PowerPoint Presentation

LAUSDFood Services Division Employee Handbook07-17-2015Provided by LAUSD Food Services Division1LAUSDFood Services Division Employee Handbook07-17-2015Provided by LAUSD Food Services Division

Say before we begin, please complete the pre-quiz located in your binder/notebook. Answer the questions to the best of your ability. We will review the pre-quiz answers together before beginning this presentation. There will be a quiz at the completion of this training to assess what you have learned.2Overview and PurposeThis training will educate Food Services Division employees about Division and District policies and procedures.

Its purpose is to protect the health and safety of all FSD employees, students, staff, and the public.

Read Slide3ObjectiveTo discuss and highlight key District BulletinsTo review the contents of the Employee Handbook

NOTE: It is YOUR RESPONSIBILITY to know these policies. Regularly check Inside LAUSD for new information at http://notebook.lausd.net

Read Slide

You can access Inside LAUSD on the District website by entering http://notebook.lausd.net in the browser.Please note, you may need to enter your single sign-on to enter Inside LAUSD.

4Important District Policies1. Bullying and Hazing Policy2. Code of Conduct with Students3. Drug, Alcohol and Tobacco-Free Workplace4. Employee Code of Ethics5. Hate Motivated Incidents and Crimes6. Non-Discrimination Statement7. Respectful Treatment of All Persons8. Sexual Harassment Policy9. Workplace Violence, Bullying and Threats Policy

Say: The District has many different policies and procedures. Today we will focus on 9 crucial policies.

(Read Slide)5Bullying and Hazing PolicyThe District is committed to providing a safe and civil learning and working environment.

The District takes a strong position against bullying, hazing, and any behavior that infringes on the safety or well-being of students, employees, or any other persons within the Districts jurisdiction, or interferes with learning or the ability to teach.

Say: It is important that you are aware of the Bullying and Hazing Policy.

(Read Slide)6Code of Conduct with StudentsFood Services Employees CANNOT:

Meet with any student privatelyTouch or have physical contact with any studentGive or accept gifts from any studentProvide or ask for transportation of any studentExchange personal information with any student via email, text, or personal cell phoneAttempt to discipline any student

Note: Never take matters into your own hands!

Say: Next we will discuss the Code of Conduct with Students

Say: The most important responsibility of the District is the safety of our students. All employees, as well as all individuals who work with or have contact with students, are reminded that they must be mindful of the fine line drawn between being sensitive to and supportive of students and a possible or perceived breach of responsible, ethical behavior.7Drug, Alcohol and Tobacco Free The District maintains a drug-and alcohol-free workplace and prohibits the manufacture, sale, distribution, dispensing, possession, or use of illicit drugs and alcohol by employees in all workplaces and on any District property.Zero Tolerance for Possession of Drugs/Alcohol/related paraphernalia as well as intoxication/under the influence/ effects while working No smoking on campus, sidewalks, and/or parking lots.Reasonable suspicion may result in testing.Refusal to test will result in immediate disciplinary action, including suspension and dismissal from District service.

Say: Another important policy is the Drug, Alcohol, and Tobacco Free

Say: The District maintains a drug-and alcohol-free workplace and prohibits the manufacture, sale, distribution, dispensing, possession, or use of illicit drugs and alcohol by employees in all workplaces and on any District property. This includes marijuana regardless of whether or not the employee has a valid medical card. 8Employee Code of EthicsThe Employee Code of Ethics is intended to help achieve success by setting common expectations and increasing trust, commitment and teamwork.

Create an environment of trust, respect, and non-discrimination.Provide honest, accurate and timely information Identify problems and help create solutions Adhere to policies, procedures and rules

Say: Next, we will discuss the Employee Code of Ethics.

Say: The Districts Code of Ethics helps develop trust by describing what the public can expect from us, and what we can expect from each other and our District.To help us achieve our mission, we are committed to three core ethical principles: Commitment to Excellence District and Personal Integrity and, Responsibility9Employee Code of Ethics, cont.Report improper conductAvoid any retaliationDecline giftsMaintain appropriate relationships with studentsProper use of public resources Leadership of District personnel and use of District timeUphold Confidentiality

Say: Lets discuss these principles in more detail:

Commitment to Excellence. We are committed to being the best school District and personnel we can be, educating our students to their maximum potential. Everything we do has an impact on the classroom.

District and Personal Integrity. To maintain our integrity, we are committed to making decisions in the best interests of the District. We will avoid conflicts of interest and the appearance of impropriety.

Responsibility. We are committed to holding each other responsible for our performance as a District and as individuals.

10Hate Motivated Incidents & CrimesA hate-motivated incident is a noncriminal act or attempted act that constitutes an expression of hostility, bias or bigotry against a person, property, or institution because of the targets actual or perceived protected characteristics set forth above. A hate-motivated crime is a hate-motivated incident that has been determined by law enforcement to be criminal conduct that was primarily motivated by bias or prejudice against a targeted group.

Say: Another policy of concern is the Hate Motivated Incidents and Crime.

(Read Slide)11Non-Discrimination Statement The District is committed to providing a working and learning environment that is free from unlawful discrimination and harassment, intimidation, and bullying.

The District prohibits discrimination and harassment based on: an individuals actual or perceived age, ancestry, color, disability, ethnic group identification, gender, gender identity, gender expression, mental or physical disability, marital status, national origin, race, religion, sex, sexual orientation, or any other basis protected by federal, state, local law, ordinance, or regulation.

Say: Now lets discuss the Non-Discrimination Statement

Say: The District prohibits discrimination and harassment based on an individuals actual or perceived age, ancestry, color, disability, ethnic group identification, gender, gender identity, gender expression, mental or physical disability or any other basis protected by federal, state, local law, ordinance, or regulation.

Additionally, an employee will not be subjected to unlawful discrimination based on the persons association with a person or group with one or more of these actual or perceived characteristics.12Respectful Treatment of All PersonsBoard of Education Resolution: Reaffirms the policy all persons working in both schools and offices should:

Treat all persons equally and respectfullyRefrain from the willful or negligent use of slurs

(Against anyone on the basis of race, language spoken, color, sex, religion, handicap, national origin, immigration status, age, gender identity or gender expression, sexual orientation, political belief, etc.)

Say: The District stands firmly behind the board resolution to Respectfully Treat All Persons.

(Read slide)13Sexual Harassment PolicyThe District is committed to maintaining a working and learning environment that is free from sexual harassment.Any act of sexual harassment is a violation of state and federal laws, as well as District policy and is prohibited. This includes any unwelcome conduct that is verbal, visual, and/or physicalThe District prohibits retaliation against anyone who files a sexual harassment complaint or who participates in the complaint investigation process.

Say: Moving on, we will now cover the Sexual Harassment Policy

Say: The District is committed to maintaining a working and learning environment that is free from sexual harassment.

Sexual harassment of or by employees, students, or persons doing business with the District, is a form of sex discrimination in that it constitutes differential treatment on the basis of sex, sexual orientation (actual or perceived), or gender orgender identity (actual or perceived). As such, any act of sexual harassment is a violation of state and federal laws and a violation of District policy. 14Workplace Violence, Bullying & ThreatsThe District is committed to providing a safe and civil working environment that is safe and free from acts of intimidation, threats of violence , or actual violence.

Students and employees will NOT be subjected to retaliation, reprisal, or disciplinary action for reporting acts pursuant to this policy.

Lets discuss Workplace Violence, Bullying and Threats.(Read Slide)15General Rules of ConductWork Schedules and BreaksEmployees who work four hours are entitled to one 10-minute break.Employees who work six hours or more are entitled to one 30-minute lunch and two 10-minute breaks.Employees must be paid for all hours worked.Employees cannot meet with union representatives during normal work hours.

Say: Now we will go over general rules of conduct:

Say:Employees working a minimum of 4 hours are entitled to one 10 min. break.Employees who work a minimum of 6 hours are entitled to one 30 min. lunch and two 10 min. breaks.Employees will be paid for hours worked.Employees will meet with their union representatives during break or before or after their assignment.16General Rules of Conduct, cont.Employees cannot conduct private business at the work site and/or during normal work hours. Employees cannot make personal telephone calls during work hours, unless in case of an emergency.Bank deposits must be made daily, unless approved Exemption to Deposit Collection Daily is on file.

Say: Continuing with the General Rules of Conduct listed, I want to stress the following:

Say: Cell phones, pagers, and any wireless devices must be secured in a safe place away from the work area.Failure to follow banking requirements may result in immediate disciplinary action, including suspension and dismissal from service at the District.

17Food Safety CertificationsFood Safety Certifications are required by the State of California for the following positions:Food Service Worker II DrivingSenior Food Service WorkerAll Food Service Managers

Note: All ServSafe training classes and ServSafe tests are provided by the Food Services Division and are valid for 5 years.

Say: We will now discuss Food Safety Certifications. (Read slide)18Attendance ExpectationsFood Service employees must personally contact the Food Service Manager on each day of an absence, unless the employee is placed on an extended leave.If an employee is absent more than 5 days:The employee must be seen by a District Authorized Physician or Nurse to return to workThe employee must submit documentation of the absence by the 3rd day absent.The employee must provide a Doctors Note.

Say: The District relies on Food Services employees to complete the important task of feeding our students, therefore Attendance is important.

Say: Employee must contact their Manager each day of an absence unless the employee is on an extended leave. If an employee is absent more than 5 days:

The employee must be seen by a District Authorized Physician or Nurse to return to workThe employee must submit documentation of the absence by the 3rd day absent.The employee must provide a Doctors Note.

19Pattern of Excessive AbsenteeismEmployee has frequent short term absencesEmployee uses allotment of full pay illness daysAbsence occurs in a pattern on Monday or FridayAbsence occurs before or after disciplinary actionAbsence occurs at period of scheduled assigned taskAbsence occurs after vacation request is deniedAbsence occurs before or after vacationAttendance is a factor in granting Summer Employment

Say: Here are examples of Patterns of excessive absenteeism.

(Read bullets)20Authorized Use of Personal NecessityDeath or serious illness of immediate family memberTwo occasions up to a total of 8 hours to attend the funeral of a close friend or relative Accident involving employees personal propertyBirth of employees childAdoption of childReligious holiday of employees faithImminent danger to home due to disasterTwo hours for vehicle failure if required for work

Say: Employees are allowed to use Personal Necessity for specific situations: Some examples of this are Death or serious illness of an immediate family member, and Religious holiday of an employees faith.21Authorized Use of Personal Necessity, ContAppearance in court as a litigant or witnessOther significant event of a compelling nature, the gravity of which demands the employees personal attention during work hours which cannot be disregarded limited to one occasion per year.One day to register for or to take a final examination at in institution of higher learningOne day for attendance at a school activity of an employees own child, ward, or grandchild

Say: Some more examples of Personal Necessity are Appearance in court as a litigant or witness, and One day for attendance at a school activity of an employees own child, ward, or grandchild.22Workers CompensationEmployees ResponsibilityImmediately report any work related injury to the Food Service ManagerComplete Workers Compensation Claim Form DWC1Obtain Medical Authorization, or complete Claim Withdrawal Form if refusing medical treatmentIf you have received medical treatment, return Work Status Report to Food Service Manager

Say: Workers Compensation claims are a common concern that you may face.

(Read slide after title)

If employee chooses not to file a WC claim, they have up to one year from the day of the injury to report the claim per CA state law.

Within 24 hours, enter incident into Istar, provide DWC1 to employee, and call Sedgwick for reportable workers compensation claims.

23Workers Compensation, ContFood Service Manager ResponsibilityRefer employee to School Nurse if First Aid onlyComplete Medical Authorization Form for treatmentComplete iStar /Injury/Accident Investigation ReportCall Sedgwick at (800) 528-7392 for reportable workers compensation injuriesReport all work related injuries to AFSS immediately

Failure to complete iStar or report injury to AFSS may result in immediate disciplinary action, including suspension and dismissal from service at the District!

Say: As managers, you have the responsibility to (Read bullets)

Within 24 hours, enter incident into Istar, provide DWC1 to employee, and call Sedgwick for reportable workers compensation claims (not first aid only).

Remember, the Istar number will be needed when calling Sedgwick about a reportable workers compensation claim.

24Family Medical Leave ActWho is Eligible?Any District employee who has worked for at least 12 months and 130 days prior to the qualifying eventA pregnant employee is eligible for Pregnancy Disability Leave after notifying the supervisorFMLA protection is designated for pregnant employees upon receipt of medical and/or leave documentationA Leave of Absence Request for Classified employees is required for all absences more than 20 consecutive work days

Say: The Family Medical Leave Act (FMLA) is a protective leave.

(Read slide)25Family Medical Leave Act, ContQualifying EventsAny District employee may qualify for FMLA/CFRA for:The employees own serious health conditionFamily members serious health condition, i.e., Spouse, Parent, Child under 18, Domestic Partner*The employees incapacity due to pregnancy, prenatal care, birth and/or bonding with childThe employees adopted child or foster care childMilitary family member* injured during active duty

(read slide)26Safeguarding Food, Supplies & EquipmentFederal, State, and local laws prohibit:Providing equipment or space to school staffAllowing unauthorized access to food prep areas Allowing unauthorized access to food storage areasUsing leftovers at the next meal serviceOnly Food Service employees are allowed to prepare, serve, store food and/or use food supplies/equipment.Any opened, non shelf stable food that has left the cafeteria for service to an off-site program cannot be reused or donated, it must be destroyed!

Say: Federal, State, and local law have strict regulations regarding food preparation, equipment, storage, and the use of leftovers.Only Food Service employees are allowed to prepare, serve, store food and/or use food supplies/equipmentAny opened, non shelf stable food that has left the cafeteria for service to an off-site program cannot be reused or donated, it must be destroyed!

27Sanitation and Personal HygieneAdhere to California Health and Safety CodesHandwashing Wash hands and armsBefore beginning workBefore putting on glovesAfter using restroomFalse eyelashes, false nails, acrylic nails, nail polish, and nail coating is prohibitedWear approved cap and/or hair coveringsAdhere to Business Work Attire Directive

Say: Sanitation and hygiene is one of the top priorities of our Division and employees must adhere to California Health and Safety Codes.

(Read slide starting from first bullet)28Safety RequirementsAdhere to the following safety requirements when in school cafeterias and/or food production areas:Wear low/no-heel, fully enclosed heel and closed toe shoes Limit jewelry to a plain band ring.Use required personal protective equipment (PPE), oven mitts, sleeves, aprons, eye/face protection

Say: Our Division wants to ensure that our employees are working safely. Lets discuss the Safety Requirements.

(Read Slide)29New UniformsAll Food Services Division school based staff must wear a complete uniform during assigned work hours:Managers will have the option to wear a polo or button down shirt, black pants or shorts, apron and an approved cap.Senior FSWs and Food Service Workers wear a polo shirt, black pants or shorts, apron, and an approved cap.FSD employees will sign an Employee Uniform Receipt upon issuance of uniforms and a copy will be placed in the employees personnel file.NOTE: Upon separation of service or termination of assignment, employees are required to return the FSD uniforms.

Say: Now lets discuss the Uniforms.

30Questions?Thank You!

LAUSD Food Services DivisionNourishing Children to Achieve Excellence