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G: Personnel

TABLE OF CONTENTS 

GAA Goals and Objectives -KSA 72-8205

GAAA Equal Employment Opportunity and Nondiscrimination

GAAB Complaints of Discrimination

GAAC Sexual Harassment

GAACA Racial and Disability Harassment: Employees

GAAD Child Abuse

  •  SRS Access to Students on School Premises
  •  Cooperation Between School and Agencies
  •  Reporting Procedure

GAAE Bullying by Staff (See EBC, GAAB, JDD, JDDC, and KGC)

GAAF Emergency Safety Interventions (See JRB, JQ, JQA, and KN)

GAC Policies and Rules Development Involvement (Also BDA, GACA)

GACA  Positions

GACB Job Descriptions

GACC Recruitment and Hiring

  •  Recruitment
  •  Hiring
  •  Hiring Sequence
  •  Provisional Employment

GACD Employment Eligibility Verification

GAD (See GAC) Employee Development Opportunities

GADA In-Service Education KSA 72-1106(f)

GAEA Complaints of Discrimination

GAF Staff-Student Relations

GAG Conflicts of Interest (See GBU) -KSA 75-4301 et ­.

GAGA Nepotism

  •  Relatives of Board Members
  •  Relatives of Administrators

GAH Staff-Community Relations

  • Participation in Community Activities

GAHB Political Activities

GAI Solicitations

GAJ Gifts

  •  Gifts by Staff Members
  •  Gifts to Staff Members (See KH, JL)

GAK Personnel Records (See JR ( et seq.) -KSA 72-7801 et seq.

GAL Salary Deductions -KSA 72-8601; 72-8603

GAM Personal Appearance

GAMA  Personal Conduct

GAN Travel Expenses -KSA 75-3201 et seq.; 72-3202 to 72-3204

GAO  Staff Responsibilities for Discipline

GAOA Drug Free Workplace

GAOB Drug Free Schools

GAOC Employee Use of Tobacco Products

GAOD Drug and Alcohol Testing

GAODA  Drug Free Workplace:  Drug and Alcohol Testing

GAOE Workers Compensation or Disability Benefits

GAOF Salary Deductions (See GAL)

GAQ Retirement -KSA 72-1701 et seq 72-5501 et seq.; 74-4931 et seq.

GAR Communicable Diseases

  •  AIDS
  •  Guidelines for Dealing With Employees Infected
  •  With HIV in the District Schools
  •  Case Review
  •  Dealing With School Employees With HIV
  •  Confidentiality
  •  Policy Review

GARA Bloodborne Pathogen Exposure Control Plan

GARI Family Medical Leave

GAT Staff Use of Communication Devices

GBA Compensation Guides and Contracts -KSA 72-5412;72-5412a

GBBA Qualifications and Duties

GBC (See GBBA) Recruitment

GBD  Hiring

  •  Licensed Selection

GBG Probation

GBH (See GBE) Supervision

GBI Evaluation  KSA 72-9001 et seq.

  • Availability of Evaluation Documents
  • Evaluation Criteria

GBK Suspension

GBN Separation KSA 72-5435 et seq.

GBO Resignation

GBQ Retirement KSA 74-4931 et seq.

GBQA Reduction of Teaching Staff

GBR Working Schedule

  • Time Schedules
  • Work Load
  • Work Schedule
  • Time Schedules
  • Work Load
  • Work Day
  • Teachers to Rain in the Classroom                 

GBRC Professional Development

GBRD Staff Meetings

GBRE (See GBRD) Additional Duty -KSA 72-5412a

GBRF Student and Parent Conferences

GBRG Non-School Employment

GBRGA (See GBRG) Consulting

GBRGB Tutoring for Pay

GBRH Professional Leave

  • Sabbaticals
  • Conferences and Visitations
  • Association Leave
  • Exchange Teaching

GBRI Personal Leaves and Absences

  • Emergency Leave -KSA 43-155 to 43-159
  • Illness (Sick Leave)    
  • Religious
  • Bereavement
  • Personal Leaves and Absences
  • Emergency Leave
  • Legal Leave
  • Jury Duty
  • Religious
  • Bereavement

GBRIBA Disability Leave

  • Disability Leave
  • Anticipating Disability
  • Returning to Duty
  • Extension or Reduction of Leave
  • Leave Benefits

GBRID Military

GBRJ Substitute Teaching

GBU Ethics (See GAG)

GBV Official Records of the District

  • Official Records
  • Exclusions

GCA Compensation Guides and Contracts

  • Monthly Pay for Employees Working Less Than 12 months
  • Overtime
  • Compensation for Out-of-Town/Overnight Trips

GCC Recruitment   

GCDA Teacher Aides and Paraprofessionals

GCE Assignment and Transfer

GCH Supervision -KSA 72-1106

GCI Classified Employee Evaluation

GCK (See GCH) Suspension

GCO (See GCH) Resignation

GCR Working Schedules

  • Attendance
  • Time Schedules
  • Work Load

GCRA Full Time Classified Personnel

  • Full Time Classified Personnel
  • Overtime Pay

GCRF (See GORE) Non-School Employment

GCRG Leaves and Absences

  • Emergency and Legal
  • Illness (Sick Leave)
  • Military Leave

GCRH Vacations for Classified Employees -KSA 72-1 106

GCRI Paid Holidays -KSA 72-1106; 35-107

GCT Cell Phone Allowance for Designated Employees


GAA  Goals and Objectives

The goal set forth in this policy and rule section is to create the best possible educational climate.  These personnel policies are designed to prevent misunderstanding by the personnel of the district about their duties and privileges.  All employees shall follow all applicable board policies, rules, regulations, and supervisory directives.  In order to further develop trust and understanding, the board seeks to involve personnel in the development of policies affecting staff positions.

All personnel handbooks shall be approved by the board and adopted, by reference, as a part of these policies and rules. (See BDC)Approved: October 12, 1998

Updated:  October 26, 2009

Reviewed:  September, 23, 2013

Revised: July 27, 2015

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GAAA  Equal Employment Opportunity and Nondiscrimination

The board shall hire all employees on the basis of ability, qualifications, experience and the district's needs. 

The district is an equal opportunity employer and shall not discriminate in its employment practices and policies with respect to hiring, compensation, terms, conditions, or privileges of employment because of an individual's race, color, religion, sex, age, disability or national origin. USD 308 does not discriminate on the basis of race, religion, color, national origin, sex, disability, or age in its programs and activities and provides equal access to the Boy Scouts and other designated youth groups.

Inquiries regarding compliance may be directed to: Director of Human Resources, Hutchinson Public Schools, 1520 North Plum, Hutchinson, Kansas 67501; (620) 665-4400, or to:   

Equal Employment Opportunity Commission           

400 State Ave., 9th Floor      

Kansas City, KS 66101         

(913) 551-5655

Or to:

Kansas Human Rights Commission

900 SW Jackson, Suite 568-S

Topeka, KS 66612-1258

(785) 296-3206

Or to:

United States Department of Education

Office for Civil Rights

8930 Ward Parkway, Suite 2037

Kansas City, Missouri 64114-3302

(816) 268-0550

Approved: October 12, 1998

Updated: August 28, 2006

Updated:  October 26, 2009

Revised: July 27, 2015

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GAAB Complaints of Discrimination

The district is committed to maintaining a working and learning environment free from discrimination, insult, intimidation or harassment due to race, color, religion, sex, age, national origin or disability.  Any incident of discrimination in any form shall promptly be reported to an employee's immediate supervisor, the building principal or the district compliance officer for investigation and corrective action by the building or district compliance officer.  Any employee who engages in discriminatory conduct shall be subject to disciplinary action, up to and including termination.

Discrimination against any individual on the basis of race, color, national origin, sex, disability, age, or religion in the admission or access to, or treatment or employment in the district's programs and activities is prohibited.  Director of Human Resources, 1520 N. Plum, Hutchinson, KS, 67501, (620) 615-4000 has been designated to coordinate compliance with nondiscrimination requirements contained in Title VI and Title VII of the Civil Rights Act of 1964, Title IX of the Education Amendments of 1972,

Section 504 of the Rehabilitation Act of 1973, and The Americans with Disabilities Act of 1990.

Complaints of discrimination should be addressed to an employee's supervisor or to the building principal or the compliance officer.  Complaints against the superintendent should be addressed to the board of education.

Complaints of discrimination will be resolved using the district's discrimination complaint procedures in policy KN.

The district prohibits retaliation or discrimination against any person for opposing discrimination, including harassment; for participating in the

complaint process; or making a complaint, testifying, assisting, or participating in any investigation, proceeding, or hearing.

Approved: October 12, 1998

Updated:  October 26, 2009

Reviewed:  September, 23, 2013

Revised:  July 27, 2015

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GAAC  Sexual Harassment (See GAF)

The board of education is committed to providing a positive and productive working and learning environment, free from discrimination on the basis of sex, including sexual harassment.  Sexual harassment will not be tolerated in the school district.  Sexual harassment of employees or students of the district by board members, administrators, licensed and support personnel, students, parents, patrons, vendors , or others having business or other contact with the school district is strictly prohibited.

Sexual harassment is unlawful discrimination on the basis of sex under Title IX of the Education Amendments of 1972, Title VII of the Civil Rights Act of 1964, and the Kansas Acts Against Discrimination.  All forms of sexual harassment are prohibited at school, on school property and at all school-sponsored activities, programs or events. Sexual harassment against individuals associated with the school is prohibited, whether or not the harassment occurs on school grounds.

It shall be a violation of this policy for any student, employee or third party to sexually harass any student, employee, or other individual associated with the school.  It shall further be a violation for any employee to discourage a student or another employee from filing a complaint, or to fail to investigate or refer for investigation, any complaint lodged under the provisions of this policy.  Violation of this policy by any employee shall result in disciplinary action, up to and including termination of employment.

Sexual harassment includes, but is not limited to, unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when: (1) submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment, (2) submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual; or (3) such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile or offensive working environment.

Sexual harassment may result from verbal or physical conduct or written or graphic material.  Sexual harassment may include, but is not limited to: verbal harassment or abuse; pressure for sexual activity; repeated remarks to a person, with sexual or demeaning implication; unwelcome touching; or suggesting or demanding sexual involvement accompanied by implied or explicit threats concerning an employee's job status.

The district encourages all victims of sexual harassment and persons with knowledge of such harassment to report the harassment immediately.  Complaints of sexual harassment will be promptly investigated and resolved.

Employees who believe they have been subjected to sexual harassment should discuss the problem with their immediate supervisor.  If an employee's immediate supervisor is the alleged harasser, the employee should discuss the problem with the building principal or the district compliance officer.  Employees who do not believe the matter is appropriately resolved through this meeting may file a formal complaint under the district's discrimination complaint procedure in policy KN.

Complaints received will be investigated to determine whether, under the totality of the circumstances, the alleged behavior constitutes sexual harassment under the

definition outlined above.  Unacceptable conduct may or may not constitute sexual harassment, depending on the nature of the conduct and its severity, pervasiveness and persistence. 

Behaviors which are unacceptable but do not constitute harassment may also result in employee discipline.

If discrimination or harassment has occurred, the district will take prompt, remedial action to prevent its reoccurrence.

Any employee who witnesses an act of sexual harassment or receives a complaint of harassment from another employee or a student shall report the complaint to the building principal.  Employees who fail to report complaints or incidents of sexual harassment to appropriate school officials may face disciplinary action.  School administrators who fail to investigate and take appropriate corrective action in response to complaints of sexual harassment may also face disciplinary action.

Initiation of a complaint of sexual harassment in good faith will not adversely affect the job security or status of an employee, nor will it affect his or her compensation.  Any act of retaliation or discrimination against any person who has filed a complaint or testified, assisted, or participated in an investigation, proceeding, or hearing involving a sexual harassment complaint is prohibited.  Any person who retaliates is subject to immediate disciplinary action, up to and including termination of employment.

To the extent possible, confidentiality will be maintained throughout the investigation of a complaint.  The desire for confidentiality must be balanced with the

district's obligation to conduct a thorough investigation, to take appropriate corrective action or to provide due process to the accused.

False or malicious complaints of sexual harassment may result in corrective or disciplinary action against the complainant.

The policy shall be published in student, parent and employee handbooks and disseminated through other means and media as directed by the district compliance officer. 

Updated: August 9, 2004

Updated:  October 26, 2009

Revised:  September, 23, 2013

Revised:  July 27, 2015

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GAACA  Racial and Disability Harassment: Employees (See GAF, GAACA, JGECA and KN)

The board of education is committed to providing a positive and productive working and learning environment, free from discrimination, including harassment, on the basis of race, color, national origin or disability.  Racial and disability harassment will not be tolerated in the school district.  Racial or disability harassment of employees or students of the district by board members, administrators, licensed and support personnel, students, vendors, and any others having business or other contact with the school district is strictly prohibited.

Racial harassment is unlawful discrimination on the basis of race, color or national origin under Titles VI and VII Civil Rights Act of 1964, and the Kansas Acts Against Discrimination.  Disability harassment is unlawful discrimination on the basis of a disability under Section 504 of the Rehabilitation Act of 1973 and the Americans with Disabilities Act.  All forms of racial and discrimination harassment are prohibited at school, on school property, and at all school-sponsored activities, programs or events.  Racial or disability harassment against individuals associated with the school is prohibited, whether or not the harassment occurs on school grounds.

It shall be a violation of this policy for any student, employee, parent, patron or other third party to racially harass or harass on the basis of disability any student, employee, or other individual associated with the school.  It shall further be a violation for any employee to discourage a student or another employee from filing a complaint, or to fail to investigate or refer for investigation, any complaint lodged under the provisions of this policy.  Violations of this policy by any employee shall result in disciplinary action, up to and including termination.

Racial prohibited by this policy includes racially or disability-motivated conduct which:

1. Affords an employee different treatment, solely on the basis of race, color, national origin, or disability in a manner which interferes with or limits the ability of the employee to participate in or benefit from the services, activities or programs of the school

2. Is sufficiently severe, pervasive or persistent so as to have the purpose or effect of creating a hostile working environment;

3. Is sufficiently severe, pervasive or persistent so as to have the purpose or effect of interfering with an individual's work performance or employment opportunities.

Racial or disability harassment may result from verbal or physical conduct or written or graphic material.

The district encourages all victims of racial or disability harassment and persons with knowledge of such harassment to report the harassment immediately.  Complaints of racial or disability harassment will be promptly investigated and resolved. 

Employees who believe they have been subjected to racial or disability harassment should discuss the problem with their immediate supervisor.  If an employee's immediate supervisor is the alleged harasser, the employee should discuss the problem with the building principal or the district compliance officer.  Employees who do not believe the matter is appropriately resolved through this meeting may file a formal complaint under the district's discrimination complaint procedure in policy KN.

Complaints received will be investigated to determine whether, under the totality of the circumstances, the alleged behavior constitutes racial harassment under the definition outlined above.  Unacceptable conduct may or may not constitute racial or disability harassment,
depending on the nature of the conduct and its severity, pervasiveness and persistence.  Behaviors which are unacceptable but do not constitute harassment may also result in employee discipline.

If discrimination or harassment has occurred, the district will take prompt, remedial action to prevent its reoccurrence.

An employee who witnesses an act of racial or disability harassment or receives a complaint of harassment or receives a complaint of harassment from another employee or a student shall report the complaint to the building principal.  Employees who fail to report complaints or incidents of racial or disability harassment to appropriate school officials may face disciplinary action in response to complaints of racial harassment may face disciplinary action, up to and including termination.

Initiation of a complaint of racial harassment in good faith will not adversely affect the job security or status of an employee, nor will it affect his or her compensation.  Any act of retaliation or discrimination against any person who has filed a complaint or testified, assisted, or participated in any investigation, proceeding, or hearing involving a racial or disability harassment complaint is prohibited.  Any person who retaliates is subject to immediate disciplinary action, up to and including termination of employment.

To the extent possible, confidentiality will be maintained throughout the investigation of a complaint.  The desire for confidentiality must be balanced with the district's obligation to conduct a thorough investigation, to take appropriate action or to provide due process to the accused.

False or malicious complaints of racial or disability harassment may result in corrective or disciplinary action against the complainant.

The policy shall also be published in student, parent and employee handbooks as directed by the district compliance officer.  Notification of the policy shall be included in the school newsletter or published in the local newspaper annually.

Approved: October 12, 1998

Updated: July 7, 2003

Updated:  October 26, 2009

Reviewed: September, 23, 2013

Revised: July 27, 2015

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GAAD  Child Abuse (See JCAC and JGEC) 

Any district employee who has reason to know or suspect that a child has been injured as a result of physical, mental or emotional abuse or neglect or sexual abuse, shall promptly report the matter to the local office of the Kansas Department of Children and Families office or to the local law enforcement agency if the DCF office is not open.  The employee also shall notify the building administrator after the report is made and the building administrator shall notify the superintendent. The employee making the report will not contact the child's family or any other persons to determine the cause of the suspected abuse or neglect.

DCF Access to Student on School Premises (See JCAC)

The building principal shall allow a student to be interviewed by DCF or law enforcement representatives on school premises and shall act as appropriate to protect the student's interests during the interview.

If appropriate, the principal will confer with the school's social worker, guidance counselor or psychologist.  At no time shall the principal or any other staff member prevent or interfere with the making of a report of suspected child abuse.

If available, the following information shall be given by the person making the initial report: name, address and age of the student; name and address of the parents or guardians; nature and extent of injuries or description of neglect or abuse; and any other information that might help establish the cause of the child's condition.

Any personal interview or physical inspections of the child by any school employee shall be conducted in an appropriate manner with an adult witness present.  To the extent that safety is not compromised, law enforcement officers investigating complaints of suspected child abuse or neglect on school property shall not be in uniform.

State law provides that anyone making a report in accordance with state law and without malice shall be immune from any civil liability that might otherwise be incurved or imposed.

Cooperation Between School and Agencies

The superintendent shall develop a plan for cooperation between district personnel and representatives of DCF and law enforcement agencies for investigating reports of suspected child abuse or neglect.

Approved:  KASB Recommendation – 2/98; 4/07; 6/07

Approved: August 27, 2007 Updated:  October 26, 2009

Revised:  September 23, 2013

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GAAE Bullying by Staff (See EBC, GAAB, JDD, JDDC, and KGC) 

The board of education prohibits bullying in any form either by any student, staff member, or parent towards a student or by a student, staff member, or parent towards a staff member on or while using school property, in a school vehicle or at a school -sponsored activity or event. 

For the purposes of this policy, the term “bullying” shall have the meaning ascribed to it in Kansas law.  

The administration shall propose, and the board shall review and approve a plan to address bullying as prohibited herein.  The plan shall include provisions for the training and education of staff members.  

Staff members who bully others in violation of this policy may be subject to disciplinary action, up to and including suspension and/or termination.  If appropriate, staff members who violate the bullying prohibition shall be reported to local law enforcement.

Approved:  KASB Recommendation – 6/08; 6/13

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GAAF Emergency Safety Interventions

The board of education is committed to limiting the use of Emergency Safety Intervention (“ESI”), such as seclusion and restraint, with all students.  Seclusion and restraint shall be used only when a student’s conduct necessitates the use of an emergency safety intervention as defined below.  The board of education encourages all employees to utilize other behavioral management tools, including prevention techniques, de-escalation techniques, and positive behavioral intervention strategies. 

This policy shall be made available on the district website with links to the policy available on any individual school pages.  In addition, this policy shall be included in at least one of the following: each school’s code of conduct, school safety plan, or student handbook.  Notice of online availability of this policy shall be provided to parents during enrollment each year.

Definitions

“Campus police officers” means a school security officer designated by the board of education of any school district pursuant to K.S.A. 72–8222, and amendments thereto.

“Chemical Restraint” means the use of medication to control a student’s violent physical behavior or restrict a student’s freedom of movement.

“Emergency Safety Intervention” is the use of seclusion or physical restraint, but does not include physical escort or the use of time-out.

“Incident” means each occurrence of the use of an emergency safety intervention.

“Law enforcement officer” and “police officer” mean a full-time or part-time salaried officer or employee of the state, a county, or a city, whose duties include the prevention or detection of crime and the enforcement of criminal or traffic law of this state or any Kansas municipality. This term includes a campus police officer.

“Legitimate law enforcement purpose” means a goal within the lawful authority of an officer that is to be achieved through methods or conduct condoned by the officer’s appointing authority.          

“Mechanical Restraint” means any device or object used to limit a student’s movement.

“Parent” means: (1) a natural parent; (2) an adoptive parent; (3) a person action as a parent as defined in K.S.A. 72-1046(d)(2), and amendments thereto; (4) a legal guardian; (5) an education advocate for a student with an exceptionality;  (6) a foster parent, unless the student is a child with an exceptionality; or (7) a student who has reached the age of majority or is an emancipated minor.

“Physical Escort” means the temporary touching or holding the hand, wrist, arm, shoulder, or back of a student who is acting out for the purpose of inducing the student to walk to a safe location.

“Physical Restraint” means bodily force used to substantially limit a student’s movement, except that consensual, solicited, or unintentional contact and contact to provide comfort, assistance or instruction shall not be deemed to be physical restraint.

“School resource officer” means a law enforcement officer or police officer employed by a local law enforcement agency who is assigned to a district through an agreement between the local law enforcement agency and the district.

“School security officer” means a person who is employed by a board of education of any school district for the purpose of aiding and supplementing state and local law enforcement agencies in which the school district is located, but is not a law enforcement officer or police officer.

“Seclusion” means placement of a student in a location where all of the following conditions are met: (1) the student is placed in an enclosed area by school personnel; (2) the student is purposefully isolated from adults and peers; and (3) the student is prevented from leaving, or reasonably believes that he or she will be prevented from leaving the enclosed area.

“Time-out” means a behavioral intervention in which a student is temporarily removed from a learning activity without being secluded.

Prohibited Types of Restraint

All staff members are prohibited from engaging in the following actions with all students:

  • Using face-down (prone) physical restraint;
  • Using face-up (supine) physical restraint;
  • Using physical restraint that obstructs the student’s airway;
  • Using physical restraint that impacts a student’s primary mode of communication;
  • Using chemical restraint, except as prescribed treatments for a student’s medical or psychiatric condition by a person appropriately licensed to issue such treatments; and
  • Use of mechanical restraint, except:
  • Protective or stabilizing devices required by law or used in accordance with an order from a person appropriately licensed to issue the order for the device;
  • Any device used by a certified law enforcement officer to carry out law enforcement duties; or
  • Seatbelts and other safety equipment when used to secure students during transportation.

Use of Emergency Safety Interventions

ESI shall be used only when a student presents a reasonable and immediate danger of physical harm to such student or others with the present ability to effect such physical harm.  Less restrictive alternatives to ESI, such as positive behavior interventions support, shall be deemed inappropriate or ineffective under the circumstances by the school employee witnessing the student’s behavior prior to the use of any ESI.  The use of ESI shall cease as soon as the immediate danger of physical harm ceases to exist.  Violent action that is destructive of property necessitates the use of an ESI only in such cases when the violent action puts the student or others at risk of immediate danger of physical harm.  Use of an ESI for purposes of discipline, punishment or for the convenience of a school employee shall not meet the standard of immediate danger of physical harm.

ESI Restrictions

A student shall not be subjected to ESI if the student is known to have a medical condition that could put the student in mental or physical danger as a result of ESI.  The existence of such medical condition must be indicated in a written statement from the student’s licensed health care provider, a copy of which has been provided to the school and placed in the student’s file.

Such written statement shall include an explanation of the student’s diagnosis, a list of any reasons why ESI would put the student in mental or physical danger, and any suggested alternatives to ESI. Notwithstanding the provisions of this subsection, a student may be subjected to ESI, if not subjecting the student to ESI would result in significant physical harm to the student or others.

Use of Seclusion

When a student is placed in seclusion, a school employee shall be able to see and hear the student at all times.

All seclusion rooms equipped with a locking door shall be designed to ensure that the lock automatically disengages when the school employee viewing the student walks away from the seclusion room, or in case of emergency, such as fire or severe weather.

A seclusion room shall be a safe place with proportional and similar characteristics as other rooms where students frequent.  Such room shall be free of any condition that could be a danger to the student, well-ventilated, and sufficiently lighted.

Training

All staff members shall be trained regarding the use of positive behavioral intervention strategies, de-escalation techniques, and prevention techniques.  Such training shall be consistent with nationally recognized training programs on the use of ESI.  The intensity of the training provided will depend upon the employee’s position.  Administrators, licensed staff members, and other staff deemed most likely to need to restrain a student will be provided more intense training than classified staff who do not work directly with students in the classroom.  District and building administration shall make the determination of the intensity of training required by each position.

Each school building shall maintain written or electronic documentation regarding the training that was provided and a list of participants, which shall be made available for inspection by the state board of education upon request.

Notification and Documentation

The principal or designee shall notify the parent the same day as an incident.  The same-day notification requirement of this subsection shall be deemed satisfied if the school attempts at least two methods of contacting the parent. A parent may designate a preferred method of contact to receive the same-day notification. Also, a parent may agree, in writing, to receive only one same-day notification from the school for multiple incidents occurring on the same day. 

Documentation of the ESI used shall be completed and provided to the student’s parents no later than the school day following the day of the incident.  Such written documentation shall include: (A) The events leading up to the incident; (B) student behaviors that necessitated the ESI; (C) steps taken to transition the student back into the educational setting; (D) the date and time the incident occurred, the type of ESI used, the duration of the ESI, and the school personnel who used or supervised the ESI; (E) space or an additional form for parents to provide feedback or comments to the school regarding the incident; (F) a statement that invites and strongly encourages parents to schedule a meeting to discuss the incident and how to prevent future incidents; and (G) email and phone information for the parent to contact the school to schedule the ESI meeting. Schools may group incidents together when documenting the items in subparagraphs (A), (B) and (C) if the triggering issue necessitating the ESIs is the same. 

The parent shall be provided the following information after the first and each subsequent incident during each school year: (1) a copy of this policy which indicates when ESI can be used; (2) a flyer on the parent’s rights; (3) information on the parent’s right to file a complaint through the local dispute resolution process (which is set forth in this policy) and the complaint process of the state board of education; and (4) information that will assist the parent in navigating the complaint process, including contact information for Families Together and the Disability Rights Center of Kansas.  Upon the first occurrence of an incident of ESI, the foregoing information shall be provided in printed form or, upon the parent’s written request, by email.  Upon the occurrence of a second or subsequent incident, the parent shall be provided with a full and direct website address containing such information.

Law Enforcement, School Resource, and Campus Security Officers

Campus police officers and school resource officers shall be exempt from the requirements of this policy when engaged in an activity that has a legitimate law enforcement purpose.  School security officers shall not be exempt from the requirements of this policy.

If a school is aware that a law enforcement officer or school resource officer has used seclusion, physical restraint, or mechanical restraint on a student, the school shall notify the parent the same day using the parent’s preferred method of contact. A school shall not be required to provide written documentation to a parent, as set forth above, regarding law enforcement use of an emergency safety intervention, or report to the state department of education any law enforcement use of an emergency safety intervention. For purposes of this subsection, mechanical restraint includes, but is not limited to, the use of handcuffs.

Documentation of ESI Incidents

Except as specified above with regard to law enforcement or school resource officer use of emergency safety intervention each building shall maintain documentation any time ESI is used with a student.  Such documentation must include all of the following:

  • Date and time of the ESI,
  • Type of ESI,
  • Length of time the ESI was used,
  • School personnel who participated in or supervised the ESI. 
  • Whether the student had an individualized education program at the time of the incident,
  • Whether the student had a section 504 plan at the time of the incident, and whether the student had a behavior intervention plan at the time of the incident.

All such documentation shall be provided to the building principal, who shall be responsible for providing copies of such documentation to the superintendent or the superintendent’s designee on at least a biannual basis.  At least once per school year, each building principal or designee shall review the documentation of ESI incidents with appropriate staff members to consider the appropriateness of the use of ESI in those instances.

Reporting Data

District administration shall report ESI data to the state department of education as required.

Parent Right to Meeting on ESI Use

After each incident, a parent may request a meeting with the school to discuss and debrief the incident. A parent may request such meeting verbally, in writing, or by electronic means. A school shall hold a meeting requested under this subsection within 10 school days of the parent’s request. The focus of any such meeting shall be to discuss proactive ways to prevent the need for emergency safety interventions and to reduce incidents in the future.  For a student with an IEP or a Section 504 plan, such student’s IEP team or Section 504 plan team shall discuss the incident and consider the need to conduct a functional behavioral assessment, develop a behavior intervention plan, or amend the behavior intervention plan if already in existence.

For a student with a section 504 plan, such student’s section 504 plan team shall discuss and consider the need for a special education evaluation.  For students who have an individualized education program and are placed in a private school by a parent, a meeting called under this subsection shall include the parent and the private school, who shall consider whether the parent should request an individualized education program team meeting. If the parent requests an individualized education program team meeting, the private school shall help facilitate such meeting.

For a student without an IEP or Section 504 plan, the school staff and the parent shall discuss the incident and consider the appropriateness of a referral for a special education evaluation, the need for a functional behavioral assessment, or the need for a behavior intervention plan.  Any such meeting shall include the student’s parent, a school administrator for the school the student attends, one of the student’s teachers, a school employee involved in the incident, and any other school employees designated by the school administrator as appropriate for such meeting.

The student who is the subject of such shall be invited to attend the meeting at the discretion of the parent.  The time for calling such a meeting may be extended beyond the 10-day limit if the parent of the student is unable to attend within that time period.  Nothing in this section shall be construed to prohibit the development and implementation of a functional behavior assessment or a behavior intervention plan for any student if such student would benefit from such measures.

Local Dispute Resolution Process

 If a parent believes that an emergency safety intervention has been used on the parent’s child in violation of state law or board policy, the parent may file a complaint as specified below.

The board of education encourages parents to attempt to resolve issues relating to the use of ESI informally with the building principal and/or the superintendent before filing a formal complaint with the board.  Once an informal complaint is received, the administrator handling such complaint shall investigate the matter, as deemed appropriate by the administrator.  In the event that the complaint is resolved informally, the administrator must provide a written report of the informal resolution to the superintendent and the parents and retain a copy of the report at the school.  The superintendent will share the informal resolution with the board of education and provide a copy to the state department of education.

If the issues are not resolved informally with the building principal and/or the superintendent, the parents may submit a formal written complaint to the board of education by providing a copy of the complaint to the clerk of the board and the superintendent within thirty (30) days after the parent is informed of the incident.

Upon receipt of a formal written complaint, the board president shall assign an investigator to review the complaint and report findings to the board as a whole.  Such investigator may be a board member, a school administrator selected by the board, or a board attorney.  Such investigator shall be informed of the obligation to maintain confidentiality of student records and shall report the findings of fact and recommended corrective action, if any, to the board in executive session.

Any such investigation must be completed within thirty (30) days of receipt of the formal written complaint by the board clerk and superintendent.  On or before the 30th day after receipt of the written complaint, the board shall adopt written findings of fact and, if necessary, appropriate corrective action.  A copy of the written findings of fact and any corrective action adopted by the board shall only be provided to the parents, the school, and the state department of education and shall be mailed to the parents and the state department of education within 30 days of the board’s receipt of the formal complaint. 

If desired, a parent may file a complaint under the state board of education administrative review process within thirty (30) days from the date a final decision is issued pursuant to the local dispute resolution process.

Reviewed: September, 23, 2013

Revised: June 9, 2014

Revised: July 27, 2015

Revised: July 25, 2016

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GAC  Policies and Rules Development Involvement

In the development of personnel policies, rules and regulations, the board shall, to the extent practicable, involve the employees of the district.

Approved: October 12, 1998

Updated:  October 26, 2009

Reviewed:  September 23, 2013

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GACA  Positions

Only those positions authorized by the board may be filled.

Approved: October 12, 1998

Updated:  October 26, 2009

Reviewed:   September 23, 2013

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GACB Job Descriptions

A job description for each category of employees shall be developed by the superintendent or his/her designee.  The job description shall be filed with the board clerk and may be published in the appropriate handbook.

Approved: October 12, 1998

Updated:  October 26, 2009

Reviewed:  September 23, 2013

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GACC  Recruitment and Hiring

Recruitment

The board delegates recruiting authority to the superintendent.  In carrying out this responsibility, the superintendent may involve administrators and other employees.

Hiring

The board shall approve the hiring of all employees.  No staff member's employment is official until the contract or other document is signed by the candidate and approved by the board.

Hiring sequence

• Conditional offer of employment is extended to the candidate subject to revocation or, if provisional employment has already begun, termination of employment, based upon unsatisfactory results of any reference and/or background checks performed;

• Acceptance of the conditional offer is received from the candidate;

• Contract or other appropriate document sent to the candidate and candidate's acceptance signified by a signed document returned to the superintendent; and

• Approval of the contract by the board. 

Provisional Employment

The board may offer provisional employment to an applicant pending receipt of the results of the criminal history records check required by the Board and/or law.  Any agreement for provisional employment shall specify that the employment is subject to termination by the board, without further proceedings and without reference to any other law or contractual agreement, if the results of the criminal history records check reveal that the applicant has been convicted of any offenses specified in law.

Approved:  July 24, 2000

Updated:  September 10, 2001

Updated:  October 26, 2009

Reviewed:  September, 23, 2013

Revised: July 27, 2015

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GACD Employment Eligibility Verification

All employees of the district, at the time of employment, shall provide verification of identity and employment status on Form I-9 to the superintendent.

The superintendent shall maintain a file on all of the district's employees hired after November 6, 1986, proving that each employee has verified their identity, employment status, U.S. citizenship, or legal alien status.  Evidence to be used to verify identity, employment status, U.S. citizenship, or legal alien status should include at least two of the following documents, one of which contains a current photo of the employee: birth certificate, social security card, or a current driver's license; or one of the following: U.S. passport, certificate of U.S. citizenship, certificate of naturalization, unexpired foreign passport, or resident alien card.

Approved:  October 12, 1998

Updated:  October 26, 2009

Reviewed:  September 23, 2013

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GAD  Employee Development Opportunities

Employees are encouraged to develop and submit, through supervisory channels, plans or proposals for the improvement of skills, knowledge and technical performance capabilities.  All such plans for self-improvement that involve the expenditure of district funds shall be approved by the superintendent.

Approved: October 12, 1998

Updated:  October 26, 2009

Reviewed:  September 23, 2013

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GADA Professional Learning

There shall be a program for professional learning for employees which meets minimum statutory requirements and which promotes continuous professional development, , improved job effectiveness and enhanced skills.  When appropriate, the superintendent shall consult with the staff affected by the professional learning.

All appropriate employees shall attend Professional Learning education sessions unless excused by the superintendent.  Professional Learning may utilize all or a portion of the work day.

Approved: October 12, 1998

Updated:  October 26, 2009

Reviewed:   September 23, 2013

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GAEA  Complaints of Discrimination

Discrimination against any individual on the basis of race, color, national origin, sex, disability, age, or religion in the admission or access to, or treatment or employment in the district's programs and activities is prohibited.  The Director of Human Resources, 1520 North Plum, Hutchinson, KS 67501-1908, 620- 615-4000 has been designated to coordinate compliance with nondiscrimination requirements contained in Title VI of the Civil Rights Act of 1964 and Tit1e IX of the Education Amendments of 1972. Section 504 of the Rehabilitation Act of 1973 and The Americans with Disabilities Act of 1990 are coordinated by the Director of Special Education, 620-665-4400, 1520 North Plum, Hutchinson, KS 67501-1908.

Complaints of discrimination should be addressed to an employee's supervisor or to the compliance officer.  Complaints against the superintendent should be addressed to the board of education.

Complaints of discrimination will be resolved using the district's discrimination complaint procedure. (See KN)

Approved: October 12, 1998

Updated:  October 26, 2009

Reviewed:  September 23, 2013

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GAF  Staff-Student Relations

Staff members shall maintain professional relationships with students, which are conducive to an effective educational environment.  Staff members shall not submit students to bullying, harassment or discrimination prohibited by board policy.  Staff members shall not have any interaction of a romantic and/or sexual nature with any student at any time regardless of the student’s age or consent.

Approved:  August 27, 2007

Updated:  October 26, 2009

Reviewed:  September 23, 2013

Updated:  July 25, 2016

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GAG  Conflict of Interest

District employees are prohibited from engaging in any activity which may be a conflict of interest and/or detracts from the effective performance of their duties.  No employee will attempt, during the school day or on school property, to sell or endeavor to influence any student or school employee to buy any product, article, instrument, service or other items which would directly or indirectly benefit the school employee.  No school employee will enter into a contract for remuneration with the district other than a contract for employment unless the contract is awarded on the basis of competitive bidding.

Any district employee shall report alleged violations of the conflict of interest policy to the superintendent.  The superintendent shall make an initial investigation to determine whether the policy has been violated.  Upon evidence of a violation, the superintendent shall report to the board for a board determination.  If a district employee is determined to have violated the conflict of interest policy, the board will direct the employee, in writing, to cease prohibited actions.  An employee who fails to comply with the board’s direction may be subject to disciplinary action up to and including termination of employment.

Approved: October 12, 1998

 Updated:  October 26, 2009

Revised: September 23, 2013

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GAGA  Nepotism

Relatives of Board Members

The board will not employ anyone who is the father, mother, brother, sister, spouse, son, daughter, son-in-law, or daughter-in-law of any member of the board or the superintendent.

This provision shall not apply to any person who has been regularly employed by the board prior to the adoption of this policy or to any person who has been regularly employed by the board prior to the election or appointment of a new board member to whom the person is related.

Relatives of Administrators

The superintendent, assistant superintendents, principals and directors shall not directly supervise or evaluate any person with whom such administrator is related as defined above.

The superintendent shall make reasonable efforts to determine whether a candidate for employment in the district is related to a board member, the superintendent, an assistant superintendent or a director.  If a candidate is related to a board member or any of these officials, the superintendent will make this fact known to the board.

 Approved: October 12, 1998

Updated:  October 26, 2009

Revised:  September 23, 2013

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GAH  Staff-Community Relations

Staff members are encouraged to reside within the boundaries of the district, and to enroll their eligible children in district schools.

Participation in Community Activities

Staff members are encouraged to participate in community activities and organizations, if these activities do not infringe upon school time.  Prior permission must be obtained from the superintendent for participation in any community activity which takes place during school time.

Approved: October 12, 1998

Updated:  October 26, 2009

Reviewed:  September 23, 2013

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GAHB  Political Activities

It is in the best interest of the district and the community for staff members to participate in the political process. 

Staff members shall not use school time or school property for the purpose of furthering the interests of any political party, the campaign of any political candidate or the advocacy of any political issue.

District employees who intend to become candidates for elected office may notify the superintendent of such declaration of candidacy.

An employee who becomes a candidate for public office may apply to the board for a leave of absence without pay for the purpose of conducting a campaign for election to public office. Leave may not be granted if the board determines that such leave would materially interfere with the employee’s performance of the employee’s employment duties. 

Employees who are elected or appointed to a public office which materially interfere with the employee’s performance of the employee’s employment duties shall be terminated.

Employees who hold public offices which, in the judgment of the board, are less than full time positions shall request unpaid leave from the superintendent at least one week in advance.

An employee who must be absent from school to carry out the duties of a public office must take a short or long term leave of absence without pay for the duration of the political duties.

Approved: October 12, 1998

Updated:  October 26, 2009

Revised:  September 23, 2013

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GAI  Solicitations

Persons seeking to sell, solicit, or display on school premises any item requiring the expenditure of district funds must first secure permission from the building principal or superintendent.  Appointments with district staff during duty hours shall be held at a time approved by the appropriate supervisor.  If a vendor violates this policy, the vendor may be suspended from making appointments with and soliciting school employees. Notices of the suspension shall be provided to district administrative personnel, the vendor's supervisor and the board.

Approved: October 12, 1998

Updated:  October 26, 2009

Reviewed:  September 23, 2013

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GAJ  Gifts (See JL, KH)

Gifts to Staff Members

Staff members shall not give gifts to any student or class of students when the gifts arise out of a school situation, class or school-sponsored activity unless approved by the principal.

Gifts Staff Members

District employees are prohibited from receiving gifts with a market value in excess of $25 value from vendors, salesmen or other such representatives. If an employee is found to have accepted a gift from any person in violation of this policy, the employee may be subject to disciplinary action in accordance with district policies and procedures.

If an employee of the district is found to have accepted a gift from any person as outlined in this policy, the employee may be subject to disciplinary action.

The superintendent shall be responsible for the administration of this policy.

Approved: October 12, 1998

Updated:  October 26, 2009

Revised:  September 23, 2013

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GAK  Personnel Records  (See GBI, CEI, CGI and GCI)

Employee Personal Files Kept by the District

Personnel files required by the district shall be confidential and in the custody of the superintendent.  Employees have the right to inspect their files upon proper notice under the supervision of an administrator.

A request by a third party for release of any personnel record shall be made in writing and submitted to the appropriate record custodian who shall administer the request as required by law.

As appropriate, all personnel files and evaluation documents, including those stored by electronic means, shall be adequately secured.

Approved: October 12, 1998

Updated:  October 26, 2009

Revised:  September 23, 2013

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GAL  Salary Deductions

Salary deductions shall be made if required by law, permitted by board policy or are agreed to in the Professional Agreement.

The superintendent shall develop forms to supply the necessary information needed to make approved salary deductions.  All requests for salary deductions shall be submitted to the superintendent during enrollment periods established by the board.

Approved: October 12, 1998

Updated:  October 26, 2009

Reviewed:  September 23, 2013

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GAM  Personal Appearance

The board encourages appropriate dress for all district employees.

Approved: October 12, 1998

Updated:  October 26, 2009

Reviewed:  September 23, 2013

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GAMA  Personal Conduct 

All District employees are required to comply with the District’s Code of Conduct, with all policies and rules approved by the board and with all applicable local, state and federal laws.

The board expects all employees to strive to be positive role-models and to conduct themselves at all times with integrity and in a manner that will serve as examples of constructive behavior.  The relationship between the District's employees and students should be one of cooperation, understanding, and mutual respect and each employee has an affirmative responsibility to promote a professional atmosphere conducive to learning.

An employee's or volunteer's personal life beyond the performance of their employment duties will be of concern to, and warrant the attention of the Board, only in the event an employee's conduct directly or indirectly prevents or interferes with the employee's ability to perform effectively the employee's assigned job-related responsibilities or if an employee violates local, state, or federal laws other than occasional minor traffic offenses.   

Examples of employee conduct that may be considered to violate District policies and that may result in disciplinary action without regard to whether the employee is then on duty, include, but are not limited to the following:

  1. engaging in a physical altercation with another person;
  2. recurring absences or tardiness without the approval of the supervisor;
  3. refusing to follow the instructions and directions of supervisory or administrative personnel
  4. using obscene or otherwise inappropriate language in the presence of students or employees;
  5. failure to maintain appropriate, professional relationships, with students or other District employees;
  6. possession of a weapon on school property or at any school-related event, except in strict compliance with applicable law
  7. unauthorized use of District property or facilities, including inappropriate use of District computers, computer network and information technology systems;
  8. being under the influence of alcohol, controlled substances or controlled medications (other than in accordance with a currently valid prescription therefore) in public or in violation of the District's drug-free workplace and drug-free schools policies;
  9. any inappropriate conduct which adversely affects the employee's ability to effectively perform the employee's assigned duties;
  10. unauthorized disclosure of protected student educational records or information, personnel records or other information protected under, or in violation of, District policies or federal or Kansas law;
  11. the entry of a final order or finding of guilt (including voluntary pleas of guilty, no contest or nolo contendre) for any criminal act classified as either a felony or misdemeanor under Kansas or federal law, other than occasional minor traffic offenses.

Approved: August 28, 2006

Updated:  October 26, 2009

Reviewed:  September 23, 2013

Updated:  July 11, 2016

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GAN  Travel Expenses (See GBRC)

District employees shall be reimbursed for expenses incurred in travel related to the duties of the employee’s duties provided such travel and the related expenses are approved in advance by the superintendent. Approved modes of travel will be based on, but not limited to, the availability of transportation, distance and number of persons traveling together.  A first class airfare will be reimbursed only when coach space is not available.  The district does not issue per-diem in advance for staff travel.

An adequate accounting of all ordinary and necessary expenses relating to approved travel stating the purpose and how it is directly related to the business, date, time, place and amount shall be included with the request for reimbursement within five (5) business days to the employee's supervisor on district From 172.  Requests for reimbursement shall have the following attached: receipts for transportation, parking, hotels or motels, meals and other expenses for which receipts are ordinarily available.  For the authorized use of a personal vehicle, including approved travel between buildings, staff members shall be reimbursed at a mileage rate established by the board.

Authorized use of a personal vehicle by staff members shall be reimbursed at a mileage rate established by the board only if there is no district transportation available at the time the travel request is made.  All stops or layovers for the convenience of the employee shall be at the expense of the employee.  In the event an employee prefers to take a car rather than fly, the cost of meals, lodging and tips will not exceed more than the cost of a round trip flight.

The district will not reimburse claims for alcoholic beverages.  Nor will the district reimburse employees for phone calls of a personal nature.

Claims for reimbursement may be made up to, but not exceeding the following amounts:

  1. Actual lodging cost
  2. Meals: thirty-four ($34.00) dollars per day.

When arrangements for lodging are made, rooms that can be shared should be requested when both proper and possible.

Staff members using district purchasing cards for payment of ordinary and necessary business travel expenses will need to provide on Form 172 an adequate accounting of all ordinary and necessary business expense stating the purpose and how the expense is directly related to the purpose of the business travel: date, time, place and amount shall be included with the request for payment of the credit card according to the purchasing card employee handbook.

Any expense to the district or reimbursement made for a staff member that does not fall within the above accountability plan will be considered a taxable benefit to the staff member and will be taxed through payroll on the first reasonable payroll period.

Updated: August 9, 2004

Updated:  October 26, 2009

Reviewed:  September 23, 2013

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GAO  Staff Responsibilities for Discipline (see JGFB and GAAF)

Each employee is responsible for maintaining proper control and discipline in the school.   Unless otherwise specified in board policy, an employee may use reasonable force necessary to ward off an attack, to protect a student or another person, or to quell a disturbance which threatens physical injury to others.

Approved: October 12, 1998

Updated:  October 26, 2009

Reviewed:  September, 23, 2013

Revised:  July 27, 2015

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GAOA  Drug Free Workplace

The board believes that maintaining a drug free work place is important in establishing an appropriate learning environment for the students of the district Unless otherwise specified in this policy, the unlawful manufacture, distribution, sale, dispensing, possession or use of controlled substances or controlled medications (other than in accordance with a currently valid prescription therefore) is prohibited on district property or at district-sponsored activities.

Employees shall not unlawfully manufacture, distribute, dispense, possess or use controlled substances or controlled medications (other than in accordance with a currently valid prescription therefore) in the workplace or while on duty or while operating any vehicle owned or leased by the district.  Reporting to work or performing work for the district while impaired by or under the influence of alcohol or any controlled substance or controlled medication (other than in accordance with a currently valid prescription therefore) is prohibited.

Any employee who is convicted under a criminal drug statute for a violation occurring at the workplace or while on duty or while operating any vehicle owned or leased by the district, must notify the superintendent of the conviction within five days after the date of the conviction.  A conviction means a finding of guilt including a plea of nolo contendre or the imposition of a sentence by a judge or jury, or both, in any federal or state court.  The superintendent shall then ensure that notice of such a conviction is given to any granting agency within 10 days of receiving notice thereof.

Within 30 days after the notice of conviction is received, the district may impose appropriate disciplinary action.  Such disciplinary action may include the initiation of termination proceedings, suspension, placement on probationary status, or other disciplinary action.  Alternatively, or in addition to any disciplinary action other than termination of employment, the employee may be required to participate satisfactorily in an approved drug or alcohol abuse assistance or rehabilitation program as a condition of continued employment.  The employee shall bear the cost of participation in such program.

This policy is intended to implement the requirements of the federal regulations promulgated under the Drug Free Workplace Act of 1988, 34 CFR Part 85, and Subpart F.   It is not intended to supplant or otherwise diminish disciplinary personnel actions which may be taken under existing board policies or the Professional Agreement.

Compliance with this policy is a specific condition of continued employment in the district.

Approved: August 28, 2006

Updated:  October 26, 2009

Revised:  September, 23, 2013

Revised: July 27, 2015

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GAOB Drug-Free Schools  (See JDDA and LDD)

The possession, use, sale, distribution, or being under the influence of controlled substances and/or alcohol by school employees at school; on, in, or while utilizing school property; or at school sponsored activities, programs, or events is prohibited.

Employee Conduct

As a condition of continued employment in the district, all employees shall abide by the terms of this policy.  Employees shall not manufacture, distribute, dispense, possess, use, and/or be under the influence of illicit drugs, controlled substances, and/or alcoholic beverages at school; on, in, or while utilizing school property; or at school sponsored activities, programs, or events. 

Possession, use, and/or being under the influence of a controlled substance by an employee for the purposes of this policy shall only be permitted if such substance was:

1.Obtained directly from, or pursuant to a valid prescription or order, issued to such employee from a person licensed by the state to dispense, prescribe, or administer controlled substances; and

2. Used, if at all, in accordance with label directions. 

Compliance with the terms of this policy is mandatory.  Employees who are found violating the terms of this policy will be reported to the appropriate law enforcement officers.  Additionally, an employee who violates the terms of this policy may be subject to any or all of the following sanctions:

1. Short term suspension with pay;

2. Short term suspension without pay;

3. Long term suspension without pay;

4. Required participation in a drug and alcohol education, treatment,counseling, or rehabilitation program;

5. Termination or nonrenewal of employment relationship.

Prior to applying sanctions under this policy, employees will be afforded any due process rights to which they are entitled under their contracts or the provisions of Kansas law.  Nothing in this policy is intended to diminish the right of the district to take any other disciplinary action.  This policy is not intended to change any right, duty, or responsibilities in the current negotiated agreement.

If it is agreed that an employee shall enter into and complete a drug education or rehabilitation program, the cost of such program will be borne by the employee.  A list of area drug and alcohol counseling and rehabilitation programs, along with names and addresses of contact persons for the programs, is on file with the board clerk.

Employees are responsible for contacting the directors of the programs to determine the cost and length of the program and for enrolling in the programs.  If participation in such a program is required as a condition of continued employment, copies of any documentation related to enrollment in and attendance in such program shall be made available to the board and/or administration upon request.

A copy of this policy shall be made available to all employees on the district website.

Adopted: July 27, 2015

Revised: July 25, 2016

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GAOC Employee Use of Tobacco Products and Nicotine Delivery Devices                                                                              

The use of tobacco products in any form and/or of any nicotine delivery device is prohibited for staff members in any school building, owned, leased or rented by the District; within 10 feet of entrances, open windows, and air intake vents of such buildings; and in vehicles owned leased or rented by the district..  Any use of tobacco products or nicotine delivery devices on district property shall only be in areas designated for such purposes.

For the purposes of this policy, “nicotine delivery device” means any device that can be used to deliver nicotine to the person inhaling from the device.  Such definition shall include, but may not be limited to, any electronic cigarette, cigar, cigarillo, pipe, or personal vaporizer.

Approved: July 14, 2008

Updated:  October 26, 2009

Reviewed:  September 23, 2013

Revised:  July 25, 2016

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GAOD  Drug and Alcohol Testing

All district employees performing job functions which require the employee to maintain a commercial driver's license shall be tested for alcohol and drugs as required by current federal law.   Board approved rules and regulations necessary to implement the testing program shall be on file with the clerk.

Each new employee who is required to undergo alcohol and drug testing shall be given a copy of the appropriate regulations.  Each new employee shall be informed that compliance with the required elements of the testing program is a condition of employment as a driver in the district.  A copy of this policy shall be made available to all employees on the district website.

Approved: October 12, 1998

Updated:  October 26, 2009

Reviewed:  September 23, 2013

Revised:  July 25, 2016

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GAODA  Drug Free Workplace: Drug and Alcohol Testing

District policies prohibit employees from using or being under the influence of controlled substances, controlled medications (other than in accordance with a currently valid prescription therefore) and alcohol.  An employee may be asked to undergo a drug and/or alcohol test when there is reasonable cause to believe that the employee is using or under the influence of a controlled substance, controlled medication (other than in accordance with a currently valid prescription therefore) or alcohol based on specific physical, behavioral or performance indicators of probable drug or alcohol misuse.  For instance, evidence of repeated errors in the performance of the employee's duties, violations of District policies or procedures, recurring absences or lack of punctuality coupled with a specific contemporaneous event observations that suggest the employee maybe using or under the influence of drugs or alcohol, may provide reasonable cause to request the employee submit to an appropriate drug or alcohol test.  The following are procedures which will be followed in carrying out this policy.

  1. Conduct warranting reasonable cause to believe an employee is using or under the influence of drugs or alcohol must be observed by the employee's supervisor or District administrative personnel.  Third party reports that an employee is or may be under the influence of prohibited drugs or alcohol shall not constitute reasonable cause to request drug or alcohol testing but may warrant observation of the employee by supervisory or administrative personnel. 
  2. A supervisor or administrator who observes an employee who may be using or under the influence of drugs or alcohol in a school shall report such observations to the building principal who, in turn, shall report such conduct to the Superintendent, the Assistant Superintendent or the Director of Human Resources.  A recommendation that an employee undergo a drug or alcohol test must be approved by the Superintendent, the Assistant Superintendent or the Director of Human Resources.
  3. A written report describing the employee's observed conduct shall be completed, dated and signed by each observer and copies of such reports shall

be made available to the employee.  If an employee is requested to undergo a drug or alcohol test, such testing will be conducted by a laboratory licensed by the State of Kansas.  The District will provide the employee written notice of the laboratory or collection agent to which the employee is to report for testing.

  1. Whenever an authorized administrator recommends and requests an employee to undergo a drug or alcohol test based on reasonable suspicion that the employee may be using or under the influence of drugs or alcohol, the supervisor of the employee to be tested will transport the employee to a designated specimen collection site facility and await the completion of the collection procedure.  The supervisor then will transport the employee back to the employee's work site and assist the employee in contacting his/her spouse, family member or other person designated by the employee to arrange for the employee to be transported to the employee's residence.  If no other person is available to transport the employee, the employee's supervisor may transport the employee to the employee's home.
  2. If the employee refuses to agree to undergo a drug or alcohol test or to comply with the procedures described above and attempts to operate a motor vehicle, the employee's supervisor will attempt to discourage the employee from attempting to do so and, if necessary, shall contact local law enforcement personnel.  Any employee who fails or refuses to comply with the District's policies and procedures relating to prohibited drug or alcohol use and testing procedures will be subject to disciplinary action, up to and including termination of employment.
  3. Pending receipt of the results of an employee's drug or alcohol test results, the employee shall be suspended with pay, waiting for an employee's drug and/or alcohol test results, that employee must be removed from his/her position until the drug and/or alcohol test results are confirmed negative for prohibited drugs.  The employee will be placed on leave of absence with pay.  If the employee's test results are positive for the use of prohibited drugs or alcohol, the employee will be subject to disciplinary action in accordance with District policies and procedures.  If the employee's tests are negative for the use of prohibited drugs or alcohol, the employee may return to work at the Superintendent's discretion.  
  4. If the employee is asked to undergo a drug or alcohol test, the District will notify the employee of the results within forty-eight (48) hours or by the next business day after it receives the results from the laboratory.  To preserve the confidentiality of the test results, the District will provide notification of the test results by first class mail, postage prepaid.  If the test results are positive for the use of prohibited drugs or alcohol, such notification also shall include a statement of the employee's rights to contest such test.
  5. If the employee receives notice that the employee's test results were confirmed positive, the employee will be given the opportunity to explain the positive result following the employee's receipt of the test result.  In addition, the employee may have the same sample retested at a laboratory of the employee's choice.
  6. The District will make reasonable efforts to maintain the confidentiality of the results of any drug or alcohol test.  Only District employees with a need to know the results will have access to such results.  However, test results may be presented, used and disclosed by the District in connection with any due process or other administrative hearing requested by the employee in connection with any proposed disciplinary action or other administrative or judicial proceeding relating to any such disciplinary actions or otherwise relating to the employee's employment by the District or as may otherwise be required by law.  
  7. The District will pay the cost of any drug and alcohol testing required or requested by the District, including the cost of re-testing of positive results requested by an employee.  The costs of any other additional tests that an employee may request will be the responsibility of the employee.

Approved: August 28, 2006

Updated:  October 26, 2009

Reviewed:  September 23, 2013

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GAOE  Workers Compensation or Disability Benefits

The district will participate in workers compensation as required by current statute.  The combined workers’ compensation benefits and salary received under allowed paid leave, or other available leave, shall not exceed one full day's pay.

All employees of the district shall be covered by workers compensation.  Workers compensation coverage is provided for all employees regardless of assignment, length of assignment, and/or hours worked per day.  Benefits are for personal injury from accident or industrial diseases arising out of and in the course of employment in the district.

An injured employee must notify the designated employer’s workers compensation coordinator or, if the coordinator is unavailable, his or her supervisor within 20 days of the injury or within 20 days of repetitive trauma in order to be eligible for benefits.

The workers compensation plan will provide coverage for medical expenses and wages to the extent required by statute to those employees who qualify; however, the amount of workers compensation benefits and paid leave benefits shall not exceed a regular daily rate of pay.  An employee using paid leave, in combination with workers compensation will be charged for one full or partial day of sick leave, as provided for in the sick leave policy or the negotiated agreement, for each day of absence until the employee’s sick leave is exhausted.

Any employee who is off work and receiving workers compensation benefits shall be required to provide the superintendent or his/her designee with a written doctor’s release before the employee is allowed to return to work.  In addition, should the employee be released to return to work by a doctor and fail to do so, all benefits under paid leave shall be ended and those benefits under workers compensation shall be restricted as provided by current statute.

Whenever an employee is absent from work and is receiving workers compensation benefits due to a work-related injury or is receiving district paid disability insurance, the employee may use available paid leave to supplement the workers compensation or district paid disability insurance payments.  Workers compensation benefits and FMLA benefits provided in a board approved plan shall run concurrently if both are applicable.

In no event shall the employee be entitled to a combination of workers compensation benefits, district paid disability insurance, and salary in excess of his/her full salary.  Available paid leave may be used for this purpose until 1) available paid leave benefits are exhausted; 2) the employee returns to work; 3) the employee is released by the medical provider and a position is offered by the employer, but the employee declines to return to work; or 4) employment is terminated.  Paid leave shall be calculated on a prorata amount equal to the percentage of salary paid by the district.

Testing

The board, through its designated workers compensation coordinator, may require a post-injury chemical test as authorized by K.S.A. 44-501 et seq., and, if such test is refused, all workers compensation benefits shall be forfeited by the employee.

Choice of Physician

The board shall have the right to choose a designated health care provider to provide medical assistance to any employee who suffers an injury while performing their job.  However, if the injured employee chooses to go to a medical provider other than the designated provider, the recovery for such expenses shall be limited to $500.00.

Updated: September, 23, 2013

Revised: July 27, 2015

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GAOF Salary Deductions (See GAL) 

Salary deductions shall be made if permitted by board policy, the negotiated agreement, or as required or authorized by law.  The district shall comply with the salary basis requirements of the Fair Labor Standards Act (FLSA.)

The superintendent shall develop forms to provide information needed to make approved salary deductions.  All requests for salary deductions shall be submitted to the superintendent during enrollment periods established by the board.

Approved:  KASB Recommendation - 2/98; 11/04; 4/07; 6/13 Reviewed: September 23, 2013

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GAQ  Retirement (See GBN)

Employees are requested to notify the board of intent to retire.

Approved: October 12, 1998 Updated:  October 26, 2009

Reviewed:  September 23, 2013

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GAR  Communicable Diseases

Whenever an employee has been diagnosed by a physician as having a communicable disease, the employee shall report the diagnosis and nature of the disease to the superintendent so that a proper reporting may be made to the county or joint board of health as required by statute. 

An employee afflicted with a communicable disease dangerous to the public health shall be required to withdraw from active employment for the duration of the illness in order to give maximum health protection to other district employees and to students.

The employee shall be allowed to return to duty upon termination of the illness, when authorized by the employee's physician or by the health assessment team.

 In the event that a district employee has been diagnosed as having a communicable disease and the superintendent has been notified by the employee, as provided in policy, the superintendent shall determine whether a release shall be obtained from the employee's physician before the employee returns to his duties.

Decisions regarding the type of employment setting for an employee with a communicable disease shall be based upon the physical condition of the employee and the expected type of interaction with other employees and students.

These decisions are best made using the team approach including the employee's physician, public health personnel, superintendent and personnel associated with the proposed employment setting.

AIDS

In each case involving an employee with AIDS, the board shall reserve the right to make a final decision regarding the employment status of the employee after taking into account the recommendations of the health assessment team, the risks and benefits to both the employee and to others in the proposed work setting.

No information regarding employees with communicable diseases shall be released by district personnel without the employee's consent except to comply with state or federal statutes.

Guidelines for Dealing With Employees Infected With HIV in the District School

  1. The district establishes the following guidelines for dealing with the problems presented by school employees who have or could transmit HIV to other school employees or students.  The guidelines will be reviewed periodically and revised as necessary to reflect new medical information regarding HIV.                          
  2. Based upon the present knowledge that HIV is primarily transmitted by blood or sexual contact, and that casual person-to-person contact as would occur among school employees appears to pose no risk, individuals known to be infected with HIV virus should not be restricted from the work setting unless otherwise medically indicated.  Those individuals include the following: school personnel with positive antibodies to the HIV virus; school personnel who have illness due to the virus but do not meet the HIV CASE definition; and school personnel with HIV.

Case Review

The determination of the appropriate educational setting for HIV infected individuals should be done on a case-by-case basis by a Review Board and should be weighed against the risk and benefits to both the infected individual and to others who will share the same setting.  The superintendent will appoint a Chairperson of the Review

Board and this person is the contact source for all referred cases.

The Review Board may consist of, but not necessarily limited to, the employee's physician, appropriate district personnel appointed by the superintendent, the employee and/or a representative of the employee and the county health officer.  The school attorney may assist the Review Board as an observer and advise the board on legal questions.

Dealing With School Employees With HIV

  1. The Review Board may need to: develop additional procedures to periodically assess the employee's condition to assist in determining the employee's status to work.  Establishment of a plan for periodic review of the employee's status shall be established by the Review Board at the initial meeting.
  2. Before HIV infected individuals may work in the district, they shall be required to participate in a conference with appropriate school personnel for the purpose of determining reasonable expectations regarding the individual's responsibilities in the work setting.  Written recommendations are to be developed from the conference.

Confidentiality

To the extent possible, knowledge of the employee's condition shall be retained within the Review Board members. In some situations it may be necessary that other personnel also be advised.  This will be determined by the superintendent.

Policy Review

When new medical information becomes available with regard to HIV, these recommendations may be updated or changed as needed.

Approved: October 12, 1998

Updated:  October 26, 2009

Reviewed:  September 23, 2013

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GARA  Bloodborne Pathogen Exposure Control Plan

The board shall adopt an exposure control plan.

The plan shall be accessible to all employees and shall be reviewed and updated at least annually.  All staff shall receive the training and equipment necessary to implement the plan.

Approved: October 12, 1998

Updated:  October 26, 2009

Reviewed:  September, 23, 2013

Revised:  July 27, 2015

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GARI Family and Medical Leave

District employees shall be provided family and medical leave as provided by a plan approved by the board and required by current federal law and regulation.  

Approved: October 12, 1998

Updated:  October 26, 2009

Reviewed:  September 23, 2013

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GAT Staff Use of Communication Devices (See IIBG and IIBGC)

The board encourages district employees to use technology, including communication devices, to improve efficiency and safety.  The district expects all employees to use communication devices in a responsible manner that does not interfere with the employee's job duties.  Employees who violate district policies and procedures governing the use of communication devices may be disciplined, up to and including termination, and may be prohibited from possessing or using communication devices while at work.  Communication devices may not be used in any manner that would violate the district's policy on student-staff relations.

Definitions

“Communication device” is defined to include all portable devices that send or receive calls or text messages, allow the retrieval of email, or provide access to the Internet.  Communication devices shall include, but may not be limited to cell phones, smart phones, iPads, and tablets.

“Use/Using” for the purposes of this policy mean answering or talking on the phone; sending or responding to a text, e-mail, or other communication; opening and viewing pictures or digital recordings; opening and listening to music or audio communications; accessing social media websites; playing games on such device; continuously checking a communication device; or any activity with a communication device that interferes with the employee’s job duties or appropriate supervision of students.

General Use

The district prohibits employees from using any communication device that interrupts or disrupts the performance of duties by the employee or otherwise interferes with district operations, as determined by the employee's supervisor.  This prohibition applies regardless of whether the communication device used is owned by the employee or provided by the district.  Employees are responsible for keeping communication devices secure and, if possible, password protected.

Supervision of students and the provision of academic instruction are priorities in the district, and employees who are responsible for supervising and/or providing academic instruction to students must concentrate on these tasks at all times.  Employees shall not use communication devices when they are responsible for supervising students or when their doing so interrupts or interferes with classroom instruction unless any of the following conditions occurs:

  • The device is being used to instruct the students being supervised at the time;
  • The use is necessary to the performance of an employment-related duty;
  • The employee has received specific and direct permission from a supervisor to do so; or
  • There is an emergency.

Even when these conditions exist, the employee is responsible for obtaining assistance in adequately supervising students during the approved use so that students are supervised at all times.

Use in Vehicles

Regardless of other provisions of this policy, unless there is an emergency, employees shall not use communication devices when:

  • Driving district-provided vehicles;
  • Operating a vehicle in which a student is being transported when the transportation is provided as part of the employee's job; or
  • Supervising students who are entering or exiting a vehicle, crossing thoroughfares, or are otherwise attempting to safely reach their destinations.

Even in emergency situations, employees should first take all possible safety precautions before using communication devices.  Employees are subject to local, state, and federal laws governing use of cell phones while driving and will be solely responsible for all traffic violation liabilities resulting from their use of a phone while driving.

Use of District-Provided Communication Devices

The district may provide communication devices and service to some employees to assist them in carrying out their employment-related duties on and off district property.  Use of a district-provided communication device is a privilege.  The superintendent or designee has sole discretion as to which employees will be provided communication devices and may recall any previously issued communication device.  Employees do not have any expectation of privacy in district-provided communication devices or any information stored on them, and such devices may be confiscated and searched at any time.

Employees are expected to exercise reasonable care to protect district-provided communication devices from damage or theft and must report any such incidents immediately. The district may require employees to reimburse the district for any damage or theft that was the result of the employee's negligence.  Users of district-provided communication devices must abide by any use limitations included in the district's service contract.

Personal Use of District-Provided Communication Devices

Personal use of district-provided communication devices is permissible as long as the use does not exceed the limits of the applicable plan.  An employee whose use exceeds plan limitations will be required to reimburse the district for all expenses beyond those covered by the plan and may have privileges suspended or revoked unless the employee can show that

all use was for employment-related duties and the device was not used for personal reasons.  The amount of personal use of a communication device or service paid for under E-Rate can be no greater than the cost allocation submitted in the request for the E-Rate discount. 

Staff Bring Your Own Device Policy

Use of employees’ personal communication devices during work hours shall be restricted to classroom or work-related activities.  Such personal communication devices may only be used by the staff member and are not for student use.  The security of personal computing devices is solely the responsibility of the staff member.  Any loss resulting from damage or theft of personal communication devices in the school setting is not the responsibility of the district.

The superintendent shall develop compensation guides for the district.

Approved: October 12, 1998

Updated:  October 26, 2009

Reviewed:  September 23, 2013

Adopted:  July 27, 2015

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GBA Compensation Guides and Contracts

The superintendent shall develop compensation guides for the district.

Approved: October 12, 1998

Updated:  October 26, 2009

Reviewed:  September 23, 2013

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GBBA  Qualifications and Duties

A job description for each category of employee will be developed by the superintendent.  A copy of each job description shall be filed with the clerk. and may be published in an  appropriate handbook.

Approved: October 12, 1998

Updated:  October 26, 2009

Reviewed:  September 23, 2013

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GBC Recruitment

Subject to board approval, the superintendent is directed to recruit qualified personnel to staff the schools.  The superintendent may request building principals or other staff members to assist in this effort.

Approved: October 12, 1998

Updated:  October 26, 2009

Reviewed:  September 23, 2013

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GBD Hiring

The board shall approve the employment of all employees.  While this legal responsibility cannot be waived, the board delegates to the superintendent the authority to recruit staff members.  In carrying out this responsibility, the superintendent may involve administrators and teachers.

All employment contracts recommended by the superintendent are subject to ratification by the board.

The employment of any staff member is not official until the contract is signed by the candidate and approved by the board.

The hiring sequence shall be as follows:

  1. The verbal offer of employment to the candidate;
  2. Verbal acceptance by the candidate; 
  3. Contract sent to the candidate and candidates acceptance signified by a signed contract returned to Human Resources.
  4. Approval of the contract by the board. 

Approved: October 12, 1998

Updated:  October 26, 2009

Reviewed:  September 23, 2013

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GBG Probation

The authority to recommend to the board that licensed staff members be placed on probation is delegated to the superintendent following rules found in the Professional Agreement.

Approved: October 12, 1998

Updated:  October 26, 2009

Reviewed:  September 23, 2013

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GBH  Supervision

The superintendent is responsible for supervising all district employees.  Responsibility for supervising faculty members rests with each building principal.  The superintendent and other central office administrators designated by the superintendent also may supervise faculty members.

Approved: October 12, 1998 Updated:  October 26, 2009

Revised:  September 23, 2013

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GBI Evaluation

The board shall adopt an approved evaluation instrument.  The instrument shall govern evaluation of licensed employees, be filed with the clerk and may be published in employee handbooks.

Availability of Evaluation Documents

Completed evaluation documents shall be available to the employee, the superintendent, assistant superintendent, other administrators under whose supervision the teacher works, and others authorized by law. (See GAK)

Evaluation Criteria

Evaluation criteria shall be established by the board.

Approved: October 12, 1998

Updated: July 7, 2003

Updated:  October 26, 2009

Reviewed:  September 23, 2013

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GBK Suspension

The superintendent shall have the authority to suspend licensed employees with pay until the suspension is resolved by board action at the next regular or special meeting of the board.

The superintendent may suspend licensed employees with pay for any one or more of the following reasons: alleged violation of board policy, rule or regulation; the filing of a formal complaint against the employee with any civil authority or with the board charging the employee with the alleged commission of an offense involving moral turpitude; and other good cause. 

If the suspension is imposed on an employee pending dismissal, the employee is entitled to pay until the employee has had a due process hearing before the board.  The hearing shall determine whether further suspension shall be with or without pay and whether the employee will be terminated.

Approved: October 12, 1998

Updated:  October 26, 2009

Reviewed:  September 23, 2013

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GBN Separation

The administration shall recommend any change in employment status to the board. Non-renewal or termination shall be in accordance with Kansas law.

Approved: October I2, I998

Updated:  October 26, 2009

Reviewed:  September 23, 2013

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GBO Resignation

The board shall consider the resignation of any contracted employee which is submitted to the board in writing.  The board shall accept resignations from employees under contract only when the board is of the opinion that the resignation will be in the best interests of the district.

A contracted employee who has signed a contract and accepted a position in the district for the coming year or who has not resigned by the continuing contract notice deadline shall not be released from that contract to accept another position until a competent replacement has been contracted.

In the event the employee terminates employment in the district without compliance with board policy, the board may file a complaint with the Professional

Practices Commission.

Approved: October 12, 1998

Updated:  October 26, 2009

Reviewed: September 23, 2013

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GBQ  Retirement

Early Retirement

The district will make available an early retirement option for administrative and classified employees which is similar to the one available to licensed employees as a part of the professional agreement.  This option will be available only as long as the plan continues to be available for licensed staff through a current professional agreement.

Approved: October 12, 1998

Updated:  October 26, 2009

Reviewed:  September 23, 2013

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GBQA  Reduction of Teaching Staff

If the board decides that the size of the teaching staff must be reduced, guidelines in the Professional Agreement shall be followed.  Insofar as possible reduction of staff shall be accomplished by attrition due to resignations and retirement.

Approved: October 12, 1998

Updated:  October 26, 2009

Reviewed:  September 23, 2013

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GBR  Work Schedule

For the district to develop the educational environment to the best advantage, certain guidelines are necessary.

Time Schedules

To ensure the supervision of students and the instructional program of the district, professional personnel must be at their places of assignment preceding, during, and following classes each school day.  The duty day for all licensed staff members will be established each year in August by the superintendent or building principal.  Each licensed employee shall be notified of the duty day schedule before each school year begins.

Work Load

Based upon each teacher's time schedule and needs of the district, certain related non-teaching duties may be assigned on a regular or rotation basis by the superintendent.

Work Day

The school workday shall be established by the board.

Teachers to Remain in the Classroom 

Any teacher who finds it necessary to leave an assigned duty station while supervising students shall first secure approval from the building principal.

Approved: October 12, 1998

Updated:  October 26, 2009

Reviewed:  September 23, 2013

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GBRC Professional Development (See GBRH and GAN)

There shall be a program of professional development for employees, which meets minimum statutory and State Board of Education requirements.  The program shall promote:

  • continuous professional development;
  • improving academic achievement for all students;
  • diversification in academic foundations or subject knowledge; and
  • improved job effectiveness and enhanced skills.

When appropriate, the superintendent shall consult with the staff about professional development activities.

All appropriate employees shall attend professional development sessions unless excused by the superintendent.  Professional development programs may use all or a portion of the workday.

Approved: July 7, 2003

Updated:  October 26, 2009

Reviewed:  September 23, 2013

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GBRD Staff Meetings

Staff meetings for licensed personnel shall be called by the administration.

Approved: October 12, 1998

Updated:  October 26, 2009

Reviewed:  September 23, 2013

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GBRE Additional Duty

In addition to extra duty and supplemental duty which is assigned and compensated for as specified in the Professional Agreement, the board may establish out-of-class educational assignments that may extend beyond the school day or time class is in session.

Approved: October 12, 1998

Updated:  October 26, 2009

Reviewed:  September 23, 2013

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GBRF Student and Parent Conferences

Teachers shall be available for student and/or parent conferences at mutually convenient times.  The principal may schedule individual or building-wide parent teacher conferences as necessary.

Approved:  April 11, 2016

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GBRG Non-School Employment

The board reserves the right of exclusive access to the professional services of licensed employees in accordance with the terms of the contract.

Licensed employees shall not be permitted to engage in outside employment which impairs the effectiveness of their instructional service.

Approved: October 12, 1998

Updated:  October 26, 2009

Reviewed:  September 23, 2013

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GBRGA  Consulting

Licensed employees may be excused from regular duty by the superintendent to perform technical or instructional services as consultants to other districts, government agencies or private industry.  Requests for approval to serve as a consultant shall be submitted in writing to the superintendent.

Approved: October 12, 1998

Updated:  October 26, 2009

Reviewed:  September 23, 2013


GBRGB  Tutoring for Pay

Teachers shall not receive pay for tutoring during their contracted time.

Approved: October 12, 1998

Updated:  October 26, 2009

Reviewed:  September 23, 2013

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GBRH  Professional Leave

Personnel may be granted professional leave as specified in the Professional Agreement.

Sabbaticals

Sabbatical leaves may be granted with or without pay at the discretion of the board.

Conferences and Visitations

The superintendent shall have the authority to grant leaves of absence for any employee during any school year for the purpose of attending educational conferences or school visitations.

Association Leave

Association leave may be granted as specified in the Professional Agreement.

Exchange Teaching

All leaves for exchange teaching may be granted at the discretion of the board.

Sabbaticals

Any employee desiring a sabbatical leave shall file written application with his/her principal or supervisor at least 90 days prior to the first day of the requested leave. The application shall be in writing on a form prescribed by the superintendent and shall  explain in detail the length of the desired leave, the purpose of the desired leave and the applicant's reasons why the leave will be of benefit to the district.  The superintendent shall present the request to the board at its next regular or special meeting together with a recommendation.

No sabbatical leave shall be granted for a period longer than one year.  The employee receiving a sabbatical leave shall be entitled to all of the rights and privileges of employment that would have been received under regularly performed contracted functions during the period of such leave, except salary shall be discretionary with the board.

Professional Learning

Employees desiring to attend professional learning activities shall submit application on a form prescribed by the superintendent. 

Exchange Teaching

Any employee desiring a leave for the purpose teaching in another district shall file a written application with his/her principal at least 90 days prior to the first day of the requested leave.  The application shall explain in detail the length of the desired leave, the purpose of the desired leave and the applicant's reasons why the leave will be of benefit to the district.  The superintendent shall present the request to the board at its next regular or special meeting together with a recommendation for the board's consideration.

No exchange teaching leave shall be granted for a period longer than provided by law.  The employee receiving such a leave shall be entitled to all of the rights and privileges of employment that would have been received had duties been performed during the period of the leave.  No leave shall be granted until all employment obligations have been resolved in a written agreement between the districts concerned.

Approved: October 12, 1998

Updated:  October 26, 2009

Reviewed:  September 23, 2013

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GBRI  Personal Leaves and Absences

Licensed personnel may be granted personal leaves and absences as specified in the Professional Agreement.

Emergency and Legal

As specified in the Professional Agreement, emergency leaves, including legal leave without pay, may be granted.

Illness (Sick Leave)

As provided for in the Professional Agreement, licensed employees may be provided with leaves of absence with pay for illness.

Religious

Leaves of absence without pay may be granted for participating in religious activities.

Bereavement

Bereavement leave may be granted with pay for death within the immediate family.

Emergency Leave

To the extent possible, employees should give advance notice in requesting emergency leaves.  Whenever an employee takes an emergency leave without prior consent, the employee shall notify the principal or immediate supervisor at the earliest possible time.  When the employee is unable to give such notice, arrangements should

be made for some other person to notify the employee's principal or immediate supervisor of the emergency leave.

If the employee desires not to have a salary deduction made for the emergency leave, an application shall be made to the board by filing a request with the superintendent within ten days following the return from the emergency leave which shall explain in full the nature of the leave and the reasons why the employee is of the opinion no salary deduction should be made.  The request shall be considered at the next regular board meeting; however, filing the request in no way guarantees that the request shall be granted by the board.

Legal Leave

Legal leave shall mean time away from the job for the purpose of prosecuting or defending a legal action or for testifying in either a court of law or before an administrative body.  If the teacher is a plaintiff in an action against the district, this rule shall not apply.  Time away from the job for any action shall be taken as provided in policy and covered by other leave provisions as allowed by the district.

Jury Duty

An employee called to jury duty may be paid regular school wages.

Religious

Requests for religious leave without pay must be made to the superintendent at least five school days prior to the first day of the requested leave.

The leave may be granted by the superintendent, but the leave shall not exceed two school days per employee per school year.  The request for religious leave shall be in writing and shall fully explain the time, date and reasons of the leave.

Bereavement

Employees desiring bereavement leave shall contact their immediate supervisor. Bereavement leave may be granted at the discretion of the superintendent.  The length of each bereavement leave shall be determined by the superintendent.

Approved: October 12, 1998

Updated:  October 26, 2009

Reviewed:  September 23, 2013

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GBRIBA Disability Leave

The board may grant an employee a leave of absence for disability with or without pay. Disability is a temporary suspension of duties subject to the board's policies/rules generally. (See GBN, GBN-R, GBRI, GBRI-R.)

Any employee who becomes disabled due to illness or injury or anticipates becoming disabled for reasons including, but not limited to, surgery, hospital confinement, medical treatment, confinement at home by order of the employee's physician or pregnancy may become eligible for a leave of absence based upon said disability upon compliance with the rules hereinafter set forth.

Anticipating Disability

Any employee who reasonably anticipates becoming disabled because of any of the reasons set forth above shall give written notice to the superintendent of the condition expected to result in disability as soon as the condition is known to the employee.  In addition, such notice shall contain a statement from the employee specifying the date on which the employee wishes to commence disability leave and the expected date on which the employee wishes to resume duty following recovery from said disability along with a statement from the employee's physician concerning the employee's present general health and physical capacity to work.

When an employee desires to continue in the performance of duty during the period of time from the date of giving notice to the superintendent, as set forth above, to the date of disability, the employee shall be permitted to do so only when the employee's physician statement indicates that said employee is physically capable of continuing to perform assigned duties.  Such statement shall establish the time period, in the opinion of said physician, during which the employee is expected to be capable of performing said duties.

After consultation with the employee, the employee's immediate supervisor, if any, and principal, the superintendent shall determine whether or not the employee is capable of performing assigned duties up to the date requested by the employee.

In no event shall the board be obligated to permit a employee anticipating a state of disability to continue in the performance of duty where the performance of said employee has substantially declined from that performance shown by the employee prior to consultation with the superintendent provided in the paragraph immediately preceding.

The statement of the employee's physician concerning the employee's general health and physical capacity to work shall be submitted for board consideration together with the recommendation of the superintendent concerning the employee's continued performance of assigned duties.  The board will consider both the recommendation of the superintendent and the physician's statement when acting to allow said employee's continued performance of assigned duties after notification of the anticipated disability. 

The board reserves the right to have the employee examined by a physician of the board’s choice at district expense.

Failure or refusal of the employee to furnish a physician's report or to be examined by the board's physician shall preclude the employee from receiving any sick leave benefits for any disability and effect a waiver of said eligibility to resume assigned duties.

If the employee does not agree to the findings of the superintendent, the employee may request a hearing before the board to state reasons for continuance of assigned duties.  The hearing must be requested by the employee in writing within a reasonable period of time prior to the regular board meeting when said employee's future employment status will be determined.  Said request will be delivered to the superintendent or the clerk of the board.

The board will make its decision within a reasonable period of time after hearing all of the evidence presented by the employee, the superintendent and the employee's physician.  Said decision will be based on the evidence presented at the hearing.

Whenever, in the opinion of the board, the dates for the commencement of an anticipated disability leave and/or the dates for the resumption of duties would substantially interfere with the administration of the school or with the education of students, the requested dates may be changed by the board.  The employee shall resume assigned duties no later than the first day of the school year following the date that the employee was declared eligible for resumption of duties.  Failure to appear for resumption of duties shall be deemed a resignation by the employee.

When it is mutually agreed to between the employee and the board that the employee will not resume contracted duties for the school year in which the employee would be eligible to resume duty, the employee shall be separated from employment as provided by law (See GBN and GBN-R).  The board will have discharged its responsibility after offering to allow the employee to resume duty in the first vacancy for which the employee is licensed that occurs after the employee has been declared eligible for resumption of duty.

Returning to Duty

The employee who submits a written physician's report that the employee is physically fit for full-time employment may be declared eligible for resumption of duties. 

If the superintendent or the employee's immediate supervisor has a good faith doubt that the employee is capable of resuming regular classroom duties, the superintendent shall conduct an inquiry to determine whether the employee is capable of resuming regular classroom duties.  The findings and conclusions of the superintendent's inquiry will be given to the employee in writing at the conclusion of the investigation.  If the findings and conclusions are contrary to the opinion of the employee and the employee's physician, the employee may request a hearing before the board to resolve the matter.  The request for said hearing shall be given to the clerk of the board in writing within a reasonable period of time after receipt of the superintendent's report.  The board will hold the hearing at its next regularly scheduled board meeting.

If the board has a good faith doubt that an employee who does not return to duty after a disability, is unable to resume contracted duties, the board may request that the employee be examined by a physician of the board's choice at district expense.  If the physician's report is that the employee is able to resume work, the board may require the employee to do so or to be placed on unpaid leave and possible suspension.  The employee may request a hearing to resolve the matter before the board as herein provided previously.

Extensions or Reductions of leave

Where disability leaves have been approved, the beginning or ending dates thereof may be further extended or reduced for medical reasons upon application by the employee to the board.  Such extensions or reductions may be granted by the board for additional reasonable periods of time provided, however, that the board may alter the requested dates upon a finding that such extension or reduction would substantially interfere with the administration of the school and/or with the education of the students and provided further that such change by the board is supported by reasonable evidence.

The provision of this regulation shall not be deemed to impose on the board any obligations to grant or extend a leave of absence to any non-tenured employee beyond the end of the contract school year in which the leave is obtained.

Leave Benefits

All personnel benefits accrued by the employee at the date the disability leave begins will be retained during disability leave unless the person concerned shall have severed the employment relationship by resignation.  No additional personnel benefits will accrue during the period of disability leave except as expressly provided by law.

The provisions of this policy and regulation shall not be applicable and shall be of no force nor effect during any period of time not covered by a contract of employment with the employee.

A leave of absence due to a disability may be chargeable to the sick leave of the employee. (See GBRI & GBRI-R)

District disability or sick leave benefits shall be reduced by any duplicating monetary benefit received by the employee under any plan, including a plan established by law, toward which the board contributes or for which the board pays.  The board will retroactively adjust the district benefits provided by the board under one plan when granted prior to the notice that the employee has elected to file for benefits under another plan provided in full or in part by the board, e.g., an employee's utilizing paid sick leave for a disability and filing for benefits under workmen's compensation which would be paid, duplicate all or part of the benefit provided earlier and increase the employer's contribution rate because of the loss-experience record.

Such retroactive adjustment may involve a prorate deduction in wages to compensate for duplication of benefits or an endorsing all or part of the benefit over to the district.  In either case, a proration of sick leave taken earlier will be reinstated to the employee's accrued accumulated sick leave.  The adjustment will be conducted as group insurance companies coordinate benefits so that the employee receives the best adjustment of his full claim, but never more than the full amount of his claim.  Such an adjustment shall not affect any personal insurance coverage carried by the employee in which the board is not a contributor.

Approved: October 12, 1998

Updated:  October 26, 2009

Revised:  September 23, 2013

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GBRID  Military Leave  (Also GCRG)

Any employee, upon written request to the superintendent, shall be granted leave to cover the length of his required service, as defined below, in the military forces of the United States.  Each request for military leave shall be accompanied by a copy of the appropriate military orders.  On the date of release from service, the employee shall notify the superintendent of his availability and possible date of return to employment.

Service veterans returning to active duty have a four-year duty period which may be extended to five years at the option of the military service.  Such employees have a 90day period following release to report for reemployment with the district.  This type of military leave shall be without pay.

Employees who are guardsmen or reservists taking initial active duty training will have 31 days after release to report for reemployment with the district.  This type of military leave shall be without pay.

Guardsmen or reservists taking annual training, special school or special duty will report for reemployment with the district immediately following release plus any necessary travel time.  This type of military leave may be with pay subject to board approval.             

Failure to return within the time period allowed without notice to the superintendent shall result in cancellation of the military leave, and the employee shall receive no credited service in the district for the time served on military leave.  Continued absence may result in termination of employment.

Military leave shall be limited to the length of service required by the induction of the draftee or the orders to active duty of enlisted reserves or members of the national guard plus the applicable time period following release.  Military leave for guardsmen or reservists who are ordered to active duty shall be limited to the date when the officer can by his own actions terminate such active duty or the date of his orders to inactive status, whichever may occur first.

An employee on military leave, if he makes application to the superintendent within the applicable time period after the effective date of his release from active duty, shall be returned to a position comparable to the position held at the time the leave was granted.  The employee's salary and benefit status upon return from military leave shall be the same as it would have been if leave had not been taken.  The district shall have a 10-day grace period to make arrangements for reemployment of the employee, and the superintendent shall make every effort consistent with law and the wishes of the employee to minimize any possible adverse effect of employment changes on the educational program.

In the event the requested military leave causes an educational disservice to the education of the boys and girls of the district, the superintendent shall notify the commanding officer who signed the orders, requesting an adjustment in the orders.  If the superintendent is not satisfied with the response, he shall seek further assistance by calling 1-800-336-4590 to request a consultation with an officer in the National Committee for Employer Support of the Guard and Reserve, Office of the Secretary of

Defense, 1735 North Lynn Street, Arlington, VA 22209.

Approved: October 12, 1998

Updated:  October 26, 2009

Reviewed:  September 23, 2013

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GBRJ Substitute Teaching

Qualified substitute teachers shall be secured for the district.

The Human Resources Department shall compile a list of approved substitute teachers and meet with potential substitutes before the start of each school year.

The superintendent shall be responsible for developing a substitute's handbook.

The board shall establish the rate of pay for substitute teachers.

Candidates will receive a substitute's handbook, an explanation of the substitute program, application forms, and necessary tax forms and other records to be completed. The handbook shall include information on when and how candidates should apply to be substitutes, the rates of pay, the time of the morning or day that substitutes can expect to be called for duty, instructions on where to report for all district attendance centers, maps of the school district and of each attendance center, a current copy of the school calendar, , hints on working with students, a statement of expectations the district has for substitutes, a list of things the substitute must do before leaving for the day and a sample, report form for reporting incidents that may take place during the day.

Substitutes are encouraged to prepare, in advance, for the subjects in which they are most likely to substitute in case lesson plans are not available as required in IKI.

Whenever a teacher is to be absent from teaching duties, the teacher shall notify the principal as early as possible or shall arrange to have some other person notify the principal. 

Approved: October 12, 1998

Approved: July 14, 2008

Updated:  October 26, 2009

Reviewed: September 23, 2013

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GBU  Ethics

An educator in the performance of assigned duties shall:

  • recognize basic dignities of all individuals with whom he interacts in the performance of assigned duties;
  • exercise due care to protect the mental and physical safety of students, colleagues and subordinates for whom he is responsible;
  • be accountable for maintaining his integrity and shall avoid accepting anything of substantial value offered by another which is known to be or which may appear to be for the purpose of influencing his judgment or the performance of his duties;
  • accurately represent his qualifications;
  • be responsible to present any subject matter in a fair and accurate manner; and
  • extend to students the opportunity for individual action in pursuit of learning and shall take steps to ensure that the students shall have access to varying points of view.

Approved: October 12, 1998

Updated:  October 26, 2009

Reviewed:  September 23, 2013

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GBV  Official Records of the District

The official records of the District are the sole property of the District. Licensed or classified employees leaving or relinquishing their positions within the District shall leave all official records for their successors or deliver such records to the Superintendent of Schools or to the Superintendent's designee.

Official Records

Official records of the District are defined as any documentary materials or items, regardless of physical form or characteristic, which are created or received by or on behalf of any employee in pursuit of the District's objectives or during the course of its operation of business.  For the purposes of this definition, the term employee means each administrative, professional and classified employee.

Such official records include, but are not limited to, correspondence, reports, minutes, memoranda, registers, directives, announcements, manuscripts, publications, architectural and building plans, personnel records of all employees and student records. Also included are audiovisual materials, film, tape, photographs, drawings, computer software and output data and any other material whether written, printed or in electronic form created or received by the District or any District employee

Exclusions

Excluded from this definition of official records are archival or published materials, in print, electronic or other formats, collected as reference material to support the instructional and curricular programs of the District.  Documents or other materials developed or produced by District's employees on their own time and without the substantial involvement of the District's equipment, personnel and supplies also are excluded from the definition of official records.

The superintendent shall prescribe uniform procedures for the maintenance, retention and disposal of the District's official records.

Approved:  September 23, 2002

Updated:  October 26, 2009

Revised:  September 23, 2013

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GCA  Compensation Guides and Contracts

Non-licensed employees shall be paid according to pay rates established by the board.

Monthly Pay for Employees Working Less Than 12 Months

Regularly scheduled employees who work less than 12 months each year may be paid in substantially equal payments over the number of months worked.  The board may designate classes or groups of employees to be paid in substantially equal payments over 12 months.  Any overtime payment shall be paid in the first pay period after the overtime duty was performed.

Overtime

There shall be no overtime unless prior approval is granted.

Compensation for Out-of-Town/Overnight Trips

When non- licensed personnel are required to be out of town on district business, they shall be compensated in the following manner

 Regular or overtime pay as appropriate for time away from Hutchinson.

 MINUS:

  1. Eight hours for sleep when overnight;
  2. Reasonable time for meals (normally one hour per meal); and
  3. Time used exclusively for pleasure or personal business.

Approved: October 12, 1998

Updated:  October 26, 2009

Reviewed:  September 23, 2013

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GCC Recruitment

The superintendent will recruit non- licensed personnel to fill existing or proposed vacancies and recommend that the board hire the best qualified candidate.

Approved: October 12, 1998

Updated:  October 26, 2009

Reviewed:  September 23, 2013

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GCDA  Teacher Aides and Paraprofessionals

Teacher aides and paraprofessionals shall follow all applicable board policies, rules and regulations and shall be under the general supervision of the building principal.

Approved: October 1 2, 1998

Updated:  October 26, 2009

Reviewed:  September 23, 2013

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GCE Assignment and Transfer

The superintendent reserves the right to assign, reassign or transfer any district employee as the superintendent determines to be in the district’s best interests.

Approved: October 12, 1998

Updated:  October 26, 2009

Revised:  September 23, 2013

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GCH  Supervision

A building principal has the responsibility to supervise all non- licensed employees who are assigned to his/her building.  The Director of Operations will supervise custodial employees, the Director of Nutrition Services will supervise food service employees, the Director of Special Education will supervise paraprofessionals and other district administrators will supervise classified employees under their direction.

Approved: July 14, 2008

Updated:  October 26, 2009

Reviewed:  September 23, 2013

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GCI Classified Employee Evaluation

All classified employees shall be evaluated as follows:

  1. employees with less than 3 full years of experience will have an annual evaluation completed by March 1 of each school year;  
  2. employees with three or more years of employment will be evaluated every three years; 
  3. newly employed classified employees will have an evaluation completed by the immediate supervisor within 60 days of employment.  Employees hired prior to January 1, will have 2 evaluations the first year.  

Classified employees shall be evaluated by their direct supervisor.  This could be an administrator, classified employee supervisor or classroom teacher. 

Classified employees shall be evaluated on their personal qualities, their commitment to duty and specific work-related skills which are directly related to their job description. A copy of the completed evaluation will be given to each employee after it is signed by the employee and the evaluator. A copy will also be placed in the employee's personnel file at the district office.

Approved: October 12, 1998

Updated:  September 12, 2005

Updated:  October 26, 2009

Reviewed:  September 23, 2013

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GCK Suspension

The superintendent may suspend non-licensed employees with pay pending a board determination.  Under emergency situations, the superintendent may suspend non- licensed employees without pay or terminate such employees pending approval of the board.

Approved: October 12, 1998

Updated:  October 26, 2009

Reviewed:  September 23, 2013

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GCO Resignation

Non- licensed employees may resign from their jobs in accordance with the employment handbook and board policies.

Approved: October 12, 1998

Updated:  October 26, 2009

Reviewed:  September 23, 2013

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GCR Work Schedules

The board will make reasonable effort to establish and maintain adequate working conditions.

Attendance

Regular attendance is required of all non- licensed employees as a condition of employment, subject to individual leave in accordance with district policies, and excessive absences or tardiness, unauthorized leave or unexcused absences may result in disciplinary action including termination of employment.

Time Schedules

The superintendent shall develop time schedules for all non- licensed employees, subject to approval by the board.

Work Load

Work load assignments for non- licensed personnel, i.e., clerical, aides, maintenance, custodial, and food service, shall be made by the superintendent.

Time Schedules

Time schedules for non- licensed employees will be assigned at the beginning of the employment term by the superintendent.

Work Load

The normal work load for non- licensed personnel may vary according to assignment.

 Approved: October 12, 1998

Updated:  August 26, 2002

Updated:  October 26, 2009

Reviewed:  September 23, 2013

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GCRA Full Time Classified Personnel

Full time classified personnel are those employees who work 40 hours per week, twelve months of the year.

Overtime Pay

Only classified personnel working 40 hours per week are eligible for overtime pay.

Approved: August 28, 2006

Updated:  October 26, 2009

Reviewed:  September 23, 2013

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GCRF Non-School Employment

Non- licensed employees shall not be excused during their regularly assigned time schedule to perform outside work.  Non- licensed employees shall engage in no outside employment which impairs the effectiveness of their assigned duties.

Approved: October 12, 1998

Updated:  October 26, 2009

Reviewed:  September 23, 2013

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GCRG Leaves and Absences

Non- licensed employees may be granted leaves and absences.

Emergency and Legal

Non- licensed employees may be granted emergency and legal leave.

Illness (Sick Leave)

Non- licensed employees may be granted leaves for illness.  Less than full-time employees may be granted sick leave specified in the classified handbook.  Full-time classified employees shall be granted ten days sick and bereavement leave each contract year.  Sick leave may be used for the employee's illness or critical illness in the immediate family.  Sick leave shall accumulate as specified in the current employee handbook.

Military Leave (Also GBRID)

Any employee, upon written request to the superintendent, shall be granted leave to cover the length of his required service, as defined below, in the military forces of the United States.  Each request for military leave shall be accompanied by a copy of the appropriate military orders.  On the date of release from service, the employee shall notify the superintendent of his availability and possible date of return to employment.

Service veterans returning to active duty have a four-year duty period which may be extended to five years at the option of the military service.  Such employees have a 90day period following release to report for reemployment with the district.  This type of military leave shall be without pay.

Employees who are guardsmen or reservists taking initial active duty training will have 31 days after release to report for reemployment with the district.  This type of military leave shall be without pay.

Guardsman or reservist taking annual training, special school or special duty will report for reemployment with the district immediately following release plus any necessary travel time.  This type of military leave may be with pay subject to board approval.  Failure to return within the time period allowed without notice to the superintendent shall result in cancellation of the military leave, and the employee shall receive no credited service in the district for the time served on military leave.  Continued absence may result in termination of employment.

Military leave shall be limited to the length of service required by the induction of the draftee or the orders to active duty of enlisted reserves or members of the national- guard plus the applicable time period following release.  Military leave for guardsmen or reservists who are ordered to active duty shall be limited to the date when the officer can by his own actions terminate such active duty or the date of his orders to inactive status, whichever may occur first.

An employee on military leave, if he makes application to the superintendent within the applicable time period after the effective date of his release from active duty, shall be returned to a position comparable to the position held at the time the leave was granted.  The employee's salary and benefit status upon return from military leave shall be the same as it would have been if leave had not been taken.  The district shall have a 10-day grace period to make arrangements for reemployment of the employee, and the  superintendent shall make every effort consistent with law and the wishes of the employee to minimize any possible adverse effect of employment changes on the educational program.

In the event the requested military leave causes an educational disservice to the education of the students of the district, the superintendent shall notify the commanding officer who signed the orders, requesting an adjustment in the orders.  If the superintendent is not satisfied with the response, he may seek further assistance by calling 1-800-336-4590 to request a consultation with an officer in the National Committee for Employer Support of the Guard and Reserve, Office of the Secretary of

Defense, 1735 North Lynn Street, Arlington, VA 22209.

Approved: October 12, 1998

Updated:  October 26, 2009

Reviewed:  September 23, 2013

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GCRH  Vacations for Classified Employees

Classified employees of the board may be granted a paid vacation each year after the first year of employment as follows:

  • beginning July 1, 2006, part-time classified personnel who work thirty hours or more per week, twelve months of the year may earn up to five days of paid vacation; 
  • classified personnel who were employed prior to July l, 2006, and who work twelve months of the year, may earn up to a maximum of three weeks of vacation; this vacation will be prorated based on the number of hours the classified employee works per week;
  • full-time classified personnel who work 40 hours per week, twelve months of the year may earn up to a maximum of three weeks of vacation.  Full time classified personnel will receive two weeks of vacation after one year of employment up to five years.  Beginning with the sixth year, one additional day shall be added each year.  A maximum of three weeks of paid vacation will be allowed.

Approved: October 12, 1998

Updated: August 28, 2006

Updated:  October 26, 2009

Reviewed:  September 23, 2013

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Paid holiday leave may be granted to non- licensed employees.

When a holiday falls during contract time, non- licensed employees will receive the following paid holidays: Labor Day, Thanksgiving, Christmas plus one day, New

Year's Day, Spring Break (two days), Memorial Day, and Independence Day.                   

Approved: October 12, 1998

Updated:  October 26, 2009

Reviewed:  September 23, 2013

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GCT  Employee Use of District Cellular Phones

The District will provide a monthly allowance for charges incurred as the result of a Designated Employee’s use of the employee’s personal cell phone for District business purposes.  Designated Employees are those full time licensed, classified and administrative employees of the district who are determined by the superintendent to have a demonstrated need for cell phone use to carry out their duties and responsibilities as District employees.

Examples of valid business reasons warranting a need for use of a cell phone include, but are not limited to, employees who travel frequently in the performance of their responsibilities, employee’s whose duties on behalf of the District frequently require the employee to be away from the employee’s office or regular workplace, employees who work in locations in which regular telephone service is not readily available and employees who are key District employees who may need to be contacted outside normal business hours in the event of an emergency or for other business-related reasons.

The amount of the District’s monthly cell phone use allowance shall be determined from time to time by the superintendent and shall be payable monthly to Designated Employees.  Designated Employees shall be responsible for contracting with a cellular telephone service provider in the Designated Employee’s own name and for payment of any initial plan charges, for the purchase of the cell phone and for paying all expenses incurred in connection with such employee’s cell phone use.

The cell phone allowance will be paid as a miscellaneous addition to Designated

Employee’s regular paychecks and are subject to FICA and to federal and state income tax withholding.  Employees may elect to maintain records detailing their business use of their cell phone and deduct such documented expenses as a business expense when filing their personal income tax returns.  Employees should consult their personal income tax advisors regarding the proper treatment of the District’s cell phone allowance and requirements relating to documentation of employee business expenses for purposes of federal and Kansas income taxation.

If, due to the particular circumstances of a Designated Employee’s job responsibilities, the District’s monthly cell phone allowance is not adequate to fairly compensate such Designated Employee for the business use of their personal cell phone, the Superintendent is authorized to adjust the amount of such Designated Employee’s monthly allowance or to make other modifications or exceptions to this policy as the

Superintendent determines to be necessary and appropriate.

First Reading: November 27, 2006

Approved:       December 11, 2006

Updated:  October 26, 2009

Reviewed:  September 23, 2013

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