PANHANDLE ISD 2019-2020 Employee Handbook Introduction€¦ · Independent School District was incorporated in 1907, with 96 square miles. In 1911 the first permanent red brick school

8/20/2019 2019-2020 EmployeeHandbook-Gold - Google Docs

https://docs.google.com/document/d/11ii4Br1LrsTLSunGGVPrysThVnTGEjozRtvCi_55VHE/edit 1/60

PANHANDLEISD2019-2020EmployeeHandbook

IntroductionThepurposeofthishandbookistoprovideinformationthatwillhelpwithquestionsandpavethewayforasuccessfulyear.Notalldistrictpoliciesandproceduresareincluded.Thosethatarehavebeensummarized.SuggestionsforadditionsandimprovementstothishandbookarewelcomeandmaybesenttoMr.BlairBrown,SuperintendentofSchools.Thishandbookisneitheracontractnorasubstitutefortheofficialdistrictpolicymanual.Norisitintendedtoaltertheat-willstatusofnon-contractemployeesinanyway.Rather,itisaguidetoandabriefexplanationofdistrictpoliciesandproceduresrelatedtoemployment.Thesepoliciesandprocedurescanchangeatanytime;thesechangesshallsupersedeanyhandbookprovisionsthatarenotcompatiblewiththechange.Formoreinformation,employeesmayrefertothepolicycodesthatareassociatedwithhandbooktopics,conferwiththeirsupervisor,orcalltheappropriatedistrictoffice.Districtpoliciescanbeaccessedonlineathttp://www.panhandleisd.net



EmployeehandbookreceiptName________________________________________________Campus/department_____________________________________IherebyacknowledgereceiptofacopyofthePanhandleISDEmployeeHandbook.Iagreetoreadthehandbookandabidebythestandards,policies,andproceduresdefinedorreferencedinthisdocument.Employeeshavetheoptionofreceivingthehandbookinelectronicformatorhardcopy.Employeesmayaccessthehandbookonlineathttp://www.panhandleisd.netPleaseindicateyourchoicebycheckingtheappropriateboxbelow:

Ichoosetoreceivetheemployeehandbookinelectronicformatandacceptresponsibilityforaccessingaccordingtotheinstructionsprovided.

IchoosetoreceiveahardcopyoftheemployeehandbookandunderstandIamrequiredtocontactmysupervisortoobtainahardcopy.

Theinformationinthishandbookissubjecttochange.Iunderstandthatchangesindistrictpoliciesmaysupersede,modify,orrenderobsoletetheinformationsummarizedinthisdocument.Asthedistrictprovidesupdatedpolicyinformation,Iacceptresponsibilityforreadingandabidingbythechanges.Iunderstandthatnomodificationstocontractualrelationshipsoralterationsofat-willemploymentrelationshipsareintendedbythishandbook.IunderstandthatIhaveanobligationtoinformmysupervisorordepartmentheadofanychangesinpersonalinformation,suchasphonenumber,address,etc.IalsoacceptresponsibilityforcontactingmysupervisorortheSuperintendentifIhavequestionsorconcernsorneedfurtherexplanation.________________________________ _________________________Signature DateNote:Youhavebeengiventwocopiesofthisform.Pleasesign,date,andforwardonecopytotheSecretarytotheSuperintendent.Thesecondcopyisforyourrecords.2 PanhandleISDEmployeeHandbook

RevisedAugust2019



TableofcontentsIntroduction EmployeehandbookreceiptDistrictinformation

Descriptionofthedistrict-6Missionstatement,philosophy,goalsandobjectives-6

Boardoftrustees-7Boardmeetingschedule-7 Schoolcalendar-8Administrationandhelpfulcontacts-8

EmploymentEqualemploymentopportunity-9Jobvacancyannouncements-9Employmentafterretirement-9Contractandnon-contractemployment-9CertificationandLicenses-10Searchesandalcoholanddrugtesting-11Healthsafetytraining-12Reassignmentsandtransfers-12Workloadandworkschedules-13Notificationtoparentsregardingqualifications-14Outsideemploymentandtutoring-14Performanceevaluation-14Employeeinvolvement-15Staffdevelopment-15

Compensationandbenefits

Salaries,wages,andstipends-16Paychecks-16Automaticpayrolldeposit-16Payrolldeductions-17Overtimecompensation-17Travelexpensereimbursement-18Health,dental,andlifeinsurance-18Supplementalinsurancebenefits-19

3 PanhandleISDEmployeeHandbookRevisedAugust2019



Cafeteriaplanbenefits(Section125)-19Workers’compensationinsurance-19Unemploymentcompensationinsurance-19Teacherretirement-20

Leavesandabsences

Personalleave-21Statesickleave- 23Vacation -23Sickleavebank-23Familyandmedicalleave-24Temporarydisabilityleave-26Workers’compensationbenefits-26Assaultleave-29 Juryduty-29CompliancewithaSubpoena-29TruancyCourtAppearances-29 Militaryleave-29

Employeerelationsandcommunications

Employeerecognitionandappreciation-32Districtcommunications-32

Complaintsandgrievances-32

EmployeeconductandwelfareStandardsofconduct-33Discrimination,harassment,andretaliation-36Harassmentofstudents-37Reportingsuspectedchildabuse-37

Sexualabuseandmaltreatmentofchildren-38Fraudandfinancialimpropriety-39Conflictofinterest-39Giftsandfavors-40Copyrightedmaterials-40

Associationsandpoliticalactivities-40Safety-41Alcoholanddrug–abuseprevention-41Tobaccoproductsande-cigarette-42Criminalhistorybackgroundchecks-42Employeearrestsandconvictions-42Possessionoffirearmsandweapons-43




Visitorsintheworkplace-43Technologyresources-44Personaluseofelectroniccommunications-44ElectroniccommunicationsbetweenEmployees,Students,andParents-45Asbestosmanagementplan/Pestcontroltreatment-48

Generalprocedures

Badweatherclosing-49Emergencies-49Purchasingprocedures-49Nameandaddresschanges-50Personnelrecords-50Facilityuse-50

Terminationofemployment

Resignations-51Dismissalornon-renewalofcontractemployees-51Dismissalofnon-contractemployees-51Exitinterviewsandprocedures-52ReportstoTexasEducationAgency-52Reportsconcerningcourt-orderedwithholding-52

Studentissues

Equaleducationalopportunities-54Studentrecords- 54Parentandstudentcomplaints- 54Administeringmedicationtostudents-55Dietarysupplements-55Psychotropicdrugs-55Studentconductanddiscipline- 56Studentattendance-56Bullying-54Hazing-56




DISTRICTINFORMATIONThefirstpublicschoolinPanhandlewasestablishedin1888.ProfessorJ.W.(BigFoot)MillerandhiswifetaughtinthetwostorybuildingownedbyProf.Miller.PanhandleIndependentSchoolDistrictwasincorporatedin1907,with96squaremiles.In1911thefirstpermanentredbrickschoolbuildingwasbuiltatacostof$100,000onthepresentschoolsite.ThelandwasdonatedbyR.W.Wareandthebuildingwastwostorieswithfourroomsoneachlevel.Thegraduatingclassof1911consistedofthreestudents.Increasedenrollmentresultedinanadditiontotheeastsideoftheredbrickschoolhousein1922.In1928,anewhighschoolbuildingwaserectedonthesouthwestcornerofthecampusatacostof$160,000.In1943,thehighschoolandgradeschoolbuildingsunderwentageneralremodeling.In1953,abuildingprogramfinancedbya$495,000bondissuewasinitiated.Itconsistedofanewelementaryschoolbuilding,acafetorium,gymnasium,andadministrativeoffices.A$580,000bondissuedin1960financedanewhighschool,anewagriculturebuilding,anadditiontothecafeteria,andremodelingoftheoldhighschoolinordertoconvertittoajuniorhighschoolbuilding.In1980,abondissueof$1,600,000waspassedtobuildanewjuniorhighbuilding,anadditionalelementaryschoolwing,andanewbusinessofficefacility.In2007,abondissueof$27,500,000waspassedtobuildanewelementaryschool,newhighschool,jr.highschoolsciencelabsandcomputerlabs,anewsecondarylibraryandcafeteria,andanewcompetitiongymnasiumwithdressingfacilitiesforallathleticteams.Theexistingjuniorhigh,highschool,andredbrickbuildingreceivedextensiverenovationsduringthesummerof2009.Theoldredbrickbuilding,builtin1941,becamethehometothecentraladministrativeofficesforthedistrict.PanhandleIndependentSchoolDistrictencompasses551squaremiles.Thehighschool,juniorhighschool,elementaryschool,businessoffices,gymnasiums,agriculturebuilding,athleticfieldsandcomplexescomprise$52,000,000worthoffacilities.Theschoolenrollmentisapproximately604studentswithover114personnelemployedannually.Theannualbudgetisapproximately$12,000,000.Mission:“Westrivetobethepre-eminentpublicschoolsystemintheTexasPanhandle.Thisvisionwillbeachievedbycreatinganactivestudentbody,safe,secure,andstudent-centeredfinancesandfacilities.Personalizedstaff/studentrelationshipswillbebuiltandmaintainedinanenvironmentthatpromotesresponsibilityandcharacterrich




kids,withafocusoneducationalexcellencewithcareerconnections.Educationwillbeinfusedwiththeinstitutionalizeduseofcuttingedgetechnology.”

Philosophy:ThepurposeoftheDistrictistoprovideaneducationalsystemthatwillmeettheneedsofallstudents.TheDistricthastheresponsibilitytoprovideopportunitiesandguidanceforallstudentstodeveloptothemaximumtheirsocial,personal,emotional,andintellectualcapabilities.Thepublicschoolshareswiththecommunityandparentstheresponsibilityforprovidingthestudentswiththetoolsnecessarytofunctionasuseful,productive,andresponsiblecitizens.

DistrictGoalsandObjectives:ThemissionoftheTexaspubliceducationsystemistoensurethatallTexaschildrenhaveaccesstoaqualityeducationthatenablesthemtoachievetheirfullpotentialandfullyparticipatenowandinthefutureinthesocial,economic,andeducationalopportunitiesinourStateandNation.ThatmissionisgroundedontheconvictionthatageneraldiffusionofknowledgeisessentialforthewelfareofTexasandforthepreservationofthelibertiesandrightsofTexascitizens.Itisfurthergroundedontheconvictionthatasuccessfulpubliceducationsystemisdirectlyrelatedtoastrong,dedicated,andsupportivefamilyandthatparentalinvolvementintheschoolisessentialforthemaximumeducationalachievementofachild.

BoardofTrustees:Texaslawgrantstheboardoftrusteesthepowertogovernandoverseethemanagementofthedistrict’sschools.Theboardisthepolicy-makingbodywithinthedistrictandhasoverallresponsibilityforthecurriculum,schooltaxes,annualbudget,employmentofthesuperintendentandotherprofessionalstaff,andfacilities.Theboardhascompleteandfinalcontroloverschoolmatterswithinlimitsestablishedbystateandfederallawandregulations.Theboardoftrusteesiselectedbythecitizensofthedistricttorepresentthecommunity’scommitmenttoastrongeducationalprogramforthedistrict’schildren.Boardmembersareelectedbycumulativevotingandservethree-yearterms.Boardmembersservewithoutcompensation,mustbequalifiedvoters,andmustresideinthedistrict.Currentboardmembersinclude:JohnT.(Bubba)Smith-President,DerekHeck-VicePresident,SteveFord-Secretary,KevinBrinkley,JasonDavis,JasonJeffers,andNickKuehler.Theboardusuallymeetsthethirdweekofeachmonthat6:00p.m.intheboardroomoftheadministrationbuilding.Intheeventthatlargeattendanceisanticipated,theboardmaymeetattheelementaryschoolcafeteria.Specialmeetingsmaybecalledwhennecessary.Awrittennoticeofregularandspecialmeetingswillbepostedonlineandattheadministrativeofficesatleast72hoursbeforethescheduledmeetingtime. Thewrittennoticewillshowthedate,time,place,andsubjectsofeachmeeting.Inemergencies,ameetingmaybeheldwithatwo-hournotice.7 PanhandleISDEmployeeHandbook

RevisedAugust2019



Allmeetingsareopentothepublic.Incertaincircumstances,Texaslawpermitstheboardtogointoaclosedsessionfromwhichthepublicandothersareexcluded.Closedsessionmayoccurforsuchthingsasdiscussingprospectivegiftsordonations,real-propertyacquisition,certainpersonnelmattersincludingemployeecomplaints,securitymatters,studentdiscipline,orconsultingwithattorneysregardingpendinglitigation.Schoolcalendar:Thedistrict’sschoolcalendarcanbeaccessedonlineathttp://www.panhandleisd.net.

Administrationandhelpfulcontacts:Fromtimetotime,employeeshavequestionsorconcerns.Ifthosequestionsorconcernscannotbeansweredbysupervisorsoratthecampusordepartmentlevel,theemployeeisencouragedtocontacttheappropriatedepartmentaslistedbelow:

BlairBrown,Superintendent 537-3568 BrentKirkland,HighSchoolPrincipal537-3851GaryCates,JuniorHighPrincipal 537-3541AllisonMitchell,ElementaryPrincipal537-3570




EMPLOYMENT

EqualEmploymentOpportunityPoliciesDAA,DIAPanhandleISDdoesnotdiscriminateagainstanyemployeeorapplicantforemploymentbecauseofrace,color,religion,gender,sex(includingpregnancy),nationalorigin,age,disability,militarystatus,geneticinformation,oronanyotherbasisprohibitedbylaw.Additionally,thedistrictdoesnotdiscriminateagainstanemployeeorapplicantwhoactstoopposesuchdiscriminationorparticipatesintheinvestigationofacomplaintrelatedtoadiscriminatoryemploymentpractice.Employmentdecisionswillbemadeonthebasisofeachapplicant’sjobqualifications,experience,andabilities.EmployeeswithquestionsorconcernsrelatingtothediscriminationforanyofthereasonslistedaboveshouldcontacttheSuperintendent.

JobVacancyAnnouncementsPolicyDCAnnouncementsofjobvacanciesbypositionandlocationarepostedatthecentraladministrationbuildingandonthedistrict’sWebsite:http://www.panhandleisd.net

EmploymentAfterRetirementPolicyDCIndividualsreceivingretirementbenefitsfromtheTeacherRetirementSystem(TRS)maybeemployedundercertaincircumstancesonafull-orpart-timebasiswithoutaffectingtheirbenefits,accordingtoTRSrulesandstatelaw.DetailedinformationaboutemploymentafterretirementisavailableintheTRSpublicationEmploymentAfterRetirement.EmployeescancontactTRSforadditionalinformationbycalling800-223-8778or512-542-6400.InformationisalsoavailableontheTRSWebSite(www.trs.texas.gov).

ContractandNon-contractEmploymentPoliciesDCSeriesStatelawrequiresthedistricttoemployallfull-timeprofessionalemployeesinpositionsrequiringacertificatefromStateBoardforEducatorCertification(SBEC)andnursesunderprobationary,term,orcontinuingcontracts.Employeesinallotherpositionsareemployedat-willorbyacontractthatisnotsubjecttotheproceduresfornonrenewalor




terminationunderChapter21oftheTexasEducationCode.Theparagraphsthatfollowprovideageneraldescriptionoftheemploymentarrangementsusedbythedistrict.ProbationaryContracts:Nursesandfull-timeprofessionalemployeesnewtothedistrictandemployedinpositionsrequiringSBECcertificationmustreceiveaprobationarycontractduringtheirfirstyearofemployment.Formeremployeeswhoarehiredafteratleastatwo-yearlapseoremployeeswhomovetoapositionrequiringanewclassofcertificationmayalsobeemployedbyprobationarycontract.Probationarycontractsareone-yearcontracts.Theprobationaryperiodforthosewhohavebeenemployedasateacherinpubliceducationforatleastfiveoftheeightyearsprecedingemploymentwiththedistrictmaynotexceedoneschoolyear.Forthosewithlessexperience,theprobationaryperiodwillbethreeschoolyears(i.e.,threeone-yearcontracts)withanoptionalfourthschoolyeariftheboarddeterminesitisdoubtfulwhetheratermorcontinuingcontractshouldbegiven.TermContracts:Full-timeprofessionalsemployedinpositionsrequiringcertificationandnurseswillbeemployedbyatermcontractaftertheyhavesuccessfullycompletedtheprobationaryperiod.Thetermsandconditionsofemploymentaredetailedinthecontractandemploymentpolicies.Allemployeeswillreceiveacopyoftheircontract.Employmentpoliciescanbeaccessedonlineorcopieswillbeprovideduponrequest.Non-certifiedProfessionalandAdministrativeEmployees:EmployeesinprofessionalandadministrativepositionsthatdonotrequireSBECcertification(suchasnon-instructionaladministrators)areemployedbyaone-yearcontractthatisnotsubjecttotheproceduresfornon-renewalorterminationundertheTexasEducationCode.ParaprofessionalandAuxiliaryEmployees:Allparaprofessionalandauxiliaryemployees,regardlessofcertification,areemployedat-willandnotbycontract.Employmentisnotforanyspecifiedtermandmaybeterminatedatanytimebyeithertheemployeeorthedistrict.

CertificationandLicensesPoliciesDBA,DFProfessionalemployeeswhosepositionsrequireSBECcertificationorprofessionallicenseareresponsiblefortakingactionstoensuretheircredentialsdonotlapse.Employeesmustsubmitdocumentationthattheyhavepassedtherequiredcertificationexamand/orobtainedorrenewedtheircredentialstothesuperintendent’sofficeinatimelymanner.Acertifiedemployee’scontractmaybevoidedwithoutdueprocessandemploymentterminatediftheindividualdoesnotholdavalidcertificateorfailstofulfillthe




requirementsnecessarytoreneworextendatemporarycertificate,emergencycertificate,probationarycertificate,orpermit.AcontractmayalsobevoidedifSBECsuspendsorrevokescertificationbecauseofanindividual’sfailuretocomplywithcriminalhistorybackgroundchecks.Contactthesuperintendentifyouhaveanyquestionsregardingcertificationorlicensurerequirements.RecertificationofEmploymentAuthorizationPolicyDCAtthetimeofhireallemployeesmustcompletetheEmploymentEligibilityVerificationForm(FormI-9)andpresentdocumentstoverifyidentityandemploymentauthorization.Employeeswhoseimmigrationstatus,employmentauthorization,oremploymentauthorizationdocumentshaveexpiredmustpresentnewdocumentsthatshowcurrentemploymentauthorization.Employeesshouldfilethenecessaryapplicationorpetitionsufficientlyinadvancetoensurethattheymaintaincontinuousemploymentauthorizationorvalidemploymentauthorizationdocuments.Contacttheadministrationofficeifyouhaveanyquestionsregardingre-verificationofemploymentauthorization.

SearchesandAlcoholandDrugTestingPolicyCQ,DHENon-investigatorysearchesintheworkplace,includingaccessinganemployee’sdesk,filecabinets,orworkareatoobtaininformationneededforusualbusinesspurposesmayoccurwhenanemployeeisunavailable.Therefore,employeesareherebynotifiedthattheyhavenolegitimateexpectationofprivacyinthoseplaces.Inaddition,thedistrictreservestherighttoconductsearcheswhenthereisreasonablecausetobelieveasearchwilluncoverevidenceofwork-relatedmisconduct.Suchaninvestigatorysearchmayincludedrugandalcoholtestingifthesuspectedviolationrelatestodrugoralcoholuse.Thedistrictmaysearchtheemployee,theemployee’spersonalitems,workareas,includingdistrict-ownedtechnologyresources,lockers,andprivatevehiclesparkedondistrictpremisesorworksitesorusedindistrictbusiness.EmployeesRequiredtoHaveaCommercialDriver’sLicense.Anyemployeewhosedutiesrequireacommercialdriver’slicense(CDL)issubjecttodrugandalcoholtesting.Thisincludesalldriverswhooperateamotorvehicledesignedtotransport16ormorepeople,countingthedriver;driversoflargevehicles;ordriversofvehiclesusedinthetransportationofhazardousmaterials.Teachers,coaches,orotheremployeeswhoprimarilyperformdutiesotherthandrivingaresubjecttotestingrequirementswhentheirdutiesincludedrivingacommercialmotorvehicle.




Drugtestingwillbeconductedbeforeanindividualassumesdrivingresponsibilities.Alcoholanddrugtestswillbeconductedifreasonablesuspicionexists,atrandom,whenanemployeereturnstodutyafterengaginginprohibitedconduct,andasafollow-upmeasure.Testingmaybeconductedfollowingaccidents.Returntodutyandfollow-uptestingwillbeconductedifanemployee,whohasviolatedtheprohibitedalcoholconductstandardsortestedpositiveforalcoholordrugs,isallowedtoreturntoduty.AllemployeesrequiredtohaveaCDLorwhoisotherwisesubjecttoalcoholanddrugtestingwillreceiveacopyofthedistrict’spolicy,thetestingrequirements,anddetailedinformationonalcoholanddrugabuseandtheavailabilityofassistanceprograms.Employeeswithquestionsorconcernsrelatingtoalcoholanddrugpoliciesandrelatededucationalmaterialshouldcontactthesuperintendent.

HealthSafetyTrainingPoliciesDBA,DMACertainemployeeswhoareinvolvedinphysicalactivitiesforstudentsmustmaintainandsubmittothedistrictproofofcurrentcertificationortraininginfirstaid,cardiopulmonaryresuscitation(CPR),theuseofanautomatedexternaldefibrillator(AED),concussion,andextracurricularathleticactivitysafety.CertificationordocumentationoftrainingmustbeissuedbytheAmericanRedCross,theAmericanHeartAssociation,UniversityInterscholasticLeague,oranotherorganizationthatprovidesequivalenttrainingandcertification.EmployeessubjecttothisrequirementmustsubmittheircertificationordocumentationtothesecretaryofthesuperintendentbyAugust21,2019.

ReassignmentsandTransfersPolicyDKAllpersonnelaresubjecttoassignmentandreassignmentbythesuperintendentordesigneewhenthesuperintendentordesigneedeterminesthattheassignmentorreassignmentisinthebestinterestofthedistrict.Reassignmentisatransfertoanotherposition,department,orfacilitythatdoesnotnecessitateachangeintheemploymentcontract.Campusreassignmentsmustbeapprovedbytheprincipalatthereceivingcampusexceptwhenreassignmentsareduetoenrollmentshiftsorprogramchanges.Extracurricularorsupplementaldutyassignmentsmaybereassignedatanytimeunlessanextracurricularorsupplementaldutyassignmentispartofadual-assignmentcontract.EmployeeswhoobjecttoareassignmentmayfollowthedistrictprocessforemployeecomplaintsasoutlinedinthishandbookanddistrictpolicyDGBA(LOCAL).




Anemployeewiththerequiredqualificationsforapositionmayrequestatransfertoanothercampusordepartment.Awrittenrequestfortransfermustbecompletedandsignedbytheemployeeandtheemployee’ssupervisor.AteacherrequestingatransfertoanothercampusbeforetheschoolyearbeginsmustsubmithisorherrequestbyJune1.Requestsfortransferduringtheschoolyearwillbeconsideredonlywhenthechangewillnotadverselyaffectstudentsandafterareplacementhasbeenfound.Alltransferrequestswillbecoordinatedbythesuperintendent’sofficeandmustbeapprovedbythereceivingsupervisor.

WorkloadandWorkSchedulesPoliciesDEAB,DK,DLProfessionalEmployees:Professionalemployeesandacademicadministratorsareexemptfromovertimepayandareemployedona10-,11-,or12-monthbasis,accordingtotheworkschedulessetbythedistrict.Aschoolcalendarisadoptedeachyeardesignatingtheworkscheduleforteachersandallschoolholidays.Noticeofworkschedulesincludingthestartandenddatesandscheduledholidayswillbedistributedeachschoolyear. Classroomteacherswillhaveplanningperiodsforinstructionalpreparationincludingconferences.Thescheduleofplanningperiodsissetatthecampuslevelbutmustprovideatleast450minuteswithineachtwo-weekperiodinblocksnotlessthan45minuteswithintheinstructionalday.Teachersandlibrariansareentitledtoaduty-freelunchperiodofatleast30minutes.Thedistrictmayrequireteacherstosupervisestudentsduringlunchonedayaweekwhennootherpersonnelareavailable.ParaprofessionalandAuxiliaryEmployees:Supportemployeesareemployedatwillandreceivenotificationoftherequireddutydays,holidays,andhoursofworkfortheirpositiononanannualbasis.Paraprofessionalandauxiliaryemployeesmustbecompensatedforovertimeandarenotauthorizedtoworkinexcessoftheirassignedschedulewithoutpriorapprovalfromtheirsupervisor.Allemployeesarescheduledtobeatworkfrom7:45a.m.-3:45p.m.Otherarrangementsshouldbeclearedwiththebuildingsupervisor.

13 PanhandleISDEmployeeHandbook

RevisedAugust2019



BreaksforExpressionofBreastMilkPoliciesDEAB,DGThedistrictsupportsthepracticeofexpressingbreastmilkandmakesreasonableaccommodationsfortheneedsofemployeeswhoexpressbreastmilk.Aplace,otherthanamultipleuserbathroom,thatisshieldedfromviewandfreefromintrusionfromotheremployeesandthepublicwheretheemployeecanexpressbreastmilkwillbeprovided.Areasonableamountofbreaktimewillbeprovidedwhentheemployeehasaneedtoexpressmilk.Fornonexemptemployees,thesebreaksareunpaidandarenotcountedashoursworked.Employeesshouldmeetwiththeirsupervisortodiscusstheirneedsandarrangebreaktimes.

NotificationtoParentsRegardingQualificationsPoliciesDK,DBAInschoolsreceivingTitleIfunds,thedistrictisrequiredbytheEveryStudentSucceedsAct(ESSA)tonotifyparentsatthebeginningofeachschoolyearthattheymayrequestinformationregardingtheprofessionalqualificationsoftheirchild’steacher.ESSAalsorequiresthatparentsbenotifiediftheirchildhasbeenassignedortaughtforfourormoreconsecutiveweeksbyateacherwhodoesnotmeetapplicablestatecertificationorlicensurerequirements.Texaslawrequiresthatparentsbenotifiediftheirchildisassignedformorethan30consecutiveinstructionaldaystoateacherwhodoesnotholdanappropriateteachingcertificate.ThisnoticeisnotrequiredifparentalnoticeunderESSAissent.

Inappropriatelycertifiedoruncertifiedteachersincludeindividualsonanemergencypermit(includingindividualswaitingtotakeacertificationexam)andindividualswhodonotholdanycertificateorpermit.Informationrelatingtoteachercertificationwillbemadeavailabletothepublicuponrequest.Employeeswhohavequestionsabouttheircertificationstatuscancallthesuperintendent.

OutsideEmploymentandTutoringPolicyDBDEmployeesarerequiredtodiscloseinwritingtotheirimmediatesupervisoranyoutsideemploymentthatmaycreateapotentialconflictofinterestwiththeirassigneddutiesandresponsibilitiesorthebestinterestofthedistrict.Supervisorswillconsideroutside




employmentonacase-by-casebasisanddeterminewhetheritshouldbeprohibitedbecauseofaconflictofinterest.

PerformanceEvaluationPoliciesDNseriesEvaluationofanemployee’sjobperformanceisacontinuousprocessthatfocusesonimprovement.Performanceevaluationisbasedonanemployee’sassignedjobdutiesandotherjob-relatedcriteria.Allemployeeswillparticipateintheevaluationprocesswiththeirassignedsupervisoratleastannually.Writtenevaluationswillbecompletedonformsapprovedbythedistrict.Reports,correspondence,andmemorandaalsocanbeusedtodocumentperformanceinformation.Allemployeeswillreceiveacopyoftheirwrittenevaluation,haveaperformanceconferencewiththeirsupervisor,andgettheopportunitytorespondtotheevaluation.EmployeeInvolvementPoliciesBQA,BQBAtboththecampusanddistrictlevels,PanhandleISDoffersopportunitiesforinputinmattersthataffectemployeesandinfluencetheinstructionaleffectivenessofthedistrict.Aspartofthedistrict’splanninganddecision-makingprocess,employeesareelectedtoserveondistrict-orcampus-leveladvisorycommittees.Plansanddetailedinformationabouttheshareddecision-makingprocessareavailableineachcampusofficeorfromthesuperintendent’soffice.

StaffDevelopmentPolicyDMAStaffdevelopmentactivitiesareorganizedtomeettheneedsofemployeesandthedistrict.Staffdevelopmentforinstructionalpersonnelispredominantlycampus-based,relatedtoachievingcampusperformanceobjectives,addressedinthecampusimprovementplan,andapprovedbyacampus-leveladvisorycommittee.Staffdevelopmentfornon-instructionalpersonnelisdesignedtomeetspecificlicensingrequirements(e.g.,busdrivers)andcontinuedemployeeskilldevelopment.IndividualsholdingrenewableSBECcertificatesareresponsibleforobtainingtherequiredtraininghoursandmaintainingappropriatedocumentation.




COMPENSATIONANDBENEFITS

Salaries,Wages,andStipendsPolicyDEA,DEAA,DEABEmployeesarepaidinaccordancewithadministrativeguidelinesandapaystructureestablishedforeachposition.Thedistrict’spayplansarereviewedbytheadministrationeachyearandadjustedasneeded.Alldistrictpositionsareclassifiedasexemptornonexemptaccordingtofederallaw.Professionalemployeesandacademicadministratorsaregenerallyclassifiedasexemptandarepaidmonthlysalaries.Theyarenotentitledtoovertimecompensation.Otheremployeesaregenerallyclassifiedasnonexemptandarepaidanhourlywageorsalaryandreceivecompensatorytimeorovertimepayforeachovertimehourworkedbeyond40inaworkweek.Allemployeeswillreceivewrittennoticeoftheirpayandworkschedulesbeforethestartofeachschoolyear.Classroomteachers,full-timelibrarians,full-timenurses,andfull-timecounselorswillbepaidnolessthantheminimumstatesalaryschedule.Contractemployeeswhoperformextracurricularorsupplementaldutiesmaybepaidastipendinadditiontotheirsalaryaccordingtothedistrict’sextra-dutypayschedule.Employeesshouldcontactthebusinessofficeformoreinformationaboutthedistrict’spayschedulesortheirownpay.

PaychecksAllprofessional,salariedandhourlyemployeesarepaidmonthly.Paycheckswillnotbereleasedtoanypersonotherthanthedistrictemployeenamedonthecheckwithouttheemployee’swrittenauthorization.Thescheduleofpaydatesfortheschoolyearisthe15thcalendardayofeachmonth.Ifthe15thfallsontheweekend,checkswillbeissuedonthepriorFriday.

AutomaticPayrollDepositEmployeescanhavetheirpaycheckselectronicallydepositedintoadesignatedaccount.Withautomaticdeposit,anemployee’spayisimmediatelyavailableonthepaydate.Contactthebusinessofficeformoreinformationabouttheautomaticpayrolldepositservice.




PayrollDeductionsPolicyCFEAThedistrictisrequiredtomakethefollowingautomaticpayrolldeductions:

• TeacherRetirementSystemofTexas(TRS)orSocialSecurityemployeecontributions

• Federalincometaxrequiredforallfull-timeemployees• Medicaretax(applicableonlytoemployeeshiredinthisdistrictafter

March31,1986)• Childsupportandspousalmaintenance,ifapplicable• Delinquentfederaleducationloanpayments,ifapplicable

Otherpayrolldeductionsemployeesmayelectincludedeductionsfortheemployee’sshareofpremiumsforhealth,dental,life,andvisioninsurance;annuities;andhighereducationsavingsplansorprepaidtuitionprograms.Employeesalsomayrequestpayrolldeductionforpaymentofmembershipduestoprofessionalorganizationsandcertaincharitablecontributionsapprovedbytheboard.Salarydeductionsareautomaticallymadeforunauthorizedorunpaidleave.

OvertimeCompensationPoliciesDEAB,DECThedistrictcompensatesovertimefornonexemptemployeesinaccordancewithfederalwageandhourlaws.Onlynonexemptemployees(hourlyemployeesandparaprofessionalemployees)areentitledtoovertimecompensation.Nonexemptemployeesarenotauthorizedtoworkbeyondtheirnormalworkschedulewithoutadvanceapprovalfromtheirsupervisor.Anonexemptemployeewhoworksovertimewithoutpriorapprovalwillbesubjecttodisciplinaryaction.Overtimeislegallydefinedasallhoursworkedinexcessof40-hoursinaworkweekandisnotmeasuredbythedayorbytheemployee’sregularworkschedule.Forthepurposeofcalculatingovertime,aworkweekbeginsat12:01SundaymorningandendsatSaturdaynightat12:00p.m..Nonexemptemployeesthatarepaidonasalarybasisforhourssetbythenormalworkschedule,hoursworkedbeyondthenormalscheduleupto40hourswillbepaidataregularrateofpay.




Employeesmaybecompensatedforovertime(i.e.,hoursbeyond40inaworkweek)attime-and-a-halfrate.Weeklytimerecordswillbemaintainedonallnonexemptemployeesforthepurposeofwageandsalaryadministration.

TravelExpenseReimbursementPolicyDEEBeforeanytravelexpensesareincurredbyanemployee,theemployee’sprincipalandbusinessmanagermustgiveapproval.Forapprovedtravel,employeeswillbereimbursedformileageandothertravelexpendituresaccordingtothecurrentratescheduleestablishedbythedistrict.Employeesmustsubmitreceipts,totheextentpossible,tobereimbursedforallowableexpensesotherthanmileage.

Health,Dental,andLifeInsurancePolicyCRDGrouphealthinsurancecoverageisprovidedthroughTRS-ActiveCare,thestatewidepublicschoolhealthinsuranceprogram.Thedistrict’scontributiontoemployeeinsurancepremiumsisdeterminedannuallybytheboardoftrustees.Employeesmustwork30hoursperweektobeeligibleforthedistrict’scontributiononhealthinsurance.Employeeseligibleforhealthinsurancecoverageincludethefollowing:● Employeeswhoareactive,contributingTRSmembers● EmployeeswhoarenotcontributingTRSmembersandwhoareemployedfor10or

moreregularlyscheduledhoursperweekTRSretireeswhoareenrolledinTRS-Care(retireehealthinsuranceprogram)andemployeeswhoarenotcontributingTRSmemberswhoareregularlyscheduledtoworklessthan10hoursperweekarenoteligibletoparticipateinTRS-ActiveCare.

TheinsuranceplanyearisfromSeptember1throughAugust31.CurrentemployeescanmakechangesintheirinsurancecoverageduringopenenrollmenteachAugustorwhentheyexperienceaqualifyingevent(e.g.,marriage,divorce,birth).Detaileddescriptionsofinsurancecoverage,employeecost,andeligibilityrequirementsareprovidedtoallemployeesinaseparatebooklet.Employeesshouldcontactthebusinessofficeformoreinformation.

SupplementalInsuranceBenefitsPolicyCRDAttheirownexpense,employeesmayenrollinsupplementalinsuranceprogramsofferedthroughtheWestTexasPublicSchoolsEmployeeBenefitsCooperative(WTXEBC).18 PanhandleISDEmployeeHandbook

RevisedAugust2019



Premiumsfortheseprogramscanbepaidbypayrolldeduction.Employeesshouldcontactthebusinessofficeformoreinformation.

CafeteriaPlanBenefits(Section125)

EmployeesmaybeeligibletoparticipateintheCafeteriaPlan(Section125)and,underIRSregulations,musteitheracceptorrejectthisbenefit.Thisplanenableseligibleemployeestopaycertaininsurancepremiumsonapretaxbasis(i.e.,disability,accidentaldeathanddismemberment,canceranddreaddisease,dental,andadditionaltermlifeinsurance).Athird-partyadministratorhandlesemployeeclaimsmadeontheseaccounts.Newemployeesmustacceptorrejectthisbenefitduringtheirfirstmonthofemployment.AllemployeesmustacceptorrejectthisbenefitonanannualbasiseveryAugust.

Workers’CompensationInsurancePolicyCREThedistrict,inaccordancewithstatelaw,providesworkers’compensationbenefitstoemployeeswhosufferawork-relatedillnessorareinjuredonthejob.Thedistricthasworkers’compensationcoveragefromDeepEastTexasInsurance,effectiveSeptember1,2000.Benefitshelppayformedicaltreatmentandmakeupforpartoftheincomelostwhilerecovering.Specificbenefitsareprescribedbylawdependingonthecircumstancesofeachcase.Allwork-relatedaccidentsorinjuriesshouldbereportedimmediatelytothecampusprincipalandthebusinessoffice.Employeeswhoareunabletoworkbecauseofawork-relatedinjurywillbenotifiedoftheirrightsandresponsibilitiesundertheTexasLaborCode.

UnemploymentCompensationInsurancePolicyCRFEmployeeswhohavebeenlaidofforterminatedthroughnofaultoftheirownmaybeeligibleforunemploymentcompensationbenefits.Employeesarenoteligibletocollectunemploymentbenefitsduringregularlyscheduledbreaksintheschoolyearorthesummermonthsiftheyhaveemploymentcontractsorreasonableassuranceofreturningtoservice.Employeeswithquestionsaboutunemploymentbenefitsshouldcontactthebusinessoffice.




TeacherRetirementPolicyDEGAllpersonnelemployedonaregularbasisforatleastfourandone-halfmonthsaremembersoftheTeacherRetirementSystemofTexas(TRS).SubstitutesnotreceivingTRSserviceretirementbenefitswhoworkatleast90daysayearareeligibletopurchaseayearofcredibleserviceinTRS.TRSprovidesmemberswithanannualstatementoftheiraccountshowingalldepositsandthetotalaccountbalancefortheyearendingAugust31,aswellasanestimateoftheirretirementbenefits.EmployeeswhoplantoretireunderTRSshouldnotifyTRSassoonaspossible.InformationontheapplicationproceduresforTRSbenefitsisavailablefromTRSatTeacherRetirementSystemofTexas,1000RedRiverStreet,Austin,TX78701-2698,orcall800-223-8778or512-542-6400.TRSinformationisalsoavailableontheWebwww.trs.texas.gov




LEAVESANDABSENCESPolicyDEC,DECA,DECBThedistrictoffersemployeespaidandunpaidleavesofabsenceintimesofpersonalneed.Thishandbookdescribesthebasictypesofleaveavailableandrestrictionsonleavesofabsence.Employeeswhoexpecttobeabsentforanextendedperiodofmorethanfivedaysshouldcallthebusinessofficeforinformationaboutapplicableleavebenefits,paymentofinsurancepremiums,andrequirementsforcommunicatingwiththedistrict.Paidleavemustbeusedinhalf-dayincrements.Earnedcomptimemustbeusedbeforeanyavailablepaidstateandlocalleave.Unlessanemployeerequestsadifferentorder,availablepaidstateandlocalleavewillbeusedinthefollowingorder:

● Localleave● Statesickleaveaccumulatedbeforethe1995-96schoolyear● StatepersonalleaveEmployeesmustfollowdistrictandcampusprocedurestoreportorrequestanyleaveofabsenceandcompletetheappropriateformorcertification.ImmediateFamily.Forpurposesofleaveotherthanfamilyandmedicalleave,im-mediatefamilyisdefinedasthefollowing:

• Spouse• Sonordaughter,includingabiological,adopted,orfosterchild,ason-ordaughter-in-law,astepchild,alegalward,orachildforwhomtheemployeestandsinlocoparentis.

• Parent,stepparent,parent-in-law,orotherindividualwhostandsinlocoparentistotheemployee.

• Sibling,step-sibling,andsibling-in-law• Grandparentandgrandchild• Anypersonresidingintheemployee’shouseholdatthetimeofillnessordeath.

• Forpurposesoffamilyandmedicalleave,thedefinitionoffamilyislimitedtospouse,parent,sonordaughter,andnextofkin.ThedefinitionofthesearefoundinPolicyDECA(LEGAL).

MedicalCertification:Anyemployeewhoisabsentmorethanfive(5)daysbecauseofapersonalorfamilyillnessmustsubmitamedicalcertificationfromaqualifiedhealthcareproviderconfirmingthespecificdatesoftheillness,thereasonfortheillness,and—inthecaseofpersonalillness—theemployee’sfitnesstoreturntowork.21 PanhandleISDEmployeeHandbook

RevisedAugust2019



TheGeneticInformationNondiscriminationActof2008(GINA)prohibitscoveredemployersfromrequestingorrequiringgeneticinformationofanindividualorfamilymemberoftheindividual,exceptasspecificallyallowedbythislaw.Tocomplywiththislaw,weaskthatemployeesandhealthcareprovidersdonotprovideanygeneticinformationinanymedicalcertification.‘Geneticinformation,’asdefinedbyGINA,includesanindividual’sfamilymedicalhistory,theresultsofanindividual’sorfamilymember’sgenetictests,thefactthatanindividualoranindividual’sfamilymembersoughtorreceivedgeneticservices,andgeneticinformationofafetuscarriedbyanindividualoranindividual’sfamilymemberoranembryolawfullyheldbyanindividualorfamilymemberreceivingassistivereproductiveservices.ContinuationofHealthInsurance:Employeesonanapprovedleaveofabsenceotherthanfamilyandmedicalleavemaycontinuetheirinsurancebenefitsattheirownexpense.HealthinsurancebenefitsforemployeesonpaidleaveandleavedesignatedundertheFamilyandMedicalLeaveActwillbepaidbythedistrictastheywerepriortotheleave.Otherwise,thedistrictdoesnotpayanyportionofinsurancepremiumsforemployeeswhoareonunpaidleave.UnderTRS-ActiveCarerules,anemployeeisnolongereligibleforinsurancethroughthedistrictaftersixmonthsofunpaidleaveotherthanFML.Ifanemployee’sunpaidleaveextendsformorethansixmonths,thedistrictwillprovidetheemployeewithnoticeofCOBRArights.PersonalLeaveStatelawentitlesallemployeestofivedaysofpaidpersonalleaveperyear.Personalleaveisavailableforuseatthebeginningoftheyear.Adayofpersonalleaveisequivalenttothenumberofhoursperdayinanemployee’susualassignment,wherefull-timeorpart-time.Statepersonalleaveaccumulateswithoutlimit,istransferabletootherTexasschooldistrictsandgenerallytransferstoeducationservicecenters.Therearetwotypesofpersonalleave:non-discretionaryanddiscretionary.Non-discretionary:Leavethatistakenforpersonalorfamilyillness,familyemergency,adeathinthefamily,oractivemilitaryserviceisconsiderednon-discretionaryleave.Reasonsforthistypeofleaveallowsverylittle,ifanyadvancedplanning.Non-discretionaryleavemaybeusedinthesamemannerasstatesickleave.Discretionary:Leavethatistakenatanemployee’sdiscretionandthatcanbescheduledinadvanceisconsidereddiscretionaryleave.Anemployeewishingtotakediscretionarypersonalleavemustsubmitawrittenrequesttohisorherprincipalorsupervisorinadvanceoftheanticipatedabsence.Theeffectoftheemployee’sabsenceon




theeducationalprogramordepartmentoperations,aswellastheavailabilityofsubstitutes,willbeconsideredbytheprincipalorsupervisor.LeaveProration:Ifanyemployeeseparatesfromemploymentwiththedistrictbeforehisorherlastdutydayoftheyear,orbeginsemploymentafterthefirstdutyday,statepersonalleavewillbeproratedbasedontheactualtimeemployed.Whenanemployeeseparatesfromemploymentbeforethelastdutydayoftheschoolyear,theemployee’sfinalpaycheckwillbereducedbytheamountofstatepersonalleaveemployeeusedbeyondhisorherprorataentitlementfortheschoolyear.

StateSickLeaveStatesickleaveaccumulatedbefore1995isavailableforuseandmaybetransferredtootherschooldistrictsinTexas.Sickleavecanbeusedonlyinhalf-dayorfull-dayincrementsexceptwhencoordinatedwithfamilyandmedicalleavetakenonanintermittentorreduced-schedulebasisorwhencoordinatedwithworkers’compensationbenefits.Statesickleavemaybeusedforthefollowingreasonsonly:● Employeeillness● Illnessintheemployee’simmediatefamily● Familyemergency(i.e.,naturaldisastersorlife-threateningsituations)● Deathintheimmediatefamily● ActivemilitaryserviceVacationFull-timeemployeesinpositionsnormallyrequiring12monthsofserviceshallreceivetenleavedaysofpaidvacationperyear.Useofvacationdaysshallrequireadvanceapprovalbytheemployee’simmediatesupervisorandshallbetakenpriortoAugust31.AnyextensionbeyondtheAugust31deadlineshallrequireapprovalfromtheSuperintendent.CatastrophicSickLeaveTheDistricthasestablishedasickleavebanktobenefitemployeeswhoarefacedwithextendedabsencesduetocatastrophicillnessesorinjuriesoftheemployee,theemployee'sspouse,ortheemployee'schild.Catastrophicleavebankparticipantswhohaveexhaustedallpaidandnon-dutyleavedaysmaydrawpaidleavefromthebank.Participationisvoluntary,butrequirescontributiontothebankduringtheannualdesignatedmembershipdrive.Onlycontributorswillbepermittedtousethebankfor




paymentforqualifyingincapacitationpersonalillnessduringregularlyscheduleddutydays.Contactthebusinessofficeforadditionalinformation.

LocalSickLeave

Allemployeesshallearnfiveworkdaysofpaidlocalsickleaveperschoolyearinaccordancewithadministrativeregulations.Localsickleaveshallaccumulatetoamaximumof15workdays.Localsickleaveshallbeusedaccordingtothetermsandconditionsofstatesickleaveaccumulatedbeforethe1995-96schoolyear.Localsickleavemaybeusedforthefollowingreasonsonly: ● Employeeillness● Illnessintheemployee’simmediatefamily● Familyemergency(i.e.,naturaldisastersorlife-threateningsituations)● Deathintheimmediatefamily● ActivemilitaryserviceLocalPersonalLeave

FamilyandMedicalLeave(FMLA)—GeneralProvisions

Thefollowingtextisfromthefederalnotice,EmployeeRightsandResponsibilitiesUndertheFamilyandMedicalLeaveAct.Specificinformationthatthedistricthas

adoptedtoimplementtheFMLAfollowsthisgeneralnotice.LeaveEntitlements

Eligibleemployeeswhoworkforacoveredemployercantakeupto12weeksofunpaid,job-protectedleaveina12-monthperiodforthefollowingreasons:

•Thebirthofachildorplacementofachildforadoptionorfostercare;•Tobondwithachild(leavemustbetakenwithin1yearofthechild’sbirthor

placement);•Tocarefortheemployee’sspouse,child,orparentwhohasaqualifyingserious

healthcondition;• Fortheemployee’sownqualifyingserioushealthconditionthatmakesthe

employeeunabletoperformtheemployee’sjob; •Forqualifyingexigenciesrelatedtotheforeigndeploymentofamilitarymember

whoistheemployee’sspouse,child,orparent.

Aneligibleemployeewhoisacoveredservicemember’sspouse,child,parent,ornextofkinmayalsotakeupto26weeksofFMLAleaveinasingle12-monthperiodtocarefortheservicememberwithaseriousinjuryorillness.




Anemployeedoesnotneedtouseleaveinoneblock.Whenitismedicallynecessaryorotherwisepermitted,employeesmaytakeleaveintermittentlyoronareducedschedule.

Employeesmaychoose,oranemployermayrequireuseofaccruedpaidleavewhiletakingFMLAleave.IfanemployeesubstitutesaccruedpaidleaveforFMLAleave,theemployeemustcomplywiththeemployer’snormalpaidleavepolicies.

BenefitsandProtections

WhileemployeesareonFMLAleave,employersmustcontinuehealthinsurancecover-ageasiftheemployeeswerenotonleave.UponreturnfromFMLAleave,mostemployeesmustberestoredtothesamejoboronenearlyidenticaltoitwithequivalentpay,benefits,andotheremploymenttermsandconditions.

EligibilityRequirements

AnemployeewhoworksforacoveredemployermustmeetthreecriteriainordertobeeligibleforFMLAleave.Theemployeemust:

•Haveworkedfortheemployerforatleast12months;•Haveatleast1,250hoursofserviceinthe12monthsbeforetakingleave;*and•Workatalocationwheretheemployerhasatleast50employeeswithin75milesoftheemployee’sworksite.

*Specialhoursofserviceeligibilityrequirementsapplytoairlineflightcrewemployees.

RequestingLeave

Generally,employeesmustgive30-days’advancenoticeoftheneedforFMLAleave.Ifitisnotpossibletogive30-days’notice,anemployeemustnotifytheemployerassoonaspossibleand,generally,followtheemployer’susualprocedures.

Employeesdonothavetoshareamedicaldiagnosis,butmustprovideenoughinformationtotheemployersoitcandetermineiftheleavequalifiesforFMLAprotection.

Sufficientinformationcouldincludeinforminganemployerthattheemployeeisorwillbeunabletoperformhisorherjobfunctions,thatafamilymembercannotperformdailyactivities,orthathospitalizationorcontinuingmedicaltreatmentisnecessary.EmployeesmustinformtheemployeriftheneedforleaveisforareasonforwhichFMLAleavewaspreviouslytakenorcertified.




Employerscanrequireacertificationorperiodicrecertificationsupportingtheneedforleave.Iftheemployerdeterminesthatthecertificationisincomplete,itmustprovideawrittennoticeindicatingwhatadditionalinformationisrequired.

EmployerResponsibilities

Onceanemployerbecomesawarethatanemployee’sneedforleaveisforareasonthatmayqualifyundertheFMLA,theemployermustnotifytheemployeeifheorsheiseligibleforFMLAleaveand,ifeligible,mustalsoprovideanoticeofrightsandresponsibilitiesundertheFMLA.Iftheemployeeisnoteligible,theemployermustprovideareasonforineligibility.

EmployersmustnotifyitsemployeesifleavewillbedesignatedasFMLAleave,andifso,howmuchleavewillbedesignatedasFMLAleave.

Enforcement

EmployeesmayfileacomplaintwiththeU.S.DepartmentofLabor,WageandHourDivi-sion,ormaybringaprivatelawsuitagainstanemployer.TheFMLAdoesnotaffectanyfederalorstatelawprohibitingdiscriminationorsupersedeanystateorlocallaworcollectivebargainingagreementthatprovidesgreaterfamilyormedicalleaverights.

Foradditionalinformation:

1-866-4US-WAGE(1-866-487-9243)TTY:1-877-889-5627

www.wagehour.dol.gov


RevisedAugust2019



LocalFamilyandMedicalLeaveProvisionsEligibleemployeescantakeupto12weeksofunpaidleaveinthe12-monthperiodfromJuly1throughJune30.UseofPaidLeave:FMLrunsconcurrentlywithaccruedsickandpersonalleave,temporarydisabilityleave,compensatorytime,assaultleave,andabsencesduetoawork-relatedillnessorinjury.ThedistrictwilldesignatetheleaveasFML,ifapplicable,andnotifytheemployeethataccumulatedleavewillrunconcurrently.CombinedLeaveforSpouses:Spouseswhoareemployedbythedistrictarelimitedtoacombinedtotalof12weeksofFMLtocareforaparentwithaserioushealthcondition;orforthebirth,adoption,orfosterplacementofachild.Militarycaregiverleaveforspousesislimitedtoacombinedtotalof26weeks.IntermittentLeave:Whenmedicallynecessaryorinthecaseofaqualifyingexigency,anemployeemaytakeleaveintermittentlyoronareducedschedule.Thedistrictdoespermittheuseofintermittentorreduced-scheduleleaveforthecareofanewbornchildorforadoptionorplacementofachildwiththeemployee.FitnessforDuty:AnemployeethattakesFMLduetotheemployee’sownserioushealthconditionshallprovide,beforeresumingwork,afitness-for-dutycertificationfromthehealthcareprovider.Ifcertificationoftheemployee’sabilitytoperformessentialjobfunctionsisrequired,thedistrictshallprovidealistofessentialjobfunctions(e.g.,jobdescription)totheemployeewiththeFMLdesignationnoticetosharewiththehealthcareprovider.Reinstatement.AnemployeereturningtoworkattheendofFMLwillbereturnedtothesamepositionheldwhentheleavebeganortoanequivalentpositionwithequivalentemploymentbenefits,pay,andothertermsandconditionsofemployment.Incertaincases,instructionalemployeesdesiringtoreturntoworkatorneartheconclusionofasemestermayberequiredtocontinueonfamilyandmedicalleaveuntiltheendofthesemester.Theadditionaltimeoffisnotcountedagainsttheemployee’sFMLentitlement,andthedistrictwillmaintaintheemployeesgrouphealthinsuranceandreinstatetheemployeeattheendoftheleaveaccordingtheproceduresoutlinedinpolicy(seeDECA(LEGAL)).FailuretoReturn.If,attheexpirationofFML,theemployeeisabletoreturntoworkbutchoosesnottodoso,thedistrictmayrequiretheemployeetoreimbursethedistrict’sshareofinsurancepremiumspaidduringanyportionofFMLwhentheemployeewasonunpaidleave.Iftheemployeefailstoreturntoworkforareasonbeyondtheemployee’scontrol,suchasacontinuingpersonalorfamilyserioushealthconditionoraspouse




beingunexpectedlytransferredmorethan75milesfromthedistrict,thedistrictmaynotrequiretheemployeetoreimbursethedistrict’sshareofpremiumspaid.DistrictContact:EmployeesthatrequireFMLleaveorhavequestionsshouldcontactthebusinessofficefordetailsoneligibility,requirements,andlimitations.

TemporaryDisabilityLeaveCertifiedEmployees:Anyfull-timeemployeewhosepositionrequirescertificationfromtheStateBoardforEducatorCertification(SBEC)iseligiblefortemporarydisabilityleave.Thepurposeoftemporarydisabilityleaveistoprovidejobprotectiontofull-timeeducatorswhocannotworkforanextendedperiodoftimebecauseofamentalorphysicaldisabilityofatemporarynature.Temporarydisabilityleavemustbetakenasacontinuousblockoftime.Itmaynotbetakenintermittentlyoronareducedschedule.Pregnancyandconditionsrelatedtopregnancyaretreatedthesameasanyothertemporarydisability.Employeesmustrequestapprovalfortemporarydisabilityleave.Anemployee’snotificationofneedforextendedabsenceduetotheemployee’sownmedicalconditionshallbeacceptedasarequestfortemporarydisabilityleave.Therequestmustbeaccompaniedbyaphysician’sstatementconfirmingtheemployee’sinabilitytoworkandestimatingaprobabledateofreturn.Ifdisabilityleaveisapproved,thelengthofleaveisnolongerthan180calendardays.Ifanemployeeisplacedontemporarydisabilityleaveinvoluntarily,heorshehastherighttorequestahearingbeforetheboardoftrustees.Theemployeemayprotesttheactionandpresentadditionalevidenceoffitnesstowork.Whenanemployeeisreadytoreturntowork,thesuperintendentshouldbenotifiedatleast30daysinadvance.Thereturn-to-worknoticemustbeaccompaniedbyaphysician’sstatementconfirmingthattheemployeeisabletoresumeregularduties.Certifiedemployeesreturningfromleavewillbereinstatedtotheschooltowhichtheywerepreviouslyassignedassoonasanappropriatepositionisavailable.Ifanappropriatepositionisnotavailabletheemployeemaybeassignedtoanothercampus,subjecttotheapprovalofthecampusprincipal.Ifapositionisnotavailablebeforetheendoftheschoolyear,theemployeewillbereinstatedtoapositionattheoriginalcampusatthebeginningofthefollowingschoolyear.




Workers’CompensationBenefitsAnemployeeabsentfromdutybecauseofajob-relatedillnessorinjurymaybeeligibleforworkers’compensationweeklyincomebenefitsiftheabsenceexceedssevencalendardays.Anemployeereceivingworkers’compensationwagebenefitsforajob-relatedillnessorinjurymaychoosetouseaccumulatedsickleaveoranyotherpaidleavebenefits.Anemployeechoosingtousepaidleavewillnotreceiveworkers’compensationweeklyincomebenefitsuntilallpaidleaveisexhaustedortotheextentthatpaidleavedoesnotequalthepre-illnessor-injurywage.Iftheuseofpaidleaveisnotelected,thentheemployeewillonlyreceiveworkers’compensationwagebenefitsforanyabsenceresultingfromawork-relatedillnessorinjury,whichmaynotequalhisorherpre-illnessor-injurywage.

AssaultLeaveAssaultleaveprovidesextendedjobincomeandbenefitsprotectiontoanemployeewhoisinjuredastheresultofaphysicalassaultsufferedduringtheperformanceofhisorherjob.Anincidentinvolvinganassaultisawork-relatedinjuryandshouldbeimmediatelyreportedtosuperintendent.

Aninjuryistreatedasanassaultifthepersoncausingtheinjurycouldbeprosecutedforassaultorcouldnotbeprosecutedonlybecausethatperson’sageormentalcapacityrendersthepersonnon-responsibleforpurposesofcriminalliability.Anemployeewhoisphysicallyassaultedatworkmaytakealltheleavetimemedicallynecessary(uptotwoyears)torecoverfromthephysicalinjuriesheorshesustained.Attherequestofanemployee,thedistrictwillimmediatelyassigntheemployeetoassaultleave.Daysofleavegrantedundertheassaultleaveprovisionwillnotbedeductedfromaccruedpersonalleaveandmustbecoordinatedwithworkers’compensationbenefits.Uponinvestigationthedistrictmaychangetheassaultleavestatusandchargeleaveusedagainsttheemployee’saccruedpaidleave.Theemployee’spaywillbedeductedifaccruedpaidleaveisnotavailable.


RevisedAugust2019



BereavementLeave

Bereavementleaveisgrantedforimmediatefamily.Anemployeeisallowedupto5daysforbereavementleave.Iftheemployeehasavailableleaveintheirleavebanktheycanusetheirleaveforthosedays.Iftheemployeedoesnothaveanyavailableleavetheywillbedockedtheirdailyrateduringtheirbereavementleave.

JuryDuty

Thedistrictprovidespaidleavetoemployeeswhoaresummonedtojuryduty,includingserviceonagrandjury.Employeeswhoreporttothecourtforjurydutymaykeepanycompensationthecourtprovides.Anemployeeshouldreportasummonsforjurydutytohisorhersupervisorassoonasitisreceivedandmayberequiredtoprovidethedistrictacopyofthesummonstodocumenttheneedforleave.

Anemployeemayberequiredtoreportbacktoworkassoonastheyarereleasedfromjuryduty.Thesupervisormayconsiderthetraveltimerequiredandthenatureoftheindividual’spositionwhendeterminingtheneedtoreporttowork.Acopyofthereleasefromjurydutyordocumentationoftimespentatthecourtmayberequired.

CompliancewithaSubpoenaEmployeeswillbepaidwhileonleavetocomplywithavalidsubpoenatoappearinacivil,criminal,legislative,oradministrativeproceedingandwillnotberequiredtousepersonalleave.Employeesmayberequiredtosubmitdocumentationoftheirneedforleaveforcourtappearances.

TruancyCourtAppearances

Anemployeewhoisaparentorguardianofachildandanycourt-appointedguardianadlitemofachildwhoisrequiredtomissworktoattendatruancycourthearingmayusepersonalleaveorcompensatorytimefortheabsence.Employeeswhodonothavepaidleaveavailablewillbedockedforanyabsencerequiredbecauseofthecourtappearance.

ReligiousObservance

Thedistrictwillreasonablyaccommodateanemployee’srequestforabsenceforareligiousholidayorobservance.Accommodationssuchaschangestoworkschedulesorapprovingadayofabsencewillbemadeunlesstheyposeanunduehardshiptothedistrict.Theemployeemayuseanyaccumulatedpersonalleaveforthispurpose.Employeeswhohaveexhaustedapplicablepaidleavemaybegrantedanunpaiddayofabsence.


RevisedAugust2019



MilitaryLeavePaidLeaveforMilitaryService:AnyemployeewhoisamemberoftheTexasNationalGuard,TexasStateGuard,reservecomponentoftheUnitedStatesArmedForces,oramemberofastateorfederallyauthorizedUrbanSearchandRescueTeamisentitledtopaidleaveforwhenengagedinauthorizedtrainingordutyordersbyproperauthority.Paidmilitaryleaveislimitedto15dayseachfiscalyear.Inaddition,anemployeeisentitledtouseavailablestateandlocalpersonalorsickleaveduringatimeofactivemilitaryservice.ReemploymentafterMilitaryLeave:EmployeeswholeavethedistricttoenterintotheUnitedStatesuniformedservicesorwhoareorderedtoactivestatemilitaryduty(TexasNationalGuardorTexasStateGuard)mayreturntoemploymentiftheyarehonorablydischarged.Employeeswhowishtoreturntothedistrictwillbereemployedinthepositionprovidedtheycanbequalifiedtoperformtherequiredduties.

Employeesreturningtoworkfollowingmilitaryleaveshouldcontactthesuperintendent.Inmostcases,thelengthoffederalmilitaryservicecannotexceedfiveyears.ContinuationofHealthInsurance:Employeeswhoperformserviceintheuniformedservicesmayelecttocontinuetheirhealthplancoverageattheirowncostforaperiodnottoexceed24months.EmployeesshouldcontacttheBusinessOfficefordetailsoneligibility,requirements,andlimitations.




EMPLOYEERELATIONSANDCOMMUNICATIONS

EmployeeRecognitionandAppreciationContinuouseffortsaremadethroughouttheyeartorecognizeemployeeswhomakeanextraefforttocontributetothesuccessofthedistrict.Employeesarerecognizedatboardmeetingsandthroughspecialeventsandactivities.

DistrictCommunicationsThroughouttheschoolyear,thecampusprincipalsanddistrictwebsitepublishnewsletters,brochures,fliers,calendars,newsreleases,andothercommunicationmaterials.Thesepublicationsofferemployeesandthecommunityinformationpertainingtoschoolactivitiesandachievements.

COMPLAINTSANDGRIEVANCES

PolicyDGBAInanefforttohearandresolveemployeeconcernsorcomplaintsinatimelymannerandatthelowestadministrativelevelpossible,theboardhasadoptedanorderlygrievanceprocess.Employeesareencouragedtodiscusstheirconcernsorcomplaintswiththeirsupervisorsoranappropriateadministratoratanytime.Theformalprocessprovidesallemployeeswithanopportunitytobehearduptothehighestlevelofmanagementiftheyaredissatisfiedwithanadministrativeresponse.Oncealladministrativeproceduresareexhausted,employeescanbringconcernsorcomplaintstotheboardoftrustees.Foreaseofreference,thedistrict’spolicyconcerningtheprocessofbringingconcernsandcomplaintsmaybefoundathttp://www.panhandleisd.net




EMPLOYEECONDUCTANDWELFARE

StandardsofConductPolicyDHAllemployeesareexpectedtoworktogetherinacooperativespirittoservethebestinterestsofthedistrictandtobecourteoustostudents,oneanother,andthepublic.Employeesareexpectedtoobservethefollowingstandardsofconduct:● Recognizeandrespecttherightsofstudents,parents,otheremployees,andmembers

ofthecommunity.● Maintainconfidentialityinallmattersrelatingtostudentsandcoworkers.● Reporttoworkaccordingtotheassignedschedule.● Notifytheirimmediatesupervisorinadvanceorasearlyaspossibleintheeventthat

theymustbeabsentorlate.Unauthorizedabsences,chronicabsenteeism,tardiness,andfailuretofollowproceduresforreportinganabsencemaybecausefordisciplinaryaction.

● Knowandcomplywithdepartmentanddistrictpoliciesandprocedures.● Expressconcerns,complaints,orcriticismthroughappropriatechannels.● Observeallsafetyrulesandregulationsandreportinjuriesorunsafeconditionstoa

supervisorimmediately.● Usedistricttime,funds,andpropertyforauthorizeddistrictbusinessandactivities

only.● PISDSchoolvehiclesandtransportationshouldonlybeusedandoperatedby

authorizedPISDschoolemployeesatauthorizedschoolactivities.Alldistrictemployeesshouldperformtheirdutiesinaccordancewithstateandfederallaw,districtpoliciesandprocedures,andethicalstandards.Violationofpolicies,regulations,orguidelines,includingintentionallymakingafalseclaim,offeringfalsestatements,orrefusingtocooperatewithadistrictinvestigationmayresultindisciplinaryaction,includingtermination.Allegedincidentsofcertainmisconductbyeducators,includinghavingacriminalrecord,mustbereportedtoSBECnotlaterthantheseventhdaythesuperintendentfirstknewoftheincident.SeeReportstoTexasEducationAgency,page47foradditionalinformation.TheEducators’sCodeofEthics,adoptedbytheStateBoardforEducatorCertification,whichalldistrictemployeesmustadhereto,isreprintedbelow:




TexasEducators’CodeofEthics

PurposeandScope

TheTexaseducatorshallcomplywithstandardpracticesandethicalconducttowardstudents,professionalcolleagues,schoolofficials,parents,andmembersofthecommunityandshallsafeguardacademicfreedom.TheTexaseducator,inmaintainingthedignityoftheprofession,shallrespectandobeythelaw,demonstratepersonalintegrity,andexemplifyhonestyandgoodmoralcharacter.TheTexaseducator,inexemplifyingethicalrelationswithcolleagues,shallextendjustandequitabletreatmenttoallmembersoftheprofession.TheTexaseducator,inacceptingapositionofpublictrust,shallmeasuresuccessbytheprogressofeachstudenttowardrealizationofhisorherpotentialasaneffectivecitizen.TheTexaseducator,infulfillingresponsibilitiesinthecommunity,shallcooperatewithparentsandotherstoimprovethepublicschoolsofthecommunity.Thischaptershallapplytoeducatorsandcandidatesforcertification.(19TAC247.1(b)).

EnforceableStandards

1.ProfessionalEthicalConduct,Practices,andPerformance

Standard1.1Theeducatorshallnotknowinglyengageindeceptivepracticesregardingofficialpoliciesoftheschooldistrictoreducationalinstitution.Standard1.2Theeducatorshallnotintentionally,knowingly,orrecklesslymisappropriate,divert,orusemonies,personnel,property,orequipmentcommittedtohisorherchargeforpersonalgainoradvantage.Standard1.3Theeducatorshallnotsubmitfraudulentrequestsforreimbursement,expenses,orpay.Standard1.4Theeducatorshallnotuseinstitutionalorprofessionalprivilegesforpersonalorpartisanadvantage.Standard1.5Theeducatorshallneitheracceptnoroffergratuities,gifts,orfavorsthatimpairprofessionaljudgmentortoobtainspecialadvantage.Thisstandardshallnotrestricttheacceptanceofgiftsortokensofferedandacceptedopenlyfromstudents,parents,orotherpersonsororganizationsinrecognitionorappreciationofservice.Standard1.6Theeducatorshallnotfalsifyrecords,ordirectorcoerceotherstodoso.Standard1.7Theeducatorshallcomplywithstateregulations,writtenlocalschoolboardpolicies,andotherapplicablestateandfederallaws.Standard1.8Theeducatorshallapplyfor,accept,offer,orassignapositionoraresponsibilityonthebasisofprofessionalqualifications.Standard1.9Theeducatorshallnotmakethreatsofviolenceagainstschooldistrictemployees,schoolboardmembers,students,orparentsofstudents.Standard1.10Theeducatorshallbeofgoodmoralcharacterandbeworthytoinstructorsupervisetheyouthofthisstate.




Standard1.11Theeducatorshallnotintentionally,knowingly,orrecklesslymisrepresenthisorheremploymenthistory,criminalhistory,and/ordisciplinaryrecordwhenapplyingforsubsequentemployment.Standard1.12Theeducatorshallrefrainfromtheillegaluseordistributionofcontrolledsubstancesand/orabuseofprescriptiondrugsandtoxicinhalants.Standard1.13Theeducatorshallnotbeundertheinfluenceofalcoholorconsumealcoholicbeveragesonschoolpropertyorduringschoolactivitieswhenstudentsarepresent.

2.EthicalConducttowardProfessionalColleagues

Standard2.1Theeducatorshallnotrevealconfidentialhealthorpersonnelinformationconcerningcolleaguesunlessdisclosureserveslawfulprofessionalpurposesorisrequiredbylaw.Standard2.2Theeducatorshallnotharmothersbyknowinglymakingfalsestatementsaboutacolleagueortheschoolsystem.Standard2.3Theeducatorshalladheretowrittenlocalschoolboardpoliciesandstateandfederallawsregardingthehiring,evaluation,anddismissalofpersonnel.Standard2.4Theeducatorshallnotinterferewithacolleague'sexerciseofpolitical,professional,orcitizenshiprightsandresponsibilities.Standard2.5Theeducatorshallnotdiscriminateagainstorcoerceacolleagueonthebasisofrace,color,religion,nationalorigin,age,sex,disability,orfamilystatus.Standard2.6Theeducatorshallnotusecoercivemeansorpromiseofspecialtreatmentinordertoinfluenceprofessionaldecisionsorcolleagues.Standard2.7TheeducatorshallnotretaliateagainstanyindividualwhohasfiledacomplaintwiththeSBECunderthischapter.

3.EthicalConducttowardStudents

Standard3.1Theeducatorshallnotrevealconfidentialinformationconcerningstudentsunlessdisclosureserveslawfulprofessionalpurposesorisrequiredbylaw.Standard3.2Theeducatorshallnotknowinglytreatastudentinamannerthatadverselyaffectsthestudent'slearning,physicalhealth,mentalhealth,orsafety.Standard3.3Theeducatorshallnotdeliberatelyorknowinglymisrepresentfactsregardingastudent.Standard3.4Theeducatorshallnotexcludeastudentfromparticipationinaprogram,denybenefitstoastudent,orgrantanadvantagetoastudentonthebasisofrace,color,sex,disability,nationalorigin,religion,orfamilystatus.Standard3.5Theeducatorshallnotengageinphysicalmistreatmentofastudent.Standard3.6Theeducatorshallnotsolicitorengageinsexualconductoraromanticrelationshipwithastudentorminor.




Standard3.7Theeducatorshallnotfurnishalcoholorillegal/unauthorizeddrugstoanystudentorknowinglyallowanystudenttoconsumealcoholorillegal/unauthorizeddrugsinthepresenceoftheeducator.Standard3.8Theeducatorshallmaintainappropriateprofessionaleducator-studentrelationshipsandboundariesbasedonareasonablyprudenteducatorstandard.Standard3.9Theeducatorshallrefrainfrominappropriatecommunicationwithastudentorminor,including,butnotlimitedto,electroniccommunicationsuchascellphone,textmessaging,email,instantmessaging,blogging,orothersocialnetworkcommunication.Factorsthatmaybeconsideredinassessingwhetherthecommunicationisinappropriateinclude,butarenotlimitedto:

(i) thenature,purpose,timing,andamountofthecommunication;(ii) thesubjectmatterofthecommunication;(iii) whetherthecommunicationwasmadeopenlyortheeducatorattempted

toconcealthecommunication;(iv) whetherthecommunicationcouldbereasonablyinterpretedassoliciting

sexualcontactoraromanticrelationship;(v) whetherthecommunicationwassexuallyexplicit;and(vi) whetherthecommunicationinvolveddiscussion(s)ofthephysicalor

sexualattractivenessorthesexualhistory,activities,preferences,orfantasiesofeithertheeducatororthestudent.

Discrimination,Harassment,andRetaliationPoliciesDH,DIAEmployeesshallnotengageinprohibitedharassment,includingsexualharassment,ofotheremployees,unpaidinterns,studentteachers,orstudents.Whileactinginthecourseoftheiremployment,employeesshallnotengageinprohibitedharassmentofotherpersons,includingboardmembers,vendors,contractors,volunteers,orparents.Asubstantiatedchargeofharassmentwillresultindisciplinaryaction.Individualswhobelievetheyhavebeendiscriminatedorretaliatedagainstorharassedareencouragedtopromptlyreportsuchincidentstothecampusprincipal,supervisor,orappropriatedistrictofficial.Ifthecampusprincipal,supervisor,ordistrictofficialisthesubjectofacomplaint,theemployeeshouldreportthecomplaintdirectlytothesuperintendent.Acomplaintagainstthesuperintendentmaybemadedirectlytotheboard.Thedistrict’spolicythatincludesdefinitionsandproceduresforreportingandinvestigatingdiscrimination,harassment,andretaliationisDIA(Local)andmaybefoundathttp://www.panhandlisd.net




HarassmentofStudentsPoliciesDH,DHB,FFG,FFH,FFISexualandotherharassmentofstudentsbyemployeesareformsofdiscriminationandareprohibitedbylaw.Romanticorinappropriatesocialrelationshipsbetweenstudentsanddistrictemployeesareprohibited.Employeeswhosuspectastudentmayhaveexperiencedprohibitedharassmentareobligatedtoreporttheirconcernstothecampusprincipalorotherappropriatedistrictofficial.Allallegationsofprohibitedharassmentofastudentwillbereportedtothestudent’sparentsandpromptlyinvestigated.Anemployeewhoknowsoforsuspectschildabusemustalsoreporthisorherknowledgeorsuspiciontotheappropriateauthorities,asrequiredbylaw.SeeReportingsuspectedchildabuse,foradditionalinformation.Thedistrict’spolicythatincludesdefinitionsandproceduresforreportingandinvestigatingharassmentofstudentsisFFH(Local)andmaybefoundathttp://www.panhandleisd.net.Thedistrict’slegalpolicythatincludesthedefinitionofsolicitationofaromanticrelationshipisDHB(Legal)andmaybefoundathttp://www.panhandleisd.net.ReportingSuspectedChildAbusePoliciesDG,FFG,GRAAllemployeesarerequiredbystatelawtoreportanysuspectedchildabuseorneglecttoalawenforcementagency,TexasFamilyCode§26.001ChildProtectiveServices(CPS),orappropriatestateagency(e.g.,stateagencyoperating,licensing,certifying,orregisteringafacility)within48hoursoftheeventthatledtothesuspicion.Allegedabuseorneglectinvolvingapersonresponsibleforthecare,custody,orwelfareofthechild(includingateacher)mustbereportedtoCPS.Employeesarealsorequiredtomakeareportiftheyhavecausetobelievethatanadultwasavictimofabuseorneglectasachildandtheydetermineingoodfatherthatadisclosureoftheinformationisnecessarytoprotectthehealthandsafetyofanotherchild,elderlyperson,ordisabledperson.ReportstoChildProtectiveServicescanbemadeonlineathttps://www.txabusehotline.org/Login/Default.aspxtheTexasAbuseHotline(800-252-5400).Statelawspecifiesthatanemployeemaynotdelegatetoorrelyonanotherpersonoradministratortomakethereport.Understatelaw,anypersonreportingorassistingintheinvestigationofreportedchildabuseorneglectisimmunefromliabilityunlessthereportismadeinbadfaithorwithmaliciousintent.Inaddition,thedistrictisprohibitedfromtakinganadverseemploymentactionagainstacertifiedorlicensedprofessionalwho,ingoodfaith,reportschildabuse




orneglectorwhoparticipatesinaninvestigationregardinganallegationofchildabuseorneglect.Anemployee’sfailuretomaketherequiredreportchildabusemayresultinprosecutionforthecommissionofaClassAmisdemeanor.Theoffenseoffailuretoreportbyaprofessionalmaybeastatejailfelonyifitisshowntheindividualintendedtoconcealtheabuseorneglect.Inaddition,acertifiedemployee’sfailuretoreportsuspectedchildabusemayresultindisciplinaryproceduresbySBECforaviolationoftheTexasEducatorsCodeofEthics.Employeeswhosuspectthatastudenthasbeenormaybeabusedorneglectedshouldalsoreporttheirconcernstothecampusprincipal.Thisincludesstudentswithdisabilitieswhoarenolongerminors.Employeesarenotrequiredtoreporttheirconcerntotheprincipalbeforemakingareporttotheappropriateagency.Reportingtheconcerntotheprincipaldoesnotrelievetheemployeeoftherequirementtoreportittotheappropriatestateagency.Inaddition,employeesmustcooperatewithchildabuseandneglectinvestigators.Interferencewithachildabuseinvestigationbydenyinganinterviewer’srequesttointerviewastudentatschoolorrequiringthepresenceofaparentorschooladministratoragainstthedesiresofthedulyauthorizedinvestigatorisprohibited.

SexualAbuseandMaltreatmentofChildrenThedistricthasestablishedaplanforaddressingchildsexualabuse,whichmaybeaccessedathttp://www.panhandleisd.net.Asanemployee,itisimportantforyoutobeawareofwarningsignsthatcouldindicateachildmayhavebeenorisbeingsexuallyabused.SexualabuseintheTexasFamilyCodeisdefinedasanysexualconductharmfultoachild’smental,emotional,orphysicalwelfareaswellasafailuretomakeareasonableefforttopreventsexualconductwithachild.AnyonewhosuspectsthatachildhasbeenormaybeabusedorneglectedhasalegalresponsibilityunderstatelawforreportingthesuspectedabuseorneglectfollowingtheproceduresdescribedaboveinReportingSuspectedChildAbuse.

ReportingCrimePolicyDGTheTexasWhistleblowerActprotectsdistrictemployeeswhomakegoodfaithreportsofviolationsoflawbythedistricttoanappropriatelawenforcementauthority.Thedistrictisprohibitedfromsuspending,terminatingtheemploymentof,ortakingotheradversepersonnelactionagainst,anemployeewhomakesareportundertheAct.Statelawalsoprovidesemployeeswiththerighttoreportacrimewitnessedattheschooltoanypeaceofficerwithauthoritytoinvestigatethecrime.38 PanhandleISDEmployeeHandbook

RevisedAugust2019



FraudandFinancialImproprietyPolicyCAAAllemployeesshouldactwithintegrityanddiligenceindutiesinvolvingthedistrict’sfinancialresources.Thedistrictprohibitsfraudandfinancialimpropriety,asdefinedbelow.Fraudandfinancialimproprietyincludethefollowing:

● Forgeryorunauthorizedalterationofanydocumentoraccountbelongingtothedistrict

● Forgeryorunauthorizedalterationofacheck,bankdraft,oranyotherfinancialdocument

● Misappropriationoffunds,securities,supplies,orotherdistrictassetsincludingemployeetime

● Improprietyinthehandlingofmoneyorreportingofdistrictfinancialtransactions● Profiteeringasaresultofinsiderknowledgeofdistrictinformationoractivities● Unauthorizeddisclosureofconfidentialorproprietaryinformationtooutside

parties● Unauthorizeddisclosureofinvestmentactivitiesengagedinorcontemplatedby

thedistrict● Acceptingorseekinganythingofmaterialvaluefromcontractors,vendors,or

otherpersonsprovidingservicesormaterialstothedistrict,exceptasotherwisepermittedbylawordistrictpolicy

● Inappropriatelydestroying,removing,orusingrecords,furniture,fixtures,orequipment

● Failingtoprovidefinancialrecordsrequiredbyfederal,state,orlocalentities● Failuretodiscloseconflictsofinterestasrequiredbylawordistrictpolicy● Anyotherdishonestactregardingthefinancesofthedistrict● Failuretocomplywithrequirementsimposedbylaw,theawardingagency,ora

pass-throughentityforstateandfederalawards

ConflictofInterestPolicyCB,DBDEmployeesarerequiredtodiscloseinwritingtothedistrictanysituationthatcreatesapotentialconflictofinterestwithproperdischargeofassigneddutiesandresponsibilitiesorcreatesapotentialconflictofinterestwiththebestinterestsofthedistrict.Thisincludesthefollowing:

● Apersonalfinancialinterest● Abusinessinterest● Anyotherobligationorrelationship● Non-schoolemployment

Employeesshouldcontacttheirsupervisorforadditionalinformation.39 PanhandleISDEmployeeHandbook

RevisedAugust2019



GiftsandFavorsPolicyDBDEmployeesmaynotacceptgiftsorfavorsthatcouldinfluence,orbeconstruedtoinfluence,theemployee’sdischargeofassignedduties.Theacceptanceofagift,favor,orservicebyanadministratororteacherthatmightreasonablytendtoinfluencetheselectionoftextbooks,electronictextbooks,instructionalmaterialsortechnologicalequipment,mayresultinprosecutionofaClassBmisdemeanoroffense.Thisdoesnotincludestaffdevelopment,teachertraining,orinstructionalmaterials,suchasmapsorworksheetsthatconveyinformationtostudentsorcontributetothelearningprocess.

CopyrightedMaterialsPolicyCYEmployeesareexpectedtocomplywiththeprovisionsoffederalcopyrightlawrelatingtotheunauthorizeduse,reproduction,distribution,performance,ordisplayofcopyrightedmaterials(i.e.,printedmaterial,videos,computerdataandprograms,etc.).Electronicmedia,includingmotionpicturesandotheraudiovisualworks,aretobeusedintheclassroomforinstructionalpurposesonly.Duplicationorbackupofcomputerprogramsanddatamustbemadewithintheprovisionsofthepurchaseagreement.

CharitableContributionsPolicyDGTheBoardoranyemployeemaynotdirectlyorindirectlyrequireorcoerceanemployeetomakeacontributiontoacharitableorganizationorinresponsetoafundraiser.Employeescannotberequiredtoattendameetingcalledforthepurposeofsolicitingcharitablecontributions.Inaddition,theBoardoranyemployeemaynotdirectlyorindirectlyrequireorcoerceanemployeetorefrainfrommakingacontributiontoacharitableorganizationorinresponsetoafundraiserorattendingameetingcalledforthepurposeofsolicitingcharitablecontributions.AssociationsandPoliticalActivitiesPolicyDGAThedistrictwillnotdirectlyorindirectlydiscourageemployeesfromparticipatinginpoliticalaffairsorrequireanyemployeetojoinanygroup,club,committee,organization,orassociation.Employeesmayjoinorrefusetojoinanyprofessionalassociationororganization.Anindividual’semploymentwillnotbeaffectedbymembershiporadecisionnottobeamemberofanyemployeeorganizationthatexistsforthepurposeofdealingwithemployersconcerninggrievances,labordisputes,wages,ratesofpay,hoursof40 PanhandleISDEmployeeHandbook

RevisedAugust2019



employment,orconditionsofwork.Useofdistrictresources,includingworktime,forpoliticalactivitiesisprohibited.

Thedistrictencouragespersonalparticipationinthepoliticalprocess,includingvot-ing.Employeeswhoneedtobeabsentfromworktovoteduringtheearlyvotingperiodoronelectiondaymustcommunicatewiththeirimmediatesupervisorpriortotheabsence.

SafetyPolicyCKseriesThedistricthasdevelopedandpromotesacomprehensiveprogramtoensurethesafetyofitsemployees,students,andvisitors.Thesafetyprogramincludesguidelinesandproceduresforrespondingtoemergenciesandactivitiestohelpreducethefrequencyofaccidentsandinjuries.SeeEmergenciesforadditionalinformation.Topreventorminimizeinjuriestoemployees,coworkers,andstudentsandtoprotectandconservedistrictequipment,employeesmustcomplywiththefollowingrequirements:● Observeallsafetyrules.● Keepworkareascleanandorderlyatalltimes.● Immediatelyreportallaccidentstotheirsupervisor.● Operateonlyequipmentormachinesforwhichtheyhavetrainingandauthorization.

Whiledrivingondistrictbusiness,employeesarerequiredtoabidebyallstateandlocaltrafficlaws.Employeesdrivingondistrictbusinessareprohibitedfromtextingandusingotherelectronicdevicesthatrequirebothvisualandmanualattentionwhilethevehicleisinmotion.Employeeswillexercisecareandsoundjudgmentonwhethertousehands-freetechnologywhilethevehicleisinmotion.

Employeeswithquestionsorconcernsrelatingtosafetyprogramsandissuescancontactthesuperintendent.

AlcoholandDrug-AbusePreventionPoliciesDHPanhandleISDiscommittedtomaintaininganalcohol-anddrug-freeenvironmentandwillnottoleratetheuseofalcoholandillegaldrugsintheworkplaceandatschool-relatedorschool-sanctionedactivitiesonoroffschoolproperty.EmployeeswhouseorareundertheinfluenceofalcoholorillegaldrugsasdefinedbytheTexasControlledSubstancesActduringworkinghoursmaybedismissed.Thedistrict’spolicyregardingemployeealcoholanddrugusemaybefoundathttp://www.panhandleisd.net41 PanhandleISDEmployeeHandbook

RevisedAugust2019



TobaccoProductsandE-CigaretteUsePoliciesDH,FNCDGKAStatelawprohibitssmoking,usingtobaccoproducts,ore-cigarettesonalldistrict-ownedpropertyandatschool-relatedorschool-sanctionedactivities,onoroffschoolproperty.Thisincludesallbuildings,playgroundareas,parkingfacilities,andfacilitiesusedforathleticsandotheractivities.Driversofdistrict-ownedvehiclesareprohibitedfromsmoking,usingtobaccoproducts,ore-cigaretteswhileinsidethevehicle.Noticesstatingthatsmokingisprohibitedbylawandpunishablebyafinearedisplayedinprominentplacesinallschoolbuildings.

CriminalHistoryBackgroundChecksPolicyDBAAEmployeesmaybesubjecttoareviewoftheircriminalhistoryrecordinformationatanytimeduringemployment.Nationalcriminalhistorychecksbasedonanindividual’sfingerprints,photo,andotheridentificationwillbeconductedoncertainemployeesandenteredintotheTexasDepartmentofPublicSafety(DPS)Clearinghouse.ThisdatabaseprovidesthedistrictandSBECwithaccesstoanemployee’scurrentnationalcriminalhistoryandupdatestotheemployee’ssubsequentcriminalhistory.

EmployeeArrestsandConvictionsPolicyDHAnemployeemustnotifyhisorherprincipalorimmediatesupervisorwithinthreecalendardaysofanyarrest,indictment,conviction,nocontestorguiltyplea,orotheradjudicationofanyfelony,andanyoftheotheroffenseslistedbelow:● Crimesinvolvingschoolpropertyorfunds● Crimesinvolvingattemptbyfraudulentorunauthorizedmeanstoobtainoralterany

certificateorpermitthatwouldentitleanypersontoholdorobtainapositionasaneducator

● Crimesthatoccurwhollyorinpartonschoolpropertyorataschool-sponsoredactivity

● CrimesinvolvingmoralturpitudeMoralturpitudeincludes,butisnotlimitedto,thefollowing:● Dishonesty● Fraud● Deceit● Theft● Misrepresentation42 PanhandleISDEmployeeHandbook

RevisedAugust2019



● Deliberateviolence● Base,vile,ordepravedactsthatareintendedtoarouseorgratifythesexualdesireof

theactor● Crimesinvolvinganyfelonypossessionorconspiracytopossess,orany

misdemeanororfelonytransfer,sale,distribution,orconspiracytotransfer,sell,ordistributeanycontrolledsubstance

● Feloniesinvolvingwhileintoxicated(DWI)● ActsconstitutingabuseorneglectunderSBECRulesIfanEducatorisarrestedorcriminallycharged,thesuperintendentisalsorequiredtoreporttheeducator’scriminalhistorytotheDivisionofInvestigationofTEA.

PossessionofFirearmsandWeaponsPoliciesDH,FNCG,GKA

Employees,visitors,andstudents,includingthosewithalicensetocarryahandgun,areprohibitedfrombringingfirearms,knives,clubsorotherprohibitedweaponsontoschoolpremises(i.e.,buildingorportionofabuilding)oranygroundsorbuildingwhereaschool-sponsoredactivitytakesplace.Aperson,includinganemployeewhoholdsalicensetocarryahandgunmaytransportorstoreahandgunorotherfirearmorammunitioninalockedvehicleinaparkinglot,garage,orotherdistrictprovidedparkingarea,providedthehandgunorfirearmorammunitionisproperlystored,andnotinplainview.Toensurethesafetyofallpersons,employeeswhoobserveorsuspectaviolationofthedistrict’sweaponspolicyshouldreportittotheirsupervisororcalltheSuperintendentimmediately.

VisitorsintheWorkplacePolicyGKCAllvisitorsareexpectedtoenteranydistrictfacilitythroughthemainentranceandsigninorreporttothebuilding’smainoffice.Authorizedvisitorswillreceivedirectionsorbeescortedtotheirdestination.Employeeswhoobserveanunauthorizedindividualonthedistrictpremisesshouldimmediatelydirecthimorhertothebuildingofficeorcontacttheadministratorincharge.




TechnologyResourcesPolicyCQThedistrict’stechnologyresources,includingitsnetworks,computersystems,emailaccounts,devicesconnectedtoitsnetworks,andalldistrict-owneddevicesusedonoroffschoolproperty,areprimarilyforadministrativeandinstructionalpurposes.Limitedpersonaluseofthesystemispermittediftheuse:● Imposesnotangiblecosttothedistrict● Doesnotundulyburdenthedistrict’scomputerornetworkresources● Hasnoadverseeffectonjobperformanceoronastudent’sacademicperformanceElectronicmailtransmissionsandotheruseofthetechnologyresourcesarenotconfidentialandcanbemonitoredatanytimetoensureappropriateuse.Employeesarerequiredtoabidebytheprovisionsoftheacceptableuseagreementandadministrativeprocedures.Failuretodosocanresultinsuspensionofaccessorterminationofprivilegesandmayleadtodisciplinaryandlegalaction.EmployeeswithquestionsaboutcomputeruseanddatamanagementcancontactRustyHowes.

PersonalUseofElectronicCommunicationsPolicyCQ,DHElectronicmediaincludesallformsofsocialmedia,suchastextmessaging,instantmessaging,electronicmail(e-mail),weblogs(blogs),wikis,electronicforums(chatrooms),video-sharingwebsites(e.g.,YouTube),editorialcommentspostedontheInternet,andsocialnetworksites(e.g.,Facebook,Twitter,LinkedIn,Instagram).Electronicmediaalsoincludesallformsoftelecommunicationsuchaslandlines,cellphones,andweb-basedapplications.Asrolemodelsforthedistrict’sstudents,employeesareresponsibleforthepublicconductevenwhentheyarenotactingasdistrictemployees.Employeeswillbeheldtothesameprofessionalstandardsintheirpublicuseofelectronicmediaastheyareforanyotherpublicconduct.Ifanemployee’suseofelectronicmediainterfereswiththeemployee’sabilitytoeffectivelyperformhisorherjobduties,theemployeeissubjecttodisciplinaryaction,uptoandincludingterminationofemployment.Ifanemployeewishestouseasocialnetworksiteorsimilarmediaforpersonalpurposes,theemployeeisresponsibleforthecontentontheemployee’spage,includingcontentaddedbytheemployee,theemployees’friends,ormembersofthepublicwhocanaccesstheemployee’spage,andforweblinksontheemployee’spage.Theemployeeisalsoresponsibleformaintainingprivacyappropriatetothecontent.




Anemployeewhouseselectronicmediaforpersonalpurposesshallobservethefollowing:

● Theemployeemaynotsetuporupdatetheemployee’spersonalsocialnetworkpage(s)usingthedistrict’scomputers,network,orequipment.

● Theemployeeshalllimituseofpersonalelectroniccommunicationdevicestosendorreceivecalls,textmessages,pictures,andvideostobreaks,mealtimes,andbeforeandafterscheduledworkhours,unlessthereisanemergencyortheuseisauthorizedbyasupervisortoconductdistrictbusiness.

● Theemployeeshallnotusethedistrict’slogoorothercopyrightedmaterialofthedistrictwithoutexpress,writtenconsent.

● Anemployeemaynotshareorpost,inanyformat,information,videos,orpicturesobtainedwhileondutyorondistrictbusinessunlesstheemployeefirstobtainswrittenapprovalfromtheemployee’simmediatesupervisor.Employeesshouldbecognizantthattheyhaveaccesstoinformationandimagesthat,iftransmittedtothepublic,couldviolateprivacyconcerns.

● Theemployeecontinuestobesubjecttoapplicablestateandfederallaws,localpolicies,administrativeregulations,andtheEducators’CodeofEthics,evenwhencommunicatingregardingpersonalandprivatematters,regardlessofwhethertheemployeeisusingprivateorpublicequipment,onoroffcampus.Theserestrictionsinclude:

o Confidentialityofstudentrecords.[SeePolicyFL]o Confidentialityofhealthorpersonnelinformationconcerningcolleagues,

unlessdisclosureserveslawfulprofessionalpurposesorisrequiredbylaw.[SeePolicyDH(EXHIBIT)]

o Confidentialityofdistrictrecords,includingeducatorevaluationsandprivatee-mailaddresses.[SeePolicyGBA]

o Copyrightlaw[SeePolicyCY]o Prohibitionagainstharmingothersbyknowinglymakingfalsestatements

aboutacolleagueortheschoolsystem.[SeePolicyDH(EXHIBIT)]SeeElectronicCommunicationsbetweenEmployees,Students,andParents,below,forregulationsonemployeecommunicationwithstudentsthroughelectronicmedia.

ElectronicCommunicationsbetweenEmployees,Students,andParentsPolicyDHAcertifiedorlicensedemployee,oranyotheremployeedesignatedinwritingbythesuperintendentoracampusprincipal,maycommunicatethroughelectronicmediawithstudentswhoarecurrentlyenrolledinthedistrict.Theemployeemustcomplywiththeprovisionsoutlinedbelow.Electroniccommunicationsbetweenallotheremployeesandstudentswhoareenrolledinthedistrictareprohibited.




Employeesarenotrequiredtoprovidestudentswiththeirpersonalphonenumberore-mailaddress.

Anemployeeisnotsubjecttotheseprovisionstotheextenttheemployeehasasocialorfamilyrelationshipwithastudent.Forexample,anemployeemayhavearelationshipwithanieceornephew,astudentwhoisthechildofanadultfriend,astudentwhoisafriendoftheemployee’schild,oramemberorparticipantinthesamecivic,social,recreational,orreligiousorganization.Anemployeewhoclaimsanexceptionbasedonasocialrelationshipshallprovidewrittenconsentfromthestudent’sparent.Thewrittenconsentshallincludeanacknowledgementbytheparentthat:

● Theemployeehasprovidedtheparentwithacopyofthisprotocol● Theemployeeandthestudenthaveasocialrelationshipoutsideofschool;● Theparentunderstandsthattheemployee’scommunicationswiththestudentare

exceptedfromdistrictregulation;and● Theparentissolelyresponsibleformonitoringelectroniccommunications

betweentheemployeeandthestudent.Thefollowingdefinitionsapplyfortheuseofelectronicmediawithstudents:

● Electroniccommunicationsmeansanycommunicationfacilitatedbytheuseofanyelectronicdevice,includingatelephone,cellulartelephone,computer,computernetwork,personaldataassistant,orpager.Thetermincludese-mail,textmessages,instantmessages,andanycommunicationmadethroughanInternetwebsite,includingasocialmediawebsiteorasocialnetworkingwebsite.

● Communicatemeanstoconveyinformationandincludesaone-waycommunicationaswellasadialoguebetweentwoormorepeople.Apubliccommunicationbyanemployeethatisnottargetedatstudents(e.g.,apostingontheemployee’spersonalsocialnetworkpageorablog)isnotacommunication:however,theemployeemaybesubjecttodistrictregulationsonpersonalelectroniccommunications.SeePersonalUseofElectronicMedia,above.Unsolicitedcontactfromastudentthroughelectronicmeansisnotacommunication.

● CertifiedorlicensedemployeemeansapersonemployedinapositionrequiringSBECcertificationoraprofessionallicense,andwhosejobdutiesmayrequiretheemployeetocommunicateelectronicallywithstudents.Thetermincludesclassroomteachers,counselors,principals,librarians,paraprofessionals,nurses,educationaldiagnosticians,licensedtherapists,andathletictrainers.




Anemployeewhouseselectronicmediatocommunicatewithstudentsshallobservethefollowing:

● Theemployeeisprohibitedfromknowinglycommunicatingwithstudentsusinganyformofelectroniccommunications,includingmobileandwebapplications,thatarenotprovidedoraccessiblebythedistrictunlessaspecificexceptionisnotedbelow.

● Onlyateacher,trainer,orotheremployeewhohasanextracurriculardutymayusetextmessaging,andthenonlytocommunicatewithstudentswhoparticipateintheextracurricularactivityoverwhichtheemployeehasresponsibility.Anemployeewhocommunicateswithastudentusingtextmessagingshallcomplywiththefollowingprotocol:

○ Theemployeeshallincludeatleastoneofthestudent’sparentsorguardiansasarecipientoneachtextmessagetothestudentsothatthestudentandparentreceivethesamemessage;

● Theemployeeshalllimitcommunicationstomatterswithinthescopeoftheemployee’sprofessionalresponsibilities(e.g.,forclassroomteachers,mattersrelatingtoclasswork,homework,andtests;foranemployeewithanextracurricularduty,mattersrelatingtotheextracurricularactivity).

● Theemployeeisprohibitedfromknowinglycommunicatingwithstudentsthroughapersonalsocialnetworkpage;theemployeemustcreateaseparatesocialnetworkpage(“professionalpage”)forthepurposeofcommunicatingwithstudents.Theemployeemustenableadministrationandparentstoaccesstheemployee’sprofessionalpage.

● Theemployeeshallnotcommunicatedirectlywithanystudentinappropriatelybetweenthehoursof10:00p.m.and6:00a.m.Anemployeemay,however,makepublicpoststoasocialnetworksite,blog,orsimilarapplicationatanytime.

● Theemployeedoesnothavearighttoprivacywithrespecttocommunicationswithstudentsandparents.

● Theemployeecontinuestobesubjecttoapplicablestateandfederallaws,localpolicies,administrativeregulations,andtheCodeofEthicsandStandardPracticesforTexasEducators,including:

• CompliancewiththePublicInformationActandtheFamilyEducationalRightsandPrivacyAct(FERPA),includingretentionandconfidentialityofstudentrecords.[SeePoliciesCPCandFL]

• Copyrightlaw[PolicyCY]• Prohibitionsagainstsolicitingorengaginginsexualconductora

romanticrelationshipwithastudent.[SeePolicyDH]● Uponrequestfromadministration,anemployeewillprovidethephone

number(s),socialnetworksite(s),orotherinformationregardingthemethod(s)of




electronicmediatheemployeeusestocommunicatewithoneormorecurrently-enrolledstudents.

● Uponwrittenrequestfromaparentorstudent,theemployeeshalldiscontinuecommunicatingwiththestudentthroughe-mail,textmessaging,instantmessaging,oranyotherformofone-to-onecommunication.

● Anemployeemayrequestanexceptionfromoneormoreofthelimitationsabovebysubmittingawrittenrequesttohisorherimmediatesupervisor.

● Allstaffarerequiredtouseschoolemailaccountsforallelectroniccommunicationswithparents.Communicationaboutschoolissuesthroughpersonalemailaccountsortextmessagesarenotallowedastheycannotbepreservedinaccordancewiththedistrict’srecordretentionpolicy.

● Anemployeeshallnotifyhisorsupervisorinwritingwithinonebusinessdayifastudentengagesinanimproperelectroniccommunicationwiththeemployee.Theemployeeshoulddescribetheformandcontentoftheelectroniccommunication.

AsbestosManagementPlanPolicyCKAThedistrictiscommittedtoprovidingasafeenvironmentforemployees.Anaccreditedmanagementplannerhasdevelopedanasbestosmanagementplanforeachpieceofdistrictproperty.Acopyofthedistrict’smanagementplaniskeptintheSuperintendent’sofficeandisavailableforinspectionduringnormalbusinesshours.

PestControlTreatmentPolicyCLB,DIEmployeesareprohibitedfromapplyinganypesticideorherbicidewithoutappropriatetrainingandpriorapprovaloftheintegratedpestmanagement(IPM)coordinator.Anyapplicationofpesticideorherbicidemustbedoneinamannerprescribedbylawandthedistrict’sintegratedpestmanagementprogram.Noticesofplannedpestcontroltreatmentwillbepostedinadistrictbuilding48hoursbeforethetreatmentbegins.NoticesaregenerallylocatedinthecorridoroftheAdministrationOffices.Inaddition,individualemployeesmayrequestinwritingtobenotifiedbytelephone,written,orelectronicmeans.Pestcontrolinformationsheetsareavailablefromcampusprincipalsorfacilitymanagersuponrequest




GENERALPROCEDURESBadWeatherClosingThedistrictmaycloseschoolsbecauseofbadweatheroremergencyconditions.Whensuchconditionsexist,theSuperintendentwillmaketheofficialdecisionconcerningtheclosingofthedistrict’sfacilities.Whenitbecomesnecessarytoopenlateorreleasestudentsearly,ortocancelschool,districtofficialswillnotifythefollowingradioandtelevisionstations:

KAMR–Channel4KVII–Channel7KFDA–Channel10

KGNCRadio–710AM

EmergenciesPolicyCKC,CKDAllemployeesshouldbefamiliarwiththesafetyproceduresforrespondingtoemergencies,includingamedicalemergency.Employeesshouldlocateevacuationdiagramspostedintheirworkareasandbefamiliarwithshelterinplace,lockout,andlockdownprocedures.Emergencydrillswillbeconductedtofamiliarizeemployeesandstudentswithsafetyandevacuationprocedures.Eachcampusisequippedwithanautomaticexternaldefibrillator.Fireextinguishersarelocatedthroughoutalldistrictbuildings.Employeesshouldknowthelocationofthesedevicesandproceduresfortheiruse.

PurchasingProceduresPolicyCHAllrequestsforpurchasesmustbesubmittedtothebusinessofficeonanofficialdistrictpurchaseorder(PO)formwiththeappropriateapprovalsignatures.Nopurchases,charges,orcommitmentstobuygoodsorservicesforthedistrictcanbemadewithoutapproval.Thedistrictwillnotreimburseemployeesorassumeresponsibilityforpurchasesmadewithoutauthorization.Employeesarenotpermittedtopurchasesuppliesorequipmentforpersonalusethroughthedistrict’sbusinessoffice.Contactthebusinessofficeforadditionalinformationonpurchasingprocedures.


RevisedAugust2019



NameandAddressChangesItisimportantthatemploymentrecordsbekeptuptodate.Employeesmustnotifythebusinessofficeifthereareanychangesorcorrectionstotheirname,homeaddress,hometelephonenumber,maritalstatus,emergencycontact,orbeneficiary.Theformtoprocessachangeinpersonalinformationcanbeobtainedfromthebusinessoffice.

PersonnelRecordsPolicyDBA,GBAMostdistrictrecords,includingpersonnelrecords,arepublicinformationandmustbereleaseduponrequest.Inmostcases,anemployee’spersonale-mailaddressisconfidentialandmaynotbereleasedwithouttheemployee’spermission.● Address● Phonenumber,includingpersonalcellphonenumber● Informationthatrevealswhethertheyhavefamilymembers● EmergencycontactinformationThechoicetonotallowpublicaccesstothisinformationorchangeanexistingchoicemaybedoneatanytimebysubmittingawrittenrequesttobusinessoffice.Neworterminatedemployeeshave14daysafterhireorterminationtosubmitarequest.Otherwise,personalinformationwillbereleasedtothepublicuntilarequesttowith-holdtheinformationissubmitted.

FacilityUsePoliciesDGA,GKDEmployeeswhowishtousedistrictfacilitiesafterschoolhoursmustfollowestablishedprocedures.Thecampusprincipalisresponsibleforschedulingtheuseoffacilitiesafterschoolhours.Contactthebusinessmanagertorequesttouseschoolfacilitiesandtoobtaininformationonthefeescharged.


RevisedAugust2019



TERMINATIONOFEMPLOYMENT

ResignationsPolicyDFEContractEmployees:Contractemployeesmayresigntheirpositionwithoutpenaltyattheendofanyschoolyearifwrittennoticeisreceivedatleast45daysbeforethefirstdayofinstructionofthefollowingschoolyear.AwrittennoticeofresignationshouldbesubmittedtotheSuperintendent.ContractemployeesmayresignatanyothertimeonlywiththeapprovaloftheSuperintendentortheBoardofTrustees.ResignationwithoutconsentmayresultindisciplinaryactionbytheStateBoardforEducatorCertification(SBEC).

Theprincipalisrequiredtonotifythesuperintendentofaneducator’sresignationfol-lowinganallegedincidentofmisconduct.TheSuperintendentwillnotifySBECwhenanemployeeresignsandreasonableevidenceexiststoindicatethattheemployeehasengagedinanyoftheactslistedinReportstoTexasEducationAgencyonpage52.Non-contractEmployees:Non-contractemployeesmayresigntheirpositionsatanytime.Awrittennoticeofresignationshouldbesubmittedtocampusprincipalsatleasttwoweekspriortotheeffectivedate.Employeesareencouragedtoincludethereasonsforleavingintheletterofresignationbutarenotrequiredtodoso.

DismissalorNon-renewalofContractEmployeesPolicyDFSeriesEmployeesonprobationary,andtermcontractscanbedismissedduringtheschoolyearaccordingtotheproceduresoutlinedindistrictpolicies.Employeesonprobationaryortermcontractscanbenon-renewedattheendofthecontractterm.Contractemployeesdismissedduringtheschoolyear,suspendedwithoutpay,orsubjecttoareductioninforceareentitledtoreceivenoticeoftherecommendedaction,anexplanationofthechargesagainstthem,andanopportunityforahearing.Thetimelinesandprocedurestobefollowedwhenasuspension,termination,ornon-renewaloccurswillbeprovidedwhenawrittennoticeisgiventoanemployee.Advancenotificationrequirementsdonotapplywhenacontractemployeeisdismissedforfailingtoobtainormaintainappropriatecertificationorwhentheemployee’scertificationisrevokedformisconduct.InformationonthetimelinesandprocedurescanbefoundintheDFseriespoliciesthatareprovidedtoemployeesorareavailableonline.




DismissalofNon-contractEmployeesPolicyDCDNoncontractemployeesareemployedat-willandmaybedismissedwithoutnotice,adescriptionofthereasonsfordismissal,orahearing.Itisunlawfulforthedistricttodismissanyemployeeforreasonsofrace,religion,sex,nationalorigin,disability,militarystatus,anyotherbasisprotectedbylaw,orinretaliationfortheexerciseofcertainprotectedlegalrights.Non-contractemployeeswhoaredismissedhavetherighttogrievethetermination.Thedismissedemployeemustfollowthedistrictprocessoutlinedinthishandbookwhenpursuingthegrievance.(SeeComplaintsandGrievances)

ExitInterviewsandProceduresExitinterviewswillbescheduledforallemployeesleavingthedistrict.Informationonthecontinuationofbenefits,releaseofinformation,andproceduresforrequestingreferenceswillbeprovidedatthistime.Separatingemployeesareaskedtoprovidethedistrictwithaforwardingaddressandphonenumberandcompleteaquestionnairethatprovidesthedistrictwithfeedbackonhisorheremploymentexperience.Alldistrictkeys,books,propertyincludingintellectualproperty,andequipmentmustbereturneduponseparationfromemployment.

ReportstoTexasEducationAgencyPolicyDF,DHBThedismissalofacertifiedemployeemustbereportedtotheDivisionofInvestigationsatTEAwhenevertheterminationisbasedonevidencethattheemployeewasinvolvedinanyofthefollowing:

● Anyformofsexualorphysicalabuseofaminororanyotherunlawfulconductwithastudentoraminor

● Solicitingorengaginginsexualcontactoraromanticrelationshipwithastudentorminor

● Thepossession,transfer,sale,ordistributionofacontrolledsubstance● Theillegaltransfer,appropriation,orexpenditureofdistrictorschoolpropertyor

funds● Anattemptbyfraudulentorunauthorizedmeanstoobtainoralteranycertificate

orpermitforthepurposeofpromotionoradditionalcompensation● Committingacriminaloffenseoranypartofacriminaloffenseondistrict

propertyorataschool-sponsoredevent




.Thereportingrequirementsaboveareinadditiontothesuperintendent’songoingdutytonotifyTEAwhenacertifiedemployeehasareportedcriminalhistory.“Reportedcriminalhistory”meansanyformalcriminaljusticesystemchargesanddispositionsincludingarrests,detentions,indictments,criminalinformation,convictions,deferredadjudications,andprobationsinanystateorfederaljurisdictionthatisobtainedbyameansotherthantheFingerprint-basedApplicantClearinghouseofTexas(FACT).

ReportsConcerningCourt-orderedWithholdingThedistrictisrequiredtoreporttheterminationofemployeesthatareundercourtorderorwritofwithholdingforchildsupportorspousalmaintenancetothecourtandtheindividualreceivingthesupport(TexasFamilyCode§8.210,158.211).Noticeofthefollowingmustbesenttothecourtandsupportrecipient:● Terminationofemploymentnotlaterthantheseventhdayafterthedateof

termination● Employee’slastknownaddress● Nameandaddressoftheemployee’snewemployer,ifknown.




STUDENTISSUES

EqualEducationalOpportunitiesPoliciesFB,FFHPanhandleISDdoesnotdiscriminateonthebasisofrace,color,religion,nationalorigin,sex,ordisabilityinprovidingeducationservices,activities,andprograms,includingvocationalprograms,inaccordancewithTitleVIoftheCivilRightsActof1964,asamended;TitleIXoftheEducationalAmendmentsof1972;andSection504oftheRehabilitationActof1973,asamended.Questionsorconcernsaboutdiscriminationofstudentsonanyofthebaseslistedaboveshouldbedirectedtothesuperintendent.

StudentRecordsPolicyFLStudentrecordsareconfidentialandareprotectedfromunauthorizedinspectionoruse.Employeesshouldtakeprecautionstomaintaintheconfidentialityofallstudentrecords.Thefollowingpeoplearetheonlypeoplewhohavegeneralaccesstoastudent’srecords:● Parents:Married,separated,ordivorcedunlessparentalrightshavebeenlegally

terminatedandtheschoolhasbeengivenacopyofthecourtorderterminatingparentalrights.

● Thestudent:Therightsofparentstransfertoastudentwhoturns18orisenrolledinaninstitutionofpost-secondaryeducation.Adistrictisnotprohibitedfromgrantingthestudentaccesstothestudent’srecordsbeforethistime.

● Schoolofficialswithlegitimateeducationalinterests.Thestudenthandbookprovidesparentsandstudentswithdetailedinformationonstudentrecords.Parentsorstudentswhowanttoreviewstudentrecordsshouldbedirectedtothecampusprincipalforassistance.

ParentandStudentComplaintsPolicyFNGInanefforttohearandresolveparentandstudentcomplaintsinatimelymannerandatthelowestadministrativelevelpossible,theboardhasadoptedorderlyprocessesforhandlingcomplaintsondifferentissues.Anycampusofficeorthesuperintendent’sofficecanprovideparentsandstudentswithinformationonfilingacomplaint.




Parentsareencouragedtodiscussproblemsorcomplaintswiththeteachersortheappropriateadministratoratanytime.Parentsandstudentswithcomplaintsthatcannotberesolvedtotheirsatisfactionshouldbedirectedtothecampusprincipal.Theformalcomplaintprocessprovidesparentsandstudentswithanopportunitytobehearduptothehighestlevelofmanagementiftheyaredissatisfiedwithaprincipal’sresponse.

AdministeringMedicationtoStudentsPolicyFFACOnlydesignatedemployeesmayadministerprescriptionmedication,nonprescriptionmedication,andherbalordietarysupplementstostudents.Exceptionsapplytotheself-administrationofasthmamedication,medicationforanaphylaxis(e.g.,EpiPen),andmedicationfordiabetesmanagement,ifthemedicationisself-administeredinaccordancewithdistrictpolicyandprocedures.Astudentwhomusttakeanyothermedicationduringtheschooldaymustbringawrittenrequestfromhisorherparentandthemedicine,initsoriginal,properlylabeledcontainer.Contacttheprincipalorschoolnurseforinformationonproceduresthatmustbefollowedwhenadministeringmedicationtostudents.DietarySupplementsPoliciesDH,FFACDistrictemployeesareprohibitedbystatelawfromknowinglyselling,marketing,ordistributingadietarysupplementthatcontainsperformance-enhancingcompoundstoastudentwithwhomtheemployeehascontactaspartofhisorherschooldistrictduties.Inaddition,employeesmaynotknowinglyendorseorsuggesttheingestion,intranasalapplication,orinhalationofaperformance-enhancingdietarysupplementtoanystudent.

PsychotropicDrugsPolicyDH,FFACApsychotropicdrugisasubstanceusedinthediagnosis,treatment,orpreventionofadiseaseorasacomponentofamedication.Itisintendedtohaveanalteringeffectonperception,emotion,orbehaviorandiscommonlydescribedasamood-orbehavior-alteringsubstance.Districtemployeesareprohibitedbystatelawfromdoingthefollowing:● Recommendingthatastudentuseapsychotropicdrug● Suggestingaparticulardiagnosis● Excludingfromclassorschool-relatedactivity,astudentwhoseparentrefusesto

consenttoapsychiatricevaluationortoauthorizetheadministrationofapsychotropicdrugtoastudent




StudentConductandDisciplinePoliciesintheFNseriesandFOseriesStudentsareexpectedtofollowtheclassroomrules,campusrules,andruleslistedintheStudentHandbookandStudentCodeofConduct.Teachersandadministratorsareresponsiblefortakingdisciplinaryactionbasedonarangeofdisciplinemanagementstrategiesthathavebeenadoptedbythedistrict.Otheremployeesthathaveconcernsaboutaparticularstudent’sconductshouldcontacttheclassroomteacherorcampusprincipal.

StudentAttendancePolicyFEBTeachersandstaffshouldbefamiliarwiththedistrict’spoliciesandproceduresforattendanceaccounting.Theseproceduresrequireminorstudentstohaveparentalconsentbeforetheyareallowedtoleavecampus.Whenabsentfromschool,thestudent,uponreturningtoschool,mustbringanotesignedbytheparentthatdescribesthereasonfortheabsence.Theserequirementsareaddressedincampustrainingandinthestudenthandbook.Contactthecampusprincipalforadditionalinformation.

BullyingPolicyFFIAllemployeesarerequiredtoreportstudentcomplaintsofbullyingtothecampusprincipal.Thedistrict’spolicythatincludesdefinitionsandproceduresforreportingandinvestigatingbullyingofstudents,FFI(Local)andmaybefoundathttp://www.panhandleisd.net

HazingPolicyFNCCStudentsmusthavepriorapprovalfromtheprincipalordesigneeforanytypeof“initiationrites”ofaschoolclubororganization.Whilemostinitiationritesarepermissible,engaginginorpermitting“hazing”isacriminaloffense.Anyteacher,administrator,oremployeewhoobservesastudentengagedinanyformofhazing,whohasreasontoknoworsuspectthatastudentintendstoengageinhazing,orhasengagedinhazingmustreportthatfactorsuspiciontothecampusprincipalorsuperintendent.




2019–2020PersonalLeaveDays-NotAllowed-

August12-16 (StaffDevelopment)August19-20 (FirstWeekofSchool)November22December2December9-13 (StateTesting)December20January7 (StartofSemester)March13March23April7-9 (StateTesting)May4-15 (StateTesting)May22 (StateTesting)





RevisedAugust2019







Documents

PANHANDLE ISD 2019-2020 Employee Handbook Introduction€¦ · Independent School District was incorporated in 1907, with 96 square miles. In 1911 the first permanent red brick school