Marionville Elementary Faculty Handbook

2016 - 2017

Teachers

Marionville R-9 Elementary School Marionville, MO 65705

TABLE OF CONTENTS Elementary Mission/Vision and Goals

Board of Education Administration

List of Elementary Teachers

Accident and Illness Reporting 1

Admissions and Withdrawal 1 Arrival and Departure Times 1 Board Paid Insurance 1

Board Paid Tuition 1 Book Issuance and Damage 1 Building Security 1 Care of Classroom 1

Chain of Command 2 Clerical Service 2 Diagnostic and Placement Meetings 2

Discipline 2 Dress Code 2 Emergency Procedures/

Earthquake 3 Fire Drill 4 Tornado Drill 4

Faculty Meetings 4 Field Trips 4 Financial Transactions 4

Gate Pass Rule 4 Grade Books 4 Heating/Air Conditioning, Etc. Info 5 Inclement Weather School Cancellation 5

Inventories 5 Leaving One’s Classroom 5 Leaving School Grounds 5

Lesson Plans 5 Library 5 Make-Up Work 5

Other Leave Without Penalty 5 Pay Day 6 Permanent Records 6

Promotion/Retention 6 Purchase Requests 6 Quarterly Grade Assignments 6

Safety Measures 6 Sick Leave, Personal Days,

Bereavement Leave 6

Student Intervention Team 7

Teacher Absences 7 Technology 7 Telephone Calls 7

The Teacher Evaluation Process 7 Fire Procedures-map 8 Tornado Procedures-map 9

Appendix- -Policy 4650-Communication with Students by Electronic

Media B -Policy 4810-Sexual Harassment Policy/Regulation D

-School Calendar H -Master Daily Schedules I -Non-Core Schedule J

-Grade-level Schedules L -Speech Schedule O -Title Schedule P

-Counselor Schedule Q -SpEd Schedule R -Extra Duty Schedule T

THE MARIONVILLE R-9 ELEMENTARY FACULTY HANDBOOK

Faculty members are encouraged to become familiar with the Elementary Faculty Handbook. If you have any questions at any time, please do

not hesitate to ask. Constructive suggestions for the improvement of the handbook are solicited and should be presented during the school year.

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The Marionville R-9 Board of Education has

approved all rules, regulations, etc., contained in this handbook. In the event a conflict exists with the official policies of the Board of Education, the

board policies in all instances take precedence.

Marionville Elementary School ~~Mission/Vision~~

Marionville Elementary will provide a healthy and safe environment for our children, produce

community members with good citizenship and values by embracing differences, and cultivating high

expectations for all learners through a positive partnership with families and community.

School Motto: Teachers, staff, parents, students, and the community will work in unity to create an environment of success.

Goals for Marionville Elementary: *Marionville Elementary will provide a healthy and safe environment for our children.

Objectives:

1. With the projected date of Spring 2013, we will

update and fully enclose our playground.

2. We will have zero tolerance for bullying.

3. We will maintain safe entrances by requiring all

visitors to follow sign-in/out procedures.

4. We will implement a Health and Nutrition program.

*Marionville Elementary will produce community members with good citizenship and values.

Objectives:

1. We will implement various programs that instill good

citizenship and values by using local emergency

personnel.

2. We will invite community members to speak with

students about career choices.

3. We will continue to build upon the character

education program currently in place.

4. We will reach out to local businesses by incorporating

community projects.

*Marionville Elementary will embrace differences (i.e. – cultural, environmental, academic, etc.)

Objectives:

1. We will maintain high expectations and provide

intervention/enrichment opportunities school-wide.

2. We will integrate cultural, environmental, and

academic differences into effective planning and

strategies.

3. We will implement and provide resources for staff to

utilize in helping non-English students and families.

4. We will utilize technology software and devices to

aide in teaching and learning.

*Marionville Elementary will cultivate high expectations for all learners (students and adults).

Objectives:

1. We will identify and assess improvement in learners

through intervention.

2. We will celebrate improvements and achievements

on a regular basis.

3. We will expect administrators, teachers, staff, and

families, to play an active role in each student’s

learning process.

4. We will provide school-wide tutoring.

5. We will continue our growth and training as a

professional learning community.

*Marionville Elementary will maintain a positive partnership with families and community.

Objectives:

1. We will begin a parent volunteer training program.

2. We will provide resources to parents at our regular

family nights.

3. We will expand Parent/Teacher conferences to twice

a year.

4. With the projected date of Spring 2013, a

parent/teacher organization will be implemented.

Board of Education 2016-2017

Jacquie Mais Kay Kerans Brandon White President Secretary Member

Brad Wilson Karri Stanton Allison Woody Workman Vice-President Treasurer Member

Carol Brown Member

Administration

Larry Brown Mark Estep Shane Moseman Superintendent High School Principal Jr. High Principal

Greg Hopkins Jack Altermatt Elementary Principal Director of Special Services

Elementary Staff

Candy Lawson Preschool Teacher Jaclynn Mais Jr. Kindergarten

Sherri Kesterson Jr. Kindergarten Aide

Lorie Hamman Kindergarten

Jennifer Herndon Kindergarten

Amy Redus Kindergarten

Suzanne Allen 1st Grade

Whitney Packwood 1st Grade

Kaylee Riden 1st Grade

Jaymi Bellah 2nd Grade

Nicole Ryker 2nd Grade

Ashley Stine 2nd Grade

Christine Armfield 3rd Grade

Katie Harris 3rd Grade

Stephanie Trotter 3rd Grade

Kim Daniels 4th Grade

Rusty Harris

4th Grade

Lacey Hutchinson 4th Grade

Amanda Etter 5th Grade

Lauren Smith 5th Grade

Matt Price 5th Grade

Sarah Kelley K-2 SpEd

Rebecca Murphy K-2 SpEd Aide

Linda Cody K-2 SpEd Aide

Heather McFarland 3-5 SpEd

Michelle Minge 3-5 SpEd Aide

Marrissa Goddard Art

Katelyn Youngsma Music

Ted Young P. E.

Lisa Smith Library

Tammi Eshelman Library Aide

Teresa Denney Computers

Tammy Greer Title Teacher

Sandy Metcalf Title Teacher Aide

Yvonne Bauder Speech/Language

Laura Mays Counselor

Polly Duda Counselor Aide

Christy Stafford Nurse

Linda Conboy PAT

Susan Davis Food Service Cashier

Danielle Rice Office Secretary

Russ Witt Technology

Jeff Norris Head Maintenance

Charlotte Head Custodian

Joey Holder Custodian

Caleb Norris Custodian

Chase Howerton ISS Teacher

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ACCIDENT AND ILLNESS REPORTING All accidents which are severe enough to require first aid treatment should be reported by the teacher in charge to the nurse . If the nurse is not in her office, please send the student to the elementary office. If this is an emergency, the nurse will be paged. At all

t imes, be sure to send a peer with the student if they are going to the nurse. Before the student concerned is sent or taken to a doctor, his parents must be notified, and their consent obtained. This will be done by the school nurse. Please do not contact a

parent by phone/e-mail, etc., if this is a medical incident. An accident report form should be filled out by the supervising teacher and turned in to the office.

ADMISSIONS AND WITHDRAWALS *Admissions and withdrawals during the school year will be handled by the principal and counselor offices. If there is any question concerning the authenticity of an enrollment or withdrawal, these offices should be notified before any action is taken.

*Admission - all new students must conference with the principal before enrolling. A new student must complete enrollment forms in the principal’s office. Any student who seeks re -entry after having dropped out of school, must first see the principal.

*Grades of students transferring into Marionville w ill be made available to teachers as they are received. When issuing quarterly grades, teachers should average these grades with grades earned in their classroom.

*Withdrawal - all students withdrawing from school must obtain a withdrawal form from the principal. Teachers will fill out withdrawal form and return it to office before student leaves. If a student has already left the district, the office will inform the

teacher, library, etc., as soon as the office has that information.

ARRIVAL AND DEPARTURE TIMES *Teachers are to be at school by 7:40 a.m. and on duty each morning by 7:40 a.m. On duty is the doorway of your room. At 8:00 students are to be allowed in your classroom unless you have duty and a designated place has been pre -arranged for students to

be supervised by another teacher. School will be starting at 8:10 am for the 2015-2016 school year. *Teachers are required to stay until 3:30 p.m., except when there are teachers’ meetings, parent-teacher conferences, special education staffings in which you are needed, etc. One-half day’s sick leave will be charged to faculty arriving at school after

9:15 a.m. or leaving school earlier than 2:15 p.m.

BOARD PAID INSURANCE The Board of Education will, subject to re-evaluation annually, provide an amount each month to be applied toward the employees’ insurance. The employee shall have the option of providing coverage through the group plan for dependents at his own expense .

BOARD PAID TUITION The Marionville R-9 School District will pay $80.00 per credit hour to teachers who enroll in and complete college courses. If there is doubt as to the legitimacy of these courses, approval should be given by the Superintendent of Schools. Teachers will be paid in

September for hours taken during the previous 12 months, provided the teacher returns and is currently teaching in the Marion ville R- 9 School District. Therefore, a teacher who is new to the system or a teacher who taught at Marionville during the previous year, but

did not return would not be eligible for the $80.00 per credit hour tuition break.

BOOK ISSUANCE AND DAMAGE *The teachers have the responsibility of issuing and collecting textbooks. It is important that the book number be record ed for each

student and that some indication of the book condition be documented by the teacher. *Under most circumstances, payment for lost or damaged books is the responsibility of the student of whom the books were issued.

Fines for damage or replacement costs of textbooks will be determined by the principal. All fines for books are to be turned into the office.

*Basic textbooks shall be provided free of charge to all students.

BUILDING SECURITY *Since most staff members and students leave the building by 3:30 p.m., outside doors will be secured as soon as possible after 3:30

p.m. *If you have a group returning to the building after this time for a meeting, practice, or rehearsal, they should be reminde d that the

building will not be open until the staff member responsible has arrived. *Teachers should never give students keys to rooms or the building unless they are present with the student.

CARE OF CLASSROOM *Rooms should be locked and windows closed when not in use. The teacher who uses a room last is responsible for leaving it in good

order. Teachers must assume responsibility for seeing that equipment assigned to them is kept in as good condition as possib le, subject to normal wear.

*Students should be encouraged to take care of their desks and materials and report any vandalism to the teacher immediately. Accidental or malicious destruction of property should be reported, in writing, to the principal’s office as soon as possible . Teachers are

encouraged to check their rooms carefully each day. Report any repair needs to the principal.

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CHAIN OF COMMAND *The first step for a teacher to resolve a problem is to direct it to the building principal. If the principal is unable or u nwilling to assist the teacher, the teacher may then discuss the problem with the superintendent. If the superintendent does not give the teach er

satisfaction, then the teacher may ask for a place on the agenda of the Board of Education. *Complaints and problems must go through the proper channels of command. Teachers should remember to begin with the

principal. You will be given the same consideration.

CLERICAL SERVICE A copy machine is available in the faculty work room. Teachers are at liberty to use these machines as they wish. Duplication of materials should be school related in nature. Please observe and follow instructions in using the machines. If a teacher do es not know how to use these machines, they should request instructions from the principal’s secretary. Students are not to use the machines.

DIAGNOSTIC AND PLACEMENT MEETINGS From time to time, your expertise and opinions will be needed to help determine whether or not a certain student should be placed in

one of our special (94-142) programs. When you are needed, you will be expected to attend. In addition, your cooperation with the Special Education Director in evaluation of a student will be expected.

DISCIPLINE *Problems of control arising in the classroom are best handled by the classroom teacher. It is your responsibility, not the principal’ s, to discipline students who are guilty of minor infractions in your classrooms. Direct parent/guardian contact (via phone or in person) is

a must in order to maintain a healthy relationship between the teacher and parent/guardian when looking out for the best interest of the student.

*A teacher should not hesitate to refer a student to the office when it is apparent that the teacher can no longer deal satisfac torily with the problem. All major problems are to be referred to the principal. Please submit your reason for referral on LUMEN . Then,

notify the office that you have done so. At that point, the principal will call the student out of the classroom. Please do not send a student without any prior notification. If immediate assistance is needed, please let the office know by interc om.

*Suspensions can only be given by the principal, superintendent, or the Board of Education. The teacher should never threaten students with either ISS or OSS.

*Suspensions are divided into two categories: 1. OSS - The student may be suspended from school, which means the student leaves the building and does not return until a

specific date. Students suspended from school are not permitted to attend or represent the school in any activity. Students will not be allowed to make up work during an OSS assignment.

2. ISS -The student may be suspended in school, which means the student comes to school each day, but does not report to his regular classes. You will be notified if you have a student w ho has been assigned to ISS. Teachers will assign academic work

which the student will complete, independently, in a supervised area. It is vital that teachers send enough work for the student to be occupied, while in ISS. He/She will receive credit for work completed during an in-school suspension. Students

who refuse to work in ISS and are given OSS will not be given credit for make -up work. *School personnel are charged by the Board of Education with the responsibility of maintaining proper discipline. Discipline administered should be appropriate to the violation, administered without malice, and take into account the maturity level of the

student.

DRESS CODE *Members of the staff are highly visible representatives of the Marionville R-9 School District. As such, this group has a significant impact on the public’s image of the district. Therefore, staff members shall dress in a professional manner during school ho urs.

*The rules and regulations shall serve as guidelines and are not limited to the following list for implementation of this policy. *Denim blue jeans may be worn only on Fridays. (No rips, holes, dirty, etc.) Colored or corduroy jeans are acceptable any day

*No shorts or skorts any time. *No sweatpants, wind suits, or other exercise apparel.

*No hats worn in building. *No overalls of any kind.

*No shirts/tops that are see-through, have spaghetti straps, or show cleavage. Shirts, sweaters or tops must at all t imes cover waistbands. (Examples: sitting down, raising hands or arms.)

*Skirts or dresses may only be 2 inches above the knee.

*No rubber or plastic “flip flop” shoes. *No T-shirts with suggestive or inappropriate messages.

*Male staff - socks worn at all t imes. *Visible piercing is only allowed in the ears.

*School staff shall be neatly dressed and observe the highest standards in hygiene at all t imes. *The administration shall have the responsibility of determining what appropriate attire is. One warning will be given for inappropriate

dress. Failure to comply with this policy will have a “negative” effect on your evaluation or continued inappropriate dre ss will result in a Professional Improvement Plan.

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*Above all, employees shall project an image that reflects their role as part of the education team. Therefore, when representing

Marionville R-9 School District at professional meetings, workshops or conferences during school hours, the dress code is in effect. *Custodians are exempt from not wearing shorts and jeans.

*Cooks, aides and Vo-Ag are exempt from not wearing jeans. *Full time P.E. teachers are exempt from not wearing shorts or sweat suits. Part-time PE teachers must follow the dress code

when in the classroom. *The building principals must approve special circumstances for a change in dress.

*The Board of Education approved these guidelines October 20, 2004.

EMERGENCY PROCEDURES *EARTHQUAKE PROCEDURE

Although rare, earthquakes have occurred in Missouri, and there is always a possibility of such an occurrence. Knowledge of a proper course of action will minimize risks.

*An earthquake will probably occur without warning, hence no alarm can be given. The first indication of an earthquake may be a gentle shaking, a violent jolt (similar to a sonic boom), or you may hear a low and perhaps very loud rumbling noise. A seco nd or two

later you will really feel the shaking; and by this time movement from one place to another will be very difficult or impossible. Therefore, when a shock or tremor is first recognized, teachers or supervisors must take life -protecting actions immediately. TAKE

ACTION AT THE FIRST INDICATION OF GROUND SHAKING. Remember, the greatest safety hazard is from FALLING OBJECTS!

*If INDOORS, have students:

1. Take cover under their desks, a table or heavy furniture. If the desk or table moves,students should hold the legs and

move with it. 2. Take cover in a strong doorway or narrow halls.

3. In hall, stairways, or other areas where no cover is available, move to an interior wall. Turn away from windows, kneel

alongside wall, bend close to knees, cover sides of head with elbows, and clasp hands firmly behind neck.

4. In library, immediately move away from windows and bookshelves, and take appropriate cover.

5. Stay away from windows and beware of falling objects. 6. Stay under shelter or in defensive position until shaking

stops. Remain in sheltered position for at least 60 seconds. 7. Building evacuation following an earthquake is IMPERATIVE

due to the possibility of secondary hazards such as explosions and fires. The building principal will give the command to

evacuate the building. If he/she is unable to do so, the evacuation command shall be given by a designated person. If all else fails, individual teachers should assume

responsibility for evacuating their students. Building evacuation following an earthquake should be quick and

orderly. Remember:

a) Evacuation takes place ONLY after ground shaking ceases; use evacuation route assigned for fire drills.

b) Teachers should take grade books with them. c) Evacuation from the building may be difficult due to debris

that may have fallen in students’ pathway to safety. d) If an evacuation route is blocked, an alternate exit route

must be sought. e) If an aftershock occurs, students are to “drop and cover” as

directed in #3 above. f) Assemble away from building and overhead power lines. If at

all possible, assemble along the center of the playground beginning at the south end. Each group will then assemble

to the immediate north of the previous group. g) Streets and sidewalks are not good assembly areas due to

the close proximity of power lines and underground gas and sewer lines.

*If OUTDOORS, have students:

1. Move to an open space away from buildings if possible. 2. Avoid electrical poles and overhead wires.

*After Quake Is Over: 1. Do NOT light a fire or strike a match until advised that it is

safe to do so. Broken gas lines could cause a fire or explosion. 2. Do NOT touch electrical wires which have fallen.

3. Do NOT enter building until it has been determined safe. 4. Teachers should check roll and report to principal.

a. Account for all students. b. Locate missing students and/or staff.

5. Follow instructions from principal. 6. Check radio for latest bulletin.

7. Due to the possible overtaxing of emergency medical personnel and fire department, the following procedures

are to be followed: a. Administer first aid as needed.

b. Extinguish small fires before they get out of hand. c. The janitor should shut off main power, gas and water.

8. Attempt to calm and reassure frightened students.

9. NO STUDENT SHALL BE EXCUSED FROM SCHOOL UNLESS A PARENT OR PARENT DESIGNATED PERSON COMES FOR

HIM/HER! 10.Keep a record of students that have been released to

parents or other authorized persons.

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*FIRE DRILL PROCEDURE

-4th and 5th Grade Wing, Art, Speech, Library, and Title I: -Take the nearest exit and proceed across the street (College) with your students in an orderly fashion. Be sure you are watc hing

all students while they are crossing the street and make sure they stay with you as a class until the drill is over. -Pre/K-3rd Grade Wing:

-The following teachers will use upper west doors and to midway of tennis court: All 2 nd grade teachers. The following teachers use lower west doors and go past south end of tennis court: All 3 rd grade and 1st grade teachers. The following teachers use

lower south doors and go past south end of tennis court: Pre/K, Kindergarten, and Mrs. Kelley. PE and Music-out north door-across street.

*TORNADO DRILL PROCEDURE

*Students and adults will go beneath ground in the locker rooms of the Jr. High Gym (“Big Gym”). If you are responsible for a class or a group of students, you must take those students to their designated area beneath ground.

Jr.K Boys Locker Room Coaches office SW Corner of Gym K Boys Locker Room Coaches office SW Corner of Gym 1st Boys Locker Room Bathroom Area SW Corner of Gym

2nd Boys Locker Room Shower Area SW Corner of Gym 3rd Boys Locker Room Locker Area SW Corner of Gym 4th Boys Locker Room Locker Area SW Corner of Gym

5th Beneath the Stage Coaches Office NE Corner of Gym

FACULTY MEETINGS Meetings will be called by the superintendent or the principal as deemed necessary. Teachers are expected to attend all such

meetings. Notice will be given in the weekly bulletin on scheduled faculty meetings. Normal meeting times will be the first Monday of each month, immediately following dismissal of students.

FIELD TRIPS *Teachers desiring to have students participate in off-campus activities should coordinate these trips with the principal. A request

form should be filled out at least three weeks in advance and a bus must be used for transportation unless the field trip is within walking distance.

*Out of town trips should be approved by the principal. Notify principal three weeks in advance if bus is needed. *State law requires the driver of vehicles transporting students to have a chauffeur’s license, limits the number of students in any vehicle other than school bus to four, and requires liability insurance coverage.

*No siblings, regardless of age, will be allowed on school field trips. Parents and/or guardians may still attend, but transport ation will not be provided.

FINANCIAL TRANSACTIONS Each teacher who serves as sponsor of an activity that collects funds from students or from other sources, those who collect fees, or

those who otherwise handle money belonging to the school or a student organization must see that a careful record is kept so that an accounting may be made at any time. The responsibilit ies and dangers involved in handling funds should be fully recognized and due

precautions taken for safeguarding funds under all conditions. Money belonging to the school or school organizations should not be left in classrooms overnight or carried home by staff members.

GATE PASS RULE 1. Employees and family will get into all games free with pass. Family must be with employee. 2. Students will get in free if they are in uniform, i.e., players, cheerleaders, band members.

3. People that can get in free without pass: police, doctor, ambulance, press, concession workers, board members and spouse. 4. Conference rules would be upheld in reference to visiting schools.

5. Marionville does offer season pass tickets, for all home games. 7. All MSTA, MNEA, etc., cards from a conference school will permit teachers and family toget in free. Kids must be with parents to

qualify. 8. Gatekeepers: If you switch nights with someone or someone works for you, be sure to contact the appropriate principal well in

advance (certified personnel only). 9. Be on duty at least 1 hour before game time at football games; 45 minutes at other games.

GRADE BOOKS New grade books are issued to each teacher at the beginning of the school year. These are designed to indicate attendance, daily grades, cumulative quarter and semester grades, and Basic Skills. Teachers are to use their grade books to record attendance and

grades on a regular basis. Entries should be clear so that they may be explained to another interested individual. The principa l may

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check grade books during an evaluation. All teachers will submit their grade books to the office on the last day of school. Teachers

also have the option of submitting Lumen records in lieu of grade books. Whichever, is used, be sure this is cumulative for clarification purposes, if needed.

HEATING, AIR CONDITIONING, LIGHTING AND VENTILATION The control of temperature in the classrooms is the responsibility of the teacher. Please report faulty heating, air conditioning, lighting or ventilation at once to the principal.

INCLEMENT WEATHER SCHOOL CANCELLATION In the event school is going to be canceled due to inclement weather, our school notification system, School Reach, is set in motion. As soon as a decision is made, the superintendent sends this notification to parents and staff. Be sure all phone numbers are current

and updated. If you are in doubt or don’t have a phone, be sure to listen to any Springfield or Aurora radio station/T.V. channels. Media notification is done as early as possible.

INVENTORIES An inventory for each classroom or activity is to be kept on file in the principal’s office. It includes all of the room furniture, teaching

materials, and equipment. Personal items belonging to a teacher should be listed as “personal” on the inventory. Each teach er will be required to update the inventory at the close of school each year.

LEAVING ONE’S CLASSROOM Teachers are expected to be with their assigned classes at all t imes. Leaving students for which you are responsible constitutes neglect of duty, for which there is no legal defense. Your liability insurance will not protect you in case s of neglect. Please plan each school

day in advance so that trips outside the classroom are not necessary while class is in session. General rules for student be havior are listed in the student handbook. Teachers are encouraged to promote positive student conduct, attitude, and appearance in the

classroom.

LEAVING THE SCHOOL GROUNDS Except when emergencies demand, teachers are expected to remain on the school grounds during school hours. When it is necessary

to leave school grounds, be sure to clear with the appropriate principal or in her absence the administrator in charge. Don’t send students on errands.

LESSON PLANS Lesson plans are to be prepared weekly, not daily or hourly. All lesson plans are to contain as a minimum: lesson objectives, activity or topic for the day, and assignment. The principal will examine lesson plans - particularly at the time of formal observations.

Your lesson plans will be considered as a part of your summative evaluation.

LIBRARY *The library media center is open daily from 8:00-3:30, and only closed for lunch/lunch duty. The library serves grades PK-8 and follows a fixed/flex schedule. Elementary classes have fixed library times each week as one of their “specials.” When fixed library

classes are not in session, the library/lab may be scheduled by elementary and middle school classes as needed. Teachers may send up to four individual students at a time to the library. Students will be trained how to implement the “self-serve” check out if the

librarian is occupied with a class. No materials should ever be removed from the library without being checked out at the counter. Grade cards of students with overdue books or unpaid library fines will be held for parent pick up.

*The library catalog is available 24/7 via a link on the school website. Additional information related to library materials and available software will be provided to teachers at the start of each school year.

MAKE-UP WORK *Students who are absent and receive excused absences should generally be given a reasonable amount of time, as determined by the teacher, to make up missed work.

*As a general rule of thumb, one day make-up time for each day missed plus one day shall be considered adequate. It shall be the responsibility of the student to ask for, complete and turn in the missed work for credit.

OTHER LEAVE WITHOUT PENALTY A maximum of two days of personal leave shall be available per school year. The unused personal days do not accumulate. Personal

days if used shall be deducted from the employee’s sick leave. Teachers may be granted professional leave upon the approval of the superintendent. Professional leave must be arranged well in advance and is not considered personal le ave. Therefore, professional

days shall not be deducted from a teacher’s sick leave days. Staff will be allowed a three-day bereavement leave per instance for immediate family which will be deducted from accumulated sick leave. Extended leave (past thre e days) must be approved by the superintendent.

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PAY DAY Pay day will normally be the 20 th of each month. In the event school is not in session, teachers will be paid the last day they have to be in attendance prior to the 20 th.

PERMANENT RECORDS Permanent records on each student are kept in the counselor’s office. Demographic information, testing, and grades are all included in

the file. Teachers should be familiar with their students’ records especially test results and previous grades. All grade cards will be kept in the permanent records. (Immunization records on students are kept in the file in the nurse’s office.)

PROMOTION / RETENTION Retention is seldom used in our school, however, in some cases it does occur. The decision to retain a child should be based on numerous factors: Low grades, low reading ability level, low test scores, lack of maturity, attendance, intelligence and ability level.

Retention is considered after lengthy evaluation of the student’s needs and conferences with parents, teachers, counselor, and administrator. Be sure this is discussed well in advance with parents. Parents/Guardians will receive prior notification and

explanation concerning the retention. The letter which will be sent home comes from my office. There should only be two options on the child’s grade card, either “promoted” or “retained”. The final decision will rest with the school administration.

PURCHASE REQUESTS All purchases for the school shall be made by means of purchase orders which may be obtained in the office. Said purchase orders are to be approved by the appropriate principal and by the superintendent. Purchase orders and bills are to be turned in to the elementary

principal office, not the superintendent’s office.

QUARTERLY GRADE ASSIGNMENT *When assigning quarter grades, be sure that you are fair and objective in their assignment. If you cannot take your grade book an d

justify the assignment of a grade, then that grade should not be given. *Quarterly and semester grades shall reflect the appropriate percentage assigned to that grade. All teachers will use the following

percentage scale in determining quarter and semester grades: 95% - Above - A

90%-94% - A-

87%-89% - B+

83%-86% - B 80%-82% - B-

77%-79% - C+

73%-76% - C 70%-72% - C-

67%-69% - D+

63%-66% - D 60%-62% - D-

59% and below - F

*Teachers shall keep the quarterly percentage grade in either their grade book and /or Lumen along with assigned grades for reference purposes.

*All grades/grade cards will be available on Lumen. This will be for grades 2-5. Grade 2 will still be able to designate S or U in certain subjects, as deemed appropriate. In the past, letter grades have been given for most of the core areas. We have begun the transition

to standard-based grade cards utilizing the 4-3-2-1 system for Common core Standards that have been met. There is also a parent icon available for parents to view their student’s progress online.

SAFETY MEASURES Every teacher must assume responsibility for helping to maintain conditions that promote safety in the building. Broken furniture, unsafe conditions of floors, doors or other portions of the building, or other conditions which are likely to be unsafe should be reported

at once to the principal’s office.

SICK LEAVE, PERSONAL DAYS, BEREAVEMENT LEAVE Teachers are granted 10 days sick leave at the beginning of each school year. Any unused sick leave days left at the end of each year will be allowed to accumulate to 60 days, (60 unused accumulated sick leave limit to be based on unused sick leave remaining at the end of each school year). Teachers shall be reimbursed at a rate equal to the daily pay rate of a substitute teacher for each unu sed

sick day that exceeds 60 accumulated sick leave days at the end of the school year; provided the teacher does not resign or request to be released from his/her contract on or after May 1 st. When a certified employee leaves the district via resignation or retirement,

he/she shall be reimbursed at a rate equal to the daily pay rate of a substitute teacher for each day of accumulate d sick leave (60 accumulated sick leave days or less) remaining: Provided the teacher does not resign or submit a request to be released from his/her

contract on or after May 1st.

STUDENT INTERVENTION TEAM Each grade level will have its own SIT team. The team members of each team will be the grade level teachers and the Principal, counselor, and the grade level SpEd Teacher. This team will be responsible to meet during the third full week of each month, during

the designated plan time to discuss teacher concerns about particular students. This can be academic or behavior concerns. The teacher will fill out a form with necessary information to present to the team. The team will discuss possible intervention strategies

that can be tried with this student. Documentation will be kept on each student to determine additional steps, if any, are needed. At the close of the school year, this will play a large role in determining what students need to be retained in their existing grade level.

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TEACHER ABSENCE *The principal is to be notified at 6:00 a.m. or shortly thereafter, if you are going to be absent that day due to illness. On pe rsonal

days, notify the principal as soon as possible. *Written lesson plans should be available at all t imes, therefore lesson plans for the substitute will be available when the teacher has

to be gone. Teachers should also have available in a prominent place an up-to-date seating chart, textbooks, names of students who have special classes, duty rosters, responsibilit ies, and other general information that will assist the substitute in their task

TECHNOLOGY *Please report any concerns, problems, etc., that you are experiencing with any of your technology equipment to our technology coordinator, through e-mail. His e-mail address is: rwitt@marionville.us. Your problems will be addressed in a timely fashion.

*All elementary classrooms have Smart Boards. If you are not using your Smart Board for more than 30 minutes, please turn the projector off. The bulbs are very expensive to replace.

*ALL ELEMENTARY STUDENTS HAVE TO HAVE AN INTERNET PERMISSION FORM ON FILE IN ORDER TO USE THE INTERNET. If a student does not have this on file in the library, he/she will not be allowed to use the internet.

TELEPHONE CALLS Except in cases of emergency, telephone messages for teachers will be placed either in their mailboxes or through e-mail. The

conference period can be used to return calls. The office phones should be used for school business only. All school relate d long distance calls should be placed using your code number. All personal calls need to be billed to your home phone number. Students are

not allowed to make phone calls home. This does include personal teacher cell phones. If this is a special circumstance, ple ase let the principal know and this will be dealt with on a case to case basis.

THE TEACHER EVALUATION PROCESS *The evaluative rubric will be based on four performance areas divided into 51 individual criteria:

a. Student Achievement (22 criteria)

b. Student Motivation/Development-Outcomes (11 criteria) c. Collaboration for Student Growth-Outcomes (10 criteria)

d. Enhancement of Professional Value-Outcomes (8criteria) *Each teacher will develop a professional development plan at the end of the school year based on 6 of the 51 criteria to be

determined by the administrator and the teacher. The breakdown of the criteria are as follows: A. The criteria will come from the following sources:

Two (2) at the discretion of the teacher Two (2) at the discretion of the building principal

One (1) based on the previous year’s teacher evaluation One (1) at the discretion of the superintendent of schools

B. The administrator will evaluate the teacher on criteria that are not a part of the teacher’s professional development plan. Additional criteria may be added to a teacher’s professional development plan based on performance.(See Walkthrough Form)

C. Each teacher will be evaluated in the area of student achievement (criteria#1) and their ability to work collaboratively (criteria

#40). The teacher and principal will determine how these criteria are to be met through the development of a formalized plan. The teacher will be responsible for developing strategies to demonstrate proficiency in the other six criteria as well.

*The professional development plan will constitute the basis for the teacher’s evaluation tool for the following year, and will be constructed from the six (6) criteria as described above.

A score between 1 and 6 will be given for each criteria evaluated. The evaluator will perform a minimum of 6 evaluations during the year. Electronic feedback will be provided immediately so

that teachers will know their progress. A conference between the administrator and teacher after an evaluation will be at the discretion of the administrator.

It is possible that a teacher will not be evaluated on all six criteria for each evaluation, because all six (6) criteria may not be observable during a normal classroom evaluation. These criteria will be evaluated at the end of the year based on the

procedures set forth in the professional development plan. Criteria will fall under one of the following categories: Enrichment, Improvement or District Mandated.

*The summative evaluation will be based on the compilation of the walk-through evaluations performed during the school year.

*The summative will consist of each criteria assigned a number between 1 and 6. *A rubric will be utilized to determine the “Overall Teacher Rating”. This will be determined by the placement of their average score

on the rubric

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APPENDIX:

-Policy 4650-Communication with Students by Electronic Media ____________ B -Policy 4810-Sexual Harassment Policy/Regulation ________________________________ D -School Calendar ________________________________________ H

-Master Daily Schedules __________________________ I -Non-Core Schedule __________________________________ J -Grade-level Schedules ____________________________ K -Speech Schedule _______________________________________ N -Title Schedule ____________________________________________ O

-SpEd Schedule ___________________________________________ O -Counselor Schedule _________________________________ P -Extra Duty Schedule ________________________________ Q

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PERSONNEL SERVICES-Staff/Student Relations Policy 4650

Performance Evaluations -Communication with Students by Electronic Media Definitions

*Educational Purpose - A reason associated with the staff member's duties in the district including, but not limited to: counseling, the treatment of a student's physical injury, or coordination of an extracurricular activity, depending on the staff member's job

description. *Staff Member - For the purposes of this policy, a staff member is any individual employed by the district, including part-time and

substitute employees and student teachers. *Student - Individuals currently enrolled in the Marionville R-IX School District.

General *Staff members are expected to maintain courteous and professional relationships with students. All staff members have a

responsibility to provide an atmosphere conducive to learning through consistently and fairly applied discipline and the maintenance of physical and emotional boundaries with students. These boundaries must be maintained regardless of the

student's age, the location of the activity, whether the student allegedly consents to the relationship or whether the staff member directly supervises the student.

*Maintaining these boundaries is an essential requirement for employment in the district. *Although this policy applies to the relationships between staff members and district students, staff members who inappropriately

interact with any child may be disciplined or terminated when the district determines such action is necessary to protect stu dents. Absolute Prohibitions

*There are some interactions between staff members and students that are never acceptable and are absolutely prohibited including, but not limited to:

1. Touching, caressing, fondling or kissing students in a sexual or sexually intimate manner. 2. Dating a student or discussing or planning a future romantic or sexual relationship with a student. The district may presume

that this provision has been violated if a staff member begins a dating or sexual relationship with a student immediately aft er graduation or immediately after a student has left the district.

3. Making sexual advances toward a student or engaging in a sexual relationship with a student. 4. Engaging in any conduct that constitutes illegal harassment or discrimination as defined in policy or that could constitute a

violation of that policy if pervasive. 5. Engaging in any conduct that violates Board policies, regulations or procedures or constitutes criminal behavior.

Exceptions to This Policy

*The goal of this policy is to protect students from harm and staff members from allegations of misconduct by requiring staff members to maintain professional boundaries with students. The district does not intend to interfere with or impede appropriate

interactions between staff members and students. An emergency situation or an educational purpose might justify deviation from some of the professional boundaries set out in this policy. Likewise, staff members might be related to students or have cont act

with students outside the school environment through friends, neighborhood or community activities, or participation in civic, religious or other organizations. These contacts might justify deviation from some of the standards set in this policy, but u nder no

circumstance will an educational or other purpose justify deviating from the "Absolute Prohibitions" section of this policy. *The staff member must be prepared to articulate the reason for any deviation from the requirements of this policy and must

demonstrate that he or she has maintained an appropriate relationship with the student. To avoid confusion, the district encourages staff members to consult with their supervisors prior to engaging in behaviors or activities that might violate

professional boundaries as defined in this policy. Failure to Maintain Boundaries

*Unless an educational purpose exists or an exception as defined in this policy applies, examples of situations where professional physical and emotional boundaries are violated include, but are not limited to:

1. Being alone with a student in a room with a closed or

locked door or with the lights off. Counselors or others who need to work with students confidentially must

discuss with their supervisors the appropriate manner of meeting with students.

2. Meeting students in non-work settings without the parent/guardian being present, even if the

parent/guardian grants permission. 3. Associating with students in any setting where students

are provided, are consuming or are encouraged to use or consume alcohol, tobacco, drugs or any other product or

service prohibited to minors. 4. Communicating with students about sexual topics

verbally or by any form of written, pictorial or electronic communication.

5. Discussing the staff member's personal problems with or

in the presence of students.

6. Sponsoring parties for students outside of school unless as part of an extracurricular activity that is appropriately

supervised by additional staff members. 7. Inviting students to the staff member's home.

8. Being present when students are fully or partially nude. 9. Sending students on personal errands.

10. Allowing a student to drive the staff member's vehicle. 11. Providing a student (other than the staff member's

children, stepchildren or other children living in the staff member's home) transportation in the staff member's

personal vehicle without a supervisor's approval, unless another staff member or the student's parent/guardian is

also present in the vehicle. 12. Allowing any student to engage in behavior that would

not be tolerated if done by other similarly situated students.

13. Giving gifts to individual students.

14. Frequently pulling a student from another class or activity to be with the staff member.

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Electronic Communication

*Staff members are encouraged to communicate with students and parents/guardians for educational purposes using a variety of effective methods, including electronic communication. As with other forms of communication, staff members must maintain

professional boundaries with students while using electronic communication regardless of whether the communication methods are provided by the district or the staff member uses his or her own personal electronic communication devices, accounts, web pages

or other forms of electronic communication. *The district's policies, regulations, procedures and expectations regarding in-person communications at school and during the

school day also apply to electronic communications for educational purposes, regardless of when those communications occur. Staff communications must be professional, and student communications must be appropriate. Staff members may o nly

communicate with students electronically for educational purposes between the hours of 6:00 a.m. and 10:00 p.m. Staff members may use electronic communication with students only as frequently as necessary to accomplish the educational purpose.

1. When communicating electronically with students for educational purposes, staff members must use district provided devices, accounts and forms of communication (such as computers, phones, telephone numbers, e -mail addresses and district sponsored webpages or social networking sites), when available. If district provided devices, accounts and forms of

communication are unavailable, staff members communicating electronically with students must do so in accordance with number two below. Staff members may communicate w ith students using district provided forms of communication without

first obtaining supervisor approval. These communications may be monitored. With district permission, staff members may establish websites or other accounts on behalf of the district that enable communications between staff members and

students or parents/guardians. Any such website or account is considered district sponsored and must be professional and conform to all district policies, regulations and procedures.

2. A staff member's supervisor may authorize a staff member to communicate with students using the staff member's personal telephone numbers, addresses, web pages or accounts (including, but not limited to, accounts used for texting) to organize or

facilitate a district sponsored class or activity if the communication is determined necessary or beneficial, if a district sponsored form of communication is not available, and if the communication is related to the class or activity. The district will

provide notification to the parents/guardians of students participating in classes or activities for which personal electronic communications have been approved. Staff members may be required to send the communications simultaneously to the

supervisor if directed to do so. Staff members are required to provide their supervisors with all education related communications with district students upon request.

3. Staff use of any electronic communication is subject to the district's policies, regulations and procedures including, but no t limited to, policies, regulations, procedures and legal requirements governing the confidentiality and release of information

about identifiable students. Employees who obtain pictures or other information about identifiable students through their connections with the district are prohibited from posting such pictures or information on personal websites or personal social

networking websites without permission from a supervisor. 4. The district discourages staff members from communicating with students electronically for reasons other than educational

purposes. When an electronic communication is not for educational purposes, the section of this policy tit led "Exceptions to This Policy" applies, and if concerns are raised, the staff member must be prepared to demonstrate that the communications

are appropriate. This policy does not limit staff members from communicating with their children, stepchildren or other persons living within the staff members home who happen to be students of the district.

Consequences *Staff members who violate this policy will be disciplined, up to and including termination of employment. Depending on the

circumstances, the district may report staff members to law enforcement and the Children's Division (CD) of the Department of Social Services for further investigation, and the district may seek revocation of a staff member's license(s) with the Department of

Elementary and Secondary Education (DESE). Reporting

*Any person, including a student, who has concerns about or is uncomfortable with a relationship or activities between a staff member and a student should bring this concern immediately to the attention of the principal, counselor or staff member's supervisor. If illegal discrimination or harassment is suspected, the process in policy and re gulations 2130 and 4810 will be

followed. *Any staff member who possesses knowledge or evidence of possible violations of this policy must immediately make a report to the

district's administration. All staff members who know or have reasonable cause to suspect child abuse shall immediately report the suspected abuse in accordance with Board policy. Staff members must also immediately report a violation or perceived violatio n of

the district's discrimination and harassment policy to the district's nondiscrimination compliance officer. Staff members may be disciplined for failing to make such reports.

*The district will not discipline, terminate or otherwise discriminate or retaliate against a staff member for reporting in good f aith any action that may be a violation of this policy.

Training *The district will provide training to district staff that includes current and reliable information on identifying signs of sexual abuse in

children and potentially abusive relationships between children and adults. The training will emphasize legal reporting requirements and cover how to establish an atmosphere where students feel comfortable discussing matters related to abuse.

Source: Missouri School Boards’ Association Policy GBH

1. Adopted: February 15, 2012

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SEXUAL HARASSMENT Policy 4810 Personnel Services Student Welfare

*The Board of Education is committed to maintaining a work environment for its employees that is free from sexual harassment. Furthermore, the Board of Education strongly believes that no person in the School District shall, on the basis of sex, be excluded

from participation in, be denied the benefits of, or be subjected to discrimination under any educational program or activity . DEFINITION OF SEXUAL HARASSMENT

In Employment *Sexual harassment in employment includes, but is not limited to, unwelcome sexual advances, requests for sexual favors, and

verbal or physical conduct of sexual nature when: -Submission to such conduct is made either implicitly or explicitly a term or condition of an individual's employment.

-Submission to or rejection of such conduct by an individual is the basis for employment decisions affecting that individual. -Such conduct creates an intimidating, hostile, or offensive work environment.

-Qualified employees are denied employment opportunities or benefits because the opportunities or benefits are given to another employee who submitted to an employer's sexual advances or requests for sexual favors.

Under Title IX (applies to students and employees) *Title IX forbids discrimination on the basis of sex in any educational program or activity that receives federal funds. This includes a

prohibition on sexual harassment. The Office for Civil Rights of the U.S. Department of Education defines sexual harassment u nder

Title IX as follows: "Verbal or physical conduct of a sexual nature, imposed on the basis of sex, by an employee or agent of a recipient that denies, limits, provides different, or conditions the provisions of aid, benefits, services or treatment protected under

Title IX." *Sexual harassment under Title IX includes, but is not limited to, unwelcome1 sexual advances, requests for sexual favors, and

verbal or physical conduct of a sexual nature when: -Submission to such conduct is made either implicitly or explicitly a term or condition of an individual's academic status or

progress, or employment. -Submission to or rejection of such conduct by an individual is the basis for educational or employment decisions affecting th at

individual. -Such conduct creates an intimidating, hostile, or offensive educational or work environment.

-Qualified students or employees are denied educational or employment opportunities or benefits because the opportunities or benefits are given to another student or employee who submitted to sexual advances or requests for sexual favors.

EXAMPLES OF SEXUAL HARASSMENT Unwelcome Sexual Advances

*Whether the advance is "unwelcome" is determined on a case-by-case basis. Unwelcome advances may include, but are not limited to, the following:

-Any invitation (even subtle) intended to result in a sexual liaison. -Invitations to dinner or social events, when refusal results in the loss of a promotion or in other adverse employment action .

-Propositioning an employee. Unwelcome Verbal Conduct of a Sexual Nature

*This may include, but is not limited to, the following: -Sexually provocative or explicit speech.

-Publicly expressed sexual fantasies. -Jokes of a sexual or crude nature.

-Derogatory comments directed to males or females as a class (language direct ed toward a specific employee is more likely to be viewed as sexual harassment).

-Demeaning comments. -Threats for not agreeing to submit to sexual advances.

-Writing sexually explicit memos. Unwelcome Physical Conduct of a Sexual Nature

*This may include, but is not limited to, the following:

-Grabbing or twisting an individual's arm. -Any unwarranted touching.

-Sexually offensive pranks. -Drawing sexually explicit cartoons, other drawings, or graffit i.

-Gestures indicating sexual behavior. -Suggestive winks.

-Kissing. Conduct Toward Students

*In addition to the foregoing examples, students may experience harassment that is unique to their situation, some of which may not be immediately recognized as sexual harassment, but which may support a potential claim against the District and/or its

employees if not remedied. Such harassment may include, but is not limited to, the following: -Unwanted sexual behavior, such as touching, oral comments, sexual name calling, spreading sexual rumors, jokes, pictures, lee rs,

overly personal conversation, cornering or blocking a student's movement, pulling at clothes, students "making out" on school premises.

E | P a g e

-A student in a predominantly single-gender class who is subjected to sexual remarks by a teacher or students who regard the

comments as joking and part of the usual class environment. -Interfering with a student's achievement in a predominantly or historically single -gender class by hiding tools or equipment,

questioning the student's ability to handle the work, or suggesting that the student is "abnormal" for enrolling in the class. -Purposefully limiting or denying students access to educational resources because of their gender.

-Teasing a student about the student's enrollment in a predominantly or historically single -gender class. Nature of Sexual Harassment

*Sexual harassment is not limited to conduct by males toward females. Sexual harassment may occur between any or all of the following:

-Student to student. -Staff to student.

-Student to staff. -Male to male. -Female to female.

-Male to female. -Female to male.

INVESTIGATION OF SEXUAL HARASSMENT COMPLAINTS Complaints Involving Employees

-If an employee believes that he/she is being sexually harassed, the employee is encouraged to bring the concern to the attent ion of the employee's supervisor.

-If the employee feels that such contact with the supervisor would be inappropriate, if the situation is not satisfactorily re solved by the supervisor, or if the employee simply feels more comfortable speaking with someone other than the supervisor, the employee

should contact the Title IX compliance coordinator for the School District. -If neither the employee's supervisor nor the Title IX compliance coordinator is of the same sex as the employee, or the emplo yee

for any other reason would prefer to report the employee's concern to another supervisor/administrator within the District, the employee may do so. However, it is essential that the report be made to someone with the authority and obligation to act upon

the concern. -Any supervisor/administrator who receives a report, orally or in writing, from any employee regarding sexual harassment of that

employee by another employee, non-employee doing business with the District, or student must notify the Title IX compliance officer within twenty-four (24) hours or within a reasonable time thereafter.

-Oral complaints of sexual harassment will be put in writing by the complainant or by the person who receives the complaint, and should be signed by the complainant. However, the complainant's refusal to sign a complaint does not relieve the District of the

obligation to investigate the complaint. -An employee who believes that he/she has been subjected to sexual harassment shall not be required to confront the alleged

harasser prior to making the report. -Following receipt of the report, District personnel will promptly and fully investigate the complaint and will notify the emp loyee and

the alleged harasser of the results of the investigation. Investigations will be conducted with full recognition of the rights of all parties involved.

-Upon receipt of the report, the Title IX officer will appoint an investigator to investigate the complaint. The investigation shall commence within forty-eight (48) hours after such appointment.

-The District will maintain the confidentiality of the complaint and the details of the investigation to the fullest extent possible . -The investigator will put his/her findings in writing and will forward a copy to the Title IX compliance officer within one ( 1) week

after concluding the investigation, or within a reasonable extension of time thereafter, for good cause shown. -If the investigation substantiates the complaint, the District will take appropriate disciplinary action against the offender(s),

commensurate to the severity of the harassment (up to and including termination of employment). If the offender is a student, disciplinary action will be taken in accordance with Board established Policy 2610. If the offender is not an employee of the District, the District will take appropriate action within the scope of its authority to eliminate and redress the harassment.

-If the investigation is indeterminate, the matter will be designated as unresolved, and the investigation file will be mainta ined by the Title IX compliance officer in a file separate and apart from any student or personnel file.

-There will be no retaliation against or adverse treatment of any employee who uses this procedure to resolve a concern when such complaint has been brought in the good faith belief that the complainant has been subjected to sexual harassment.

-The responsible administrator shall follow up regularly with the complaining employee to ensure that the harassment has stopp ed and that no retaliation has occurred.

ENFORCEMENT Employees

*Each supervisor and administrator is responsible for maintaining an educational and work environment free from sexual harassment. In accordance with that responsibility, each site manager, or his/her designee, shall take appropriate actions to

enforce the School District's sexual harassment policy, including but not limited to the following: -The supervisor/administrator shall provide an inservice training regarding sexual harassment to all staff by the end of the f irst full

calendar week of each school year. -The supervisor/administrator shall provide a copy of the policy to all new employees of the District prior to the commencemen t of

the employee's duties.

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-The supervisor/administrator shall further instruct employees regarding the procedures for reporting sexual harassment in the

educational setting on an as-needed basis. -The supervisor/administrator shall take prompt action to investigate all complaints of sexual harassment.

-The supervisor/administrator shall take appropriate disciplinary action, as necessary. Students

*Each building administrator is responsible for maintaining an educational and work environment free from sexual harassment. In accordance with that responsibility, each building administrator, or his/her designee, shall take appropriate actions to enforce the

School District's sexual harassment policy, including but not limited to the following: -All vulgar or sexually offensive graffit i shall be removed from the premises.

-The building administrator shall provide an inservice training regarding sexual harassment (including sexual harassment involving students) to all staff by the end of the first full calendar week of school.

-Student instruction regarding sexual harassment shall be provided annually by the end of September to all students in grades six through twelve. Age appropriate instruction will also be presented to pre -kindergarten through fifth grade students.

-All homeroom teachers shall discuss this policy with their students within one month after its adoption by the Board and during

the first week of the school year thereafter. Written copies of the policy shall be given to each student in grades six throu gh twelve (and in lower grades as may be appropriate) as part of these discussions. Discussion shall be conducted in an age

appropriate manner and should assure students they need not tolerate any form of sexual harassment. -All teachers, counselors, and administrators shall instruct students on the procedures for reporting sexual harassment within the

educational setting on an as needed basis. -The building administrator shall take prompt action to investigate all complaints of sexual harassment.

-The building administrator shall take appropriate disciplinary action, as needed. NOTIFICATIONS

*A copy of the School District's sexual harassment policy shall: -Be displayed in a prominent location at each work site.

-Be provided to each current employee, and to each new employee prior to commencement of their duties. -Appear in any School District newsletter or work site publication that sets forth the School District's comprehensive rules,

regulations, procedures, and standards of conduct for employees. *The District's Title IX compliance officer will be available to answer all questions regarding this policy or its implementation.

DISCIPLINE/CONSEQUENCES Complaints Involving Employees

-Any employee who engages in the sexual harassment of anyone while on school property, or while in the employ of the District off school property will be subject to disciplinary action, up to and including dismissal.

-Any employee who permits or engages in the sexual harassment of a student will be subject to disciplinary action up to and including dismissal.

-Any employee who receives a complaint of sexual harassment from a student and who does not act promptly to forward that complaint to the principal and the District's Title IX coordinator shall be disciplined appropriately.

-Any employee who retaliates, or engages in conduct that could be interpreted as retaliation, against any person who has made a complaint of sexual harassment or who has participated in the investigation of a complaint of sexual harassment will be subje ct to

discipline, up to and including dismissal. -Any nonemployee doing business with the District who engages in sexual harassment, or who retaliates against any person who has

made a complaint of sexual harassment or who has participated in the investigation of a complaint of sexual harassment, will be subject to discipline to the extent that the District has control over the nonemployee and his/her employer.

-Any employee who brings a false charge of sexual harassment shall receive appropriate discipline. The term "false charge" means a charge brought in bad faith, that is, without the good faith belief that one has been subjected to sexual harassment. The term

"false charge" does not include a charge that was brought in good faith, but which the District was unable to substantiate. Complaints Involving Students

-Any student who engages in the sexual harassment while on school property or while participating in school activities, will be

subject to disciplinary action, up to and including expulsion. -Any employee who permits or engages in the sexual harassment of a student will be subject to disciplinary action, up to and

including dismissal. -Any employee who receives a complaint of sexual harassment from a student and who does not act promptly to forward that

complaint to the principal and the District's Title IX coordinator, shall be disciplined appropriately. -Any student who brings a false charge of sexual harassment shall receive appropriate discipline. The term "false charge" means

charges brought in bad faith, that is, without the good faith belief that one has been subjected to sexual harassment. The te rm "false charge" does not include a charge that was brought in good faith, but which the District was unable to substantiate.

TITLE IX GRIEVANCE PROCEDURE (Sexual Harassment) Level 1: Principal or Immediate Supervisor (Informal and optional-may be bypassed by grievant)

-Many problems can be solved by an informal meeting with the parties and the principal or coordinator. A student who believes that he/she has been subjected to sexual harassment is encouraged to first discuss it with the teacher, counselor, or building

administrator involved with the objective of resolving the matter promptly and informally. Employees with a sexual harassment complaint are encouraged to first discuss it with their principal or immediate supervisor with the same objective. If the ind ividual's

teacher/supervisor is the person alleged to have engaged in sexual harassment, the grievant should skip Level 1 and go direct ly to Level 2.

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Level 2: Title IX Coordinator

*If the complaint or issue is not resolved at Level 1 or if the grievant chooses to skip Level 1, the grievant may file a signed, written grievance stating: 1) the nature of the grievance; 2) the remedy requested; and 3) the date the grievance was submitted. The

Level 2 written grievance should be filed with the Title IX Coordinator with in fifteen (15) days of the event or incident, or from the date the grievant could reasonably become aware of such occurrence.

*The Coordinator has authority to investigate all written grievances. If possible, the Coordinator will resolve the grievance. If the parties cannot agree on a resolution, the Coordinator will prepare a written report of the investigation which shall include the

following: -A clear statement of the allegations of the grievance and remedy sought by the grievant.

-A statement of the facts as contended by each of the parties. -A statement of the facts as found by the Coordinator and identification of evidence to support each fact.

-A list of all witnesses interviewed and documents reviewed during the investigation. -A narrative describing attempts to resolve the grievance. -The Coordinator's conclusion as to whether the allegations in the grievance are meritorious.

*If the Coordinator believes the grievance is valid, the Coordinator will recommend appropriate action to the Superintendent . *The Coordinator will complete the investigation and file the report with the Superintendent within fifteen (15) days after receip t of

the written grievance. The Coordinator will send a copy of the report to the grievant. *If the Superintendent agrees with the recommendation of the Coordinator, the recommendations will be implemented.

*The Coordinator and Superintendent may appoint an outside investigator once a written grievance is filed if the Coordinator or Superintendent is the alleged violator.

Level 3: The Board of Education *If the Superintendent rejects the recommendations of the Coordinator, and/or either party is not satisfied with the

recommendations from Level 2, either party may make a written appeal within ten (10) days of receiving the report of the Coordinator to the Board of Education. On receipt of the written appeal, the matter shall be placed on the agenda of the Board of

Education for consideration not later than their next regularly scheduled meeting. A decision shall be made and reported in writing to all parties within thirty (30) days of that meeting. The decision of the Board of Education will be final.

Other Options for Grievant *At any time during this process, a grievant may file a complaint with the Missouri Human Rights Commission or with the U.S.

Department of Education, Office for Civil Rights. *1Sexual harassment of students by adults who otherwise come within this Policy is absolutely prohibited regardless of whether the

conduct is "welcome."

Last modified: May 16, 2008

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