PRENTISS COUNTY SCHOOL DISTRICT PERSONNEL HANDBOOK … · PRENTISS COUNTY SCHOOL DISTRICT PERSONNEL...

PRENTISSCOUNTYSCHOOLDISTRICT

PERSONNELHANDBOOK

2019-2020

RandleDowns,SuperintendentofEducation

PRENTISSCOUNTYSCHOOLDISTRICTBOARDOFEDUCATION

Mrs.SheliaJohnson

Mr.RonnyKesler

Mr.JasonMcCoy

Mr.RandyManess

Mrs.TeresaBotts

CentralOfficeStaff

RandleDowns,Superintendent728-4911Ext.301

WandaCrow,Superintendent’sSecretary728-4911Ext.301

AndreaAllen, Network Administrator/ Student Data Coordinator728-4911Ext.303

TanyaMorgan,ChildNutritionDirector728-1550Ext.305

DanaHisaw,PayrollandInsurance728-4911Ext.307

AliciaShields,BusinessManager728-4911Ext.308

SandyJohnson,BookkeepingandAccountsPayable728-4911Ext.309

MelbaCrabb,EducationalServiceCenterSecretary728-9408Ext.310

KimHamm,FederalProgramsDirector/CurriculumDirector/LicensureRenewal728-9408Ext.313

LukeLedbetter,TechnologyCoordinator/TestingCoordinator728-4632Ext.311

LeighEstes,SpecialEducationDirector/Gifted728-9408Ext.315

RichardMorgan,BusShop728-8534

ChrisMorgan,TransportationDirector401-1280

SchoolsandPrincipals

HILLSCHAPELSCHOOL(K-8) NickeyMarshall,Principal728-5181 Fax:728-1773

JUMPERTOWNSCHOOL(K-12) AnthonyMichael,Principal728-6378 Fax:728-9420

MARIETTASCHOOL(K-8) JasonPotts,Principal728-4770 Fax:728-0965

NEWSITEHIGHSCHOOL(9-12) RonaldClark,Principal728-5205 Fax:728-1965

THRASHERSCHOOL(K-12) KennySparks,Principal728-5233 Fax:728-8107

WHEELERSCHOOL(K-12) ToddSwinney,Principal365-2629 Fax:365-2535

PRENTISSCOUNTYVO-TECH KimEnglish,Director728-9259 Fax:728-9899

PrentissCountySchoolDistrict

Mission

PrentissCountySchoolDistrictisdedicatedtoensuringworldclassacademicexcellencewithinasafelearningenvironment,whileprovidingavarietyofexceptionalextra-curricularprogramsthatfosterthephysical,social,andemotionalgrowthofall

students.

Vision

PrentissCountySchoolDistrictwillberegionallyandnationallyrecognizedasasystemofsuperiorperformingschoolsthatigniteapassionforlearningwhileinspiringstudentsuccessthroughinstructionalexcellenceandexemplaryleadership.

1. Ensureasafe,secure,orderlyenvironmentforall.2. Improvedstudentachievementthroughaguaranteed,viablecurriculum.3. Provideextra-curricularopportunitiesthatfosterthepersonalgrowthofall.4. Recruit,develop,andretainaworkforceofindividualscommittedtothe

district’svisionandmission.5. Developprincipled,stronginstructionalleaders.6. Developstrategiestoincreasethegraduationrateandreducethedropout

rate.7. Furtherdevelopproductivecommunityandparentalpartnerships.8. Assiststudentsindevelopinghabitsthatpromoteahealthylifestyle.9. Continuouslyreplaceandupdatetechnology.10. Managethesystem’sfacilitiesinafinanciallyresponsiblemanner.

EmployeeHandbookPurposeWelcometoPrentissCountySchoolDistrict(PCSD).Webelievethecontributionofyourtalents,skills,knowledge,andpositiveattitudeisessentialtothecontinuedsuccessofthisdistrict.AllPCSDemployeesarevaluedandencouragedtonotifyyoursupervisorsaboutawardsandachievementsaswellasproblemsandyourideasonsolvingthem.Thishandbookwasdevelopedtoprovideinformation.ItoutlinestheDistrict’sexpectations,policies,andprograms,servingasaresourceforyouduringyouremployment.ThishandbookwillserveasareferenceandguideforteachersandstaffinregardtothepoliciesestablishedbyPrentissCountySchoolBoardconcerningpersonnel.Thishandbookisnotintendedtobeall-inclusivenorwillitaddresseverysituation.Therefore,youareencouragedtoaddressquestionswithyourdirectsupervisor.Thepoliciesandotherinformationcontainedinthishandbookaresubjecttochangeatanytimeduetoorganizationalneeds.PCSDBoardPolicysupersedesalldocumentedmaterialpublishedorunpublished.

II.EMPLOYMENTEqualEmploymentOpportunityPCSDiscommittedtoprovidingaworkenvironmentthatisfreeofdiscrimination.ItisthepolicyofPCSDthatallapplicantsandemployeesareentitledtoequalemploymentopportunityregardlessofrace,color,religionorcreed,gender(includespregnancyorrelatedmedicalconditions),nationalorigin,age,disability,veteranstatusorotherprotectedcharacteristicsasrequiredbylocal,stateandfederallaw.Inaddition,theDistrict’sprocedurespecificallyprohibitsretaliationagainstanyindividualengagedinaprotectedactivity.Protectedactivitiesincludemakinganhonestlybelievedcomplaintofdiscrimination;participatingasawitnessorotherwiseinadiscriminationinvestigation;orrequestingaccommodationsbasedonreligionordisability.

Incompliancewiththeprovisionsofallapplicablestateandfederalcivilrightslaws,everyeffortwillbemadetoemploythemostqualifiedindividualswithoutregardtotheabovefactors.Additionally,itisandshallcontinuetobetheDistrict’spolicytoprovidepromotionandadvancementopportunitiesinanon-discriminatoryfashion.PCSDisanequalopportunityemployer.PCSDdoesnot,andwillnot,permitanyofitsemployeestoengageindiscriminatorypracticesinvolvingindividualsthattheycomeincontactwithasrepresentativesoftheDistrict,ortheirco-workers.

PCSDrequiresimmediatereportingofallperceivedincidentsofdiscrimination.Ifyoubelieveyouarebeingdiscriminatedagainst,orifyoubelieveyouremploymentisbeingaffectedbysuchconductdirectedatsomeoneelse,youshouldimmediatelydiscussyourconcernswithyourimmediatesupervisor,thePrincipal,SuperintendentorPersonnelOffice.Shouldemployeesknowofanincidentofdiscrimination,theyareexpectedtoimmediatelybringtheincidenttotheattentionoftheirsupervisor,thePrincipal,SuperintendentorPersonnelOffice.

ThisDistrictwillnotdiscriminateinitsoperation,onthebasisofrace,color,religion,nationalorigin,sex,age,ordisabilityintheprovisionofeducationalprogramsandservicesoremploymentopportunitiesandbenefits,inaccordancewithfederalandstatelaws.

REF:TitleVIandTitleVII;1964CivilRightsActTitleIX;1972EducationAmendmentsSection503;and5041973RehabilitationActMississippiPublicSchoolAccountabilityStandards

EmploymentAtWill

WhiletheDistrictstrivestomaketheemploymentrelationshipamutuallysatisfyingone,PCSDcanmakenoassurances,eitherexpressedorimplied,concerningthedurationofemployment.EmployeesoftheDistrict,whoare“At-Will”,meanthateithertheDistrictortheemployeecanterminateemploymentatanytime,withorwithoutcauseornotice.ProgressiveDisciplinedoesnotaltarthe“At-Will”status.“At-Will”employeesarenotentitledtoahearing.Inaddition,itshouldbenotedthatnoonehastheauthoritytomakepromisesorguaranteesofemployment,whicharenotconsistentwiththeDistrict’s“At-Will”policy.Therefore,nostatementorpromisebyasupervisorordepartmentheadmaybeinterpretedasachangeinpolicynorwillitconstituteanagreementmadewithanemployee.An“At-Will”employeeisanyemployeewhodoesnotreceiveacontractofemployment.

SelectpositionswithinPCSD(i.e.Teachers)doreceiveemploymentcontracts.Therefore,theydonotfallunderemployment“At-Will”.EmployeeswhohaveacontractwithPCSDareexpectedtoabidebythetermsoftheircontract.

COMPLAINT/GRIEVANCEPOLICYThepurposeofthisprocedureistosecurethefirstpossibleadministrativelevel,anequitablesolutiontoanygrievance.Thefollowingdefinitionsshallapplyinthisgrievanceprocedure:

1. A“grievance”isacomplaintbyanindividualbaseduponanallegedviolationofaperson’srightsunderstateorfederallaworboardpolicy.

2. A“grievant”isapersonorpersonsmakingthecomplaint.3. Theterm“days”shallmeanworkingschooldaysandshallexcludeweekends

orvacationdays.PROCEDUREFORPROCESSINGGRIEVANCES:LevelOne:

1. Allgrievances,asdefinedinNo.1above,mustbepresentedorallytotheprincipalorimmediatesupervisorofthegrievantwithinfive(5)daysoftheactoromissioncomplainedof,andtheprincipalorimmediatesupervisorandthegrievantwillattempttoresolvethematterinformally.

2. Ifthegrievantisnotsatisfiedwiththeactiontakenortheexplanationgivenbytheprincipalorimmediatesupervisorthegrievantshall,withinfive(5)daysaftermeetingwiththeprincipalorimmediatesupervisorsettingforthindetailhowthegrievantclaimstohavebeendiscriminatedagainst.Thiswrittenstatementshallcontain,inadditiontotheabove,thetime,placeandnatureoftheallegedactoromissionandthestateorfederallaworboard

policyallegedlyviolated.Thestatementmustbesignedbythegrievantandpresentedtohis/herprincipalorimmediatesupervisor.Alsoacopyshallbegiventothesuperintendent.

3. Intheeventthegrievantdoesnotsubmittohis/herprincipalorimmediatesupervisorawrittenstatementasrequired,his/herfailuretodososhallbedeemedasanacceptanceoftheinformaldecisionrenderedbytheprincipalorimmediatesupervisor.

4. Withinfive(5)daysafterreceivingthegrievant’ssignedstatementtheprincipalorimmediatesupervisorshallsendtothesuperintendentacopyofthegrievant’sstatement,alongwithastatementfromtheprincipalorimmediatesupervisorsettingforththeirresponsetothegrievantand/ortheirdecision,asisapplicable.Atthesametime,theprincipalorimmediatesupervisorshallalsoprovideacopyoftheirwrittenstatementofthegrievant.

LevelTwo:

1. Uponreceiptbythesuperintendentofthewrittennoticethatthegrievantintendstoappealthedecisionofhis/herprincipalorimmediatesupervisor,thesuperintendentshallnotifythegrievantinwritingwithinfive(5)daysandshalladvisethegrievantofthedateandtimeuponwhichthematterwillbeconsideredbythesuperintendent.Thesuperintendentshallscheduleahearingonthematternolaterthanten(10)daysfromthedateofreceiptofthegrievant’swrittennoticeofintentiontoappealthewrittendecisionofhis/herprincipalorimmediatesupervisor.

2. Thewrittenstatementsubmittedbythegrievanttohis/herprincipalorimmediatesupervisorinLevelOneshallformthebasisofthegrievancebeforethesuperintendent.Thegrievantshallsubmitanyandalladditionalinformationonhis/herbehalftothesuperintendentinwritingnolaterthanfive(5)dayspriortothedatewhichthematterisscheduledforahearingbythesuperintendent.

3. Intheeventthegrievantdoesnotpersonallyattendthehearingscheduledbythesuperintendent,his/herfailuretoattendshallbedeemedasanacceptanceforthewrittendecisionrenderedbyhis/herprincipalorimmediatesupervisoratLevelOne.

4. Thesuperintendentshallrenderawrittendecisiontothegrievantwithinfive(5)daysuponwhichthematterwasheard.

LevelThree:1. Ifthegrievanceisnotresolvedtothesatisfactionofthegrievantatsteptwo,

orifthesuperintendentdoesnotrenderadecisionwithinfive(5)days,thegrievantmayfilethegrievancewiththesecretaryoftheboard.

2. Ifthegrievanceisnotfiledwiththesecretaryoftheboardwithinfive(5)daysoftheHearingatLevelTwo,thegrievanceshallbeconsideredresolved.

3. Withinfive(5)daysafterreceiptofthegrievance,theboardsecretary,inconcertwiththepresidentandsuperintendent,shallscheduleahearingbeforetheboardonthegrievance.

4. Theboardshallrenderitsdecisionwithinseven(7)daysofthehearing.

ProfessionalStaffDuties

Everyprofessionalstaffmemberwillcarryoutthefollowingduties:

● Demonstrateprofessionalcompetencyandqualitiesthatcreateaclassroomatmosphereinwhichlearningcantakeplace.

● PlanforteachingwithintheframeworkofthegoalsestablishedbythePrentissCountySchoolSystemincludingshortrange,intermediate,andlongrangegoals.

● Collectandutilizeawidevarietyofinformationguidingthegrowthofeachstudentinhis/heracademicexperiences.

● Atappropriatetimes,evaluateobjectives(goals)andachievementswithstudents.● Selectandprepareforstudents,meaningfulexercises,projects,andactivitiesappropriateto

thedevelopmentalstageofthestudents,whichwillaffectattainmentofintendedacademicgoals.

● Establishgoalsforindividualstudentsintermsofabilitylevel.Useavarietyofclassactivitiestomotivatestudents,todevelopstudentcuriosityanddiscovery.Implementandutilizethedistrict’s“ResponsetoInterventionGuidelines”topromotestudentachievementinTierI,II,andIII.

● Createandmaintainaclassroomenvironmentthatwillhelpstudentsdevelopsocially,emotionally,andmorally.Beavailabletocounselandadvisestudentswhenneeded.

● Managetheclassroominsuchamannerastocontrolpupilbehaviorandactivitiessothatthestudentmaycontributeinapositivewaytotheattainmentofsetgoals.

● Interactwithstudentsinclassroomactivitiesbyutilizing,withguidance,conceptformation,generalizations,factsandprinciplesinhelpingpupilstounderstandsubjectmatter.

● Filewiththeprincipal’sofficeandsuperintendent’soffice;reports,requestsandotherformsatrequiredtimes.Filloutbookcards,reportcards,andpermanentrecordsonappropriateoccasions.

● Interactionwithotherstaffmembersshallbeinkeepingwiththehighestidealsoftheteachingprofession.

● Participateinlocalandsystemin-servicetrainingprograms.● Workcooperativelyandharmoniouslywithothermembersofthestaffinrelatingtheirrole

totheschoolsystem’sgoalsandobjectives.● AssistinidentifyingTitleIandSpecialEducationstudentsandprovideassistanceinparent

conferences,I.E.P.sevaluations,andimplementingofindividualstudentplans.● Bepunctual.Tardinesswillresultinlossofpersonalleavetime.● Collectmoneyandkeepappropriaterecords.● Attendfacultymeetingswhencalledbytheprincipal.● Donotmakenegative,derogatorystatementstostudents,co-workers,orothers.● Cellphonesandotherelectronicdevicesmaybeusedonlyduringplanningtime.

LessonPlans

Eachteacherwillprepareadailylessonplanthatincludesobjectives,procedures,materials,andevaluation.Instructionalprocedureswillinvolvehands-onactivitiesaspossibletoinvolvethestudentinthepracticalapplicationoftheobjectivebeingtaught.LessonplansshouldbeenteredweeklyintoELS–EZLessonPlanner.Principalswillestablishschedulesforcheckingweeklylessonplans.

StudentSupervision

Studentsmustbesupervisedatalltimes.Teachersarenottoleavestudentsorworkareaunsupervised.Nostudentsareallowedtoleaveasupervisedareaunlessassignedtoanotherschoolpersonnelandmusthaveahallpassissuedbytheinstructor.

Discipline

Eachteacherisrequiredtomaintainproperdisciplineintheirareaofsupervision,fileadisciplineplanfortheirclasswiththeschooloffice,andmaintainproperdisciplinedocumentationonstudentsbykeepingadisciplinefileoneachstudent.

Referralforalternativeschoolmustbedonethroughtheschoolprincipal.Refertothestudenthandbookforproperdisciplinaryprocedures.

AnystudentunderDHScustodyincludingfosterchildrenand/orstudentswithIEPor504Planwillnotreceivecorporalpunishment.

Onlyprincipalsorprincipalsdesigneewilladministercorporalpunishment.

SmokeandTobaccoFreeSchoolsPolicy

ItisthepolicyofthePrentissCountyBoardofEducationthatinaccordancewiththePro-ChildrenActof1994,therewillbeabsolutelynosmokingortheuseofanyformoftobaccoornicotine/syntheticnicotine(e-cig,vape,JUUL,etc…)inanyPrentissCountySchooldistrictin-doorfacilityincludingschoolbusesoronanyschoolcampusatanytime.Thispolicyappliestofaculty,staff,students,visitors,andguests.

EmployeeDressCode

EmployeeDressCodebeginningFall2019:

PrentissCountySchoolDistrictemployeesareexpectedtoreflectfavorablyonPrentissCountySchoolDistrictthroughtheirdemonstratedpersonalintegrity,jobdemeanorandpersonalappearance,includingtheircommunityrelationsandtheavoidanceofbehaviorwhichisoffensive,orinfringesontherightsofothers.Thefollowingdresscodeperimetersareapplicabletotheregularschoolday,professionaldevelopmentdays,professionalmeetings,andspecialeventssuchasawardsdays,banquets,graduations,etc.

Allemployeesareexpectedtobeinprofessionaldress,neatandwell-groomedatalltimeswhileatwork.

Appropriatedressforfemalestaff:

1. Dressesandskirtswhicharenoshorterthanthreeinchesabovetheknee.Theslitofadressorskirtmustcomenohigherthanthreeinchesabovetheknee.

2. SlacksandCapripantsmaybeworninanappropriatemanner.Capripantsmustbebelowtheknee.Physicaleducationteachersmaywearnon-athleticshortssuchas:khaki,golf,ordressshorts.Allshortsmustcomenoshorterthanthreeinchesabovetheknee.Allotherfemalestaffwillnotwearshorts.

3. Nobluedenimjeansareacceptable.Noskinnyjeansorjeanswithtears,rips,holes,ordistressingofanykindareappropriate.

4. T-shirtsarenotallowed.Exceptionswillbemadeforstafforschoolrelatedshirts.Lowcutblouses,see-throughclothing,offtheshoulder,halterstyle,tanktops,orclothingwhichrevealsthemidriffarenotallowed.Sleevelessclothingmustcoverundergarments.

5. EarringsonfemalesaretheONLYvisiblepiercingallowed.6. Hatsarenottobeworninsidenoraresunglassestobewornontheheadinsideschool

buildings.7. Tattoosthatareconsideredoffensive,racist,vulgar,showscenesofviolence,drug-

related,containstrongsexualimagery,gangrelatedorcontainobscenephrasesmaynotbevisible.

8. Notightfittingknitpants(leggings,jeggings,yoga,etc…)willbewornwithoutatunic/dresstopthatextendstoaminimumof3inchesabovetheknee.

9. Nojersey,mesh,oranyotherathleticdraw-stringpantsarepermitted.

Appropriatedressformalestaff:

1. Menmustwearadressshirtandtieoracollaredshirt/golfshirt.2. Allshirtsmustbetuckedinatalltimes.3. Slacksandcasualdresspantsareacceptable.Physicaleducationteachersmaywearnon-

athleticshortssuchas:khaki,golf,ordressshorts.Allshortsmustcomenoshorterthanthreeinchesabovetheknee.Allothermalestaffmaynotwearshorts.

4. Nobluedenimjeansareacceptable.Noskinnyjeansorjeanswithtears,rips,holes,ordistressingofanykindareappropriate.

5. T-shirtsortanktopsarenotallowed.Exceptionswillbemadeforstafforschoolrelatedshirts.

6. Facialhairmustbekeptneatandclean.Hairlengthshouldnotimpairvision.7. Hatsarenottobeworninsidenoraresunglassestobewornontheheadinsideschool

buildings.8. EarringsonmalesaretheONLYvisiblepiercingallowed.9. Tattoosthatareconsideredoffensive,racist,vulgar,showscenesofviolence,drug-related,

containstrongsexualimagery,gangrelatedorcontainobscenephrasesmaynotbevisible.10. Nojersey,mesh,oranyotherathleticdraw-stringpantsarepermitted.

Byenactingthisdresscodepolicy,PrentissCountySchoolBoardofEducationrecognizesthatthereareoccasionswhenindividualsmayneedtowearspecificclothingduetomedicalreasons.Whensuchisthecase,theemployeemustprovidethepropermedicaldocumentationthatgivesrisetotheneedfordeviationfromthisdresscodepolicy.Thisdocumentationmustbepresentedtothebuildingleveladministratorandkeptintheemployee’spersonnelfileforreference.

Anyemployeedeemedinappropriatelydressedaccordingtothisdresscodepolicywillbesenthomeuntilhe/shereturnswithappropriateattire.Suchinstancewillbedocumentedintheemployee’spersonnelfile.

SchoolbasedpersonnelshallfollowthisPolicyonALLdaysstudentsareinattendance.Principalsmaydesignateuptoone(1)dayperweekor4dayspermonthwhenreasonablemodificationstothisPolicymaybemade.ExceptionstothiswouldbeHomecomingweek,Halloween/FallFestivalDays,othereventsinvolvingcostumes,oretc.Pleasenote:endofyearorothercelebrationswhereparentsandcommunitymembersarepresentrequireallemployeestoadheretoprofessionaldresscode.Principalsmayalsodeterminetheappropriatedresstobewornonworkdaysstudentsarenotinattendance.Allotherpersonnelshallfollowthepolicyonallworkdaysunlessdirecteddifferentlybytheirsupervisor(suchascafeteria,maintenance,janitorial,transportation,andothersupportstaffwhicharedeemednon-instructional).

*CTE/Shopinstructorswillfollowtheguidanceoftheirsupervisorswhendeterminingappropriatedress.

EmployeeSick/PersonalLeaveandHiringofSubstitutes

Theschoolboardofthisdistrictshallestablishbyrulesandregulationsapolicyofsickleavewithpayforlicensedemployeesandteacherassistantsemployedintheschooldistrict,andsuchpolicyshallincludethefollowingminimumprovisionsforsickemergencyleavewithpay:

A. Eachlicensedemployeeandteacherassistant,atthebeginningofeachschoolyear,shallbecreditedwithaminimumsick/personalleaveallowance,withpay,ofseven(7)sickdaysandtwo(2)personaldaysforabsencesduringthatschoolyear.(240dayemployeesshallbecreditedvacationleaveallowance,withpay,often(10)daysperyear.)

B. Anyunusedportionofthetotalleaveallowanceshallbecarriedovertothenextschoolyearandshallbeunlimited.Thelawstatesthatnosickleaveistransferablefromoneschooldistricttoanotherexceptforretirementpurposes.

C. Nodeductionsshallbemadefromthepayofanemployeewhoissickordisableduntilallunusedsickleavehasbeenused.

D. Aftertheuseoftheaccumulatedleave,eachemployeewillbeallowedatotaloften(10)daysperyearwithnoaccumulation.Certifiedpersonnelwillhave$70.00perdatedeductedfromtheirsalaryforthetendays.Lunchroomandallothernon-certifiedpersonnelwillhave$35.00perdaydeductedfromthesalaryfortendays.

E. Forthefirstten(10)daysofabsenceofthelicensedemployeebecauseofillnessorphysicaldisability,inanyschoolyear,inexcessoftheleaveallowancecreditedtosuchlicensedemployee,theremaybedeductedfromthepayofsuchlicensedemployeetheestablishedsubstituteamountoflicensedemployeecompensationpaidinthatlocalschooldistrict,necessitatedbecauseoftheabsenceofthelicensedemployeeasaresultofillnessorphysicaldisability.Thereafter,theregularpayofsuchabsentlicensedemployeemaybesuspendedandwithheldinitsentiretyforanyperiodofabsencebecauseofillnessorphysicaldisabilityduringthatschoolyear.

F. EffectiveMarch3,2008:Followingtheuseoftheaccumulatedleaveandofthetendaysdescribedinparagraph(b.1)above,thetakehomepayoftheabsentemployeewillbewithheldbasedontheemployee’spaywillbedeductedfromgrosspay.Nodeductionswillbeusedtocomputetake-homepay.Nodeductionfromthepayofsuchlicensedemployeeorteacherassistantmaybemadebecauseofabsenceofsuchlicensedemployeeorteacherassistantcausedbyillnessorphysicaldisabilityofthelicensedemployeeorteacherassistantuntilafterallleaveallowancecreditedtosuchlicensedemployeeorteacherassistanthasbeenused.

G. Wherepossible,fullyqualifiedpersonswillbeemployedassubstitutes.Iffullyqualifiedpersonsarenotavailable,othersuitablepersonsmaybeemployedatthediscretionofsupervisingpersonnel.

H. ThecountySuperintendent’sOfficewillmaintainleaverecordsoneachemployee.InformationforleaveshouldbefiledonFormSL-1,“RequestforLeave”.

I. AllsubstituteswillbepaidfromthecountySuperintendent’sOffice.PrincipalswillsubmitvouchersinsufficienttimetoreachtheofficebythesecondFridayofeachmonth.Thisdatehasbeenestablishedasthecut-offdayforsubstitutes’payroll.Substituteswillbepaidonceamonth,onthelastworkdayofeachmonth.(Thiswill

allowtheCountySuperintendent’sOffice15daystoprocessmonthlypayrolls.)J. Theschoolprincipalistheapprovingauthorityforleave.He/shemayrequirea

certificatefromaphysicianiftheabsenceisforfour(4)consecutivedaysormore.Personalleavedaysshallnotbetakenthedaybefore,thedayafteraholiday,orduringstatetesting.

K. Intheeventofafalsestatementbytheemployeeasacauseofabsence,penaltiesmayincludeafulldeductionofpay,entryontheworkrecordoftheemployee,orotherappropriatepenalties.

L. Unlimitedaccumulationofleavemayapplytowardretirement.

PrentissCountySchoolDistrictEmployeeLeaveDays

187-&182-dayemployee 7Sick2Personal

240-dayfulltimeemployee 7sick2personal10vacation

240-dayhalftimeemployee 4sick1personal5vacation

Whatyoudon’tusefromeachyearwillrollovertoyournextyearintoyoursickandthenatretirementtimeintoretirement.

Ifyourunoutofdaysthefirst10daysyouwillbedocked$70adayforCertifiedand$35adayforNon-Certified.Anydaysmissedafterthisyouwillbedockedyourtakehomepay.(Yoursalarywillbedividedbyyournumberofdaysyouwork.)

SUBSTITUTESPAY

Substitutepayissetat$70.00perdayforcertifiedteachersand$60.00perdayfornon-certified.

Noteachermaypayasubstituteforpartsofaday.Ifasubstituteiscalledinhe/shewillbepaidforafullday.Principal’saretonotifyallsubstitutesandtemporaryteachersuponhirethattheirpayissubjecttotheSocialSecurity,Federal,andstateWithholdingLaws.

Lunchroom:EffectiveMarch3,2007,substitutelunchroompayissetat$36.25perday.Nolunchroomsubstitutewillbepaidforpartsofaday.Ifasubstituteiscalledinhe/shewillbepaidforafullday.PrincipalsaretonotifyallsubstitutecafeteriaworkeruponhirethattheirpayissubjecttotheSocialSecurity,Federal,andStateWithholdingLaws.

JURYDUTY/SUMMONS/SUBPOENASAnemployeeservingonJuryDutyshallreceiveregularpay.AcopyofthesummonsmustbeattachedtotheLeaveForm.

PROFESSIONALDEVELOPMENTATTENDANCEProfessionaldevelopmentisnotonlyarequirementformeetingaccreditation,butalsoservesasameansforimprovingourschoolsinallareasofcurriculum,instruction,safeschools,etc.Itistheresponsibilityofeveryteacherandstaffmemberofthedistricttoattendandparticipateinprofessionaldevelopmentsessions.Personaldayscannolongerbetakenondesignatedprofessionaldevelopmentdays.Teachersandstaffmustbeinattendanceoftheirdesignatedsessions,ortheywillbecountedabsent.Attendanceontheschoolcampus,butnotatthesessionwillnotcountasacontractday.Insteaditwillcountagainsttheemployee’sleaveormustbemadeup.Thisdecisionwillbemadebythecountyofficeadministration.ThisSchoolBoardPolicywasapprovedbyPrentissCountySchoolBoardeffectiveDecember27,1999.Licensurerenewalistheresponsibilityoftheteacherandnotthatofthedistrict.RenewaloflicenseshouldbecompletedbeforeApril15thiftobeconsideredtoberehiredforthenextschoolyear.

PERSONNELAPPRAISALSThePrentissCountySchoolBoardhasadoptedthepersonnelappraisalguidelinesandproceduresrecommendedbytheStateDepartmentofEducationwhichmeetstherequirementsmandatedbySection37-3-46oftheMississippiCode.GuidelinesforProfessionalGrowthSystemforTeachers:

1. Aminimumoftwoinformalobservations(unannounced)2. Aminimumofoneformalobservation(announced)3. Post-observationconferences

GuidelinesforProfessionalGrowthSystemforAdministrators:

1. Aminimumofthreeschoolsiteobservations.2. Oneschoolsiteobservationrecommendedbeforeoratthebeginningoftheschoolyear.3. Feedbackconferenceaftereachschoolsiteobservation.

AdditionalProfessionalGrowthSystemRubricscanbefoundathttp://www.mde.k12.ms.us/OTC/professional-growth-system/additional-educator-growth-rubics:● CounselorGrowthRubric● Speech-LanguagePathologistGrowthRubric● StudentServicesCoordinatorGrowthRubric● LibrarianGrowthRubric● LibrarianGrowthRubricDescriptors

Trainingisgivenwhenneeded.Additionalresourcesandinformationmaybefoundusingthelinkbelow https://www.mdek12.org/OTL/OTC/professional-growth-systemNOTE: Anypersonnelcomplaint/grievanceshallbedealtwithbyfollowingtheproceduressetforthinPrentissCountySchoolBoardPolicyCode:GAR-R.INTERVENTIONPROCESSEachschoolinPrentissCountySchoolDistrictwillhaveadesignatedMTSS(formerlyRTI/TST)committeecomprisedofselectedfacultymembersandchairedbytheschoolprincipal.TheseteamswillmeetmonthlyattheschoolorinthedistrictofficewithmembersofthedistrictlevelMETteamforreviewofTierII/IIIstudentsandtoassistwithinstructional/interventionplanning.TeachersshouldreferanystudentforinterventiontotheprincipalortheschoolMTSScommitteemembers.Anyquestionsaboutreferrals,progressmonitoring,documentation,orinterventionsshouldbedirectedtoyourbuildinglevelprincipal.AdditionalassistanceandsupportisavailablefromKimHammorLeighEstesat662-728-9408.

FAMILYMEDICALLEAVEACT(FMLA)

TheFamilyandMedicalLeaveAct(FMLA)isaleaveentitlementforeligibleemployeesenactedintolawbycongressin1993.ThePrentissCountySchoolDistrict(theDistrict)isacoveredemployerundertheFLMAandwillprovideleaveforeligibleemployeesinaccordancewiththeAct.TheFLMAisacontrollingauthorityconcerningtheleaveprovidedbythatlawandherin.ThispolicywasdraftedandadoptedwiththeintenttocomplywiththatActandshouldbeconstruedaccordingly.TotheextentthatanyoftheprovisionsinthispolicymaybeinconflictwiththatAct,thoseprovisionsshouldbedisregardedsincetheActcontrols.Also,shouldsubsequentchangesintheActorregulationsbytheU.S.DepartmentofLabororotherwisegovernmentagencychangeinanymaterialwayanyofthoseprovisionsoftheActoritsapplicationorimplementation,thenthispolicyshouldlikewisebeconstruedtoreflectanysuchchange.

DEFINITIONS

1. An“eligibleemployee”isonewhoisemployedataschoolfacilitywhereatleast50personsareemployed,eitherthereorwithina75-mileradiusofthatschoolfacilityasmeasuredbyroadmilesbytheshortestroutepossible;andwhohasbeenemployedforatleast12monthsbytheschooldistrictasofthedateleavecommences,andwhohasalsoprovidedatleast1250hoursserviceduringthat12-monthperiod.Fifty-two(52)weeksofcasual,intermittentoroccasionalemploymentqualifiesas“atleast12months.”SchooldistrictemployeesexemptfromtheFederalFairLaborStandardsActrequirementsarepresumedtohaveworked1250hours.

2. TheDistrict’s12-monthleaveyearperiodisarolling12-monthperiodmeasuredforwardfromthedateanemployeebeginsusinganyFMLAleave.

3. “Employee’sspouse”meansahusbandandwifeasdefinedbythelawoftheStateofMississippi.

4. “Employee’ssonordaughter”meansabiologicalchild,adoptedchildorfosterchild,legalwardorthechildforwhomtheemployeeisstandinginlocoparentiswhoiseitherundertheageof18yearsorabovetheageof18yearsandincapableofself-carebecauseofamentalorphysicaldisability.

5. “Employee’sparents”meansbiologicalparentoranindividualwhostood(ornowstands)inlocoparentistoanemployeewhentheemployeewasachild(doesnotincludeparents-in-law).

6. Employee’s“immediatefamilymember”meansspouse,sonordaughterorparentasdefinedhereinabove.

7. ForthepurposesofFMLA,“serioushealthcondition”meansanillness,injury,impairmentorphysicalormentalconditionthatinvolveseitherin-patientcare(overnightstay)inahospital,hospice,orresidentialmedicalcarefacilityorcontinuingtreatmentbyahealthcareprovider.

8. A“keyemployee”isanemployeewhoserestorationtohisorherpositiononreturnfromFMLAleavewouldcausesubstantialandgrievousinjurytotheclassroomandinstructionalprogram.

LEAVEPROVISIONS

Aneligibleemployeeisentitledto12unpaidworkweeksofleaveduringany12-monthsleaveyearperiodforanyoneormoreofthefollowingreasons:

1. Thebirthofasonordaughter,andtocareforthenewborn(within12monthsofthebirth).2. Theplacementofachildwiththeemployeeforadoptionorfostercare(within12monthsof

theplacement).3. Tocarefortheemployee’sspouse,son,daughter,orparentwithaserioushealthcondition

(nonparent-in-law).4. Becauseoftheemployee’sownserioushealthconditionwhichmakestheemployeeunable

toperformthefunctionofhisorherjob.5. ServiceMemberExigencyLeave:Forabsencescausedbyanactivedutyexigencywhenthe

employee’sspouse,childorparentisaservicemember.6. MilitaryCaregiverLeave:Tocarefortheemployee’sspouse,child,parentornextofkin(if

theemployeeisanearestbloodrelative)whoisundergoingmedicaltreatment,recuperationortherapy,isotherwiseinoutpatientstatus,orisotherwiseonthetemporarydisabilityretiredlist,foraseriousinjuryorillnessincurredinthelineofdutyonactiveduty.

MILITARYCAREGIVERLEAVEUNDERTHEFMLA

Eligibleemployeesmaytakeupto26weeksofjob-protected“militarycaregiverleave”duringasingle12-monthleaveyearperiod.Thisleavemustbeusedtocareforacoveredfamilymemberwithaseriousillnessorinjurythatwas:1)incurredinthelineofdutywhileonactivedutyintheregularArmedForces,NationalGuardorReserves;or2)thatexistedbeforethemember’sactivedutythatwasaggravatedbyserviceinthelineofdutyintheregularArmedForces,NationalGuardorReserves.Inthiscontext,a“coveredservicemember”.Acoveredservicememberis:1)apersonwhoisamemberoftheregularArmedForces,NationalGuardorReservesandisundergoingmedicaltreatment,recuperationortherapy,isotherwiseinoutpatientstatus,orisotherwiseonthetemporarydisabilityretiredlist,foraseriousinjuryorillnessincurredinthelineofdutywhileonactivedutywhileonactivedutythatmayrendertheservicemembermedicallyunfittoperformthedutiesoftheservicemembersoffice,grade,orrankorrating;or2)aveteranwhowasamemberoftheregularArmedForces,NationalGuardorReserveatanytimeduringthefive(5)precedingthedateonwhichtheveteranundergoesmedicaltreatment,recuperationortherapy.

QUALIFYINGEXIGENCYLEAVEUNDERTHEFMLA

Eligibleemployeesmaytakeupto12weeksofjob-protectedleavefora“qualifyingexigency”arisingfromtheemployee’sspouse,childorparentwhoisintheNationalGuard,Reserves,orArmedForcesandnotifiedofanimpendingfederalcall,ordertoactivedutyordeploymenttoaforeigncountry.Thereareeightsituationswhenqualifyingexigencyleavemaybetaken:

1. in“short-noticedeployment”situations,whereacoveredmilitarymemberisnotifiedofanimpendingcallorordertoactiveduty7orfewerdaysfromthedateofdeployment,inwhichcaseaneligibleemployeemaytakemilitaryexigencyleaveforaperiodof7daysbeginningonthedatewhenthecoveredmilitarymemberisnotifiedoftheimpendingdeployment;

2. toattendmilitaryevents,ceremoniesorprogramssponsoredbythemilitarythatarerelatedtotheactivedutyorthecalltoactivedutyofacoveredmilitarymember,ortoattendsimilarlyrelatedfamilysupportorassistanceprogramsofinformationalbriefingssponsoredorpromotedbythemilitary;

3. forcertainchildcareandschoolactivitiesnecessitatedbyactivedutyorthecalltoactivedutystatusofacoveredmilitarymember,includingtoarrangeforalternativechildcare,toprovidechildcareonanurgent,emergencyneed(butnotroutine,regularoreveryday)basis,toenrollortransferachildinanewschoolordaycarefacility,ortoattendmeetingswithschoolordaycarestaff.

4. tomakeorupdatefinancialorlegalarrangementstoaddressacoveredmilitarymember’sabsencewhileonactiveduty;

5. toattendcertaincounselingarisingfromactivedutyorthecalltoactivedutystatusofacoveredmilitarymember;

6. tospendtimewithacoveredmilitarymemberwhoisonashort-term,temporaryrestandrecuperationleaveduringaperiodofdeployment;

7. toattendcertainpost-deploymentactivities,suchasarrivalceremoniesandreintegrationsbriefings,andtoaddressissuesarisingfromthedeathofcoveredmilitarymemberwhileonactivedutystatus;and

8. forcertainadditionalactivitiesarisingfromacoveredmilitarymember’sactivedutyorcalltoactivedutywheretheemployerandemployeebothagreeonthetiminganddurationoftheleave.

Qualifyingexigencymilitaryleaveisnotavailablewherethecalltoactivedutycomesfromastateratherthanthefederalgovernment.

EMPLOYEEBENEFITSDURINGFMLALEAVE

AllgrouphealthbenefitswillcontinueduringFMLAleave,providedthattheemployeecontinuestopayanyregularemployeepremiumcontributionstothegrouphealthbenefitplansforwhichtheemployeeisresponsible.EligibleemployeesonFMLAleavemustmakearrangementstopaytheirshareofanygroupinsurancepremiumswhileonleave.Otherbenefitswillbegovernedinaccordancewiththetermsoftheirrespectivebenefitplans.EmployeesshoulddirectanyquestionsconcerningbenefitsduringFMLAleaverelatedtotheemployeeordependentstotheDistrict’sBusinessOffice.

DESIGNATIONOFFMLALEAVE

Generally,theDistrictwillusetheoptional“DesignationNotice”formissuedbytheU.S.DepartmentofLabortodesignatequalifyingleaveasFMLAleave(FormWH-382).TheDistricthasthelegalrighttodesignateFMLA-qualifyingleaveasFMLAleave,eveniftheemployeedoesnotwishittobesodesignated.WhentheDistrictdesignatestimeofffromworkasFMLAleave,itmayprovidetheemployee,uponrequest,withacopyoftheoptional“NoticeofEligibilityandRights&Responsibilities”for(WH-381)publishedbytheU.S.DepartmentofLabor.

USEOFPAIDTIMEOFFDURINGFMLALEAVE

FMLAleavecannotbeusedasasubstituteforanextensionofaccruedpersonal,vacation,orsickleave.FMLAleavewillrunconcurrentlywithalltheemployee’saccrued,unusedpersonal,vacationandsickleave.Onceallaccruedpersonal,vacationandsickleaveisexhausted,thebalanceoftheFMLAleave,ifany,willbewithoutpay.Therefore,forexample,anemployeewhohas10daystotalpersonal,vacationorsickleaveremainingatthetimetheemployeebeginstakingFMLAleavewouldbepaidforthefirst10daysofthatleave,andanybalanceofFMLAleavetimetakenwouldbewithoutpay.

CALCULATIONOFTHEFMLA12-MONTH“LEAVEYEAR”PERIOD

Eligibleemployeesmaytakeupto12weeksofFMLAleave(orupto26weeksofmilitarycaregiverleavetocareforacoveredservicemember)duringany12-monthleaveyearperiod.Theapplicable12-month“leaveyear”periodisa“rolling”12-monthperiodmeasuredforwardfromthedateanemployeeusesanyFMLAleave.Thus,eachtimeanemployeetakesFMLAleave,theemployee’sremainingentitlementtoFMLAleavewillbethebalanceofanyportionofFMLAleavethattheemployeedoesnotuseitinthe12monthsfollowingthedatetotheemployeebeginsanyFMLAleave.

INFORMATIONTOBEGIVENTOEMPLOYEESWHOREQUESTFMLALEAVE

EligibleemployeesmayrequestFMLAleavebygivingnoticeoftheneedforFMLAleaveinwritingtotheDistrict.TheDistrictmayrequirethattherequestbemadeonaformorformsfurnishedbytheDistrict.

WhenanemployeerequestsFMLAleave,anoticeofeligibilityandtherightsandresponsibilitiesoftheemployeefortakingFMLAleavemustbeprovidedtotheemployeeonU.S.DepartmentofLaborFormWH-381oranequivalentwhichcontainsanoticetotheemployeeofhisorherrightsandresponsibilitiesfortakingFMLAleave.TheemployeeshallbeinformedwhetherheorsheiseligibleforFMLAleave,whotocontacttocontinuehealthinsurancebenefitswhileonFMLAleaveandtheconsequencesofnon-paymentofhealthinsurancepremiums,thattheemployeewillberequiredtousehisorheravailablepaidsick,vacationandanyotherleaveduringtheFMLAabsence,thattheemployee’srightsundertheFMLAformeasuredforwardfromthedateoffirstFMLAusage(i.e.,thesingle12-monthleaveyearperiodbeginsonthefirstdaytheemployeetakesFMLAleave).Theemployeeshallbefurtherinformedthatacopyofconditionsapplicableprovisionsforuseofpaidleave.

EmployeeswhotakeFMLAleavemayberequiredtoprovideacompleted,signedcertificationfromahealthcareproviderdemonstratingthattheleaveismedicallynecessaryandcoveredbytheFMLA.Inobtainingthiscertification,employeesshalluseoneoftheformspublishedbytheU.S.DepartmentofLaborforthispurpose,copiesofwhichareavailablefromthebusinessofficeoftheDistrictuponrequestfromtheemployee.Therearefoursuchforms,eachofwhichhasaspecificuseasdescribedbelow.

● EmployeeswhowishtotakeFMLAleavebecauseoftheirownserioushealthcondition(includingpregnancy)thatmakesthemunabletoperformtheirjobdutiesshouldusethe

“CertificationofHealthCareProviderforEmployee’sSeriousHealthCondition”form(FormWH-380E).

● EmployeeswhowishtotakeFMLAleavetocareforaseriouslyillspouse,son,daughter,orparentbasedonmedicalnecessityshouldusethe“CertificationofHealthCareProviderforEmployee’sSeriousHealthCondition”form(FormWH-380E).

● EmployeeswhowishtotakeFMLAleavebasedonaqualifyingmilitaryexigencyshouldusethe“CertificationofQualifyingExigency”form(FormWH-384).

Anemployee’sfailuretosubmitacompletedacertificationtotheDistrictpriorthecommencementofaforeseeableleavemayresultintheleavebeingdeniedordelaythecommencementoftheleave.IfanemployeefailstosubmitacompletedcertificationtotheDistrictwithinareasonabletime(generally,within15days)afterthecommencementofanunexpectedleave,DistrictmaydenytheFMLAleave,includingtheFMLA’sreinstatementprotections.

TheDistrictmay,initsdiscretionseekclarificationandauthenticationofcompletedcertificationforms.TheDistrictmayalsorequirethatemployeestakeappropriatestepstocuredeficienciesinanycertificationformwithin7days.EmployeesrequestingFMLAleavemayberequiredtoprovidetheDistrictwithsubsequentre-certificationoftheircontinuedserioushealthconditionandinabilitytoworkaspermittedbytheFMLA.ThisincludesrecertificationoftheircontinuedserioushealthconditionandinabilitytoworkaspermittedbytheFMLA.Thisincludesre-certificationofongoingconditionsatleasteverysixmonthsinconjunctionswithanabsence,andmorefrequentlyinsomeinstances.Formedicalconditionsthatlastlongerthanasingleleaveyear,theDistrictmayrequirethatemployeeswhowishtouseFMLAleaveforthatongoingconditionprovideanewmedicalcertificationeachleaveyear.EmployeeswhowishtoreturntoworkfromanFMLAleaveoccasionedbytheirownserioushealthconditionmustfirstprovidetheDistrictwithacertificationfromahealthcareproviderstatingthattheyareabletoreturntowork.Undercertaincircumstances,theDistrictmayrequirethatthiscertificationstatethattheemployeecanperformalloftheessentialfunctionslistedintheirjobdescription.Wherereasonablejobsafetyconcernsexist,theDistrictmayalsorequirethatemployeeswhowishtoreturntoworkfromintermittentFMLAleaveprovidecertificationfromahealthcareproviderthattheyareabletoreturntowork.EmployeesmayalsoberequiredtocooperatewiththeDistrict’srequestforasecondorthirdopinionfromhealthcareprovidersdesignatedbytheDistrict,atitsdiscretionandexpense,forpurposesofconfirmingeligibilityforFMLAleave.TheDistrictmayalsorequireanemployeeonFMLAleavetoreportperiodicallyonhisorherstatusandintenttoreturntowork.

SPECIALNOTICETOBEGIVENTOEMPLOYEESREQUESTINGFMLALEAVE

AnemployeewhohasgiventheDistrictnoticeoftheneedforFMLAleavemustbeprovidednoticeoftheDistrict’sspecificexpectationswithregardtothatemployee,aswellastheemployee’sobligations.Suchnoticemustdetailallconsequencesforfailingtomeettheseobligations.Thisnoticemustincludethefollowinginformationasisappropriatetotheleaverequestbeingconsidered:

1. WhethertheDistrictwillrequireamedicalcertificateofaserioushealthconditionorre-certificationandwhatwillhappeniftheemployeefailstodoso;

2. ThattheDistrictwillrequiretheemployeetofurnish,priortobeingrestoredtoemployment,afitnessfordutycertificate;

3. Thatthetakingofthisleavewillcountagainsttheemployee’sannualFMLAleaveentitlement;

4. Thattheemployeehasarighttosubstitutepaidleave(personal,vacation,andsickdays)forFMLAleave,andthattheDistrictwillrequirethesubstitutionofpaidleave,andanyconditionsrelatedtosubstitution;

5. Thattheemployeehasarighttorestorationtothesameorequivalentjobuponreturnfromleave,unlesstheemployeeisa”keyemployee”,andthatrestorationwillorcouldpossiblybedeniedaftertakingFMLAleave,explainingtheconditionorconditionsrequiredforthedenialrestoration.Iftheemployeeisdesignatedakeyemployeeormaybesodesignatedduringtheleaveperiod,heorsheshallbenotifiedifitistheDistrict’sintentionnottorestorehimorhertohisorhercurrentpositionatthetimeoftherequestforleave,orwhenthedeterminationismade.

6. Thattheemployeewillberequiredtopayanyhealthinsurancepremiumstomaintainbenefitswhileonleaveandthearrangementsformakingthepayments;

7. ThatiftheemployeefailstoreturntoworkaftertakingunpaidFMLAleave,heispotentiallyliableforpaymentofhealthinsurancepremiumspaidbytheDistrict.

EMPLOYEE'SNOTICEREQUIREMENTSWHENREQUESTINGFMLALEAVE

EmployeesmustadheretothefollowingnoticerequirementswhentheyrequestFMLAleave:IfarequestedFMLAleaveisplannedinadvanceorisreasonableforeseeable,theemployeemustprovidetheDistrictwithatleast30days'noticepriortotheanticipatedleavedate.Iftheleaveisunexpectedorisnotreasonableforeseeablemorethan30daysinadvance,theemployeeshouldnotifytheDistrictassoonasispracticable.Thisshouldnormallybethesamedayorthenextbusinessdayaftertheemployeebecomesawareoftheneedfortheleave.Failuretogive30days'noticeforforeseeableleavemayresultinthedenialofthetakingofFMLAleaveuntilatleast30daysafterthedatetheemployeeprovidesnotice.

CONSECUTIVEANDINTERMITTENTFMLALEAVE

Leavetakentocareforachildafterbirth,adoptionorplacementinanemployee'shomeforfostercaremustbetakeninconsecutiveworkweeks.Leavetakenfortheemployee'soracoveredfamily

member'sserioushealthconditionorleavethatismedicallynecessarytocareforacoveredservicememberasdescribedabovemaybetakenconsecutively,intermittently,oronareducedworkor

leaveschedulebasedoncertifiedmedicalnecessity.Leavethatistakenbecauseofqualifyingexigenciesarisingoutofthefactthatthespouse,son,daughterorparentoftheemployeeisonorhasbeennotifiedofanimpendingcalltoactivedutymilitaryservicemaybetakenconsecutively,intermittently,oronareducedworkorleavescheduletotheextentappropriate,basedonthecircumstances.

Employeesmustmakeareasonableefforttoscheduleleaveforplanned,medicallynecessarytreatmentsothatitwillnotunnecessarilyorundulydisrupttheadministrativeandeducationalactivitiesoftheDistrict.

CONDITIONSFORRETURNINGTOWORKANDREINSTATEMENTRIGHTSFOLLOWINGFMLALEAVE

BeforeanemployeeonFMLAleaveforhisorherownserioushealthcondition(includingpregnancy)willbepermittedtoreturnfromleave,theemployeewillberequiredtopresenttheDistrictwithastatementfromtheemployee'shealthcareprovidercertifyingthattheemployeeisabletoresumeworkandperformtheessentialfunctionsofhisorherposition,withorwithoutreasonableaccommodation.Whererequired,theDistrictwillconsidermakingreasonableaccommodationforanydisabilityanemployeemayhaveinaccordancewithapplicablelaw.

Aneligibleemployeeisentitled,ontimelyreturnfromFMLAleave,tobereinstatedtohisorherformerpositionoranequivalentpositionwithequivalentemploymentbenefits,payandothertermsandconditionsofemployment.Exceptionstothisprovisionmayapplyifbusinesscircumstanceshavechanged(forexample,iftheemployee'spositionisnolongeravailableduetojobelimination).EmployeeswhoareonaleaveextensionbeyondtheperiodofjobprotectedleaveprovidedbytheFMLAarenotguaranteedreinstatement.

Exceptionsmayalsoapplyforcertain"key"employees.TheDistrictthroughitsSuperintendentmaydesignatecertainemployeesaskeyemployees.TheDistrictmayexemptfromtherestorationrequirementanemployeewhoisinthehighestpaid10percentoftheDistrictworkforcewithina75-mileradiusoftheschoolfacilityifrestoringtheemployeewouldcausesubstantialandgrievousinjurytotheclassroomandinstructionalprogram.

TheDistrictshallnotifythekeyemployeeofitsintentionnottorestorehimorhertohisorhercurrentpositionatthetimeoftherequestforleaveorwhenthedeterminationismade.Iftheleavehasbegun,thekeyemployeeshallhavetheoptionofdecidingwhetherornottoreturntoworkafterreceivingthenotice.Anemployeewhoisnotrestoredshallbeconsideredtobeonleaveforthedurationofhisorherleaveperiod.

SPECIALRULESFORCERTAINELIGIBLEINSTRUCTIONALPERSONNEL

SpecialrulesapplytotheDistrictwhichallowittorequireeligibleinstructionalpersonnelonlytotakeFMLAleaveonanintermittentorreducedleaveschedule,ortotakeleaveneartheendofasemester.Instructionalemployeesarethoseemployeeswhoseprincipalfunctionistoteachandinstructstudentsinaclass,smallgrouporindividualsetting.Instructionalemployeesincludeteachers,teacheraides,andassistantteacherswhoactuallyteach,coaches,driver'seducationinstructorsandspecialeducationassistants.Allothereligibleemployeesmayrequestintermittentleaveorleaveonareducedleavescheduletocareforafamilymemberorfortheemployee'sownserioushealthcondition.

FMLALEAVEFORELIGIBLESPOUSALORSIBLINGEMPLOYEESWherehusbandandwifearebothemployeesoftheDistrict,thoseemployeeshavea12-weekaggregateleavelimit,exceptforpersonalillnessortheillnessofachildortheotherspouse;thereforeforexample,ifeachspousetakes6weeksofleaveforthebirthofachild,eachcouldlateruseanadditional6weeksduetopersonalillnessortocareforasickchild.WherebrothersandsistersareemployeesoftheDistrict,thoseemployeeswillhaveanaggregatelimitof12weeksinany12-monthleaveperiodtocarefortheirparentorparents.POSTINGANDNOTICEREQUIREMENTSThekeyprovisionsofFMLAshallbeconspicuouslypostedinallschoolsandofficeswhereemployeesareemployedandwhereapplicationsforemploymentaretaken.ThenoticesshouldexplainFMLA'sprovisionsandprovideinformationconcerningtheproceduresforfilingcomplaintsofviolationsofFMLAwiththeWageandHourDivisionoftheU.S.DepartmentofLabor.ThenoticeformmaybethatfurnishedbytheWageandHourDivisionoranequivalentandmustnotbeanysmallerinsizethan81/2"x11",andthetextmustbefullylegible. EMPLOYEEHANDBOOKINFORMATIONInformationconcerningFMLAentitlementsandemployeeobligationsmustbeincludedintheDistrict'semployeehandbookorotherdocumentsprovidingwrittenguidance,andmustexplaintheobligationsandrightsofaneligibleemployeewheneverthatemployeerequestsleaveunderFMLA.TheinformationprovidedmaybethatcontainedinafactsheetavailablefromtheWageandHourDivisionoftheU.S.DepartmentofLabor.ThehandbookshouldalsoadviseemployeesthatadditionalguidanceexplainingtheobligationsandrightsofeligibleemployeesconcerningFMLAleave,isavailabletothemintheDistrict'sBusinessOffice.RECORD-KEEPINGTheDistrictshallmake,keepandpreserverecordspertainingtoitsobligationsunderFMLAinaccordancewiththerecord-keepingrequirementsofSection11CoftheFairLaborStandardsActandtheFMLA.Noparticularorderofformofrecordsisrequired.Violationofthesepoliciesmaysubjectanemployeetodisciplinaryaction,uptoandincludingimmediatedischarge,inaccordancewiththeDistrictpolicies,federalandstatelaw.ThisDistrictshallnotinterferewithorrestrainaneligibleemployee'srighttoexercisetheprovisionsoftheFMLAorthispolicy.ThispolicyshalltakeeffectandbeinforcefromandafteritsadoptionbytheBoardofTrusteesofthePrentissCountySchoolDistrict.Anemployee'sservicepriortoAugust5,1993,shallbecountedindeterminingwhethertheemployeeiseligibleforleaveundertheFMLAandthispolicy.

MississippiEducatorCodeofEthics:StandardsofConductStandard1:ProfessionalConduct

Aneducatorshoulddemonstrateconductthatfollowsgenerallyrecognizedprofessionalstandards.1.1.Ethicalconductincludes,butisnotlimitedto,thefollowing:

a. Encouragingandsupportingcolleaguesindevelopingandmaintaininghighstandardsb. Respectingfelloweducatorsandparticipatinginthedevelopmentofaprofessionalteaching

environmentc. Engaginginavarietyofindividualandcollaborativelearningexperiencesessentialto

professionaldevelopmentdesignedtopromotestudentlearningd. Providingprofessionaleducationservicesinanondiscriminatorymannere. Maintainingcompetenceregardingskills,knowledge,anddispositionsrelatingtohis/her

organizationalposition,subjectmatterandpedagogicalpracticesf. Maintainingaprofessionalrelationshipwithparentsofstudentsandestablishappropriate

communicationrelatedtothewelfareoftheirchildren.1.2.Unethicalconductincludes,butisnotlimitedto,thefollowing:

a. Harassmentofcolleaguesb. Misuseormismanagementoftestsortestmaterialsc. Inappropriatelanguageonschoolgroundsoranyschool-relatedactivityd. Physicalaltercationse. Failuretoprovideappropriatesupervisionofstudentsandreasonabledisciplinaryactions.

Standard2:Trustworthiness

Aneducatorshouldexemplifyhonestyandintegrityinthecourseofprofessionalpracticeanddoesnotknowinglyengageindeceptivepracticesregardingofficialpoliciesoftheschooldistrictoreducationalinstitution.

2.1.Ethicalconductincludes,butisnotlimitedto,thefollowing:a. Properlyrepresentingfactsconcerninganeducationalmatterindirectorindirectpublic

expressionb. Advocatingforfairandequitableopportunitiesforallchildrenc. Embodyingforstudentsthecharacteristicsofhonesty,diplomacy,tact,andfairness.

2.2.Unethicalconductincludes,butisnotlimitedto,thefollowing:a. Falsifying,misrepresenting,omitting,orerroneouslyreportinganyofthefollowing:

i. employmenthistory,professionalqualifications,criminalhistory,certification/recertification

ii. informationsubmittedtolocal,state,federal,and/orothergovernmentalagenciesiii. informationregardingtheevaluationofstudentsand/orpersonneliv. reasonsforabsencesorleavev. informationsubmittedinthecourseofanofficialinquiryorinvestigation

b.Falsifyingrecordsordirectingorcoercingotherstodoso.

Standard3:UnlawfulActs

Aneducatorshallabidebyfederal,state,andlocallawsandstatutesandlocalschoolboardpolicies.

3.Unethicalconductincludes,butisnotlimitedto,thecommissionorconvictionofafelonyorsexualoffense.Asusedherein,convictionincludesafindingorverdictofguilty,orapleaofnolocontendere,regardlessofwhetheranappealoftheconvictionhasbeensoughtorsituationwherefirstoffendertreatmentwithoutadjudicationofguiltpursuanttothechargewasgranted.

Standard4:Educator/StudentRelationships

Aneducatorshouldalwaysmaintainaprofessionalrelationshipwithallstudents,bothinandoutsidetheclassroom.

4.1.Ethicalconductincludes,butisnotlimitedto,thefollowing:

a. Fulfillingtherolesofmentorandadvocateforstudentsinaprofessionalrelationship.Aprofessionalrelationshipisonewheretheeducatormaintainsapositionofteacher/studentauthoritywhileexpressingconcern,empathy,andencouragementforstudents.

b. Nurturingtheintellectual,physical,emotional,socialandcivicpotentialofallstudentsc. Providinganenvironmentthatdoesnotneedlesslyexposestudentstounnecessary

embarrassmentordisparagementd. Creating,supporting,andmaintainingachallenginglearningenvironmentforallstudents.

4.2.Unethicalconductincludes,butisnotlimitedtothefollowing:a. Committinganyactofchildabuseb. Committinganyactofcrueltytochildrenoranyactofchildendangermentc. Committingorsolicitinganyunlawfulsexualactd. Engaginginharassingbehavioronthebasisofrace,gender,nationalorigin,religionor

disabilitye. Furnishingtobacco,alcohol,orillegal/unauthorizeddrugstoanystudentorallowinga

studenttoconsumealcoholorillegal/unauthorizeddrugsf. Soliciting,encouraging,participatingorinitiatinginappropriatewritten,verbal,electronic,

physicalorromanticrelationshipwithstudents.Examplesoftheseactsmayincludebutnotbelimitedto:

1.sexualjokes2.sexualremarks3.sexualkiddingorteasing4.sexualinnuendo5.pressurefordatesorsexualfavors6.inappropriatetouching,fondling,kissingorgrabbing7.rape8.threatsofphysicalharm9.sexualassault10.electroniccommunicationsuchastexting11.invitationtosocialnetworking12.remarksaboutastudent’sbody13.consensualsex

Standard5:Educator/CollegialRelationships

Aneducatorshouldalwaysmaintainaprofessionalrelationshipwithcolleagues,bothinandoutsidetheclassroom.5.Unethicalconductincludesbutisnotlimitedtothefollowing:

a. Revealingconfidentialhealthorpersonnelinformationconcerningcolleaguesunlessdisclosureserveslawfulprofessionalpurposesorisrequiredbylaw

b. Harmingothersbyknowinglymakingfalsestatementsaboutacolleagueortheschoolsystem

c. Interferingwithacolleague’sexerciseofpolitical,professional,orcitizenshiprightsandresponsibilities

d. Discriminatingagainstorcoercingacolleagueonthebasisofrace,religion,nationalorigin,age,sex,disabilityorfamilystatus

e. Usingcoercivemeansorpromiseofspecialtreatmentinordertoinfluenceprofessionaldecisionsofcolleagues.

Standard6:Alcohol,DrugandTobaccoUseorPossession

Aneducatorshouldrefrainfromtheuseofalcoholand/ortobaccoduringthecourseofprofessionalpracticeandshouldneveruseillegalorunauthorizeddrugs.6.1.Ethicalconductincludes,butisnotlimitedto,thefollowing:

a. Factuallyrepresentingthedangersofalcohol,tobaccoandillegaldruguseandabusetostudentsduringthecourseofprofessionalpractice.

6.2.Unethicalconductincludes,butisnotlimitedto,thefollowing:a. Beingundertheinfluenceof,possessing,using,orconsumingillegalorunauthorizeddrugsb. Beingonschoolpremisesorataschool-relatedactivityinvolvingstudentswhile

documentedasbeingundertheinfluenceof,possessing,orconsumingalcoholicbeverages.Aschool-relatedactivityincludesbutisnotlimitedto,anyactivitythatissponsoredbyaschooloraschoolsystemoranyactivitydesignedtoenhancetheschoolcurriculumsuchasclubtrips,etc.whichinvolvestudents.

c. Beingonschoolpremisesorataschool-relatedactivityinvolvingstudentswhiledocumentedusingtobacco.

Standard7:PublicFundsandProperty

Aneducatorshallnotknowinglymisappropriate,divert,orusefunds,personnel,property,orequipmentcommittedtohisorherchargeforpersonalgainoradvantage.7.1.Ethicalconductincludes,butisnotlimitedto,thefollowing:

a. Maximizingthepositiveeffectofschoolfundsthroughjudicioususeofsaidfundsb. Modelingforstudentsandcolleaguestheresponsibleuseofpublicproperty.

7.2.Unethicalconductincludes,butisnotlimitedto,thefollowing:a. Knowinglymisappropriating,divertingorusingfunds,personnel,propertyorequipment

committedtohisorherchargeforpersonalgainb. Failingtoaccountforfundscollectedfromstudents,parentsoranyschool-relatedfunctionc. Submittingfraudulentrequestsforreimbursementofexpensesorforpayd. Co-minglingpublicorschool-relatedfundswithpersonalfundsorcheckingaccountse. Usingschoolpropertywithouttheapprovalofthelocalboardofeducation/governingbody.

Standard8:RemunerativeConduct

Aneducatorshouldmaintainintegritywithstudents,colleagues,parents,patrons,orbusinesseswhenacceptinggifts,gratuities,favors,andadditionalcompensation.8.1.Ethicalconductincludes,butisnotlimitedto,thefollowing:

a. Insuringthatinstitutionalprivilegesarenotusedforpersonalgainb. Insuringthatschoolpoliciesorproceduresarenotimpactedbygiftsorgratuitiesfromany

personororganization.8.2.Unethicalconductincludes,butisnotlimitedto,thefollowing:

a. Solicitingstudentsorparentsofstudentstopurchaseequipment,supplies,orservicesfromtheeducatorortoparticipateinactivitiesthatfinanciallybenefittheeducatorunlessapprovedbythelocalgoverningbody

b. Tutoringstudentsassignedtotheeducatorforremunerationunlessapprovedbythelocalschoolboard

c. Theeducatorshallneitheracceptnoroffergratuities,gifts,orfavorsthatimpairprofessionaljudgmentortoobtainspecialadvantage.(Thisstandardshallnotrestricttheacceptanceofgiftsortokensofferedandacceptedopenlyfromstudents,parents,orotherpersonsororganizationsinrecognitionorappreciationofservice.)

Standard9:MaintenanceofConfidentiality

Aneducatorshallcomplywithstateandfederallawsandlocalschoolboardpoliciesrelatingtoconfidentialityofstudentandpersonnelrecords,standardizedtestmaterial,andotherinformationcoveredbyconfidentialityagreements.9.1.Ethicalconductincludes,butisnotlimitedto,thefollowing:

a. Keepinginconfidenceinformationaboutstudentsthathasbeenobtainedinthecourseofprofessionalserviceunlessdisclosureservesalegitimatepurposeorisrequiredbylaw

b. Maintainingdiligentlythesecurityofstandardizedtestsuppliesandresources.9.2.Unethicalconductincludes,butisnotlimitedto,thefollowing:

a. Sharingconfidentialinformationconcerningstudentacademicanddisciplinaryrecords,healthandmedicalinformationfamilystatus/incomeandassessment/testingresultsunlessdisclosureisrequiredorpermittedbylaw.

b. Violatingconfidentialityagreementsrelatedtostandardizedtestingincludingcopyingorteachingidentifiedtestitems,publishingordistributingtestitemsoranswers,discussingtestitems,andviolatinglocalschoolboardorstatedirectionsfortheuseoftests

c. Violatingotherconfidentialityagreementsrequiredbystateorlocalpolicy.

Standard10:BreachofContractorAbandonmentofEmployment:

Aneducatorshouldfulfillallofthetermsandobligationsdetailedinthecontractwiththelocalschoolboardoreducationalagencyforthedurationofthecontract.10.Unethicalconductincludes,butisnotlimitedto,thefollowing:

a. Abandoningthecontractforprofessionalserviceswithoutpriorreleasefromthecontractbytheschoolboard

b. Refusingtoperformservicesrequiredbythecontract.

PrentissCountySchoolStaffAcceptableUsePolicy

INTERNETACCESSTheinternetisanelectronichighwayconnectingthousandsofcomputersallovertheworldandmillionsofindividualsubscribers.InternetaccessisnowavailabletostudentsandteachersinthePrentissCountySchoolDistrict(PCSD).WeareverypleasedtobringthisaccesstoPCSDandbelievetheInternetoffersvast,diverseanduniqueresourcestobothstudentsandteachers.Ourgoalinprovidingthisservicetoteachersandstudentsistopromoteeducationalexcellenceinourschoolsbyfacilitatingresourcesharing,innovationandcommunication.Thiscomputertechnologywillhelppropelourschoolsthroughthecommunicationagebyallowingstudentsandstafftoaccessanduseresourcesfromdistantcomputers,communicateandcollaboratewithotherindividualsandgroups,andsignificantlyexpandtheiravailableinformationbase.Internetaccessiscoordinatedthroughacomplexassociationofgovernmentagenciesandregionalstatenetworks.Inaddition,thesmoothoperationofthenetworkreliesupontheproperconductoftheuserswhomustadheretostrictguidelines.Tothisend,CongresshaspassedandPresidentsignedintolaw,theChildren’sInternetProtectionAct(CIPA).CIPArequiresthatschoolsreceivingcertainfederalfunds,includingE-RatediscountsandTitleIIIoftheElementaryandSecondaryEducationAct,putintoplaceInternetSafetypolicies.Theseinternetsafetypoliciesmustincludeatechnologyprotectionmeasureforblockingaccesstovisualdepictionsofobscenematerial,childpornography,andmaterialthatisharmfultominorswhenminorsareaccessingthecomputer.CIPAalsorequiresthattheInternetsafetypolicyincludemonitoringofallonlineactivitiesofminors.Additionally,thepolicymustaddressallofthefollowing:(a)accessbyminorstoinappropriatematterontheInternetandWorldWideWeb,(b)thesafetyandsecurityofminorswhenusingelectronicmail,chatrooms,andotherformsofdirectelectroniccommunications,(c)unauthorizedaccess,includingso-calledhacking,andotherunlawfulactivitiesbyminorsonline,(d)unauthorizeddisclosure,use,anddisseminationofpersonalinformationregardingminors;and(e)measuresdesignedtorestrictminorsaccesstomaterialsharmfultominors.NETWORKRULESPrentissCountySchoolDistrictprovidesadequateWi-Fionallcampuses.Thisincludeswirelessaccessacrossallacademicareasandclassrooms.StudentsandEmployeesarerequiredtouseWi-FiprovidedbythedistrictwhenusingdevicesownedbyPCSD.THEUSEOFWIRELESSHOTSPOTSISPROHIBITEDONALLPCSDCAMPUSES.THESEINCLUDEBUTARENOTLIMITEDTOCELLPHONESANDMI-FIDEVICESTHATCANBEUSEDASPERSONALWIRELESSACCESSPOINTS.

PrentissCountySchoolDistrictprovidescontentfilteringtocomplywithCIPArequirementsforsafeInternetbrowsingofminors.Anyattempttobypassthiscontentfilterwiththeuseofproxiesoranyothermethodisadirectviolationofthisagreement.ACCEPTABLE/UNACCEPTABLEUSESOFTECHNOLOGY:PrentissCountySchoolDistricttechnologyresourceswillbeusedonlyforlearning,teaching,andadministrativepurposesconsistentwiththeDistrict’smissionandgoals.

● Accessing,transmittingorretransmitting:○ Anymaterial(s)infurtheranceofanyillegalactorconspiracytocommitanyillegal

actinviolationofUnitedStates,Mississippi,localgovernment,orMississippiStateDepartmentlaws,policiesandregulations.

○ Copyrightedmaterials(includingplagiarism),threatening,harassing,orobscenematerial,pornographicmaterial,ormaterialprotectedbytradesecret,and/orothermaterialthatisinappropriatetominors.

○ Anymaterialthatpromotesviolenceorthedestructionofpersonsorpropertybydevicesincluding,butnotlimitedto,theuseoffirearms,explosives,fireworks,smokebombs,incendiarydevices,oranysimilarmaterials.

○ Languagethatmaybeconsideredoffensive,defamatory,abusive,oranyformsofcyberbullying.

○ Informationthatcouldcausedangerordisruptionorengageinpersonalattacks,includingprejudicialordiscriminatoryattacks.

○ Informationthatharassesanotherpersonorcausesdistresstoanotherperson.● Usingthenetworkinsuchawaythatwoulddisrupttheuseofthenetworkbyotherusers.● Participatinginchatsessionsoutsideofclassroomactivities.● InstallsoftwarenotapprovedbytheTechnologyDepartment.● DownloadingfilesfromtheInternetthatdonotrelatetoclassroomactivitiesor

administrativetasks.● Purchasingorsellinggoodsand/orservicesviatheInternet.● Disclosing,using,disseminatingordivulgingpersonaland/orprivateinformationabout

himself/herself,minorsoranyothersincludingpersonalidentificationinformation.● AttemptingtobypassthePCSDcontentfilter.● Attemptingto“hack”networkresourcesincluding,butnotlimitedtoservers,switches,

accesspoints,routers,andprinters.DIGITALCITIZENSHIPPrentissCountySchoolDistrictwilleducateminorsaboutappropriateonlinebehavior,includinginteractingwithotherindividualsonsocialnetworkingsitesandinchatroomsaswellascyberbullyingawarenessandresponse.

E-MAILPrentissCountySchoolDistrictprovidesaGoogleGSuiteaccountforstudentandemployeeemailservices.PCSDcreatesandmanagesaccountinformation.Employeesandstudentsareresponsibleformaintainingtheinformationinsidetheiraccount.PCSDdoesnotarchiveemployeeorstudentemail.SECURITYPrentissCountySchoolDistricthasmeasuresinplacetoprotectendusersonournetworkthroughtheuseofFirewalls,ContentFilters,andMalware/Antivirussoftware.Thesemeasuresarenotalways100%effectiveandusersshouldtakereasonablesafeguardsagainstsecuritythreatsoverthePCSDnetwork.Thisincludesnotopeningordistributinginfectedfilesorprogramsandnotopeningfilesorprogramsofunknownoruntrustedorigin.UsersshouldnotsharepersonalinformationoverthePCSDnetwork.Intheeventauserfeelstheirdevicehasbeencompromisedorinfected,theyshouldimmediatelynotifytheTechnologyDepartment.EmployeesandStaffarenevertoattempttoremoveavirusormalwareontheirown.Thisincludesdeletingfiles,downloadingMalware/Virusremovaltools,orinstallingAntivirussoftware.MONITORINGPrentissCountySchoolDistricthastheabilitytomonitordatatransmittedoverthePCSDnetworkatanytime.Datatransferredcanbetrackedandidentifiedandusersheldliableiftheiruseofthenetworkviolatesestablishedpolicies,regulations,orlaws.ThecontentfilterusedatPCSDhastheabilitytoflagandnotifytheTechnologyDepartmentifausersearchesfororaccessessitesthatcontaincertainkeywords.Computersthatcontinuetobeflaggedforinappropriatesitescanberemotelymonitoredandscreencapturedorrecorded.DatastoredondevicesownedbyPCSDarethepropertyofPCSD.Thisdataincludes,butisnotlimitedtoemail,textdocuments,images,music,andotherdigitalorelectronicfiles.SOCIALMEDIASocialmediaisaformofelectroniccommunicationthroughwhichuserscreateonlinecommunitiestoshareinformation,ideas,personalmessages,andothercontentsuchasvideos.AllstudentsofthePrentissCountySchoolDistrictwhoparticipateinsocialmedia,morespecifically,socialnetworkingwebsitessuchas,butnotlimitedto,blogs,YouTube,FaceBook,Twitter,Instagram,Snapchat,etc.Shallnotpostanydata,documents,photosorinappropriateinformationonanywebsitethatmightresultinadisruptionofclassroomactivity.Thedeterminationofappropriatenesswillbemadebytheschooladministrationand/orSuperintendent.Accessofsocialnetworkingwebsitesforindividualuseduringschoolhoursisprohibited.Nothinginthispolicyprohibitsstudentsfromtheuseofeducationalwebsites.

LIMITATIONOFLIABILITYRecognizingthatnofilteringsolutioncanbe100%effective,itisunderstoodthatalltechnologyprotectionmeasuresdonotandwillnotworkperfectly.IncomplyingwithCIPA,schoolsareexpectedtoengageinagoodfaithefforttoabidebytherequirementsofCIPA.CIPAdoesnotcreateaprivaterighttoaction,meaningthatthediscoveryofobjectionablematerialonacomputercannotresultinalawsuitcomplainingthataschoolviolatedCIPA.ThePrentissCountySchoolDistrictmakesnowarrantiesofanykind,whetherexpressedorimplied,fortheserviceitprovides.ThePCSDwillnotberesponsibleforanydamagessufferedwhileonthissystem.Thesedamagesincludelossofdataasaresultofdelays,non-deliveries,miss-deliveries,orserviceinterruptionscausedbythesystemoryourerrorsoromissions.Useofanyinformationobtainedviatheinformationsystemisatyourownrisk.PCSDspecificallydisclaimsanyresponsibilityfortheaccuracyofinformationobtainedthroughitsservices.PrentissCountySchoolDistrictwillnotdisclosepersonalinformationaboutstudentsonwebsites-suchastheirfullname,addresses,telephonenumber,orsocialsecuritynumber.EXCEPTIONOFTERMSANDCONDITIONSTheseguidelinesareprovidedsothatyou,theuserand/orparentoftheuser,areawareoftheresponsibilitiesyouareabouttoassume.Ingeneral,thisrequiresefficient,ethical,andlegalutilizationofthenetworkresources.IfaPCSDuserviolatesanyoftheseprovisions,hisorheraccountwillbeterminatedandfutureaccesscouldpossiblybedenied.Thesignature(s)attheendofthisdocumentis(are)legallybindingandindicatedtheparty(parties)whosignedhas(have)readthetermsandconditionscarefullyandunderstand(s)theirsignificance.AlltermsandconditionsasstatedinthisdocumentareapplicabletothePCSD.Thesetermsandconditionsreflecttheentireagreementofthepartiesandsupersedesallpriororalorwrittenagreementsandunderstandingsoftheparties.ThesetermsandconditionsshallbegovernedandinterpretedinaccordancewiththelawsoftheStateofMississippi,andtheUnitedStatesofAmerica.Pleaseprintthelastpageofthishandbookandsignthestatementverifyingyouhavereadandwillabidebythetermsandconditionsofthisacceptableusepolicy.

Staff/StudentNon-Fraternization GABB Adultswhohavecontactwithchildrenandadolescentsthroughschoolactivitieshavetheresponsibilitynottobetrayormisusetheirprivilegedpositionandshallnevertakeadvantageofstudents’vulnerabilityoroftheirconfidence.ItisthepolicyoftheBoardofEducationtoprohibitanysexualrelationship,contactorsexuallynuancedbehaviororcommunicationbetweenastaffmemberandastudent,whilethestudentisenrolledinaschoolsystem.Theprohibitionextendstostudentsoftheoppositesexorthesamesexasthestaffmember,andappliesregardlessofwhetherthestudentorthestaffmemberistheinitiatorofthebehaviorandwhetherornotthestudentwelcomesorreciprocatestheattention.StaffGuidelinesforNon-FraternizationStaffmembersareexpectedtousegoodjudgmentintheirrelationshipwithstudentsbothinsideandoutsideoftheschoolcontextincluding,butnotlimitedto,thefollowingguidelines:1.Staffmembersshallnotmakederogatorycommentstostudentsregardingtheschooland/orstaff.2.Staff-sponsoredparties,atwhichstudentsareinattendance,unlesstheyareapartoftheschool’sextracurricularprogramandareproperlysupervised,areprohibited.3.Staffmembersshallnotfraternize,writtenorverbally,withstudentsexceptonmattersthatpertaintoschool-relatedissues.4.Staffmembersshallnottextstudentsnorparticipateinanystudentblogs.5.Staffmembersshallnotassociatewithstudentsatanytimeinanysituationoractivitywhichcouldbeconsideredsexuallysuggestiveorinvolvethepresenceoruseoftobacco,alcoholordrugs.6.Staffmembersshallnotdatestudents.Sexualrelationswithstudents,regardlessofageAnd/orconsent,areprohibitedandwillresultindismissalandcriminalprosecution.7.Staffmembersshallmaintainareasonablestandardofcareforthesupervision,controlandprotectionofstudentscommensuratewiththeirassigneddutiesandresponsibilities.8.Staffmembersshallnotsendstudentsonpersonalerrands.9.Staffmembersshall,pursuanttolawandBoardpolicy,immediatelyreportanysuspectedsignsofchildabuseorneglect.

Staff/StudentNon-Fraternization,CONTINUED GABB10.Staffmembersshallnotattempttocounsel,assess,diagnoseortreatastudent’spersonalproblemrelatingtosexualbehavior,substanceabuse,mentalorphysicalhealthand/orfamilyrelationshipsbutinstead,shouldreferthestudenttoappropriateschoolpersonneloragencyforassistance,pursuanttolawandBoardpolicy.11.Staffmembersshallnotdiscloseinformationconcerningastudent,otherthandirectoryinformation,toanypersonnotauthorizedtoreceivesuchinformation.Thisincludes,butisnotlimitedto,informationconcerningassessments,abilityscores,grades,behavior,mentalorphysicalhealthand/orfamilybackground.AnnualRemindertoStaffTheSuperintendentandtheschoolprincipalswillannuallyremindstaffmembersandorientnewstaffmembersconcerningtheimportanceofmaintainingproperdecorumintheon-line,digitalworldaswellasinperson.Employeesmustconductthemselvesinwaysthatdonotdistractfromordisrupttheeducationalprocess.Theorientationandreminderswillgivespecialemphasisto:1.ImproperfraternizationwithstudentsusingFacebookandsimilarinternetsitesorsocialnetworks2.Inappropriatenessofpostingitemswithsexualcontent3.Inappropriatenessofpostingitemsexhibitingoradvocatinguseofdrugsandalcohol4.Examplesofinappropriatebehaviorfromotherdistricts,asbehaviortoavoid5.Monitoringandpenaltiesforimproperuseofdistrictcomputersandtechnology6.Thepossibilityofpenalties,includingdismissalfromemployment,forfailuretoexercisegoodjudgmentinon-lineconductPeriodicalSearchesTheSuperintendentordesigneeswillperiodicallyconductinternetsearchestoseeifteachershavepostedinappropriatematerialson-line.Wheninappropriateuseofcomputersand/orwebsitesisdiscovered,theschoolprincipalsand/orSuperintendentwilldownloadtheoffensivematerialandpromptlytakeproperadministrativeaction.

SocialNetworkingWebsites GABBA

Accessofsocialnetworkingwebsitesforindividualuseduringschoolhoursisprohibited.Employees,facultyandstaffshouldnotgivesocialnetworkingwebsitepasswordstostudents.Theemployeeisresponsibleforallactivitiesinhis/heraccount.

Allemployees,facultyandstaffofthisschooldistrictwhoparticipateinsocialnetworkingwebsites(likeMySpaceorFacebook)shallnotpostanydata,documents,photosorinappropriateinformationonanywebsitethatmightresultinadisruptionofclassroomactivity.ThisdeterminationwillbemadebytheSuperintendent.

Fraternizationviatheinternetbetweenemployees,facultyorstaffwithstudentsisprohibitedandviolationofanyofthesepoliciesmayresultindisciplinaryaction,uptoandincludingtermination.

Nothinginthispolicyprohibitsemployees,faculty,stafforstudentsfromtheuseofeducationalwebsites,likewww.schoolnotes.comandwww.abcdistrict.orgsincethesesitesareusedsolelyforeducationalpurposes.

Accessofsocialnetworkingwebsitesforindividualuseduringschoolhoursisprohibited.

STUDENTCOMPLAINTSOFBULLYINGORHARASSINGBEHAVIORStudentsandemployeesinPrentissCountySchoolDistrictareprotectedfrombullyingorharassingbehaviorby other students or employees. It is the intent of the Board and the administration to maintain anenvironment free frombullying and harassing behavior. This complaint procedure provides a process forfiling,processingandresolvingcomplaintsof suchconduct. Adherence to theseprocedures ismandatory.The failure of any person to follow these procedures will constitute a waiver of the right to pursue acomplaintatanylevel,includingreviewbytheBoard.I.DefinitionsBullyingorharassingbehaviorisanypatternofgesturesorwritten,electronicorverbalcommunications,oranyphysicalactofanythreateningcommunication,oranyactreasonablyperceivedasbeingmotivatedbyanyactualorperceiveddifferentiatingcharacteristic that (a)placesastudentorschoolemployee inactualandreasonablefearofharmtohisorherpersonordamagetohisorherproperty,or(b)createsoriscertainto create a hostile environment by substantially interfering with or impairing a student’s educationalperformance,opportunitiesorbenefits.A “hostile environment” means that the victim subjectively views the conduct as bullying or harassingbehaviorand theconduct isobjectively severeorpervasiveenough thata reasonablepersonwouldagreethatitisbullyingorharassingbehavior.Bullyorharassingbehaviorwillnotbecondonedortoleratedwhenittakesplaceonschoolproperty,atanyschool-sponsoredfunction,oronaschoolbus,orwhenittakesplaceoffschoolpropertywhensuchconduct,in thedeterminationof theschoolsuperintendentorprincipal, renders theoffendingperson’spresence intheclassroomadisruptiontotheeducationalenvironmentoftheschooloradetrimenttothebestinterestandwelfareofthepupilsandteacherofsuchclassasawhole.Everystudenthasafundamentalrighttotakereasonableactionsasmaybenecessarytodefendhimselfor

herself from an attack by another studentwho has evidencedmenacing or threatening behavior throughbullying or harassing. However, no student or school employee shall engage in any act of reprisal orretaliationafter thebullyingorharassingbehaviorhasstopped. Anystudentor schoolemployeeguiltyofsuch conductmay be punished in the samemanner and to the same extent as for bullying or harassingbehavior.II.ProceduresforProcessingaComplaintAny student, school employee or volunteer who feels he/she has been a victim of bullying or harassingbehavior,orhaswitnessedorwhohasreliableinformationthatastudent,schoolemployeeorvolunteerhasbeensubjecttobullyingorharassingbehaviorshallreportsuchconducttoateacher,principal,counselororotherschoolofficial. The report shallbemadepromptlybutno later than five (5)calendardaysafter thealleged act or acts occurred. The school official shall complete a “Bullying/HarassingBehavior” complaintform,whichshallincludethenamesofthereportingperson,specificnatureanddateofthemisconduct,thenamesof thevictimof themisconduct, thenamesofanywitnessesandanyother informationthatwouldassist in the investigation of the complaint. The report shall be given promptly to the principal orsuperintendent who shall institute an immediate investigation. Complaints against the principal shall bemadetothesuperintendentandcomplaintsagainstthesuperintendentshallbemadetotheprincipal.The complaint shall be investigated promptly. Parents will be notified of the nature of any complaintinvolvingtheirstudent.TheDistrictofficialwillarrangesuchmeetingsasmaybenecessarywillallconcernedpartieswithinfive(5)workingdaysafterinitialreceiptofthecomplaintbytheDistrict.Thepartieswillhavean opportunity to submit evidence and a list of witnesses. All findings related to the complaint will bereduced towriting. TheDistrictofficial conducting the investigation shall notify thevictimandparentsasappropriatewhentheinvestigationiscompletedandadecisionregardingdisciplinaryaction,aswarranted,isdetermined.IfthevictimisnotsatisfiedwiththedecisionoftheDistrictofficial,he/shemaysubmitawrittenappealtothesuperintendent.Suchappealshallbefiledwithinten(10)workingdaysafterreceiptoftheresultsoftheinitialdecision.Thesuperintendentwillarrangesuchmeetingswiththevictimandotheraffectedpartiesasdeemednecessarytodiscusstheappeal.Thesuperintendentshallprovideawrittendecisiontothevictim’sappealwithinten(10)workingdays.Ifthevictimisnotsatisfiedwiththedecisionofthesuperintendent,awrittenappealmaybefiledwiththeBoard.Suchappealshallbefiledwithinten(10)workingdaysafterreceiptofthedecisionofthesuperintendent.TheBoardshall,withintwenty(20)workingdays,allowthevictimandparentsasappropriatetoappearbeforetheBoardtopresentreasonsfordissatisfactionwiththedecisionofthesuperintendent.TheBoardshallprovideawrittendecisionwithinten(10)workingdaysfollowingthevictim’sappearancebeforetheBoard.

*Superintendentand/orprincipalhasdiscretiontodeterminedegreeof“abuse”dependentupon“act”andgradelevelofstudent. 1stoffense–CorporalpunishmentorOSS 2ndoffense–AlternativeSchoolfor9weeks 3rdoffense–AlternativeSchoolforsemester 4thoffense–Expulsion

FORMSLEAVE REQUEST FORM PROFESSIONAL DEVELOPMENT LEAVE REQUEST FORM

APPROVAL FOR FUNDRAISER FORM

APPROVAL FOR FIELD TRIPS OR CLASS TRIPS FORM

PERMIT FOR SCHOOL ACTIVITY TRIP

LEAVE REQUEST FORM

PRENTISS COUNTY SCHOOL DISTRICT

Submission Date :_______________ Social Security # :_____________________________

Employee Name:___________________________________ Job Title ___________________

Number of Day Requested:_________ Date/s to be off:_______________________________

☐ Sick Leave:_____________________________________________________________

Explanations: Personal Illness or in immediate family, Maternity leave, Doctor's appointment, Death of immediate family

☐ Personal Leave

☐ Vacation - (12 month people only)

☐ Military leave - (Orders attached)

☐ Jury Duty - (Document attached)

☐ Out of Days -to be docked- certified 1-10 @ $70 a day after that take home pay non-certified 1-10 @ $35 a day after that take home pay

# OF DAY/S TO DOCK APPLICANT:__________ TOTAL AMOUNT TO DOCK PAYCHECK:_____________________

☐ Professional Day _________________________________________________________ Note here the name of workshop or title of school related trip

☐ Substitute Requested

Name of Sub:___________________________________# of Days Worked____________

This is to certify that I have submitted the above request:

Employee Signature:________________________________________ Date:____________

~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~

☐ Approved ☐ Not Approved ______________________________________________ ________________________________

Signature of Superintendent / Principal Date

~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~Note: Requests for Professional Day, Personal Leave (other than emergencies) and Vacation must be submitted PRIOR to the absence to be Approved.

PROFESSIONAL DEVELOPMENT LEAVE REQUEST FORM PRENTISS COUNTY SCHOOL DISTRICT

This form must be submitted to the District Professional Development Coordinator or submission to the Superintendent for approval.

Fax to 662-728-9325 or scan and email to khamm@prentiss.k12.ms.us. Please send the fax to the attention of Kim Hamm.

Administrator making request :_______________________________________________________ (Administrator’s signature required for submission.)

Names of those attending : ________________________________________________

________________________________________________

Approved for submission: ________________________________________________________ (Professional Development Coordinator’s signature)

Request Date:______________________ Date/s of Training: ____________________________

Destination:______________________________________________________________________

Purpose of Trip (Name of Workshop/Conference/etc.) : _______________________________________________________________________________

_______________________________________________________________________________

Funding Source: ☐ Title I ☐ Title II ☐ Cost Pool

☐ SPED ☐ District PD ☐ School Funds

☐ District Maint. ☐ Other________________________ Reimbursement Requested (must be overnight trip to receive meals and lodging): ☐ Mileage ☐ Lodging ☐ Meals ☐ Registration Fee ☐ Substitute

*(federal funds will not pay for substitute) ______________________________________________ ______________________ Signature of Superintendent Date

~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~Note: Requests for Professional Day, Personal Leave (other than emergencies) and Vacation must be submitted PRIOR to the absence to be Approved. Employees must also complete the LEAVE REQUEST FORM prior to absence.

APPROVAL FOR FUNDRAISER FORM

This form must be submitted to the Superintendent for approval. Fax to 662-728-2000

TO: SUPERINTENDENT RANDLE DOWNS FROM: ________________________________ DATE: ________________________________ RE: BOARD APPROVAL FOR FUNDRAISER I am requesting board approval for the following fundraiser:

School: ________________________________________________

Group or Club: ________________________________________________

Sponsor of Club: ________________________________________________

Start & Ending Date: ________________________________________________

Type of Fundraiser: ________________________________________________

Selling Price of Product: ________________________________________________

Per Cent of Profit: ________________________________________________

Approved for submission: ________________________________________________________ (Sponsor’s signature)

________________________________________________________ (Principal’s signature)

______________________________________________ Date of School Board Approval

APPROVAL FOR FIELD TRIPS OR CLASS TRIPS FORM

TO: SUPERINTENDENT RANDLE DOWNS FROM: ________________________________ Name of Employee Making Trip Request DATE: ________________________________ RE: BOARD APPROVAL FOR FIELD TRIPS OR CLASS TRIPS I am requesting board approval for the following field trip or class trip:

School: ________________________________________________

Class, Group, or Club: ________________________________________________

Trip Title or Purpose: ________________________________________________

Date of Trip: ________________________________________________

Location of Trip: ________________________________________________

Number of Students to go on Trip: _____________________

Name of ALL CHAPERONS (Board requires a MINIMUM of (1) CHAPERON PER 10 STUDENTS. Educational Personnel to serve as chaperons are limited to the Bus Driver and the Teachers/Teacher’s Assistants directly involved and/or responsible for the students.)

________________________________________________________________________________

Field Trips and Class Trips need required objective number and a brief explanation of how

requested trip pertains to this specific objective:

________________________________________________________________________________

_____________________________ ____________________________ (Principal’s signature) (Superintendent’s signature)

______________________________________________ Date of School Board Approval

~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~

PERMIT FOR SCHOOL ACTIVITY TRIP

ALL ACTIVITY TRIPS MUST BE APPROVED 3 DAYS PRIOR TO TRIP Date Submitted for Approval: ______________ School Bus Driver: ________________

Assigned Bus No: ____________________ Number of Students: ______________

Grades of Students: __________________ Date of Trip: ____________________ Destination: ________________________ Submitted by: ___________________ State Standard: ___________________________________________________________ Departure from: _______________________ Departure time: __________________

Return to: ___________________________ Return time: ____________________

Route to destination: ________________________________________________________________________________________________________________________________________________________________

Return Route (Deviation from approved route must be authorized by the Superintendent): ________________________________________________________________________________________________________________________________________________________________

Name of ALL CHAPERONS (Board requires a MINIMUM of (1) CHAPERON PER 10 STUDENTS. Educational Personnel to serve as chaperons are limited to the Bus Driver and the Teachers/Teacher’s Assistants directly involved and/or responsible for the students.)

________________________________________________________________________________

This trip is duly authorized by the rules and regulations of the State Board of Education and the School Board of Prentiss County School District. The bus driver shall keep these instructions with him when he/she is making the authorized trip. Upon completion of the trip, the driver shall file this order with the Superintendent within 5 school days.

Odometer Reading Ending Mileage: ______________ Beginning Mileage: ______________ Trip Mileage: ______________ Amount due to District ____________ miles X $0.50 = ______________ ______________________________________________ ______________________ Signature of Superintendent Date

ACCEPTABLEUSEPOLICYAFFIDAVIT

EMPLOYEE:I(usernamepleaseprint)______________________________________understandandwillabidebythetermsandconditionsoftheacceptableusepolicy.Iunderstandthatanyviolationoftheregulationisunethicalandmayconstituteacriminaloffense.ShouldIcommitanyviolation,myaccessprivilegesmayberevoked,schooldisciplinaryactionmaybetakenand/orappropriatelegalaction.UserSignature:____________________________________ Date:____________________

ACKNOWLEDGMENT OF RECEIPT OF PRENTISS COUNTY PERSONNEL HANDBOOK

2019-2020

The PCSD Personnel Handbook contains important information about PCSD. I accept the terms of the handbook. I also understand that it is my responsibility to comply with the policies contained in this personnel handbook. I understand that I read the entire handbook. Additionally, I will sign the two copies of this Acknowledgment of Receipt, retain one copy for myself, and return one copy to my building level principal. I understand that this form will be retained in my personnel file. _______________________________________ __________________ Signature of Employee Date _______________________________________ Employee's Name - Printed

PRENTISS COUNTY SCHOOL DISTRICT PERSONNEL HANDBOOK … · PRENTISS COUNTY SCHOOL DISTRICT PERSONNEL...

Documents

THE AURA OBSERVATORY EMPLOYEE HANDBOOK FOR PERSONNEL ...aossbx.ctio.noao.edu/pandp/docs/AURA-O_Procedure_Handbook.pdf · the aura observatory employee handbook for personnel stationed

10 Personnel Handbook 09 10

Professional Personnel Handbook - SUNY Canton

NON-UNIT PROFESSIONALS PERSONNEL POLICIES HANDBOOK

Personnel Transaction Handbook - Oklahoma

Educational Handbook for Health Personnel

CLASSIFIED PERSONNEL POLICY HANDBOOK BOARD OF …

PRENTISS WISE COMPANY

2015 prentiss holiday flipbook

Handbook of Personnel Policies and Procedures

Workforce Reshaping Handbook - Office of Personnel Management

Management Personnel Practices Handbook

Personnel Handbook 15Oct08 en-1

Supervisor's Handbook Section: Personnel

PERSONNEL HANDBOOK 2010-2011 FISCAL YEAR …horrycountyschools.sharpschool.com/UserFiles/Servers/Server_743372... · PERSONNEL HANDBOOK 2010-2011 FISCAL YEAR ... 335 Four Mile Road,

Lake County Personnel Handbook 2012

Federal Handbooks 2015 Federal Personnel Handbook - …nteu222.org/forms/2015federalpersonnelhandbook.pdf · Federal Handbooks – 2015 Federal Personnel Handbook 2015 Federal Personnel

Manpower, Personnel, and Training Assessment (MPTA) Handbook

HANDBOOK FOR BRINK’S, INCORPORATED PERSONNEL

Prentiss holiday 2014