in the section dealing with initial employment. The contrac[ of cach [emporary employee shall 11 con~a in the following statement: I unde?-sri~izd tlzm i l z j l l i i z ~ n tenzpoi-ni-y positioiz I l~i lve izo 2sprz:;lizc:.

9 49-5-409 or any other. but such person shall br: consider-ed for employment in fillin: vacancizs as /

I 13 o f coiztiizusi/ enzplojnzeiz~ but sizall be coizsidel-ed jot- itziiial enzpl~i7zeiz1 10 jill 011zei- \~~a~ilizcIes. I

- ,

in &larch Interiln Emplo!-ees ~ ~ C S C ~ I ~ ~ S : GBD/Contr:~ct -4 rt. \:i-sec. 1

I s s u r u . 1 e

OSiO9i94


SubstituteTe achers lssucd.

1 1 Substitute teaclers am those teachers used to replace reache:-s on Ie:lve GI- to fill temporas! \,acancies,i' j ? 1 . i l l substitute teachers shall be employed the dil-?:tor of schools and pl i~i i by the Bo~lrd.'

Substitute teachers with the best truning and most experience will be included on the prefel~ed substitute , list. For planned absences, a substitute with a teacher's certificate shall be selected from the prefered ]is: if possible.' Each principal shall be provided names of 311 approved substirute teachers.

-411 substitutes shall be responsible for pro\.iding con-?:[ addresses ~ l n d phone numbers and for nctif!:ins the principal i f they wish ro terminare their servlce as substitutes.

When a teacher is unable to meet classes for an), rsxon. the foilou.in2 procedures shall be obser:.ed

1. The teacher shall notify the principal as soon as possible:

2. The principal shall secure a qualified subsiirute teacher who has been appro\:ed by ths director 91 ~ , schools;' and I

I

~- 3 . The regular teacher shall notify the Principal [he dak before intendins to return to the c l ; i ~ ~ i o o m : ) - upon receipt of noricc :he princ~pal shall notifv the substirute teacher. ~

i Substitute teachers shall assume the same responsibilities and have the same authority as the rezular 1 reacher. ~ncluding bus duty and playground super\,!slon. 1 When substituring for a regular teacher who has been absent for twenry (20) consecutive days; a subsrirure ~ reacher musr possess a teaching cerrificate with endorsement in the discipline(s) to be taught.' Wher. i subsrituting for a teacher wirhout sick leave, the substirute shall be terrified and paid according to the stars 1 salary schedule.

Re:lrsd reachers may substirure one-hundred (100) days per year witlior~t loss of retirement benefits: ant 1 30 1 may subsritute for additional ninety (90) days i f tile director of schools cenlfies in writing to the Srate 1

ro amve on time or remain for the fuli day. I I

? I RnqrA nf L A l l r - t ; n n t h n r n n n t h - ? n l ~ ~ l ; f ; p r i n ~ r - r n n n ~ l ?I-P . ~ ~ ~ : > i l ? h l ~ ro c ~ ~ h c t i t i i t ~ t o g r h 4 I

Such subsritutes shall receive the propol-tionate ec,uivalent snlal-11 regular substitute ;e:lchers would receive

under similar clrcurnstances or rhe~r regular salary, ~i'nistiel-; l~owever, they sliall not receive pay ior botr.

? 7 2 -

33 34

posirions at the same Lime.

All teacher aides, secreraries and clerks are approved subsritute teachers fol- use in enersency situ2t1ons. Emergency use shall be defined as less than a full day due to the resulal- 01- substitute teacher beins ~lnuble

Srrbstitr~te Teachers 5.701

for subsrirute teachers. i 1 I

1 2 3 1 3

6 7 S 9

I n - -

. i l l subsritur? teachers shall be required ro arrend an 01-lentation session held at the beginnins of 2acil I school year ro pi-o~ride instructions resurdin: re?o~-tin?. pay schedules. anci orher pel-tinent inr'ormaricn an? 1

In order to make the work of the substitute reacher as sarisfactor! as po~sibie. the I-eguiar te3chi.r sh;lll make a\8ailable: 1 .

1. Daily schedule (academic and supervisory'i: 1 2. Class rolls: and

3 . Lesson plans and other informarlon for [he day's 3c:lvities. In cise of cmerzency \\.lien plms 31-e I

not provided. the principal shall pro\,ide the S U ~ S [ I [ U [ ~ \\irh directions iol- [he d~i!.. i I

to dns\ver questions. I

I

I 11 1 Tile dilrctor of schools shall be I-esponsibls for pl-o\iding app1-0pl-i3[: [1.31ning and i ie \ ie l~p~?l in[ p~~~g!-arni ,

i l l substitute teachers will be given a cop! of the losai school's s~iidelines on the iirsr d a \ rlley subsritutz 1 in the school. These, zuidelines shall contain. but shall not be IirniLed to: i

a. .Attzndance procedures: b. Lunchroom schedule and procedures:

. .- e. Emersency evacuation proc~dures: and f . Other helpful information particular ro the local school.

&

I

On an annual basis, the director of schools. \v~th input irom.the principals. shall determine which subs~lruts 1

23 2 4

c Procedures for ~ u p e r \ ~ ~ s l n ~ student beha\ lor: d. Names and assignments of rezular i ~ a f i members:

39 30 3 1 3 2 ? ?

3 3

34 .- - J 3

3 6 ? - - ,

3 S 3 :I

40 41 42 43 -

,- ,, , 7-

45 46

%

47 4s d9

teachers pesormed at an acceptable level. Substi[ute teachers who pel-folmed baelow an acceptable le\.el I shall not be re-employed. i 1

i !

I

1 I I

1 Legd Rei'erences:

I 1 I

! 1 . TRRfMS 0520-I-2-.04(5) 2. TC.4 49-5-709 ! j. TC.4 49-3-3 12ccj: TRRIMS 0520-1-2- O - l i j j ( b j : I 4. T C . ~ 3-36-30> !

!

! i

Campbell Countv U Board of Education I ~ i o n i ~ o i l n ~

I

I Descriptor Tcl-111 1 ~ e s c r ~ p ~ o r ~ ~ i i l c I ~ ~ ~ ~ ~ ~ I j)liL 1

Student Teachers

estracur;icular. and shall familiarize thernsei\.es \ ~ . ~ t h :lie policies of the Eox-d and the scnool.

I Siuaent reachers shall be accepted or refused b!. e ~ r h r r the princ~pal 01. [lie ;oopet-ai~n_c re:~clie:-. I - !

I

No lass room student shall have more than one i 1') student teacher per year in 3 ~ i v e n subject. An\ escEption ro this policy must have prior app ro~a1 from the director of schools .

3 4 5 6 -

1

S

-. . .. . .

i ~ii . 2'1 ~ l i i i o i i \ j i i 6; ~l . j iL i i iL i~ ; L\);iiiiCi- 3 i i i ( i1 i j i iji(3iii L-p\jii d ~ v I T , ; c l < i - ~ L i i i i i i i - i i i ; ' i l L Z i i i ~ G i j Z i - ~ l ; ~ i i g ~ C L L ~ I I ~ ;

and [he student's supe rv i s in~ teache:..

Srudent reacher-s w111 be espected to obse:\,e ~ l i rules 2nd r ey la t lons estnbl~slied b the Board. 1

.4 studenr reacher shall be accorded the same protecrion of the laurs as 3 certified teaciiel- i~rid sil~ill < J ~ : ~ I I \ ' . 1 ~ v ~ t h all I-ules and regulat~ons of tile Bc~11.d 2nd obse:-~,e ~ 1 1 duties of [ S L I C ~ Z I - S as set foi-th In st;ite SIS[LitS. I in 2ddirlon. student reachers shall bs requ11-e; to fulfiil . i l l norm:il local I-espons~bil i t~es. both s;hooi anc 1

.A . .- stadent reacher may be asked to r,erm~nare his or !ie: ses:.lcz upon the mu[~!al consent of the pr~nc;i;al. the cooperarlng teacher and the superkisini teacher at any time during [he Le:m.

&

Campbell Countv U Board of Education a

-

1 l Thr director o f schools shall be the c h ~ e f srz:ut~\e officer or' tlie scliool system and sh~1I1 ha\ ,s . u n d z 7 :lie , disrc~ion of tlie Board. general super-\:is~on ar' all [hrs public schools. personnel and cle~,~~l-rmctnrs a i [he /

bion~ror~ns

Review: .- \nnually,

I)cscr~plol Coac

5.500 Descr~prol. Term

I

-

j

1

5 6 - /

S 9 10 1 1 13 13

I < c s c : i i ~ s 1 I S S U C ~ I -:

~~~~~~i \)a,-

02!14102

in M a r c h

school system. The director of schools is responsib!e for the manasement of the schools under ihe Baard's poilcizs and is accoun[able to the Board.

The direcror of schools. at hislhrr discrerion. ma!, deles~lrr an!. ~f ii~s/httr d u t ~ e s to orhe:- s c i l ~ ~ l pet-s~nnr!.

Director of Schools

1'

1 S ! 6 1- 1s 19 . - , , -V

2 1 ? 3 -- ?? -- 3 i! 7 < -a

2 6 7 - - 1

2 S 29 3 0 ? , - ,

: 7 - - - - , , a -

34 ? - 3 -7

i 36 ? - -7 1

3 S : 3 9

40 4 1

I

8

Campbell Countv r / Board of Education I 1

REPORTS TO: The Boai-d of Education

\ ~ I O ~ I ~ O I - I I ~ ~ :

Review: ,\nnually, in h.Iarch

1 1 QC.ALIFIC.-\TIONS: 7 - ? I , .-i proressiona~ ~ U L I C ~ [ O I ' S license

SLPERVISES: All administrative and supervisory personnel in the distr~ct

Descr~ptor Term D e s a ~ p i o ~ - Cocic: issued D ~ , ~ :

Qualifications and Duties Issued: of the Director of Schools

7

6

JOB GOAL: To provide leadership in deve!oping 2nd maintaining the best possible educational p royams and services

I

3. .A master's dey-ee in duca t ion ~i;i.li PI-efe:.ence iol. ;I docrol-;ile desi-ee 2 . Three years of successful esperience in ~ i i 7 0 0 1 adminisil-arion 4. Such other qualifications as the Board deems desirable

i C r n R I ; : T)F RE.S?n>:C!E!!-!TY: T:,? ~ ~ n : : ~ r - - ~ ~ ~ : -syn: ib j ii:i:: cf :h,,p ?jl;n::?:- cf i:_rh~nlr :h:;1! , . , \ . \ , a -

extend ro a11 ~lc:i\,iries of the disti-ict. to all phases of the sducar~onai program. to ali aspects of the financial operation, to a11 parrs of :he phys1c31 plant. and to the conduct of such other duties as may be

. .- assign,ed b ! the Board. The director of schools may delegate thes? duties together with appropriate authoi-ity. but may not deleyce

- nor relinquish ultimate responsibility for I-esults or m y portion of

General Administrative

5 . Recommends drafts of new pol~cles or chanecs to the Board. In t i c~pares p o t e n ~ a l problems 1 Recommends polic~es 01- courses of s:at'f actlon.

2 4 3 5 2 6 2 7 2s 19 3 0 7 1

1 1

J - 1"

3 J

34 3 _;

6. Develops ~ ldminis t ra t~ve pi-ocedul-es to implen~enr boill-d polic!l ; ~ n d d isszm~nates rhuse PI-ocedul-ss to appi-opsiate sraff.

I. Provides leadership in identification of priol-ities and assures that a11 actiilities reflect those ~ board-established priorities.

3. Prepares and recommends short- and long-ranze plans for board app~ova l and implements those plans when approved.

3. Prepai-ss, in conjunction w ~ t h the board president, agenda recommendations relative to a;! matters reauirino board action. inciuainn all facts. information. ootions and I -e~or t s needed to 1 assure informed decisions. Provides advice and counsel to tile Board on matters before i t .

4. Attends a11 regular and special mee:ings of the Board and keeps a complece and accurate I-ecol-c of the proceedings of all meetings of the Board and of its official acts.

Qrralifications/Duties of the Director of Schools 5.802

I 3. Oversees the timely revisions of all iumc?1Iiim ~ i l ~ d e s ~ i n d courses o f study. 7

( 4. Deve!ops guidelines and direction for rnon,:znno rile effectiveness o f existing % ~ n d nerv b

5 . Conducts a periodic audit or' the r o t ~ l schooi ?roSl.am and advises the Bo~li-d of recommend:;[~ons I

for the educational advancement of the schcols. 7

6. Seeks oiit ~1vailable sources for gi.:!n[ fundir,? to juppor.l pl'osr:lms ancl proje i~s . I

9 I i i

I . Ensures that the 2oals of the s ~ h o o l sysxin 21-c aczqu~lrzl!. rcfl~rjctzd in its eduz~ltiona! !OI - I

1

Comrnunity/Public Relations

i I. Promotes communiry support of thz schocis. I n [ e ~ r e r s district prozrams and ser\:lc=s. re?orts I

plans. events and activities of interest md iclicirs <omrnunity opinlons resardiny school 2nd 1 educational issues.

3. Identifies available community resdurces ~ 1 ~ d links io social service asencies :hu; suppcr: 1 education >ad healthy child deve!oprnen[. i

2 no,,n~ncq 7vvqto,T;nc en n,-nm,-,vm n q , - D m r q ~ ; m T . n i , . s m n n r i n rho; , - , . ~ , I A . . = - ~ . . a ,q , ,c . ,p ; ,7m .,-+ . .-n..:.~n,. ! .~ - - . , , . .. . - - . , . , , , L , . , . .- - , L .. , . , , , , . . ~ , ~ ~ , . \ - opponunities for parent-telcher interaction.

1 I

4 Maintains contact and oood relations ~ v i r h Inca rnzdia. .Acts as rhz Bt2ard's spokespersi.n. ~ I

19 1 6. Represents the school systems and its interests in community oroanizarions. ac~iviries a n t 30 1 projects. I

I TERMS OF E;\/IPLOY&IENT: Twelve 1(13) monrhs a year. Serves in accordance wirh :he terns of 1 the iontrac: between the board and the director of jcbiools. Salary to be detsrrnined by the Board. I

!

EV.ALUATION: Performance of this job will be sjaluated in accordance with provisions of state la\\: and the board's policy on evaluation of the direc:or of schools.

I GENERAL REQUIRE;\/IENTS: The above sratements are intended to describe [he zenerai nature anc : level of work bein5 performed by the person assioned to this position. They are no[ intended to be :! ' comp!ete list of responsib~lities, duties and ski is reqeired of personnel so ass~zned. i

I

ie~d References:

1 . TC.i 49-2-30 1

Qrralifications/Drrties of the Director of Sclrools 5.502,

-- _.: 1 9. Fulfills all statutory ob l ip t ions and ~mplements [lie education law of the State niTsnnessee n i : - I

1 2

I the rules and resplations of the Sill[? Board.! I

S I

- I -

I . Keeps the Board informed resru-dins deveioprnent in dthel- distl.icrs or at stllte 2nd n:lt~dn:ll ievels 1 that would be helpful to the distiict. I 2

I i*

9 I Financial Management l r\

I. Provides direction to and supervisions of school business Functions. Encournses iie.'elopmsn: ! and implementation of sound bus~ness pr-actices. Conr~nu;llly assesses business ?r;1ctic:s ti? i achieve efficiency. i I

1 I I

2. Prepares annually, a budge[ and submits i [ ic ihe Board for- ~lpproval. Presents appro\sd budge: ~ - I to the appropriate local fundins body for ailoptlon.

I

3. Makes appropriate written reports for the Board de~ai l inz all receipts and expenditures of tile public school funds and submit them to [he !ocal funding body.

!

4. Ensures tha; funds are spent prudently j, ? i -o \ . id in~ adeqi~aie control and Llc,ounr;ns di ;he I district's financial and physical resources. ~

Personnel Administration I

7. Employs such personnel as may be necessap within the limits of budgetary pro\-isions 2nd ; recommend to the Board teachers who are ciigible for tenure. ;

i I

3. Develops recruitment procedures to assure :.\;eil-quallfied applicants for professionai anc ~ I

nonprofessional positions. ! I

3. i s s i g n s and transfers employees i s the inte~sst of the dis;rict mAy dictnte and re?orts such i action to the Board for information and record. ~

4. Holds meetings of teachers and other employees 3s necessary for the discussion of mar!<:-s 1

concerning the ~ve!fare and improvement of the schools. I 1

5 . Communicates directly or through delezation a11 actions of the Board relating to personnel j matters to all 2nd receives from cmployecs communicat~ons to be made to the Board. I I

Instructional Leadership ~ 1. Administers as chief school executive, the iievelopment and maintenance of LI posi~ive

educational program deslgned to meet the needs of the commiinity and ~o carr;! out the policies of the Board. Ensures that a sysiem of thorough 2nd efficient cdilcution. as defined by state law, is available to all s t~de2 t s .

2 . Recommends to [he Bo~ l rd for i[s adoptlor; 2li coiirses of study, i : ~ ~ i c u l ~ m ~ ~ i l c i e s J P , ~ I

major changes in tests and time scheduies ~o be used in the schools. 1 !

I ~

Campbell County Board of Education I 4.

Tli rou~h an annual evaluation of [lie d i ~ e ~ i o l - of sc i i~ols . : [tie Bo11l-d will stri1.e to ~~ccompiisii ill2

followins: I

h lo t~~ro r~ng :

Review: A ~ l n ~ r a l l y , in Xlarch

1 . Clarify the role ofthe director accordin? co ~ ! o b desc;iption :is asreed upon bv [lie Goal-d ~ l n t : the director;

Uz>cripror Term. I I)esa-~pro~- Z ~ ~ I C . ( ~ ~ ~ ~ ~ , j 33,c: I 5-

Evaluation of the Director of Schools

2. Develop harmonious woriunz reluc~onsliips bz:\\zen ;he Board >.nd [lie dir-ec:or: and ~ 3. Develop improvements in the adminiscracive :e~d?rship of the school system. I

The Board will deve!op, with the director. a set of -erformmse ob!ectives based on the needs o i :lie ~ system. The perfofiance of the director will bz re:,ie\ved in nccordance with [hese spec;t'ied sg2j5.

The follow in^ guidelines w11l be used in the evuiuati~n PrGieSS: ~ .-

1. The director will know [he standards upon ~vnich he,!she will be evaluated and will be in:,ol\,ed ) &

in the development of chose standards. i

3. ;1, pan of the evaluation may be a compos~rs or' [he e~ialuacion by indi~idual board members. buc 1 the Board: as a whole. will meet with the direzror to discuss the composi~e evaluation. I

3 , The e\!aluation shall include 3 discussion of strenz~hs as well :ls weaknesses

4. Boch the Board and director wiil prepare for the evaluation: rhe director :vlll conduc~ u <?If'- evaluation and board members wiil docurnenr the e\;.~dence used in ratin? the clireccor's performance.

5 . .A11 documencclcion \;v,ill be supported by objezrjve e:,jdence


Professional Personnel Neootiations-Legal 5 Status

I 4.

The Board. as the duly zonstitutedrepresent3t1\ r: oT';lie aeopli, ,lnci ~1s the q e n t ofthe Sti\te. l ias :lit i 'dI l~. \ Ins ~ rizhts. duties 2nd lez:\l status:

I

kion~tor~ng:

I

1. To munuze and control public 2ducx1on in this school system:l I

Descr~pto~. Term: 1 i l e sc~~~i~ro l - Code: / i S b t I C d D,,~?. 1 r .

I I

7 -. To not delegate or abdic:~te ~ t s le,o:ii responsibilities: i

?

.,. T o retain its iesal status in 3nlp state. f2beral 01- private statute 2ven \vith p;is<a$e or':j:e EPN,A.'

I

!

1. To negotiate with its employees 5ubjecr ro the :-equirements 2nd iiniitxions se: forth in the'Education P r o f ~ < ~ i o n 2 1 l \ ;z~o[iat~ons -4;: iEP3-.4'1: and !

- - . .

3. L U I ~ U L IJC huij jc~i LU iiic . \ Y ~ L L I U I ~ L L I LLLL'LI I \ L ' ~ ~ L L U I ~ ~ . ~ L L . -


Scope of Professional Negotiations

I I Tilt Bdard shall restrict [he scope of pr-oftssional neg~[!:i[ions iO t h ~ s i : specific conditions ~ 7 r i:~;ipIo! 11;r:::~ : [list ai-e designated as mandu[ory topics for negoti~liioi;~ b/ tile Educ:ition PI-otzssion~~l Negotiarions .A;;.: :

3 I wnlcn are:

3 1 1. S~ la r i e s and wases; 3. Grievance procedures: 3. Insurance: 1. F ~ i n z e benefits. not ~ncludins the T=nnescs-. Cansolidaced Rzcirement Svscem; 5 . Working conditions; 6. Leave; - . S[uden[ discipline procedures: 2nd S . Pavroll dedudions.

stxed above.

Tilt . .- representatives of the Board shall no[ nezo[la[s proposals con~rary to:

1 . Federal or sta[e law. includinz the Rules. R?sulations and blinimum Standards of the Sia;e Ba21-d ! oP Education 2nd the State Board of \.oca[lonal Education:'

7. Professional employee rights definzd In [he E?UX; and

3. Board nshts contained in Title 49 of the Td~z~zessee Cocle Anizorureil.

Sezotiations will take place after the regular school day at 2 muru~~l l \ / convenient time.

I Legai Rzr'erznces: !

I TC.A 49-5-61 ! Uloutll C o l l ~ i i ~ Ediicario,l ;\ssnc!ciiio~i ,). 3!oii111 '7cci111y Uoord .,i ~ L f i i s : i i : i ~ ~ ~ No '39- I49

Blounr Councy Chancery Cou1.c (June 3. 70001 3. TC.4 49-5-61?

Campbell County Board of Education ~ i

1 4. blonlror~ng:

Review: . innual ly , in March

1

I

and/or rnanasernent personne!. Thz number may L as\: from k e : ~ to \,eai-. The Bo~li-d shill1 desizn;~tz ane a i 1 the persons as spokesman.

Di~r ins the first two ( 2 ) months of each fiscal year the Bdai-d wiil ilesiznate :lndc:~-tit'v specific s~lffniz:-.:i7e:.s ~ 3 1 3s management personnel. 1 They may represent the Soard in negotiation ; r ; i v i t e s .

The spokesman shall have the followin: responsibili~izs:

Descr~pror Term:

Board Negotiating Agelit

3

4 5

. .

1 . To serve as [he Board's spokesman dunng S2r~alnlns: *

Prior to the besinning of nezotiations each year. rliz B o x d wiil clesizn~lte spei'itic indii~idu;~ls to represen; i i t at nesotiatins sessions.' The representative team ~ v i i i consist of board members. [he clirecrol- ofs;i?~?ois ~

3. To report to the Board -1nd work in consult~tior! \ ~ ~ t h the director of schoc~ls.

lDcscr~p[or Cd~ ie .

5.902

l<rsc:nds:

3 To make prozress reports mil news reieases 2s ~1pp1-01.ed by the dii-sc:os of school^: .~nd

i j jucd

02/14/02 1 F --

I S S U S ~ : i 1 i -- I 9 -

i

4. To make available information resardinz nezotiations :1s required by law.; .-

.Ann_ually, the Board will de~errmne an additional amount of compensation for members of the nezotiatln? I

Campbell County .I Board of Education

Tilt: director of schools is 3 member o i mana~ement pe~-sonn~i . '

1 1 [ I T U I I C L ~ U L U I ~ I I U U I ~ S I ~ ; L I I S ~ I ' V ~ !bri;i!I riui ~ 1 - v e I ~ i b L: nleirlue!- u~ I I I ~ t7joal-il s negoilLlrlon rz:lni.

1 4-

1 2 . To coordinate the collective eiiorts o i the ~en t ra l otPicz st~lff :lnd the Board's ne5oti:ltlng teurn.

1

blon~lol-in?:

Review: .-innually, in Slarcil

Descnpror Tcrm:

Director of Schools' Role in Negotiations

I)cs;r~plor C ~ L I C . ls j i l tu j?2i5, 3-

5.903 1 ~ y I ~ ; ~ ~ I 4: [ < ~ z i : n d ~ . I > ~ L I c L ~ . , - A >

1 - - -

Campbell County r / Board of Education

The Board shall reporr on the progress o t b ;L~-s~in ins ~ i ? [lie es:en[ that [lit best Intt:.?si i)t tic ;?ubic :[!lc! [i:? school iiis[12ct is S ~ I - v e d . ,Any ~-ele;lse o t information s/:::Ii be rn~lde [i?~-ougll tlit Bi)~l~-c:'s fifiicj;!j ji!i?h~sm;!~1.

Review: ,\nnually, i n l [ascli

1

When a state of misunderstandin2 or misl-epresen~:~[ion e s i s ~ s . tile Eszcurive Committee c~r'ilie I;c;~rd i11~!. ' aurhonze [he release of information to the extent neces5ary td foster $seater understand in^ bq, I p~lrties.

! .

1 5.904 1 o i i. Bargaining Process Reporting

I < ~ > ~ I I L I ~ I - J ~ I L ~ I i

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Campbell Countv Board of Education 5 PERSONNEL 5 Personnel.pdf · 2010-06-20 · Campbell Countv Board of Education 5 - PERSONNEL Descriptor Code Policy Title Issued Date Ernploymen