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RATTAN PUBLIC SCHOOL DISTRICT I-001.

FACULTY AND STAFF HANDBOOK

POLICIES OF THEINDEPENDENT SCHOOL DISTRICT I-001

RATTAN PUBLIC SCHOOL SYSTEMPUSHMATAHA COUNTY

OKLAHOMA

PROPERTY OF RATTAN PUBLIC SCHOOL

TABLE OF CONTENTS

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Board of Education..............................................................................................................................................................................2Administration.....................................................................................................................................................................................2Philosophy and Purpose.......................................................................................................................................................................2Change of Command...........................................................................................................................................................................2Statement of Professionalism...............................................................................................................................................................3Faculty.................................................................................................................................................................................................. 3Support Personnel................................................................................................................................................................................4Superintendent’s Duties.......................................................................................................................................................................4Principals’ Duties.................................................................................................................................................................................6Teachers’ Duties..................................................................................................................................................................................6Teacher Contracts................................................................................................................................................................................8Release of Contracts............................................................................................................................................................................8Continuing Contract.............................................................................................................................................................................8Standards of Performance and Conduct for Teachers..........................................................................................................................8Evaluation of Certified Personnel......................................................................................................................................................11Evaluation of Non-Certified Personnel..............................................................................................................................................11Access to Records..............................................................................................................................................................................12Suspension, Demotion, or Termination of Non-Certified Personnel.................................................................................................12Suspension of Administrators............................................................................................................................................................14Dismissal or Non-Reemployment of Administrators........................................................................................................................14Grounds for Dismissal of Administrators..........................................................................................................................................15Suspension of a Teacher....................................................................................................................................................................15Procedures for Admonishment..........................................................................................................................................................15Dismissal or Non-Reemployment of a Teacher.................................................................................................................................16Recommendation Process for the Dismissal or Non-Reemployment of a Teacher...........................................................................17Procedure for Hearing and the Right to Appeal.................................................................................................................................17Career Teacher Appeal Process.........................................................................................................................................................18Application Procedure.......................................................................................................................................................................18Leave Policy.......................................................................................................................................................................................19FERPA Policy....................................................................................................................................................................................22Non-Discrimination Policy................................................................................................................................................................24RIF Policy (Professional Staff)..........................................................................................................................................................25RIF Policy (Support Personnel).........................................................................................................................................................27Drug Free Policy................................................................................................................................................................................27Drug Free Workplace Notice to Employees......................................................................................................................................27Workplace Drug and Alcohol Testing Regulations...........................................................................................................................28Sexual Harassment Policy..................................................................................................................................................................32Racial Harassment Policy..................................................................................................................................................................33Workplace Safety Policy....................................................................................................................................................................33Asbestos Inspection...........................................................................................................................................................................34Open Transfer Policy.........................................................................................................................................................................34Removal of Juvenile Sex Offender....................................................................................................................................................35Basic First Aid...................................................................................................................................................................................35School Visitors...................................................................................................................................................................................38Professional Development.................................................................................................................................................................39Recycling Policy................................................................................................................................................................................40Purchasing & Procedures Guide........................................................................................................................................................40Requisition Procedures......................................................................................................................................................................41Purchasing and Distribution...............................................................................................................................................................42School Activity Fund Policy and Procedures....................................................................................................................................42School Building and Property Use Policy.........................................................................................................................................49Transportation Policy.........................................................................................................................................................................50Communicable Disease Policy..........................................................................................................................................................51Children with Disabilities Policy.......................................................................................................................................................52Counseling Services Policy................................................................................................................................................................53Gifted and Talented Policy................................................................................................................................................................54Retention Policy.................................................................................................................................................................................55Pro-Children Policy...........................................................................................................................................................................56Amendments, Changes, and Update Policy.......................................................................................................................................56Appendix A - Emergency Procedures PolicyAppendix B – In-service Packet, Duty Schedules, 2007-2008 CalendarAppendix C - Employee Directory

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BOARD OF EDUCATION

Mrs. Johnny Corgill............................................................................................................PresidentMr. Terry Gregg.........................................................................................................Vice-PresidentMr. Terry Holland.....................................................................................................................ClerkMr. Loyd Deaton..................................................................................................................MemberMs. Valerie Merida...............................................................................................................Member

ADMINISTRATION

Mr. Shari Pillow.........................................................................................................SuperintendentMr. Neil Birchfield.........................................................................................High School PrincipalMrs. Dana House..............................................................................................Elementary PrincipalMrs. Michelle Birchfield...................................................................................................CounselorMs. Melanie Burgess...........................................................................Library and Media SpecialistMr. Robby Baze.......................................................................................Director of TransportationMrs. Randi Watts............................................................................................Food Service DirectorMs. Lavonne Tollett...........................................................................................................TreasurerMs. Reba Harmon......................................................................................Administrative AssistantMs. Pam Allen....................................................................................................Encumbrance ClerkMs. Carol Davis.............................................................................................High School SecretaryMs. Patricia Dees......................................................................................Jr. High School SecretaryMs. Sherry Grimmett.......................................................................................Elementary Secretary

PHILOSOPHY AND PURPOSE

The board of education recognizes its obligation to the administration, teachers and patrons of the Rattan School District and believes that only by our joint efforts can we achieve our ultimate objective—a beneficial and worthwhile educational experience for the youth of this district.

As a community, our efforts should be dedicated to a long-term commitment to provide our students with all the benefits of education. This goal can be accomplished only by united good faith participation of the community, the administration, and professional educators. Toward that objective, we hereby adopt the following policies.

CHAIN OF COMMAND

All certified personnel in the Rattan School District are directly responsible to the site principal. The principals are directly responsible to the superintendent. The superintendent is directly responsible to the board of education. The board is directly responsible to the community. In order for all to have an effective relationship, this chain of command must be followed when filing complaints and grievances.

All maintenance personnel are directly responsible to the building principal. All bus drivers are directly responsible to the director of transportation. The transportation director is

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directly responsible to the superintendent. All lunchroom personnel are directly responsible to the food service director. The food service director is directly responsible to the superintendent. In order for all to have an effective working relationship, this chain of command must be followed when filing complaints and grievances.

STATEMENT OF PROFESSIONALISM

All certified and non-certified personnel shall exercise professionalism in their jobs and toward other members of the faculty and staff. Professionalism shall be demonstrated in duties and reflected in attitudes toward the school and the community.

TEACHERS

Karla Ammons....................................................................................................................3rd GradeRussell Bailey........................................................................................................................Alt. Ed.Jenny Bailey.............................................................................................................Elementary P.E.Donna Baze...........................................................................................................................ScienceRussell Baze..............................................................................................Construction TechnologyChris Brown...........................................................Physical Education, Driver’s Education, CivicsSheila Brown........................................................................................................High School MathKathy Boone....................................................................................Family and Consumer SciencesLydia Cantrell...................................................................................................................Special EdGeraldine Chappelle.................................................................................................................MusicManya Cooper.....................................................................................................................4th GradeRyan Cordell....................................................................................................Baseball, JH ScienceSheila Cordell........................................................................................................Special EducationCurtis Duncan....................................................................Math, Science, Global CommunicationsSherry Duncan..................................................................................................High School ScienceAngela Erwin..............................................................................................................5th & 6th GradeChris Gibbs...........................................................................Physical Education and Social StudiesVicky Gibbs..........................................................................................................High School MathDebbie Gregston..................................................................................................................1st GradeLinda Hawkins...........................................................................................................5th & 6th GradeNikki Jeffreys................................................................................................................KindergartenJana Lampton.........................................................................................7th & 8th Reading/Lang.ArtsJinny Lewis.................................................................................................................5th & 6th GradeJessica May...............................................................................................................................Pre-KNikki McAdams..................................................................................................................1st GradeJeff McCarter.......................................................................................................................Voc. Ag.Melissa Miller........................................................................................................................EnglishSheryll Needham..............................................................................Vocational Business EducationRhyan Oakes.......................................................................................................................3rd GradeShelly Pinkston.........................................................................................................................Pre-KBecky Rosa..............................................................................................................................MusicRita Shockey........................................................................................................Reading SpecialistRita Smalling.......................................................................................................................4th Grade

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Debbie Smith.....................................................................................................................2nd GradeRoseanna Sorrells.........................................................................................................KindergartenBecki Trapp...........................................................................................................................EnglishFreddie Trent........................................................................................................................ EnglishPaul Watts...........................................................................................................Physical EducationBrenda Wood..............................................................................................................Language ArtsJessica Zachary....................................................................................................................5th & 6th

SUPPORT PERSONNEL

Melissa Humphreys.............................................................................School Based Social WorkerCatherine Burk........................................................................................................Elementary AideLorri Critchlow.......................................................................................................Elementary AideCharlotte Eubanks...................................................................................................Elementary AideOpal Greer..............................................................................................................Elementary AideFelicia Morse..........................................................................................................Elementary AideRobert Lewis...........................................................................................................Elementary AideDavid Goddard........................................................................................................................JanitorEdward Paige..........................................................................................................................JanitorDonna Raines..........................................................................................................................JanitorConnie Thurman...............................................................................................................Bus DriverDave Goff.........................................................................................................................Bus DriverJanet Hosforth..................................................................................................................Bus DriverMary Osmon.....................................................................................................................Bus DriverMichelle VanMeter..........................................................................................................Bus DriverBarbara Bergstom......................................................................................................................CookJanice Boyett.............................................................................................................................CookSharon Janoe.............................................................................................................................CookSherry Watts..............................................................................................................................Cook

SUPERINTENDENT’S DUTIES

The superintendent shall have and be responsible for the following duties:

1. He shall attend all regular and special meetings of the Board of Education and be available for and prepare to answer questions concerning any and all issues that come before the board, providing, however, he shall not present, second, or vote on motions before the board.

2. He shall report regularly to the board concerning instruction, budget, staff, pupil population, school facilities, and other school conditions so that the members of the board may be kept informed about school operations.

3. As the board delegates authority to the superintendent, he may delegate, where appropriate, to other employees; but, in all instances he will be held accountable for the proper discharge and performance of those duties.

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4. He shall furnish current copies of school board policies to each principal for the distribution to the employees at the beginning of each school year and amendments or revisions within 10 days after adoption by the board.

5. He shall exercise general supervision over the operation of all schools in the district.6. He shall certify to the treasurer of the district the names of teachers holding valid

certificates with whom contracts have been made and all uncertified personnel with whom contracts have been made.

7. He shall assist the board in evaluating the effectiveness of general or specific areas of the school programs.

8. He shall cause the annual budget to be prepared, supervise and assist in the preparation of the general budget for the operation of the schools and present it to the board for approval as a financial plan of the operation in accordance with state law. He shall administer the budget in keeping with the statutes and board policies.

9. He shall continuously evaluate the school programs and make recommendations for improvement as needed.

10. He shall make written reports of the general condition of the school district when called upon by the board.

11. He shall bring before the board recommendations from the principals concerning employment, renewal, non-renewal, or termination of certified personnel.

12. He shall see that the constitutional and statutory laws and local and state regulations regarding the school district are diligently enforced and effectively carried out.

13. He shall be responsible for the assignment of all teachers. Assignments shall be reasonably related to the requirements of the position and qualifications of the teacher and in the best interest of the district as a whole.

14. He shall be responsible for the supervision and administration of the district’s policies.15. He shall be responsible for the evaluation of the principals, administrative assistants, and

all non-certified personnel.16. He shall bring before the board recommendations concerning the employment, renewal,

non-renewal or termination of principals and non-certified personnel.17. He shall maintain a complete and accurate system of financial accounts, adequate

personnel records, school membership and attendance records and scholastic records.18. He shall be responsible for the development of an efficient and effective operation of the

curriculum special programs, and instructional activities of the district.19. He shall be available to the patrons and furnish assistance or information upon request

concerning the operation of the school district.20. He shall perform all other duties and responsibilities as required by law or requested by

the board.21. He shall prepare an annual report at the close of each school year. It shall be presented to

the board no later than the first board meeting of the next fiscal year. It shall report on the activities of each department of the district. The report shall bring to the attention of the board any problems requiring the board’s consideration or changes in procedures or practices implemented which merit the board’s consideration. The report shall identify the number and kind of students receiving special services or participating in special programs, participation in funding programs available, feasibility for the implementation of new programs available through state and federal sources, the auditor’s end report on receipts and expenditures, the status of accounts and reserves, the loss or gain of average

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daily membership and average daily attendance, and any other matter of general interest or benefit to the board.

22. He shall be responsible for providing a safe environment for education to take place.

PRINCIPALS’ DUTIES

1. The site principal shall be directly responsible to the superintendent of schools and is required to keep the superintendent advised on all issues and problems related to the operation of the site.

2. The site principal shall be the educational leader.3. The site principal shall provide an effective administration of each respective building.4. The site principal shall be responsible for the general welfare of the students and teachers

and is expected to establish specific rules and regulations necessary to implement and facilitate the educational programs of the school as a whole.

5. The site principal shall provide a quality instructional and activities program for the students and maintain a system of study, accounting and records.

6. The site principal shall be responsible for the evaluation of certified personnel that are assigned by the superintendent and other non-certified personnel that the superintendent may assign.

7. The site principal shall evaluate each teacher once before the October board meeting and each teacher with less than three years experience once again before the January board meeting. The site principal may evaluate any teacher as often as necessary.

8. The site principal shall report to the superintendent all major accidents or incidents resulting in injury to students, teachers, or other employees or damage to the physical plant, equipment or facilities.

9. The site principal shall report to the district attorney or Department of Juvenile Services any student expelled from school because of a weapons violation. The report shall contain the following:A. Name and address of the schoolB. Name and address of the studentC. Name and address of the parent or guardianD. Type of weapon concernedE. Statement of findings.

TEACHERS’ DUTIES

1. Each teacher should have a class of reasonable size, an adequate classroom, sufficient books, materials, supplies and equipment and should be adequately paid. A teacher should be actively involved in the consideration of suggestions for improvement and in the formulation of decisions for change. All teachers maintain the rights and privileges of citizens of the United States of America.

2. Each teacher shall have and maintain a valid teaching certificate in the areas in which they teach.

3. Each teacher shall possess competence and knowledge in his/her field of work, and strive toward continued professional self-improvement.

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4. Each teacher shall maintain the physical capability, mental alertness and emotional readiness to teach.

5. Each teacher shall be fair and impartial in the treatment of pupils and recognize the dignity of the child.

6. Each teacher shall have the ability to exercise good judgment and demonstrate a mature attitude in the performance of the assigned duties.

7. Each teacher shall understand and accept the individual differences among children and provide necessary assistance that will promote successful pupil achievement.

8. Each teacher shall inform the parents of the capability and progress of their child.9. Each teacher shall strive to establish a working rapport with students, parents, and the

community.10. Each teacher shall be a loyal, dedicated and cooperative member of an educational team,

ready to work with people at all levels to improve the educational goals of the school district.

11. Each teacher shall be assigned various duties and assist at school functions that contribute to the total school operation.

12. Each teacher shall participate and contribute to the curriculum development and improvement, including serving on textbook committees, school improvement committees, and other committees as are necessary to improve and develop the total instructional program.

13. Each teacher shall keep an accurate record of attendance and shall report to the site principal upon request a list of students absent or tardy.

14. Each teacher shall keep an accurate record of daily grades, test grades, participation grades. Nine-week exams and semester exams, and follow the policy guidelines when determining permanent grades, nine-week grades, semester exams and semester grades shall be recorded on a grade book and on the district student accounting system (MAS). All teacher grade books shall be returned to the site principal at the close of the school year. All records of grades and attendance are the property of the Rattan School District

15. Each teacher shall report to the site principal any accident, incident or illness of a student, faculty member or staff member. Any serious accident or incident shall be reported in writing within 48 hours, stating the time, date, nature of the accident or incident, individuals involved, witnesses and the care provided.

16. Each teacher shall be responsible and accountable for the supplies, instructional material and equipment provided by the district.

17. Each teacher shall develop a workable, written set of lesson plans at least one week in advance and a copy of those plans shall be given to the site principal on the first working day of each week.

18. Each teacher shall, on Wednesday of each week, starting with the third week of each semester, notify the principal of any students failing and the subject they are failing.

19. Each teacher shall cause the parents of all students making a grade below 70 to be informed of their grades during the fourth week of each nine-week period.

TEACHER CONTRACTS

Teachers shall be employed by written contract. The Rattan Board of Education shall not enter into a contract with any teacher who does not hold a valid certificate issued or recognized

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by the State Board of Education authorizing said teacher to teach the grades and/or subjects for which the teacher is employed.

Whenever any teacher enters into a contract with the Rattan School District, the contract shall be binding on the teacher and on the Rattan Board of Education until the teacher is legally discharged from the teaching position or released by the Rattan Board of Education from the contract. Until such teacher has been legally discharged or released by the Rattan Board of Education the teacher shall not enter into a contract with any other board of education in Oklahoma for the same time covered by the said contract with the Rattan School District.

RELEASE OF CONTRACT/EMPLOYEE RESIGNATIONS

It is the policy of the Rattan Board of Education to deny a request for release from an employment contract of a certified employee unless a verifiable, bona fide emergency exists.

It is the policy of the Rattan Board of Education that any employee may submit a written resignation from employment with the school district. The resignation must be written, dated, and signed. It must specify the date upon which the resignation is to be effective. The resignation must be mailed to the superintendent by certified mail, return receipt requested, or personally delivered to the superintendent’s office and an acknowledgment of receipt inscribed on the face of the resignation. Furthermore, it is the policy of the board of education that teacher resignations must be tendered no later than fifteen (15) days after the first Monday in June.

EMPLOYMENT OF TEACHERS/CONTINUING CONTRACTS

It shall be the policy of the Rattan Board of Education that recommendations for renewal or nonrenewal of teachers’ contracts shall be made by the principal to the superintendent. The superintendent shall make recommendations to the board prior to the first Monday in June each year. Principals may be requested to attend when such recommendations are to be considered by the board.

All teachers are automatically re-employed unless notified in writing by registered or certified mail sent prior to the first Monday in June of the contract year, that their contract has not been renewed. If by the first Monday in June of the contract year, a teacher has not notified the Rattan Board of Education in writing by registered or certified mail of their desire to be released from their contract for the ensuing year, such teacher shall be considered as under contract for the ensuing year on the continuing contract basis. Each continuing contract shall be for the same salary schedule used for other teachers of like position in the school district. Such employment and continuing contract shall be binding on the teacher and the district and the Rattan Board of Education until such teacher is legally discharged from the teaching position or released from the contract by the Rattan Board of Education.

Professional staff positions are created only with the approval of the board of education. Before any new position is established, the superintendent shall present for board approval a job description specifying the required qualifications and performance responsibilities.

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STANDARDS OF PERFORMANCE AND CONDUCT FOR TEACHERS

Teachers are charged with the education of the youth of this state. In order to perform effectively, teachers must demonstrate a belief in the worth and dignity of each human being, recognizing the supreme importance of the pursuit of truth, devotion to excellence, and the nurturing of democratic principles.

In recognition of the magnitude of the responsibility inherent in the teaching process and by virtue of the desire for the respect and confidence of their colleagues, students, parents, and the community, teachers are to be guided in their conduct by commitment to students and the profession.

PRINCIPLE ICOMMITMENT TO THE STUDENTS

The teacher must strive to help each student realize his or her potential as a worthy and effective member of society. The teacher must work to stimulate the spirit of inquiry, the acquisition of knowledge and understanding, and the thoughtful formulation of worthy goals.

In fulfillment of the obligation to the student, the teacher:

1. Shall not unreasonably restrain the student from independent action in the pursuit of learning.

2. Shall not unreasonably deny the student access to varying points of view.3. Shall not deliberately suppress or distort subject matter relevant to the student’s progress.4. Shall make reasonable effort to protect the student from conditions harmful to learning or

to health and safety.5. Shall not intentionally expose the student to embarrassment or disparagement.6. Shall not on the basis of race, color, creed, sex, national origin, marital status, political or

religious beliefs, family, social or cultural background, or sexual orientation, unfairlyA. Exclude any student from participation in any program,B. Deny benefits to any students,C. Grant any advantage to any student.

7. Shall not use professional relationships with students for private advantage.8. Shall not disclose information about students obtained in the course of professional

service, unless disclosure serves a compelling professional purpose and is permitted or required by law.

PRINCIPLE IICOMMITMENT TO THE PROFESSION

The teaching profession is vested by the public with a trust and responsibility requiring the highest ideals of professional service.

In order to assure that the quality of the services of the teaching profession meets the expectations of the state and its citizens, the teacher shall exert every effort to raise professional standards, fulfill professional responsibilities with honor and integrity, promote a climate that encourages the exercise of professional judgment, achieve conditions which attract persons

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worthy of the trust to careers in education, and assist in preventing the practice of the profession by unqualified persons.

In fulfillment of the obligation to the profession, the educator:

1. Shall not in an application for a professional position deliberately make a false statement or fail to disclose a material fact related to competency and qualifications.

2. Shall not misrepresent his/her professional qualifications.3. Shall not assist entry into the teaching profession of any person known to be unqualified

in respect to character, education, or other relevant attribute.4. Shall not knowingly make a false statement concerning the qualifications of a candidate

for a professional position.5. Shall not assist an unqualified person in the unauthorized practice of the teaching

profession.6. Shall not disclose information about colleagues obtained in the course of professional

service unless disclosure serves a compelling professional purpose or is required by law.7. Shall not knowingly make false or malicious statements about a colleague.8. Shall not accept any gratuity, gift, or favor that might impair or appear to influence

professional decision or actions.

PRINCIPLE III1. Pursuant to the Teacher Due Process Act of 1990, a career teacher may be dismissed or

not reemployed for:A. Willful neglect of duty.B. Repeated negligence in performance of duty.C. Mental or physical abuse to a child.D. IncompetencyE. Instructional ineffectivenessF. Unsatisfactory teaching performanceG. Any reason involving moral turpitude

2. A career teacher shall not be subject to dismissal or non-reemployment for items A, B, D, E, and F, above unless and until a written admonishment has been issued in accordance with relevant law.

3. A probationary teacher shall not be subject to dismissal or non-reemployment for inadequate teaching performance unless or until a written admonishment has been issued in accordance with relevant law.

4. Temporary teachers, substitute teachers, adult education teachers, and teachers employed in positions fully funded by private or federal grants shall not be protected by the provisions of the Teacher Due Process Act.

5. A teacher convicted of a felony shall be dismissed or not reemployed unless a presidential or gubernatorial pardon has been issued.

6. A teacher may be dismissed, refused employment, or not reemployed after finding that such person engaged in criminal sexual activity or sexual misconduct that has impeded the effectiveness of the individual’s performance of school duties:

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A. “Criminal sexual activity” means the commission of an act defined in Section 886 of Title 21 of the Oklahoma Statutes, which is the act of sodomy; and

B. “Sexual misconduct” means the soliciting or imposing of criminal sexual activity (70 O.S.§6-101.22)

EVALUATION OF CERTIFIED PERSONNEL

1. Certified personnel will be evaluated by their principal. To provide a guide for improvement, each evaluation shall measure the effectiveness of the teacher. All evaluations will be based upon observations and shall measure the following:A. Classroom managementB. Classroom climateC. OrganizationD. Record keepingE. DemonstrationsF. Content area knowledgeG. Explanations and directionsH. EncouragementI. SupervisionJ. Teaching techniquesK. Learner successL. Explanation and purposeM. Performance and conduct

2. Certified teachers shall meet with the principal to discuss and review each evaluation. The principal shall allow for explanations, objections, and self-evaluation in writing if requested. The principal and teacher must both sign the evaluation. The evaluation shall also include the date, the number of classroom visits, the date of the conference, and a plan of improvement for all areas marked non-satisfactory. One copy of the evaluation shall be given to the teacher, one copy placed in the personnel file, and one in the principal’s file.

3. Certified personnel with less than three years experience shall be evaluated twice a year. One evaluation must be before November 15 and one before February 15.

4. Certified personnel shall be evaluated at least once before November 15.5. A principal may evaluate certified personnel as many times as necessary during the

school year. Follow up evaluations as stated in plans of improvement shall be conducted during the time frame as stated in the plan of improvement.

EVALUATION OF NON-CERTIFIED PERSONNEL

1. Non-certified employees will be evaluated once each year by the superintendent, or as delegated, by the immediate supervisor or site principal. Evaluations are to provide a guide for improvement and a measure of effectiveness.

2. All evaluations shall be based upon observations. Each noon-certified employee shall meet with his/her evaluator to discuss and review the evaluation. The evaluator may allow for explanations, objections, and self-evaluations in writing and shall include them in the evaluation. The evaluation must include the date or dates of observations, the date

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of the conference and a plan of improvement for any areas found non-satisfactory. The evaluation must be signed by the supervisor and the employee. One copy of the evaluation shall be given to the employee, one copy placed in the personnel file and one copy placed on file with the evaluator.

3. Non-certified employees may be evaluated as often as necessary. Follow up evaluations as stated in plans of improvement shall be conducted during the time frame stated in the plan of improvement.

ACCESS TO RECORDS

1. Personnel records of any individual will remain confidential and will not be released to the public without written permission. Certified and non-certified personnel may at reasonable times request to inspect their own personnel file and make copies of anything contained therein.

2. All personnel records are the property of the Rattan School District.

SUSPENSION, DEMOTION, OR TERMINATION OF NON-CERTIFIED PERSONNEL

In order to comply with Title 70 of the Oklahoma Statutes, Section 24-132 through 2136, the Rattan Board of Education hereby adopts the following procedure for the suspension, demotion or termination of non-certified employees.

1. For the purpose of this policy, a non-certified employee is defined as a full time employee of the Rattan School District who provides those services not performed by professional educators or licensed teachers that are necessary for the efficient and satisfactory functioning of the school district.

2. Non-certified employees who have been employed by the Rattan School District for one year or more may not be suspended, demoted or terminated except for causes set out in this policy.

3. Nothing in this policy shall prevent the board of education from acting on its on volition in matters pertaining to suspension, demotion, or termination of non-certified employees.

4. Whenever the superintendent is of the opinion that the immediate suspension of a non-certified employee is necessary and in the best interest of the school district, the superintendent may suspend that employee without notice or hearing. If an employee is suspended for a period exceeding ten (10) days, the superintendent of the district shall reinstate or initiate proceedings for termination and shall follow the procedures set forth in this policy. In a case involving a criminal charge the suspension may be delayed until adjudicated by the courts. Nothing herein shall prevent proceedings against the employee during or after the suspension for termination as provided in this policy.

5. Prior to any demotion or termination the non-certified employee shall receive notice of his or her right to a hearing. If a hearing is requested it will be conducted by the Rattan board of Education. All notices shall be certified mail, with the postmark used to determine the timelines of such notice. The non-certified employee must request a hearing within 10 working days of said notice or be deemed to have waived his or her right to a hearing.

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6. If the employee requests a hearing, the hearing will be conducted at the next regularly scheduled meeting of the Board of Education, provided the request is received at least 10 days prior to the meeting. A special meeting may be called at the request of the employee and at the discretion of the Rattan Board of Education. The special meetingshall be conducted no sooner than the 10 days and not later than 30 days after receipt of the employee’s request.

7. The decision of the Rattan Board of Education is final.8. Nothing in the above policy shall be construed to prevent layoffs due to a lack of funds or

lack of work.9. In order to comply with Title 70 of the Oklahoma Statutes Section 24-132 through 24-

136, the Rattan Board of Education hereby adopts the following causes for suspension, demotion, or termination:A. Failure to be at work on timeB. Leaving work station without authorization prior to lunch periods, or the end of

the dayC. Excessive or unexcused absenteeismD. Chronic absenteeism of any reasonE. Excessive tardinessF. Wasting time or loitering during working hoursG. Falsification of personnel or other recordsH. Unauthorized possession of weapons on school propertyI. Removing district property, records, or confidential information without proper

authorityJ. Willful abuse, misuse, defacing or destruction of district property or property of

other employeesK. Theft of property of employees, students, or districtL. SabotageM. Distracting the attention of othersN. Refusal to follow instructions of supervisorO. Refusal or failure to do work assignmentsP. Unauthorized operation of machines, tools or equipmentQ. Threatening, intimidating, coercing or interfering with other employees or

supervisorsR. Making or publishing false, vicious or malicious statementsS. Creating a disturbance on school propertyT. Creating or contributing to unsanitary conditionsU. Committing practical jokes injurious to other employees or to district propertyV. Possession, consumption, or use of beer, spirits, wine, drugs or any controlled

substances during working hours.W. Disregard of known safety rules or common safety practicesX. Unsafe operation of motor driven vehiclesY. Leaving work area during work hours without permissionZ. Operating machines or equipment without safety devices providedAA. Unauthorized distribution of literature and/or written or printed matter of any

description on district property

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BB. Posting or removing notices, signs or writing in any form on bulletin boards of district property without specific authority of the administration.

CC. Poor workmanshipDD. Immoral conduct or indecency including abusive and/or foul languageEE. Unauthorized use of telephonesFF. Walking off the jobGG. Refusal to transfer within the district, if the transfer does not result in a demotion

or loss of payHH. Use of tobacco in an unauthorized areaII. Failure to follow district dress codeJJ. Abuse of breaks and rest periodsKK. Insubordination of any kindLL. Violation of any district rule or policyMM. When it is in the best interest of the district, any non-certified employee may be

suspended, demoted or terminated.

SUSPENSION OF ADMINISTRATORS

Whenever the Rattan Board of Education or the administration of the school district has reason to believe that cause exists for the dismissal of an administrator, and when they are of the opinion that the immediate suspension of an administrator would be in the best interest of the children in the district, the board may suspend the administrator without notice or hearing. The suspension of the administrator shall not deprive the administrator of any compensation or other benefits to which he or she would otherwise be entitled under his or her contract pursuant to law. Within ten days after such suspension becomes effective, the Rattan Board of Education shall reinstate or initiate proceedings pursuant to Section 6-102.4 of the Oklahoma Statutes to have the administrator dismissed. In cases involving a criminal charge or indictment, such suspension may extend to such time as the administrator’s case is adjudicated in a court of law. Such extension shall not include any appeal process.

DISMISSAL OR NON-REEMPLOYMENT OF AN ADMINISTRATOR

1. Whenever the Rattan Board of Education or the administrator of the Rattan School District shall determine that the dismissal or non-reemployment of a full-time certified administrator from his or her duties should be effected, the administrator shall be entitled to the following due process procedures:A A statement shall be submitted to the administrator in writing prior to the

dismissal or non-reemployment which states the proposed action, lists the reasons for effecting the action, and notifies the administrator of his or her right to a hearing before the board of education prior to such dismissal.

B. A hearing before the board of education shall be granted upon the request of the administrator prior to the dismissal or non-reemployment. A request for a hearing shall be submitted to the board of education not later than ten working days after the administrator has been notified of the proposed action.

2. Failure of the administrator to request a hearing before the board of education within ten days after receiving the written statement shall constitute a waiver of the right to a

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hearing. No decision of the Rattan board of Education concerning the dismissal or non-reemployment of a full-time certified administrator shall be effective until the administrator has been afforded due process as specified in this section. The decision of the board of education concerning dismissal or non-reemployment following the hearing shall be final.

GROUNDS FOR DISMISSAL OF AN ADMINISTRATOR

1. An administrator convicted of a felony shall be dismissed or not reemployed unless a presidential or gubernatorial pardon has been issued.

2. An administrator may be dismissed, refused employment or not reemployed after a finding that such person has engaged in criminal sexual activity or sexual misconduct that has impeded the effectiveness of the individual’s performance of school duties.A. Criminal sexual activity means the commission of the act of sodomy.B. Sexual misconduct means the solicitation or imposing of criminal sexual activity.

3. An administrator may be dismissed for any of the following:A. Willful neglect of dutyB. Repeated negligence in the performance of dutyC. IncompetenceD. Administrative ineffectivenessE. Unsatisfactory performanceF. Any reason involving moral turpitude

SUSPENSION OF A TEACHER

Whenever the board of education or the administration of the school district is of the opinion that the immediate suspension of a teacher is in the best interest of the children of the district, the local board of education may suspend such teacher without notice or hearing. The suspension of a teacher shall not deprive the teacher of any compensation or other benefits to which he or she would otherwise be entitled under his or her contract. Within ten days time after such suspension becomes effective, the board of education shall reinstate or initiate proceedings pursuant to having such teacher dismissed. In cases involving a criminal charge or indictment, such suspension may extend to such time as the case is adjudicated at trial. The extension shall not include any appeal process.

PROCEDURES FOR ADMONISHMENT

1. When an administrator who has the responsibility of evaluating a teacher identifies poor performance or conduct that the administrator believes may lead to a recommendation for the teacher’s dismissal or non-reemployment, the administrator shall:A. Admonish the teacher in writing and make a reasonable effort to assist the teacher

in correcting the poor performance or conduct.B. Establish a reasonable time for improvement, not to exceed two months. The

administrator should take into consideration the nature and the gravity of the teacher’s performance or conduct.

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2. If the teacher does not correct the poor performance or conduct cited in the admonition within the time specified, the administrator shall make a recommendation to the superintendent of the school district for the dismissal or non-reemployment of the teacher.

3. Whenever a member of the Rattan Board of Education, the superintendent or any other administrator identifies poor performance or conduct that may lead to a recommendation for dismissal or non-reemployment of a teacher in the Rattan School District, the administrator who has the responsibility for evaluating that teacher shall be informed and that administrator shall comply with the procedures set forth in this section. If the administrator fails or refuses to admonish that teacher, within ten days after being informed by the board member, superintendent or other administrator, such board member, superintendent or other administrator shall admonish the teacher pursuant to the provisions of this section.

4. Repeated negligence in performance of duty, willful neglect of duty, incompetence, instructional ineffectiveness or unsatisfactory teaching performance for a career teacher, shall not be a basis for recommendation to dismiss or not reemploy a teacher unless and until the provisions of this section have been complied with.

5. Admonishments are not necessary when mental or physical abuse of a child or any reason involving moral turpitude is the basis for recommendation for dismissal or non-reemployment.

DISMISSAL OR NON-REEMPLOYMENT OF A TEACHER

1. Subject to the provisions of the teacher due process act of 1990, a career teacher may be dismissed or not reemployed for:A. Willful neglect of dutyB. Repeated negligence in performance of dutyC. Mental or physical abuse of a childD. IncompetenceE. Instructional ineffectivenessF. Unsatisfactory teaching performanceG. Any reason involving moral turpitude

2. Subject to the provisions of the teacher due process act, a probationary teacher may be dismissed or not reemployed for cause.

3. A teacher convicted of a felony shall be dismissed or not reemployed unless a presidential or gubernatorial pardon has been issued.

4. A teacher may be dismissed, refused employment or not reemployed after a finding that such person has engaged in criminal sexual activity or sexual misconduct that has impeded the effectiveness of the individual’s performance of school duties.A. Criminal sexual activity means the commission of the act of sodomy.B. Sexual misconduct means the soliciting or imposing of criminal sexual activity.

5. The dismissal, suspension, and non-reemployment provision of the teacher due process act of 1990 shall not apply to:A. Substitute teachersB. Adult education teachers

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6. The dismissal and suspension provisions of the teacher due process act of 1990 shall apply to teachers who are employed in positions fully funded by federal or private categorical grants, except that such teachers shall be employed only for the duration of the grant.

RECOMMENDATION PROCESS FOR THE DISMISSAL ORNONRENEWAL OF TEACHER

1. Whenever the superintendent decides to recommend that a teacher employed within the Rattan School District be dismissed or not reemployed, the superintendent shall state the recommendation in writing, setting forth the basis for the recommendation, and shall submit such recommendation to the board of education.

2. If the teacher subject to such recommendation is a career teacher, the recommendation shall specify the statutory grounds for which the recommendation is based.

3. If the teacher subject to such recommendation is a probationary teacher, the recommendation shall specify the cause for which the recommendation is based.

4. The superintendent shall also specify the underlying facts supporting the recommendation.

PROCEDURE FOR HEARING AND THE RIGHT TO APPEAL

1. Whenever the Rattan Board of Education receives the superintendent’s recommendation for the dismissal or non-reemployment of a teacher, the board shall mail a copy of the recommendation to the teacher by certified mail, restricted delivery return receipt requested or by substitute process as provided by law. By the same means, the board shall notify the teacher of such teacher’s right to a hearing before the board and the date, time and place set by the board for the hearing. The hearing shall be held within the Rattan School district no sooner than twenty days and no later than sixty days after the teacher’s receipt of the notice. The notice shall specify the statutory grounds upon which the recommendation is based for a career teacher or the cause upon which the recommendation is based for a probationary teacher. Said notice shall also specify the underlying facts supporting the recommendation. At such hearing the teacher shall be entitled to all rights guaranteed under such circumstances by the United States Constitution and the constitution of the state of Oklahoma.

2. The hearing shall be conducted by the Rattan Board of Education according to procedures established by the State Board of Education.

3. Only after due consideration of the evidence and testimony presented at the hearing shall the Rattan Board of Education decide whether to dismiss or not renew the contract of the teacher. The Board’s decision shall be voted in open session. The board shall also notify the teacher of its decision, including the basis for the decision, by certified mail, restricted delivery return receipt requested or substitute process as provided by law. If the decision is to dismiss or not renew the contract of a career teacher, the board shall include notification of the teacher’s right to petition of a trial de novo in the district court within ten days of the receipt of the notice of the board’s decision. At the hearing the burden of proof is upon the superintendent or his designee and the standard of proof is the preponderance of evidence. The career teacher shall receive any compensation or

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benefits to which such teacher is otherwise entitled until such time as the teacher’s case is adjudicated at a trial de novo if the teacher petitions for such trial de novo. The board’s decision regarding a probationary teacher is final. The probationary teacher shall receive any compensation or benefits to which such teacher is otherwise entitled until such time as the board’s decision becomes final. If the hearing for a probationary teacher is for non-reemployment, the teacher shall receive compensation and benefits until the end of the current contract.

CAREER TEACHER APPEAL PROCESS

1. A career teacher shall be entitled to a trial de novo in the district court of the county where the school district is located. Within ten days of receipt of the Board notification of the teacher’s right to a trial de novo, the teacher must file a petition for a trial de novo. Upon filing the petition, the court clerk shall issue a summons and cause service by mail to be made to the clerk of the Rattan Board of Education by certified mail, restricted delivery with return receipt requested or substitute process as provided by law.

2. If, within the ten-day period, the teacher fails to file a petition for a trial de novo concerning the dismissal or non-reemployment, the teacher shall be deemed to have waived the right to a trial do novo and the initial determination of the board shall be final.

3. The Rattan School Board shall serve its answer within twenty days of the service of the summons and petition upon it. The trial shall be scheduled at the earliest possible date which will permit both parties adequate time to prepare for a just trial of the issues involved, provided however, said trial de novo shall be scheduled and held not less than ten days and no later than thirty days after the answers have been filed.

4. Except as otherwise provided specifically in this section, the law generally applicable to civil suits filed in district court shall apply to the proceedings for trial de novo under this section. Within three days following the conclusion of the trial de novo, the judge shall prepare written findings of fact and conclusions of law and shall enter judgment directing either of the following:A. That the local board of education reinstates the career teacher will full

employment status and benefits.B. That the decision of the board of education is sustainedC. In addition the court may enter an order awarding the prevailing parties attorneys’

fees and costs.5. The time limits set forth in this section of the proceedings before the district court

may be extended by mutual agreement of the parties with the approval of the district court.

6. The decision of the district court shall be final and binding upon the teacher and the board of education unless the teacher or the board of education appeals the decision of the district court in the manner provided by law for appeals of civil cases from the district court.

APPLICATION PROCEDURE

The application procedure in the event of a recommendation by the superintendent for dismissal or non-reemployment of a teacher or any non-certified employee shall be that

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procedure provided by law on the date such dismissal or non-reemployment is recommended to the local board of education.

LEAVE POLICY

In accordance with the laws and statutes of the state of Oklahoma the sick leave and personal leave policy of the Rattan Public Schools as is applicable to certified and non-certified personnel shall be as follows:

Certified employees1. Certified employees on a ten month contract will receive ten days sick leave per year.

Certified employees on an eleven month contract will receive eleven days sick leave per year. Certified employees on a twelve month contract will receive twelve days sick leave per year. Sick leave shall be vested at the beginning of the contract year and shall be cumulative to sixty days of active sick leave. Up to sixty days of inactive sick leave may also accumulate.

2. Sick leave may be used for personal accidental injury, personal illness, pregnancy or accidental injury, pregnancy or illness in the immediate family. The immediate family is defined as spouse, children, parents, siblings, grandparents, grandchildren, and corresponding relationships, by marriage and any person residing in the home of the professional educator for whom the educator has custodial care. Sick leave may be used in one-half hour units. The school day for certified personnel is seven hours.

3. The absence of an employee from pre-school orientation or in-service training shall be charged to sick or personal leave.

4. The absence of an employee due to personal illness, personal accidental injury or pregnancy, pregnancy or illness of immediate family from professional meetings within the five day period allowed for attendance of professional days shall be charged to sick leave.

5. The absence of an employee from regular duties due to personal accidental injury, pregnancy or illness, or accidental injury, pregnancy, or illness of immediate family shall be charged to sick leave.

6. Teachers shall be paid at their current salary rate for that period of time when sick or personal leave is properly being used.

7. When all sick leave is exhausted the teacher shall receive full contract pay, less $56.00, or the cost of a certified substitute for no more than twenty days per contract year.

8. Misrepresentation or abuse of sick leave will constitute grounds for dismissal or non-renewal of the teacher’s contract. A doctor’s statement may be required when more than three consecutive days of sick leave are used.

9. All certified employees shall receive four days personal days per contract year. Personal leave is vested at the beginning of the contract year. Should a certified employee have an extra personal day or days remaining on the books, they may roll over one (1) day, into their accumulative sick leave per contract year.

10. When all personal leave is exhausted, the teacher shall receive full contract pay, less $112.00 or $14.00 per hour, for the first two days of personal leave used and 1/180 of the contract pay for all days thereafter.

11. Personal leave may be used in one-half hour units.

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12. Personal leave shall not be used without two days notice, unless an emergency situation exists. Sick leave cannot be used for personal leave.

13. The Rattan Board of Education has agreed to participate in the “sick leave sharing program” in accordance with section 143 of the Oklahoma School Law. (70-6-104.6)

14. Teachers who are members of the reserve forces of the army, navy, marine, coast guard, air force, or any other component of the armed forces of the United States, including members of the army or air national guard, shall, when ordered by the proper authority to active duty or service, be entitled to a leave of absence from such civil employment for the period of such active service without loss of status or efficiency rating and without loss of pay during the first thirty days of such leave of absence.

15. Certified employees who have successfully completed three consecutive years of employment in the Rattan School System may be granted a one year leave of absence for educational improvement, extended illness or related circumstances with approval of the board of education.

16. The superintendent may approve special leaves.17. Misrepresentation or abuse of personal leave shall constitute grounds for dismissal.

Non-certified Employees1. All non-certified employees shall receive ten days sick leave for contract year at a rate of

one day per month of employment, not to exceed the number of hours per day, which they are employed, cumulative to a maximum of sixty days.

2. For the purpose of sick leave, a school day for custodians is considered 10 hours and lunchroom employees is considered eight hours. For bus drivers, a morning route is considered one-half day and an evening route is considered one-half day.

3. When all sick leave has been exhausted, non certified employees will not be paid.4. All other provisions of sick leave for certified employees are applicable to non-certified

employees.5. All non-certified employees shall be granted four days personal leave per contract year.

Personal leave is vested at the beginning of the contract year.6. When all personal leave is exhausted, non-certified employees will not be paid.Illness defined

Illness as is contemplated by the sick leave policy shall include:1. Temporary mental, physical or medical disability rendering the employee unable to

perform the required duties.2. Physical incapacity beyond the employee’s control, which renders the employee unable

to perform the required duties.3. A mental, medical, or physical condition, which requires bed rest, isolation, surgery or

hospital confinement.4. It shall include necessary trips to the physician’s office to the extent reasonably necessary

and shall include only such time as is reasonably necessary if the physician does not additionally require bed rest or confinement.

5. Illness shall apply to the employee’s immediate family only if such member of the immediate family requires the employee’s personal care and/or attention.

Maternity leave

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1. Any certified or non-certified employee shall immediately upon acquiring knowledge of her pregnancy notify the superintendent in writing that she is pregnant. Within thirty days thereafter such employee shall obtain a letter from her physician stating the estimated date of delivery, when the doctor recommends she cease her duties prior to delivery and the doctor’s recommendation as to when she may return to her normal duties, absent complications, prior to or subsequent to delivery. The physician’s statement as above outlined shall be given to the superintendent forty days after notice of the pregnancy and the employee shall also advise her immediate supervisor in writing when she desires to begin her maternity leave.

2. The statement from the teacher as to commencement of maternity leave, if consistent with the physician’s recommendation, shall be effective and binding. The employee’s leave shall begin on such specified date.

3. An employee on maternity leave may use sick leave benefits as herein before outlined.4. Subsequent to delivery, the employee shall notify the superintendent in writing, of her

desire to return to her duties twenty days in advance and furnish the attending physician’s statement that she has been released to return to her normal duties.

5. An employee on maternity leave is required to return to her normal duties at the beginning of the next school year following her pregnancy if three months have lapsed since delivery. In the event the employee does not return to work in accordance with her request and at the beginning of the next school year and three months have lapsed since delivery and she has been released by the attending physician, she forfeits all right to continuing employment.

6. An employee who returns in accordance with her request or at the beginning of the next school year and three months have lapsed since delivery, shall be reinstated to her normal position having similar seniority and pay.

7. Maternity leave shall apply to adoption or foster placement of children under the age of five that do not attend pre-school, headstart, or kindergarten for a period not to exceed thirty working days.

Activity leaveAny portion or complete workday, professional day, in-service or orientation missed

because of school activities will not be charged to sick leave, personal leave or funeral leave. Each day or part of a day missed due to school activities must be approved by the superintendent in advance.

Jury and witness leaveRattan School District shall provide certified employees leave for jury service or as a

witness when ordered to do so and shall pay the employee full and current contract salary, provided that the district shall deduct any compensation received for serving as a juror or witness from the employee’s salary during such service in an amount not to exceed the cost of the substitute. Jury or witness leave shall not be granted if the employee is the defendant or plaintiff.

Leave noticesEach employee is responsible for completing a “Rattan School Leave Form” immediately

upon returning to work. This report shall include the times in one-half hour units, dates and type of leave taken. When extended periods of leave are anticipated or occur, a “Rattan School Leave

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Form” shall be completed monthly one week prior to the regularly scheduled board meeting or sooner if requested. Under no circumstances shall employees pay their own substitutes. For the purpose of record keeping, all substitutes shall be paid by the Rattan Public School.

FAMILY EDUCATION RIGHTS AND PRIVACY ACT

For the purpose of this policy, the Rattan Public Schools have used the following definitions of terms:1. A student is any person who attends or has attended a program of instruction sponsored

by the board of education of the Rattan Public School System.2. An eligible student is a student or former student who has reached the age of 18.3. A parent is either the natural parent of a student, unless his or her rights under the family

education rights and privacy act have been removed by a court order, a guardian or an individual acting as a parent or guardian in the absence of the student’s parent or guardian.

4. Education records are any records maintained by the Rattan School system, an employee of the system, or an agent of the system, except personal records kept by a school staff member which meets the following test:A. It was made as a personal memory aid.B. It is in the personal possession of the individual who made itC. Information contained in it has never been revealed or made available to any other person except the maker’s temporary substitute.

5. Personal identifier is any data or information that makes the subject of a record known. This includes the student’s name, parent’s name, family member’s name, address, social security number, student ID number, personal characteristics, or any other information which would make the student’s identity known.

6. an annual notification will be distributed to the students within the first three weeks of the beginning of each school year or within three weeks of the day of enrollment. This notification shall include the following:A. The right of a student’s parents and eligible students to inspect and review the

student’s educational records.B. The intent of the Rattan School District to limit the disclosure of information

contained in a student’s educational records except:i. By prior written consent of the student’s parents or the eligible studentii. As directory informationiii. Under certain limited circumstances, as permitted by FERPA

C. The right of a student’s parents or an eligible student to seek to correct parts of the student’s educational record which he or she believes to be inaccurate, misleading, or in violation of the student’s rights. This right includes the right to a hearing to present evidence that the record should be changed if the district decides not to alter it according to the parent or eligible student’s request.

D. The right of any person to file a complaint with the department of education if the Rattan School District violates the FERPA policy.

7. The Rattan School District will arrange to provide translations of this policy to non-English speaking parents in their native language.

8. Parents and eligible students have the following rights under the FERPA and this policy:

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A. To inspect and review student education recordsB. To exercise a limited control over other people’s access to those recordsC. To seek to correct student education recordsD. To report violations to the department of educationE. To be informed about FERPA rights

9. A student becomes an eligible student at the age of eighteen or upon enrollment in a post-secondary school; therefore, all rights and protections given parents under FERPA and this policy transfer to the student at the age of eighteen or when such student enrolls in a post-secondary school.

10. The health and cumulative records may be located at the elementary principal’s office, junior high principal’s office or the high school principal’s office.

11. All special education records may be located in the special education room.12. Parents of students and eligible students may inspect and review student education

records upon request. In some circumstances, it may be mutually more convenient for the keeper of the records to provide copies of the records. Since students’ records may be maintained in several locations, the school principals will offer to collect copies of records or the records themselves from locations other than a student’s school so they may be inspected at one site. However, if parents and eligible students wish to inspect records where they are maintained, the school principals will make every effort to accommodate their wishes.

13. Parents or eligible students should submit to the student’s school principal a written request which identifies as precisely as possible the record or records they wish to inspect. The principal or keeper of the record or records will contact the parents or eligible students to arrange access.

14. The principal or keeper of the records shall make a reasonable effort to make arrangements as soon as possible or upon the date or dates requested and notify the parents or eligible students of the date, time, and place where the records can be accessed. This procedure must be completed in forty-five days or less from the receipt of the request.

15. When records contain personal identifiers of more than one student the records may be accessed only with consent of all the parents of all identified students or eligible students.

16. All student records are the property of the Rattan School District.17. The Rattan School District may charge up to $.25 per copy for records. This cost shall

not include search and retrieval cost.18. The Rattan School District shall not deny parents or eligible students access to

educational records, but may deny copies of the records, except those required under FERPA, because of unpaid financial obligations to the school, or unresolved disciplinary actions against the student which warrants the denial of such copies.

19. FERPA requires the school to provide copies of records when refusal to provide copies effectively denies access to the records, when the school has provided copies of records to a third party by prior consent of the parent or eligible student or when the parent or eligible student request the records be forwarded to another school where the student seeks to enroll.

20. The Rattan Public School proposes to designate the following personally identifiable information contained in student education records as “directory information” and will disclose that information without prior written consent.

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A. Student’s nameB. Student’s extracurricular participationC. Student’s weight and height if a member of an athletic teamD. Student’s achievement awards or honorsE. Student’s photograph

21. The procedures to seek to correct educational records under 6-C of this policy shall be as follows:A. Ask the keeper of the record to correct an obvious errorB. Make a formal written request stating what part is inaccurate, misleading, or

violates the student’s rights and why.C. Make a formal request for a hearing before an independent hearing officerD. Place in the record an explanatory statement. The statement shall become a part

of the educational record and shall be disclosed whenever the questioned part of the record is disclosed.

NON-DISCRIMINATION POLICY

The Rattan Board of Education is committed to a policy of nondiscrimination in relation to race, color, religion, sex, age, national origin, linage, handicap, or veteran status. This policy will prevail in all matters concerning staff, events, students, the public, employment, admissions, financial aid, education programs and services, facilities access, and individuals, companies, and firms with whom the board does business. Racial discrimination shall include racial slurs or other demeaning remarks concerning another person’s race, ancestry, or country of origin and directed toward an employee, a student or a visitor.

The board directs the superintendent of schools to prepare necessary rules, regulations, and procedures to insure that all local, state, and federal laws, regulations, and guidelines are followed.

The following statement will be included in all course announcements, bulletins disseminated to all students, materials used for recruiting or describing programs and training application or enrollment forms, brochures, and catalogs:

“The Rattan Board of Education does not discriminate on the basis of race, color, religion, national origin, sex, age, qualified handicap, or veteran status.”

Inquiries concerning application of this policy may be referred to Bruce Lawless who is the Title IX/504/ADA Coordinator.

REDUCTION IN FORCE (RIF) POLICY (PROFESSIONAL STAFF)

1. It is the policy of the Rattan School District that in the event it becomes necessary to reduce the professional staff of the Rattan Public Schools, a reduction in force (RIF) at any level may be based on any or all of the following conditions:

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A. Actual or projected decrease in revenueB. Actual or projected decrease in enrollmentC. Actual or projected changes in educational programsD. Any circumstances determined by the board of education

2. In the event of such situation, effort will be made to accomplish the necessary reduction by attrition, voluntary resignation or voluntary retirement. Otherwise RIF will be made according to the following procedures:A. The position will be the determining factor in a RIF not the teacher occupying the

position.B. The order of termination will be as follows:

1. A licensed teacher (one with less than one year experience) in an eliminated position will be terminated first.

2. A probationary teacher (one with less than three years experience) in an eliminated position will be terminated second. However, if a probationary teacher is certified for a position held by a licensed teacher, the probationary teacher will be reassigned and the licensed teacher will be terminated.

3. A career teacher (one with three or more years experience) in an eliminated position will be placed in a retained position which the teacher is, at the time of the presentation of the recommendation to reduce force, certified by standard certification, provided the position is occupied by a probationary or licensed teacher.

4. If a career teacher is qualified for a standard certification in a position held by a probationary or licensed teacher, but does not have such a certificate, that career teacher must have evidence of eligibility for such certification on file in a personnel file in the office of the superintendent at the time of the presentation of the recommendation to reduce force.

5. If there is more than one career teacher assigned to a like position that is subject to being eliminated, the following criteria, in order, will be used to determine which of the career teachers will be retained:a. Certification order in a retained teaching position, which is open. A

career teacher with a standard certificate for the retained position will be retained over a career teacher with a provisional certificate, and a career teacher with a provisional certificate will be retained over a career teacher with a temporary certificate.

b. Seniority in continuous, full-time, contracted, certified employment in the district.

c. If the certification and seniority are the same according to the above criteria, the determining factors in order shall be:i. Years of teaching experience in the retained position in the

local districtii. Academic degree statusiii. Current year evaluationsiv. Recommendation of principal and/or superintendent

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6. If there is more than one probationary teacher or licensed teacher in the position being reduced, the criteria listed in 5-A through 5-C will be used in determining which probationary or licensed teacher will be terminated.

3. Recognizing the importance of having qualified personnel to conduct extracurricular programs, the board reserves the right to retain a teacher or employ new teachers regardless of the factors used in determining which teachers to reduce for the following extra duty assignments: department heads, vocational agriculture, vocational FCCLA, and head coaches.

4. The board of education reserves the right to retain teachers regardless of criteria listed above when there is a need for teachers to take extra duty assignments if no other teachers with the necessary qualifications and experiences are available to take the needed extra duty assignments.

5. The board reserves the right to select and employ all administrators regardless of factors listed above in determining which employees are to be reduced.

6. Personnel whose employment is terminated under the provisions of this policy shall be given priority for reemployment to fill subsequent vacancies in positions for which they have standard certification. Such reemployment shall be in reverse order of the termination according to the provisions of this policy. Priority for reemployment shall extend through the calendar year in which the RIF occurred.

7. Any person terminated under the provisions of this policy who wishes to be considered for future vacancies must make formal application for a teaching position and must notify the superintendent by certified mail restricted delivery, within ten days following final board action on the termination of the teacher’s desire to remain an active applicant for a teaching position.

REDUCTION IN FORCE (RIF) POLICY (SUPPORT PERSONNEL)

Categories of Support Personnel: With respect to any potential Reduction in Force, support personnel shall be divided into the following categories:

1. Secretaries2. Teacher Assistants3. Library Media Assistants4. Paraprofessionals5. Special Ed Paraprofessionals6. Health Aides7. Custodial and Maintenance Personnel8. Cafeteria Personnel9. Transportation Personnel and Bus Driver10. Management and technical staff who are not certified administrators

The district may implement a reduction in force when necessary due to lack of funds or lack of work, including but not limited to, actual or projected decreases in enrollment, consolidation of programs or positions, elimination of programs, changes in curriculum, or other circumstances determined by the Board. A reduction in force shall begin by eliminating the employment of any temporary, seasonal, or part-time support employees who are employed in

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the categories targeted for a reduction in force. However, the District may reduce full-time support employees considering the following criteria:

1. History of good performance with few or no reprimands;2. Qualification by ability, training, and experience to carry out all functions of the

job category in an efficient, competent, and safe manner;3. History of good attendance and punctuality;4. When all other consideration are equal, seniority shall be utilized to determine

layoffs. Seniority shall be based on the total time of service as an employee of the District.

There shall be no right to recall after a reduction in force. However, support employees whose positions are eliminated may be considered for reemployment upon the submission of an application for employment and may be considered for transfers to other available positions depending on the support employee’s qualifications and performance.

Any support employee who is entitled by law to a hearing before the Board of Education prior to reduction in force must request a hearing before the Board of Education. The hearing, and the request for hearing, will be the same as provided in the District policy for hearing, and request for hearing, on termination, non-renewal or suspension of employment for cause. The decision of the Board of Education at the hearing will be final.

DRUG FREE SCHOOLS POLICY

In recognition of the clear danger resulting from drug abuse, and in good faith effort to promote the health, safety, and welfare to employees, students and the community, it is the policy of this school district to provide a drug-free workplace in compliance with the Drug-Free Schools and Communities Act Amendment of 1989 (P.L. 101-226). The superintendent is directed to develop regulations that shall be incorporated into this policy.

DRUG-FREEWORKPLACE - NOTICE TO EMPLOYEES

This school district supports the “Drug-free Workplace Act of 1988” (P.L. 100-690) and all employees must individually certify their understanding of the following conditions of employment and this act:

1. Each employee is hereby notified that the unlawful manufacture, distribution, dispensing, possession or use of a controlled substance is prohibited in all workstations in the school district. Such action is prohibited by any employee during that employee’s work hours or in the performance of any duties for the school system.

2. Employees are further notified that as a condition of their employment, they are required to abide by the terms of this policy and that violation of any requirement will result in appropriate disciplinary action that may include (a) probation, (b) suspension, and/or (c) termination. Employees may be required to satisfactorily participate in a drug abuse assistance or rehabilitation program as approved for such purposes by a federal, state, or local health, law enforcement, or other appropriate agency.

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3. It shall be the responsibility of the employee to report to the district any and all convictions of a criminal drug statute violation occurring in the workplace no later than five days following such conviction. The district must also notify the federal contracting officer or grant source (if any) within ten (10) days after receiving notification from an employee or otherwise receiving actual notice of such conviction. Appropriate personnel action shall follow such disclosure within 30 days of such notice.

4. Each employee will attend a district drug-free awareness program at which employees will be informed about:A. The dangers of drug abuse in the workplace;B. The district policy of maintaining a drug-free workplace;C. Available drug counseling, rehabilitation and employee assistance programs;D. Penalties that may be imposed upon employees for drug abuse violations

occurring in the workplace.It is a requirement of the board of education that each current employee receive a copy of

this policy and that all new applicants receive a copy of this policy upon a conditional offer of employment. This policy statement shall be published in appropriate documents for proper distribution, and shall be posted at a prominent employee access area.

The district must also demonstrate a good faith effort to maintain a drug-free workplace through implementation of paragraphs 1-4 above.

WORKPLACE DRUG AND ALCOHOL TESTING (REGULATIONS)

The board of education may require drug and alcohol testing of all new applicants upon a conditional offer of employment. The refusal of a job applicant who has been offered conditional employment to take the test will be considered as a basis for not employing the applicant. Each case will be reviewed to assure compliance with current regulations of the Americans with Disabilities Act.

The school district may request or require an employee to undergo drug and/or alcohol testing as set forth below and when the superintendent is satisfied that there exists a reasonable suspicion that the employee has violated these regulations or any other school policy concerning the use of drugs and/or alcohol.

This school district may request or require a school district employee to undergo drug and/or alcohol testing as set forth below and when the superintendent is satisfied that there exists a reasonable suspicion that the employee or some other person has sustained a work-related injury or the school district’s property has been damaged as a direct result of the employee’s use of drugs or alcohol.

This school district will require school bus drivers, mechanics, maintenance employees, and any employee who is required to obtain a commercial driver’s license (CDL) to undergo drug or alcohol testing prior to employment and on a random selection basis. The superintendent shall ensure that employees who are selected for random testing are selected on a basis that is entirely random and on a basis which results in an equal probability that any employee from a

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group of employees subject to the selection mechanism will be selected and does not give the district discretion to waive the selection of any employee selected.

This school district will require bus drivers, mechanics, maintenance personnel, and any district employee who is required to obtain a commercial driver’s license (CDL) to undergo drug or alcohol testing during routine employee fitness-for-duty medical examinations.

This school district will require periodic drug and alcohol testing without prior notice of any employee who has tested positively under this policy, who has participated in a drug or alcohol dependence treatment program as a result of this policy, or an employee who is required to obtain a commercial driver’s license (CDL).

All employees subject to this drug and alcohol testing policy will be tested for alcohol, marijuana, cocaine, opiates, amphetamines, phencyclidine and their metabolites and any other drug or combination of drugs currently included in the provisions promulgated by the Oklahoma State Board of Health or as required by federal law.

Drug Testing ProceduresDrug and alcohol testing standards and procedures of this school district shall conform

fully to the provisions of the State Board of Health. Testing facilities used by this district shall provide evidence of having met all licensing and/or certification requirements of the State Board of Health including the following:

1. Samples shall be collected and tested only by individuals deemed qualified by the State Board of Health. Such samples may be collected on the premises of the school district or at a testing facility.

2. Only samples deemed appropriate by the State Board of Health for drug and alcohol testing shall be collected.

3. The collection of samples shall be performed under reasonable and sanitary conditions.4. Samples shall be collected in sufficient quantity for splitting into two separate specimens,

pursuant to rules of the State Board of Health, to provide for any subsequent independent analysis in the event of challenge of the test results of the main specimen.

5. Samples shall be collected and tested with due regard to the privacy of the individual being tested. In the instances of urinalysis, no representative, agent, or designee of the school district shall directly observe an applicant or employee in the process of producing a urine sample; provided however, collection shall be in a manner reasonably calculated to prevent substitutions or interference with the collection or testing of reliable samples.

6. Sample collection shall be documented, and the documentation procedures shall include:A. Labeling of samples so as reasonably to preclude the probability or erroneous

identification of test results, andB. An opportunity for the applicant or employee to provide notification of any

information which the applicant or employee considers relevant to the test, including identification of currently or recently used prescription or nonprescription drugs, or other relevant information.

7. Sample collection, storage, and transportation to the testing facility shall be performed so as reasonably to preclude the probability of sample contamination or adulteration.

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8. Sample testing shall conform to scientifically accepted analytical methods and procedures. Testing shall include confirmation of any positive test result by gas chromatography, gas chromatography-mass spectroscopy, or an equivalent scientifically accepted method of equal or greater accuracy as approved by State Board of Health rule, at the cutoff levels as determined by the State Board of Health rule, before the result of any test may be used as a basis for refusal to hire a job applicant or any action by an employer pursuant to Section 12 of 40 O.S. 551, et seq.

9. A written record of the chain of custody of the sample shall be maintained form the time of the collection of the sample until the sample is no longer required.

Testing ResultsThe following steps will be taken when an employee’s medical exam is positive for the

presence of drugs or alcohol:

1. The employee will be notified of the results of the test. The applicant or employee has a right to obtain all information and records relating to that individual’s testing.

2. The employee will be advised of the outcome of the drug screening and will be immediately removed from the current job assignment.

3. The employee will be given a reasonable opportunity for confidential rebuttal of the results.

4. To continue employment with the district, the employee must develop a written plan for improvement with the employee’s supervisor. As an element of every plan for improvement, the employee will be encouraged to voluntarily seek professional assistance and/or participate in an appropriate rehabilitation program. Drug and alcohol dependency evaluation and referral services for substance abuse counseling, treatment, or rehabilitation shall be provided to the employee.

5. The employee will be suspended until the employee has tested negative on a follow-up drug screening. The follow-up drug screening will be administered no earlier than seven nor more than forty-five (45) calendar days following the initial positive drug screening. The physician who administered and interpreted the initial drug screening will make a recommendation to the district as to the amount of time that is appropriate before administering the follow-up drug screening, depending on the type and amount of chemical substance initially detected in the employee’s system. The employee may use existing accrued leave during this suspension. If the employee does hot have sufficient accrued leave to cover the absence, the leave will be without pay unless prohibited by applicable law. All employees hereby affected by this policy and regulation will be provided appropriate due process procedures.

6. If the follow-up drug screening is negative, the employee may be returned to regular assignment. If the drug screening is positive, procedures for the employee’s termination will be implemented in accordance with this policy and the district’s employment termination policies.

7. Any employee whose drug screening is positive a second time, regardless of the length of time which ahs passed since the first positive test, will be recommended to the board for dismissal. Any employee who has once tested positive may be subject to random drug screening sampling for a period of two years, commencing with the employee’s return to work, and/or may be recommended for dismissal.

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Reasonable SuspicionTo ensure that reasonable suspicion does exist that an employee is under the influence of

an illegal chemical substance, or any chemical substance (including alcohol), which impacts the ability of the employee to safely perform the required functions of the position, the following inquiry procedures will be followed:

1. The supervisor will investigate and compile the facts. If the supervisor is not a director, the supervisor will verbally report the facts to the director.

2. The director will determine whether or not the facts warrant continued investigation. If it is believed that reasonable suspicion does exist, the director will verbally present the facts to the superintendent or medical review officer.

3. The superintendent or medical review officer will review the facts. If the superintendent or medical review officer believes that reasonable suspicion does exist, the superintendent will notify the employee in writing of the allegations of reasonable suspicion and issue the directive to require the employee to take the drug screening, if appropriate.

ConfidentialityThe school district shall maintain the results of any drug/alcohol test in confidentiality to

the extent possible. The employee who participates in a drug/alcohol test will be provided an opportunity to review and to obtain copies of any information and records pertaining to the drug/alcohol test.

1. The school district will maintain all drug and alcohol test results and related information, including, but not limited to, interviews, reports, statements and memoranda, as confidential records, separate from other personnel records. Such record, including the records of the testing facility, shall not be used in any criminal proceeding, or any civil or administrative proceeding, except in those actions taken by the district or in any action involving the individual tests and the district or unless such records are ordered released pursuant to a valid subpoena or other court order.

2. The records described above and maintained by the district shall be the property of this school district and, upon the request of the applicant or employee tested, shall be made available for inspection and copying to the applicant or employee. The district will not release such records to any person other than the applicant, employee, or the district’s review officer, unless the applicant or employee has expressly granted permission in writing, following receipt of the test results, for the district to release such records or pursuant to a valid court order.

3. A testing facility, or any agent, representative or designee of the facility, or any review officer, shall not disclose to the district, based on the analysis of a sample collected from an applicant or employee for the purpose of testing for the presence of drugs or alcohol, any information relating to:A. The general health, pregnancy or other physical or mental condition of the

applicant or employee; orB. The presence of any drug other than the drugs or their metabolites that the district

requested be identified and for which a medically acceptable explanation of the

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positive result, other than the use of drugs, has not been forthcoming from the applicant or employee.

However, a testing facility shall release the results of the drug or alcohol test, and any analysis and information related thereto, to the individual tested upon his/her request.

Other ProvisionsDrug/alcohol tests required pursuant to the policy will be conducted during, prior to, or

immediately after the regular work period for current employees and shall be deemed work time for purposes of compensation and benefits for current employees.

The school district shall pay all costs of testing for drugs or alcohol including any school requested confirmation tests and the costs of transportation to the drug/alcohol test site. Any individual who requests a retest of a sample in order to challenge the results of a positive test shall pay all costs of the retest, unless the retest reverses the findings of the challenged positive test in which case the school district shall reimburse the individual for the costs of the retest.

A copy of this policy shall be posted in a prominent employee access area and shall be provided to each job applicant upon the applicant’s receipt of a conditional offer of employment.

Any employee or applicant for employment who refuses to undergo drug or alcohol testing conducted in accordance with board policy and these regulations may be disciplined up to and including termination of employment. An employee discharged on the basis of a refusal to undergo drug or alcohol testing or a confirmed positive drug or alcohol test conducted in accordance with the provisions of the Standards for Workplace Drug and Alcohol Testing Act shall be considered to have been discharged for misconduct and shall be disqualified for unemployment compensation.

HARASSMENT

It is the policy of this school district that threatening behavior, harassment, intimidation, and bullying of students by other students, personnel, or the public will not be tolerated. This policy is in effect while the students are on school grounds, in school transportation, or attending school-sponsored activities, and whle away from school grounds if the misconduct directly affects the good order, efficient management, and welfare of the school district.

Harassment is intimidation by threats of or actual physical violence; the creation by whatever means of a climate of hostility or intimidation; or the use of language, conduct, or symbols in such manner as to be commonly understood to convey hatred, contempt, or prejudice or to have the effect of insulting or stigmatizing an individual. Harassment includes but is not limited to harassment on the basis of race, sex, creed, color, national origin, religion, marital status, or disability.

As used in the School Bullying Prevention Act, “harassment, intimidation, and bullying” means any gesture, written or verbal expression, electronic communication or physical act that a

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reasonable person should know will harm another student, damage another student’s property, place another student in reasonable fear of harm to the student’s person or damage to the student’s property, or insult or demean any student or group of students in such a way as to disrupt or interfere wieth the school’s educational mission or the education of any student. Harassment, intimidation, and bullying include, but are not limited to, a gesture or written, verbal, or physical acts, or electronic communications. Such behavior is specifically prohibited.

Harassment set forth here may include, but is not limited to, the following:

1. Verbal, physical, or written harassment or abuse;2. Repeated remarks of a demeaning nature;3. Implied or explicit threats concerning one’s grades, achievements, etc.;4. Demeaning jokes, stories, or activities directed at the student;5. Unwelcome physical contact.

The superintendent shall develop procedures providing for:1. Prompt investigation of allegations of harassment;2. The expeditious correction of the conditions causing such harassment;3. Establishment of adequate measures to provide confidentiality in the complaint process;4. Initiation of appropriate corrective actions;5. Identification and enactment of methods to prevent reoccurrence of the harassment; and6. A process where the provisions of this policy are disseminated in writing annually to all

staff and students.

PROHIBITING HARASSMENT, INTIMIDATION AND BULLYING(INVESTIGATION PROCEDURES)

The following procedures will be used by any person for the filing, processing, and resolution of a reported incident of harassment, intimidation, bullying, or threatening behavior. The procedures are to be followed by the administration of the school district in an effort to determine the severity of the incident and the potential to result in future violence.

Definitions

1. “Harassment, intimidation, and bullying” means any gesture, written or verbal expression, electronic communication, or physical act that a reasonable person should know will harm another student, damage another student’s property, place another student in reasonable fear of harm to the student’s person or damage to the student’s property, or insult or demean any student or group of students in such a way as to disrupt or interfere with the school’s educational mission or the education of any student. Harassment, intimidation, and bullying include, but are not limited to, gestures, written, verbal, or physical acts, or electronic communications.

“Electronic communication” means the communication of any written, verbal, or pictorial information by means of an electronic device, including, but not limited to, a telephone, a cellular telephone or other wireless communication device, or a computer.

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“Threatening behavior” means any pattern of behavior or isolated action, whether or not it is directed at another person, that a reasonable person would believe indicates potential for future harm to students, school personnel, or school property.

Procedures

The procedure for investigating reported incidents of harassment, intimidation, and bullying or threatening behavior, is as follows:

1. The matter should immediately be reported to the building principal. If the bullying involved an electronic communication, a printed copy of the communication as well as any identifying information such as email address or web address shall be provided to the building principal. As much detailed information as possible should be provided to the building principal in written form to allow for a thorough investigation of the matter.

2. Upon receipt of a written report, the building principal shall contact the superintendent and begin an investigation to determine the severity of the incident and the potential for future violence.

3. If, during the course of the investigation, it appears that a crime may have been committed the building principal and/or superintendent shall notify local law enforcement and request that the alleged victim also contact law enforcement to report the matter for potential criminal investigation.

4. If it is determined that the school district’s discipline code has been violated, the building principal shall follow district policies regarding the discipline of the student.

5. Upon completion of the investigation, the principal or superintendent may recommend that available community mental health care options be provided to the student, if appropriate. If such a recommendation is made, the administration shall request disclosure of any information that indicates an explicit threat to the safety of students or school personnel.

SEXUAL HARASSMENT POLICY

It is the policy of the Rattan Public School that sexual harassment of faculty and staff is prohibited in the workplace and in the recruitment, appointment, working conditions and advancement of employees. Sexual harassment of students is prohibited in and out of the classroom and in the evaluation of student’s academic performance.

For the purposes of this policy, sexual harassment is defined as unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature when:

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1. Submission to or rejection of such conduct is made explicitly or implicitly a term or condition of instruction, employment, status, or participation in any course, program or activity.

2. Submission to or rejection of such conduct is used as a basis for evaluation in making academic or personnel decisions affecting an individual. Has the purpose or effect of unreasonably interfering with an individual’s work or educational performance or of creating an intimidating, hostile or offensive environment for work or learning.

3. Sexual harassment encompasses any sexual attention that is unwanted.4. Persons who have a complaint alleging sexual harassment should direct their complaint to

their immediate supervisor or to the superintendent.

RACIAL HARASSMENT POLICY

Discipline PolicyAny faculty or staff member found to be guilty of verbal acts, such as racial slurs,

disparaging comments or epithets, or physical acts such as harassment or intimidation, may be subject to any or all of the following disciplinary actions, according to the severity of the action:

First: An administrative reprimand will be placed in the offending party’s personnel file.

Second: An official board of education reprimand, along with compulsory participation in an equity assurance workshop.

Final: A required appearance before the board of education for the specific purpose of imposing sanctions, up to and including suspension without pay or complete dismissal from service.

Counseling ServicesAny person found to be either a victim or offender in an incident of a discriminatory

nature shall be made aware of counseling services that are available through the counseling services of the school district or the guidance services with Pushmataha County, Oklahoma.

WORKPLACE SAFETY POLICY

It is the policy of the Rattan Board of Education to develop rules and procedures which will promote safety in the workplace and which establish and maintain conditions of work, which are reasonably safe and healthful for district employees. Therefore, the superintendent is directed to develop such rules and procedures in accordance with Oklahoma law and the rules of the Oklahoma Department of Labor. The superintendent will designate himself or another administrator as safety coordinator. The rules and procedures developed by the superintendent and approved by the board shall be incorporated in this policy and become a part hereof. In accordance with the directive of the Rattan Board of Education, these rules and procedures support and implement the Board’s policy concerning workplace safety: 1. A safety coordinator will be appointed and designated in writing. The coordinator will be

responsible for administering the workplace safety program.

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2. Safety instruction for non-certified school employees will be scheduled and conducted not less than the minimum requirements as interpreted by the Oklahoma State Department of Labor and in accordance with Rattan school board policy.

3. Special training for certain classes of employees, if any, designated by the Oklahoma commissioner of labor will be administered within the district or by any other agency deemed appropriate.

4. Safety training programs which are consistent with the various types or classes of employees’ training requirements may be utilized.

5. No employee of this school district shall discharge, discriminate against or take adverse personal action against any other employee because such employee has filed any complaint or instituted or caused to be instituted any proceeding under or associated with this policy.

6. Rattan Public Schools shall cooperate with the Department of Labor including allowing any announced inspection of the premises for the purpose of determining compliance with state statutes.

ASBESTOS INSPECTION

Inspection of district facilities for asbestos have been conducted and management plans have been developed in accordance with state and federal regulations. There is no need for removal of any asbestos at this time. Surveys will be conducted every six months to see if there are changes. If changes are necessary, proper steps will be taken to ensure the safety of all students, employees, and other occupants of the buildings.

OPEN TRANSFER POLICYTRANSFERS AND ASSIGNMENTS

It is the policy of the Rattan Board of Education that any application for open transfer will be reviewed by the board of education and considered on a first-come, first-served basis. Applications may be obtained from the superintendent and shall be filed with the office of the superintendent during regular business hours of the school district no later than April 1 in the school year preceding the school year for which the transfer is desired. Written application for any transfer shall be made by the parent(s) of the student and filed with the superintendent of the district. For purposes of the Education Open Transfer Act, the term “parent” means the parent of the student or person having custody of the student or a competent student having reached the age of majority.

By April 1, the superintendent shall notify the resident school district that a student enrolled in the resident school district has filed an application for transfer. The board of education shall vote to approve or deny the application for transfer no later than June 1. Transfer applications shall be reviewed by the board of education in executive session in order to protect the confidentiality of student records. However, the vote to approve or to deny the application for transfer shall take place in open session. The district shall not accept or deny a transfer based on ethnicity, national origin, gender, income level, disabling condition, proficiency in the English language, measure of achievement, aptitude, or athletic ability. Notwithstanding the provisions of the Education Open Transfer Act, transfers of children with disabilities shall be

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granted as authorized in Section 13-103 of Title 70 of the Oklahoma Statutes. All transfer applications will be approved or denied subject to the following criteria:

1. Availability of Programs.2. Staffing availability

If accepting the transfer will require the addition of personnel, the transfer application will be denied.

3. Space Limitations4. Disciplinary Record.

Discipline records of students transferring to this school will be requested as a part of the student’s records. It shall be within the discretion of the board of education, based upon the student’s records, as to whether a transfer will be approved or denied. As a general rule, students with poor discipline or attendance records or those deemed “not in good standing” at their former school will not be approved for transfer to this district

5. Adjudication as a Juvenile Sex Offender.

On or before September 1, the superintendent shall file a copy of a list of students granted transfer showing the resident school district and grade level of all students granted transfer with the State Board of Education and each resident school district.

On an adequate showing of emergency, the superintendent may make and order a transfer, subject to approval by the State Board of Education. An emergency shall include only:

1. The destruction or partial destruction of a school building;2. The inability to offer the subject a student desires to pursue, if the student becomes a

legal resident of a school district after February 1 of the school year immediately prior to the school year for which the student is seeking the transfer;

3. A catastrophic medical problem of a student, which for purposes of this section shall mean an acute or chronic serious illness, disease, disorder, or injury which has a permanently detrimental effect on the body’s system or renders the risk unusually hazardous;

4. The total failure of transportation facilities;5. The concurrence of both the sending and receiving school districts;6. The unavailability of remote or on-site Internet-based instruction by course title in the

district of residence for a student identified as in need of drop-out recovery or alternative education services, provided such student was enrolled at any time in a public school in Oklahoma during the previous three school years; or

7. The unavailability of a specialized deaf education program for a student who is deaf or hearing impaired.

A child who has reached the age of four (4) on or before September 1 of the school year, and resides in a district that does not offer an early childhood program may be granted a transfer into the district provided the physical facilities and teaching personnel can accommodate the child. The district may also refuse to accept the nonresident child if the district determines the child is not ready for the district’s early childhood education program.

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A child whose family relocates from the school district may continue attendance to the end of the current school year provided the student began the school year in the school district.

Students transferring to the district between school years shall be admitted to the next higher grade upon meeting entrance requirements and showing evidence of having completed the preceding grade. Students transferring from private, non-accredited schools shall be tested and placed accordingly.

Any student residing in a school district that does not offer the grade that such child is entitled to pursue shall be entitled to be transferred to any school district inside or outside of the transportation area in which such student resides which offers the grade which he is entitled to pursue. Such transfer shall be automatically approved.

No student shall be permitted an open transfer more than once in any school year.

Any brother or sister of such transferred student may apply to attend the same said school system.

Any parent, guardian, person, or institution having care and custody of a child who pays ad valorem tax on real property in this district, but does not reside in this district, may, with the approval of the board of education, enroll the child in this district and receive a credit on the nonresident tuition fee equal to the amount of the ad valorem tax paid for school district purposes provided the credit shall not exceed the total amount required for the tuition payment.

Any student transfer approved for any reason prior to January 1, 2000, shall continue to be valid and shall not be subject to the Education Open Transfer Act unless the parent having custody chooses otherwise.

Should the board of education determine that cancellation of a previously approved transfer is in the best interest of the district, the resident district and the parents/guardian of the student shall be notified of the cancellation. Such notice shall be made by June 1 prior to the school year for which the cancellation is applicable.

REMOVAL OF JUVENILE SEX OFFENDER PROCEDURES

Upon receipt of notice from the juvenile bureau or the Office of Juvenile Affairs, that a student in the school district was adjudicated of an offense subject to the Oklahoma Juvenile Sex Offender Registration Act, involving another student or siblings of the victim that are attending school in the district, the superintendent shall:

1. Notify the victim and parent or guardian of the victim of their right to request to be separated from the offender at school and during school transportation.

2. If the victim requests to be separated from the offender, the school district shall take all steps allowed by law to separate the victim and/or the victim’s siblings from the offender. Steps that may be taken in this school district are as follows:

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a. Inform the offender that he/she may seek an Open Transfer to another school district for the subsequent school year. This transfer would be subject to

the policy on open transfer for the receiving district.b. Provide the offender with a transfer to another school site within the district.c. Place the offender in an alternative education program.

(If the offender is a special needs student, the school district’s special education law attorney would be contacted to determine what steps, if any, the district may legally take.)

BASIC FIRST AID FOR SPECIFIC CASES

Specific care for specific injuries includes the following:

If a fracture is suspected, do not move the injured part at all. If a spinal injury could have occurred, do not move the victim at all; doing so could cause permanent and irreversible spinal column-nerve damage.

Bleeding should be controlled only with direct pressure and pressure points. Do not apply a tourniquet. Do not use direct pressure on the head if the person could possibly have a fractured skull.

In the event of respiratory and/or cardiac arrest, a certified person should start CPR immediately. The office should be notified to call the ambulance. Tell the dispatcher you have a cardiac arrest on a child, and that a paramedic from one of the ambulance services should be sent immediately. The ambulance service numbers should be kept immediately available in each office.

When applying ice to a contused or injured area, always place a layer or two of cloth or paper towels between the skin and the ice pack to avoid a cold injury. It is not necessary to have a huge bag of ice; a small Ziploc works best.

Burns should be treated with cool water immediately, and then apply sterile dressings or sheets moistened with sterile water or normal saline.

When a seizure occurs, remain calm! Very few people actually die during a seizure. If a death is seizure related, it is usually because of the location at the time of the seizure. Status epilepticus is a true life-threatening problem in which one seizure occurs right after another, resulting in severe hypoxia (decreased oxygen), which can cause cardiac arrest. When a person is seizing, they do not breathe, so every person who seizes suffers some hypoxia; but, as soon as the seizure is over, under normal circumstances, the person will start breathing again automatically. There are three main things to remember: (1) Remove any object which the child might strike or which might injure the child during a seizure; (2) don’t restrain the child in any way (the muscles’ movements are so strong and violent that, if restrained, the child can actually suffer fractured bones); and (3) ensure the child has an open airway following a seizure. If a child has not suffered a fall that could have resulted in spinal injury, the child should be placed lying on his or her side. This will provide an open airway as well as prevent aspiration. If a

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child has suffered a fall, even if it wasn’t but a short way, the child’s spinal column could have been injured and should not be moved even after the seizure is over. A child who has suffered a fall during a seizure should receive medical transportation and treatment.

Employees should be aware of several things about diabetics because it is important to act promptly to avoid a life-threatening situation. Symptoms of high blood sugar (hyperglycemia) are: increased thirst and urination, weakness, abdominal pains, generalized aches, deep breathing, loss of appetite, nausea, and vomiting. The diabetic’s skin is usually warm and dry; sometimes with a flushed coloring to the face. Symptoms of low blood sugar (hypoglycemia) are: excessive sweating, faintness, headache, pounding of the heart, trembling, impaired vision, hunger, irritability, personality change, and difficulty awakening the diabetic. The diabetic’s skin is cool and moist. What to do: If the diabetic is conscious, give glucose, or liquid containing sugar, such as orange juice. Do not give fluid if the person is not conscious. Seek medical attention. Diabetic emergencies can be precipitated by too little insulin, failure to follow diet, infection, fever, emotional stress, too much insulin, not eating enough food, unusual amount of exercise, and delayed meals.

House Bill 1051 creates the Diabetes Management in Schools Act which encourages each school in which a student with diabetes is enrolled to ensure that either a school nurse or a volunteer diabetes care assistant is available to assist the diabetic student when needed. The Act requires:1. That a diabetes medical management plan be developed for each student with diabetes.2. Each school district shall provide to each school employee responsible for transporting a

diabetic student an information sheet for responding to an emergency3. The school will allow the diabetic student to manage his care, assessment, and treatment

as needed while attending school or school activities. The school shall provide a private area where the student may attend to the management of his diabetes.

4 A school nurse shall not be liable for the actions performed by a volunteer diabetes care assistant.

SCHOOL VISITORS POLICY

It is the policy of the Rattan Board of Education that all visitors of any school facility obtain a visitor’s pass at the building principal’s office. Parents are requested not to send or allow siblings to visit students in the classroom.

Staff members are not normally expected to have personal visitors during the school day. Agents or other persons shall not visit teachers during school hours for the purpose of selling books or other articles without written consent from the superintendent.

The superintendent or principal of any school shall have the authority to order any person out of the school building and off the school property when it appears that the presence of such person is a threat to the peaceful conduct of school business, school activities, and/or school classes. Any person who refuses to leave the school building or grounds after being ordered o do so by the superintendent or principal, shall be guilty of a misdemeanor and upon conviction shall

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be punished by a fine of not more than $500.00 or by imprisonment in the county jail for not more than 90 days, or by both such fine and imprisonment.

Any person who is requested to leave the premises shall be unable to return to the premises without the written permission of the administration for a period of six months. A grievance or an appeal may be filed by the individual as per district policy for school visitors’ grievance/appeals process.

Grievance PolicyAny person who has been removed from this institution shall be given written notice of

the procedures for requesting a hearing and filing a grievance or appeal with the Board of Education by their receipt of a copy of this policy.

Filing a Grievance or AppealWithin five (5) working days of being directed to leave the premises, the individual

(“complainant”) may request a hearing before the Board of Education regarding their removal from school premises. The request shall be submitted in writing to the superintendent. Such request shall be mailed certified mail, return receipt requested. If the complainant fails to request a hearing within five (5) working days of being directed to leave the premises, the right to a hearing shall be deemed to be waived.

Upon receipt of the complainant’s request for a hearing, the administration shall prepare a written summary of the reason(s) why the individual was directed to leave school premises. The written summary may include the date, time, place, witness statements, and reasoning behind the administration’s decision to direct the individual to leave school premises. The written summary prepared by the administration shall be mailed to the complainant no later than ten (10) days prior to the date set for hearing before the Board of Education

HearingThe hearing shall be conducted by the Board of Education as follows:1. The administration shall present each of the Board Members with a copy of the

written summary provided to the complainant.2. The complainant shall present each of the Board Members with a copy of a

written response to the administration’s paperwork.3. Members of the Board of Education shall be afforded the opportunity to ask

questions related to the summary and response.4. The Board of Education shall vote to accept, amend or reject the recommendation

of the administration with regard to the directive to complainant.The decision of the Board of Education shall be final and unappealable.

PROFESSIONAL DEVELOPMENT

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The board of education shall establish professional development programs for the certified and licensed teachers and administrators. Programs shall be adopted based upon recommendations of a professional development committee appointed by the board of education. Each professional development committee shall include classroom teachers, administrators and parents, guardians or custodians of children in the school district and shall consult with a higher education faculty. A majority of the members of the professional development committee shall be composed of classroom teachers. The teacher members shall be selected by a designated administrator of the school district from a list of names submitted by the teachers in the school district. The members selected shall be subject to the approval of a majority vote of the teachers in the district. At a minimum, once every four years the committee shall include at least one school counselor in its membership.

The professional development programs adopted shall be directed toward development of competencies and instructional strategies in the core curriculum areas for the following goals:

1. Increasing the academic performance index scores for the district and each school site;

2. Closing achievement gaps among student subgroups;3. Increasing student achievement as demonstrated on state-mandated test and the

ACT;4. Increasing high school graduation rates; and5. Decreasing college remediation rates

Beginning October 1, 2007, each district shall annually submit a report for the previous school year to the State Department of Education on the:

1. district level professional development needs,2. activities completed,3. expenditures, and4. results achieved for each school year by each goal listed.

All certified and licensed teachers and administrators shall accrue at least 75 professional development points within a five year period with at least some points completed each year.

RECYCLING POLICY

It is the intent of the Rattan Public School to follow the guidelines of the Oklahoma Recycling and Recycling Materials Procurement act. Therefore:

1. A recycling coordinator shall be appointed by the superintendent of schools and be responsible for the program implementation. The coordinator may delegate responsibilities as needed.

2. Rattan Schools will reduce the volume of solid waste by practicing source reduction and by reusing materials.

3. The recycling coordinator will evaluate the types and quantities of solid waste materials produced in the workplace and determine the most efficient recycling process.

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4. The recycling coordinator will work with the building principals and the custodial staff to determine an appropriate plan for the movement of recyclable materials and the possible reuse of other materials.

5. The recycling coordinator will provide information about the recycling program to the employees who will be expected to participate. This information shall include the name and contact information for the recycling coordinator, the types of material to be recycled and the manner in which the recycling program will operate.

PURCHASING AND PROCEDURES GUIDE

A purchasing and procedure guide has been prepared for the use of all employees of the Rattan Public Schools in making requests for purchase of supplies, equipment, and services, and is incorporated as a part of the district’s policy manual. The purpose of the guide is to establish a definite procedure to be followed in purchasing materials, services, and equipment by or for the Rattan Public Schools.

Employees are requested to become familiar with the contents of the guide in order to help them receive requested supplies more quickly. The guide will place emphasis on the following:

1. Proper use of the requisition form.2. When speaking with suppliers, do not lead them to believe they will be awarded the

purchase contract.3. Orders made by telephone must be approved in advance by the superintendent and a

purchase order number assigned by the purchasing office.4. All purchases of supplies, equipment, services, transportation, etc., must be arranged in

advance by the purchasing office.5. It is the responsibility of the building principals and activity sponsors to follow specific

instructions in securing services or materials.6. Items costing in excess of $1,000.00 will normally be bid. This is a responsibility of the

purchasing office.7. Requisitions delivered to the purchasing office must be left for further processing. A

minimum of one day is needed for processing. Requisitions must be checked for budget allocation and balances before the purchase order will be authorized by the purchasing office.

8. Constructive recommendations for changes in the purchasing procedure should be presented to the purchasing agent for consideration.

REQUISITION PROCEDURES

The following procedures shall be used when requesting supplies and/or equipment for Rattan Public Schools:

1. Personnel are to present their needs to their building principal in the form of a requisition, giving all required information, including prices. If prices are not known, an estimated amount should be entered. The requisition must be given to the principal by Friday.

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2. If approved, the requisition will be signed by the building principal.3. The principal will keep one copy of the requisition and the original will be taken to the

superintendent’s office on Monday morning.4. The superintendent will authorize the purchase or deny the request.5. Purchase orders will be printed each Wednesday by 3:30 p.m. Purchase orders for

requisitions submitted after Friday at 3:30 p.m. will be printed the next week. The encumbrance clerk will assign the purchase order/encumbrance number.

6. The order will then be placed by the purchasing officer or purchase order given to the requester for purchase. Only the items listed on the purchase order are the ones authorized to be purchased. Any modification of the purchase order must be approved by the superintendent.

7. All shipments will be received and verified by the purchasing office. After verification of shipment is made, the building principal will be notified that the shipment is ready for pickup. When the requester receives the goods directly from the vendor, the invoice or packing slip shall be given to the purchasing office for verification of receipt and processing for payment.

8. Personnel are not authorized to make any expenditure commitments prior to authorization by the purchasing office. This could cause duplicate purchases, two different vendors, and/or duplicate shipments. Invoices will not be paid by the school without a purchase order being issued.

9. Telephone calls or letters to vendors, made by or authorized by building principals or activity sponsors, should be specific that no shipment is to be made until a purchase order is approved.

10. When a purchase order is furnished to a vendor, the materials or equipment may be procured. NO PURCHASE IS AUTHORIZED WITHOUT A PURCHASE ORDER PROPERLY VALIDATED BY THE PURCHASING OFFICE.

PURCHASING AND DISTRIBUTION (REGULATION)

All purchases shall be made in strict conformity with local procedural requirements as set forth in the laws of Oklahoma. School supplies and equipment shall be purchased only after careful consideration of the needs as pointed out by the appropriate administrative officials and teachers of the school system and authorized by the superintendent. All materials and services received by the school district shall be reviewed by the proper school district representative to see that terms and specifications have been met.

The board shall keep written records covering all purchases. These records shall include written purchase orders, copies of the bills, and claims showing time of payment. All guarantees shall remain on file in the superintendent’s office.

SCHOOL ACTIVITY FUND POLICIES AND PROCEDURES

Purpose and Scope

The purpose of these regulations is to establish written policies and procedures governing the activity funds of this school district to insure compliance with:

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Oklahoma laws Regulations of the State Board of Education Policies and regulations of the Rattan Board of Education Generally accepted principles of accounting for public funds

Oklahoma statutes (70 O.S. 1991, §5-129 as amended, 1993, 1996, 1996) provides that “The Board of Education of each school district shall exercise control over all funds on hand or hereafter received or collected, as here in provided, from student or other extracurricular activities conducted in the school district.”

Sponsors

Preparing for the Year

Preparation for the school year begins with the request for all fund-raising activities, which must be submitted for approval at the beginning of the year. No fund-raising activity can take place without board approval, and this is normally done once each year. State law requires that the board of education approve: (1) all activity fund accounts, (2) the fund-raising activities and tentative dates that will produce funds for the account, and (3) the purpose for which the funds will be spent.

Activities which require approval are all activities in which money will be collected by school personnel to be deposited in an activity fund sub-account, whether or not the event results in a profit. This includes vending machines, all concessions, sale of any item such as shirts, candy, pins, candles, etc., and all events where tickets are sold or donations solicited. If money is collected board approval is required in advance.

Approval can be obtained after the school year begins in rare instances when a sponsor could not have foreseen the event. The request must be submitted through the principal to the superintendent. If accepted, the request will be placed on the agenda for board approval. The fund-raising event may take place only after board approval.

Guidelines

A. Plan Group Activities

1. Decide which activities to use.2. Set financial goals. (How much money will the group need?)3. Submit a “Budget for School Activity Sub-account” form to the activity fund custodian.

B. Choose and Submit Fundraisers for Approval

C. Complete a “Fundraising Activity Request” form and submit the form to the activity fund custodian.

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Activity Fund Custodian. It is the responsibility of the activity fund custodian to organize all budget forms and activity form which sponsors submit. Those forms will then be submitted to the principal for approval.

Principal. Once the principal has approved a “Budget and/or Activity form” for a sub-account, he/she will then submit it to the superintendent for approval. The superintendent will present the forms at the next regularly scheduled board meeting for approval.

Guidelines

The sponsor of an activity fund sub-account is required to keep the following records: Ledger Receipts Lists of money collected from students Receipts from the activity fund custodian Budget Activity Requests Expenditures Purchase Requests

At the beginning of the year, obtain the following: A ledger A receipt book Purchase request forms from the activity fund custodian

The ledger will be a hand-posted ledger book and must keep a running balance of the account. The ledger will be balanced every month with the activity fund custodian. Copy the ledger on the Friday before the board meeting and give the copy to the actdivity fund custodian.

Activity Fund Custodian

The activity fund custodian will print out a detail by code ledger for each sponsor each month. The sponsor’s ledger will be balanced against this activity fund custodian report. Once the ledgers are balanced, the activity fund custodian will print a custodian’s activity report and give it to the principal, who will then give it to the superintendent and the board members at the next regularly scheduled board meeting.

Ledgers

A. Main page for all transactionsB. Each fundraiser on a separate page (for balancing purposes).C. Reconcile monthly.D. Turn in at the end of the year, after reconciling, to the activity fund custodian.

Receipts

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A. Pre-numbered receipts must be used.1. Receipts will be kept in numerical order and according to date2. Receipts should indicate the person the receipt was issued to.3. Indicate the sub-account, i.e. Yearbook, VICA, FCCLA, BEST4. Indicate what the money is for5. Amount should be in both numerical and word form6. Include the source and type of transaction, i.e. cash, check7. Voided receipts should be kept attached to the copy8. Sponsors are required to copy the front of checks collected9. Student lists must be kept for fundraisers with name, amount owed,

amount collected.

B. All money taken in must be receipted immediately. (No exceptions) Students are not to receipt money.

C. Keep money in a secure location until ready to turn in to the activity fund custodian.

D. All money must be counted and change rolled before given to the activity fund custodian. (Exception: Volunteers who operate athletic concession stands)

E. Never should money be used to make cash purchases. All money received shall be receipted and turned in to the activity fund custodian. Alto purchases shall be made after pre-approved purchase request is made.

F. Never should money received by a sponsor be used to cash checks, personal or otherwise.

G. Tickets should be pre-numbered1. Record beginning and ending numbers on the “Reconciliation of Ticket

Sales form.2. Record beginning and ending cash amounts.3. One person should hand out tickets while another person handles the

money.

3. Deposits

A. Deposits should be given to the activity fund custodian daily if more than $100, or weekly if not.

B. The activity fund custodian will write a receipt, which you should staple to the receipts making up your deposit.

C. Indicate “Deposit” on the ledger.1. Main page and separate fundraiser pages.2. Indicate on ledger the numbers of the receipts used to make deposits

(Example: Receipts 101-110 totaling $234.00 sent for deposit.)

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D. All receipts for one day may be deposited on one slip. Do not make separate deposits for each receipt.

E. Include voided receipts on ledger so each receipt will be o in order and be accounted for.

Guidelines

1. Give money to the activity fund custodian when it totals $100.002. Bring receipt books to the activity fund custodian when making a deposit.3. Staple the activity fund custodian’s receipt to the receipts which total the amount

of money just turned into the activity fund custodian.4. Make appropriate notations on the ledger.5. Reconcile with the activity fund custodian at the end of each month.

Expenditures

All activity fund expenditures must be approved in advance by the principal, have the original invoice submitted with the authorization, and paid by check to the original vendor. (Only travel expenses are approved for reimbursement to an individual, and receipts are required for all travel expenses, except mileage.) As with all other expenditures, the travel must be approved in advance, and only in rare instances would it be appropriate to pay for travel from an activity fund. No funds from a school activity fund sub-account shall be used for any purpose other than the purposes for which the account was created, unless there is a transfer of funds approved by the board. These funds are nearly always raised by students, for student activities. Adult travel or meals would be included in the activity fund expense only when the adult travel occurs as a sponsor of student travel.

The expenditure sequence is as follows:

1. Make sure the balance in the account is sufficient to cover the invoice.2. Obtain written authorization from the principal.3. Obtain purchase order number from activity fund co-custodian (Reba)4. Order or purchase goods from the vendor.5. Obtain and sign the vendor’s invoice, making sure all goods are delivered and

satisfactory.6. Sign the bottom of the authorization and send it with the invoice to the activity

fund custodian for payment, along with a stamped, addressed long envelope.

Please note that there is no provision for paying for goods with cash or in advance. A statement form a vendor is not sufficient documentation, since statements do not itemize goods received.

It is imperative that invoices are signed and turned in for payment as soon as they are received to avoid late payments to vendors.

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Be sure the request for payment includes the invoice number and a brief description of the items purchased. The invoice number alone is not enough detail, since the request for payment must indicate what is purchased. Allow time for checks to be written for payment. Invoices must be turned in before the cut-off date near mid-month.

Expenditure Guidelines

1. An activity fund activity request (approved by the board) should be on file with the activity fund custodian. No money will be spent until then (See

Prepare for the Year)2. Obtain an approved purchase request through the principal. No orders can be sent

without a pre-approved purchase request and purchase order number. Failure to comply with these instructions could leave the sponsor or other person responsible for payment.

3. Checks will be issued only when invoice or supporting documentation and merchandise have been received. All packing slips, invoices and/or itemized statements must be signed and dated the day received. (Keep a copy for records, originals will go to the activity fund custodian.)

4. Subtract expenditure from the ledger balance.

5. Checks will not be issued to a student, only a sponsor. The sponsor will be responsible for getting proper documentation for expenditures. (Exceptions: student prizes, scholarships, services rendered, or reimbursement.)

6. Athletics must get proper documentation and receipts for tournaments. Referee contracts and purchase requests must be given to the activity fund custodian at least three business days in advance, so mark your calendar.

7. Money raised must be spent on the expenditure it was designated for, without exception. (Example: You cannot buy videos with money raised for computer software.)

8. Purchases over $2,000.00 should have a non-kickback affidavit attached.

Collecting and Depositing Money

All funds collected must be documented as to date, amount, source and type of funds. This can be done by issuing a pre-numbered receipt, by documenting the amount on a counting slip (concession), or by using a ticket reconciliation slip.

Money collected must be deposited daily if the amount on hand is $100.00 or more. Even if the amount is less, deposits must be made once a week. All funds collected by a school group become school activity funds and must be accounted for through the activity fund. This means that school groups cannot have their own checking accounts, cannot keep a treasury with

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their sponsor or treasurer, or operate their own fund in any way except through the activity fund custodian.

Since activity accounts are required to follow OCAS rules, the reconciliation form must itemize the source of funds. Funds from more than one source must be documented on separate forms so they can be properly coded. Mark all reconciliation forms with your account number. The activity fund is closed and balanced before each board meeting, and each sponsor is responsible for seeing that forms reach the office ahead of the cut-off date.

If you sell tickets for an event, it is important that they are pre-numbered and recorded. If tickets are sold by group members, treat the tickets as assets just as you would any item for sale. Create a list with the students’ names and rage of tickets they are given. List any tickets returned unsold along with amount of money collected.

If you sell tickets at the door for an event, the seller should be someone other than the one who takes them up. The seller should complete a reconciliation sheet showing starting and ending numbers for both children and adults, and show the money taken in.

When pre-numbered receipts or tickets cannot be sold, as with concessions, at least two people should be assigned to collect and count receipts. Both individuals should sign the counting slip before the money is turned in to the activity fund custodian.

Money collected should be turned in to the activity fund custodian in its original form, and should not be used to cash checks, kept on hand to make change, or used for any other unauthorized purposes. This is not a bank, and engaging in money changing leads to errors, misplaced funds, and outright theft.

Elementary School Fundraisers

Funds raised by elementary students will be used to benefit the elementary school and its student body. The elementary principal will be allowed latitude in determining how those funds may be used according to changing needs and circumstances.

Closing the Year

Reconcile the activity sub-account with the print-out from the activity fund custodian each month. If this is done, closing the year will be easy.

Each sponsor should reconcile at the end of the year by making an appointment with the activity fund custodian during the last few weeks of school, not the last few days.

Verify that the ending balance in the ledger agrees with the balance on the district’s records.

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Record the balance on a ledger sheet for starting the new year. Collect all records for the year, label them prominently with the school year, and store them where they can be easily retrieved if requested by an auditor. Records must be kept for at least five (5) years.

NSF Checks

In the event that NSF checks are returned by the bank, the amount of the check and any related costs will be charged to the proper sub-account.

Transfers

Monies from school activity accounts may be transferred to other approved school activity accounts for payment of goods or services. Transfers shall be made upon request by the account sponsor and approval by the superintendent. Any transfer of excess balances in an account shall be subject to approval by the board of education, as required by state statutes.

Addition: Basketball, softball, and baseball gate money will go into 806 Activity Athletic account. Basketball concession will go into 820 basketball account. Softball concession will go into 821 softball account. Baseball concession will go into 819 baseball account.

SCHOOL BUILDINGS AND PROPERTY USE POLICY

The school facilities shall be made available to the fullest extent under the laws of the state of Oklahoma and the policies of the board of education to individuals and organizations from within the district for benefit and non-benefit programs, except that such programs shall not interfere with the regular school activities.

School auditoriums, gymnasiums and stadiums shall be made available to individuals and local organizations from within the district for benefit and non-benefit programs for a rental fee of $50.00 for five hours or less. An additional charge of $5.00 per hour shall be made for each hour in excess of five hours. Individuals and organizations shall be required to pay for any school labor used incidental to the facilities use. The cost of such labor shall be one and one-half times the current hourly rate for such employees and shall be paid in addition to the building’s rental charge.

The board may waive on a trial basis existing fees for the use of the auditoriums, gymnasiums and stadiums by non-school sponsored groups to allow organized children’s teams to practice, play or participate in sports related games at approved times. Personnel designated by the school administration and approved by the board will assume responsibility for making all arrangements for opening, closing, care and supervision of the facilities relative to team play, practice or participation.

The board may approve on a trial basis the waiving of existing fees to allow coaches of athletic teams to open school gyms for use by students enrolled in competitive athletics.

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Use of the school cafeteria for meals prepared by the school personnel may be approved by the school superintendent with the unit cost determined in cooperation with the cafeteria manager. Charges for meals shall be sufficient to pay all related cost associated with the preparation and serving. This shall be in addition to the building use fee.

The following restrictions shall apply to the use of all facilities:

1. The use of the buildings will be approved only when such use does not interfere with school activities.

2. All dates for the use of the buildings must be cleared through the office of the high school principal.

3. Programs must be of a type and kind which could properly be presented to school aged students.

4. The using organization or individual will be held responsible for any damage or less to school property and must agree in advance to assume this liability.

5. The superintendent may refuse the use of the facilities until such request is presented to the board of education for its approval.

6. The board of education shall reserve the right of refusing or canceling the use of buildings or facilities under its jurisdiction.

7. The use of school facilities shall be limited to individuals, groups, and organizations within the Rattan School District boundaries.

TRANSPORTATION POLICY

The responsibility for safe bus transportation is divided among the state and local boards of education, teachers, bus drivers, students, parents and the general public. Although school bus accidents occur relatively infrequently, each such accident is one too many. Because of the potential dangers to which school children are exposed on the way to and from school in rural areas of the district, every precaution shall be taken to safeguard them. Since defective equipment is one of the causes of school bus accidents, it shall be the responsibility of the superintendent to provide the safest and best equipment available within the available school finances.

The superintendent and director of transportation shall have the responsibility and authority to plan and develop the school bus routes. The superintendent and the director of transportation shall survey the roads that might be used and select those routes which are safest and best whenever possible. The schedule shall be carefully planned consistent with safe driving and consideration of student conveniences. It shall be the responsibility of the board of education, upon recommendations from the superintendent and transportation director, to employ drivers and establish minimum requirements for employment of drivers.

The director of transportation shall be responsible for the repair, maintenance and operation of the school’s buses. He shall read each daily inspection report and correct all problems associated with bus safety.

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The driver is ultimately responsible for the safe delivery of transported students. The driver must complete pre-trip and post-trip inspections and a daily inspection report must be delivered to the director of transportation. Drivers are also responsible for the following:

1. Checking and adding oil when 2. Refueling3. Sweeping the bus daily4. Closing all windows after each route5. Starting each morning at the same time6. Scheduling arrival at school between 8:30 and 8:40 each morning7. Reporting any discipline problems to the correct principal.8. Maintaining the same route unless instructed differently by the director of transportation

or the superintendent.9. Reading the weekly bulletin posted on the bulletin board in the bus shop.10. Reporting the need for a substitute as soon as possible.11. Having an emergency exit drill during the first week of each semester.12. Drivers are not to leave students unattended on the bus13. No unauthorized persons are allowed on the bus.

The following disciplinary procedures shall be used by the drivers:1. Discuss with all students the rules to be observed when being transported.2. Talk to students about their violation of any rule when it occurs, give them instructions

concerning proper conduct, take appropriate disciplinary action, and complete a disciplinary report for the principal and forward it with appropriate comments.

3. Drivers may use the following to discipline students:A. Change seating arrangement.B. Have students sweep the buses.

4. Drivers may refuse to transport students if the immediate safety of other students is in question.

5. Drivers may remove a student from the bus immediately if the safety of other students is in question. However, the student must be left at a regular stop and in the care of a responsible adult. The driver must inform the parents or guardians of the location where the student was removed from the bus. The driver must notify the principal as soon as possible.

COMMUNICABLE DISEASE POLICY

It is the policy of the Rattan Public School that students who have contracted any type of communicable disease shall not be denied educational opportunities. Placement of students with communicable diseases will be determined on an individual basis and with consultation of health officials.

When a student is confirmed as being infected with AIDS, HIV or HBV, the superintendent shall call for a multidisciplinary team meeting composed of the superintendent’s designee, the parents, guardian or legal representative for the student, the student’s physician and a member of the state health department. This team shall determine the best placement for the student. The team may recommend that the student be classified as a disabled student in need of

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services under P.L. 101-476 or P. L 94-142. If the team recommends that the student may need special education services, the district will then convene an individual education placement (IEP) team to determine the best placement for the student.

The Rattan Board of Education believes that the risk of HIV/AIDS infection through casual contact is negligible, but recognizes the theoretical potential and extreme seriousness of the disease. Therefore, the following guidelines should be carefully followed:

1. All employees should exercise caution to minimize exposure to blood and body fluids.2. Protective gloves should be worn if contact with blood or body fluids is possible.3. Extra caution must be observed if the employee has cuts or open skin lesions.4. In any setting, good hand washing procedures should be observed after coming in contact

with blood or body fluids.5. Areas soiled with blood or body fluids should be cleaned with soap and water and

disinfected with a 10% bleach solution.6. All disposable materials such as gloves, towels and sanitary napkins should be wrapped

in a plastic bag and that bag placed in a second plastic bag and disposed of with other solid waste.

It is the intent of the Rattan School Board to provide a safe environment for students and employees. If a student or employee is infected with HIV/AIDS, proper and reasonable precautions will be taken to ensure the safety and well being of all concerned. The following guidelines should be followed:

1. If a student is infected with HIV/AIDS, Oklahoma law (70 O.S. 1210.194 and 70 O.S. 10-105) and the communicable disease policy of the Rattan School shall be followed.

2. The determination of whether or not a school employee infected with HIV/AIDS should be permitted to remain employed will be determined on an individual basis. A committee composed of the employee, the employee’s physician, a representative of the state health department and one administrator appointed by the superintendent of the school shall determine the employee’s status of employment and make recommendations to the superintendent.

The Rattan Public School shall conduct AIDS education programs during the school year. The site principal for grades 4-6 shall determine if there is a need for the AIDS education program. The site principal for grades 7-12 shall set up a program for all students and determine the material to be used. The materials shall be made available to the parents for at least 30 days before the program is presented. The local Red Cross agencies may be used to conduct the program. Parents who refuse to allow their child to participate in AIDS education must make the school aware in writing.

CHILDREN WITH DISABILITIES

It shall be the policy of the Rattan Public Schools, in compliance with the Education for All Handicapped Children Act of 1975, the Individuals with Disabilities Education Act of 1990 and applicable Oklahoma statutes, to provide a free and appropriate public education to meet the

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educational needs of qualified disabled persons as adequately as the needs of non-disabled persons are met.

Learning disabilities (LD) placement policies are currently the responsibility of the local education agency (LEA). In an effort to maintain a program which emphasizes process-deficit-based teaching instead of serving students that are slow learners or that live in educationally disadvantaged home environments, the following criteria for identification of students with specific learning disabilities will be in effect within the Rattan Public Schools.

The definition of “specific learning disability” will be in compliance with Part 121a..5(b)(9) of Title 45 of the Code of Federal Regulations. The criteria for determining the existence of a specific learning disability will be if:

1. The student does not achieve commensurate with his or her age and ability on one or more of the areas listed in paragraph (2) below, when provided with learning experiences appropriate for the child’s age and ability level.

2. The child has a “severe discrepancy” between achievement and intellectual ability in one or more of the following areas;A. Oral expressionB. Reading comprehensionC. Listening comprehensionD. Math calculationE. Written expressionF. Math reasoningG. Basic reading skills

3. The student may not be identified as having a specific learning disability if the severe discrepancy between ability and achievement is primarily the result of:A. Visual or hearing impairmentsB. Gross or fine motor disabilitiesC. Mental retardationD. Emotional disturbanceE. Environmental, cultural, or economic disadvantages.

4. A students moves into the Rattan District that has previously been identified as having a learning disability.

A severe discrepancy is defined as an estimated percentile rank of discrepancy between predicated ability and actual achievement that falls at or below the ninth percentile as determined by a procedure that corrects for effects of regression toward the mean when comparing two test scores. Other information to be considered in the determination of eligibility for specific learning disabilities includes classroom performance, observations, adaptive behavior and school history. Exceptions may be made by the IEP team, if the observations and other facts contradict the standard discrepancy formula being used.

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COUNSELING SERVICES POLICY

Rattan School will provide facilities for students who are in need of counseling. Students who have a current IEP that calls for related services in counseling will be seen during the regular school day and only while school is in session. Other students who are in need of counseling services may see their counselors at school, but only after the regular school day. Facilities will be available during the after school program.

Counselors must sign in at the respective principal’s office where their client is a student. Counselors must provide the office with their credentials and a copy of their driver’s license. Counselors must receive a visitor’s pass from the office. Students must be signed in and out by the teacher. The time and date shall be on the sign in/out form. The teacher and counselor shall sign or initial the form.

GIFTED STUDENT POLICY

An important goal of the Rattan Public Schools is to identify and provide appropriate educational experiences for those students who give evidence of high performance and capability in areas such as intellectual or specific academic areas, and who require learning opportunities or experiences not ordinarily provided by the school in order to fully develop such capabilities.

Initiative to provide those appropriate educational experiences will include:1. Assessing the instructional level of identified students and considering the unique

learning characteristics of each student.2. Expanding curriculum opportunities to allow gifted students to move through the core

curriculum at the appropriate flexible pace.3. Providing differentiated curriculum to meet unique needs.4. Appropriately matching the programs and support services to the individual5. Structuring learning environments that address the unique needs of gifted students and

accommodate a variety of learning rates and styles.

A committee composed of the gifted coordinator, the principals, two teachers from each site, counselor, library/media specialist, a parent from each site and others as deemed appropriate will uniformly implement the process for identification of gifted students. It will communicate these procedures to the entire school staff consistent with the gifted educational plan, the state board of education regulations and Oklahoma statutes.

The procedures used in the identification process will be non-discriminatory with respect to race, sex, economic background, national origin or disability. Sources of identification could be educators, parents, community members, peers, or others as appropriate.

Data to be collected and used as a source for identification will be:1. Test data

A. Standardized ability testB. Standardized achievement testC. Student achievement within the curriculum

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D. Criterion referenced test2. Non-test data

A. Checklist (E.G., Renzull-Hartman, Scales for Rating Behavior Characteristics of Superior Students.

The process to be used to identify students shall be as follows:1. A student that scores in the top three percent on a nationally standardized test of

intellectual ability shall be identified as gifted.2. Students in grades 4-12 with a numerical GPA of 90 or more shall be identified as gifted.3. Students may be identified as gifted if they qualify as members of the academic teams.4. Students may be identified as gifted if their leadership qualities allow them to be elected

to offices in extra-curricular programs or organization.5. Students who enroll in the Rattan Public Schools and were identified as gifted in their

previous school.Identification of students is an ongoing process. Opportunities will be provided

throughout a student’s school experience to be placed in a gifted program. No student will be placed in a gifted program without permission from their parents or guardians.

The types and kids of education, curriculum and enrichment will be in accordance with the gifted and talented plan on file with the state department of education.

RETENTION POLICY

The Rattan School Board believes that each student should feel successful in his or her educational program. However, at times to ensure success, students may need to repeat a grade.

The following should be considered when retaining a student:

1. Grades2. Achievement test scores3. Age4. Probability of success or failure in the future5. Age and grade of siblings6. Previous grades and recommendation of previous teachers

In grades EC-4 the classroom teacher has the sole responsibility of determining if a student should be retained. When the teacher feels that a student may need to be retained, the following steps should be followed:

1. The teacher should report to the principal in writing the names of students that may need to be retained.

2. The principal shall inform the parents of the possibility of their child being retained. The principal should request a meeting with the parent.

3. Intervention steps should now be considered and put into effect.

When the teacher has determined that a student is going to be retained, the teacher should:

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1. Inform the parents in writing that their child has not been successful and will be retained.A. This should be done as soon as possible during the fourth nine week period.B. The reasons for the retention should be listed.C. A meeting should be called with the parent, principal, and teacher.

2. Inform the parent of their right to appeal the decision process to the school board. The appeal process is as follows:A. Request in writing for a hearing within thirty days from the receipt of the letter.

Failure to request a hearing within thirty days indicates agreement with the teacher’s decision.

B. The date of the hearing will be the next regularly scheduled board meeting, if the request is received at least ten days prior to the meeting.

C. The meeting will be conducted in executive session; however, the outcome of the hearing must be in open session.

For students in grades 5-8 at least two teachers must agree that the student should be considered for retention. The decision to retain must include the principal and all of the student’s teachers. At least half of the student’s teachers must agree that the student should be retained. Steps should be followed like those for students in grades EC-4.

PRO-CHILDREN POLICY

The Pro-Children Act (PCA) of 1994 requires that smoking not be permitted in any indoor facility, used routinely or regularly for the provision of certain types of children’s services to persons under the age of 18, if the services are funded by specified federal programs, either directly or through state or local government. Applicable general funds for these types of children’s services include grants, cooperative agreements, loans, loan maintenance, and operations awarded by the Departments of Health and Human Services, Education or Agriculture (only through the special supplemental nutrition program for women, infants and children (WIC)).

All LEA’s and SEA’s that receive funding from the U. S. Department of Education, Health, and Human Services, or Agriculture (through WIC) either directly or through state or local governments, to provide routine or regular kindergarten, elementary or secondary education, library services, health services, or day care services to children must comply with the PCA requirements.

AMENDMENTS, CHANGES AND UPDATES

The faculty and staff handbook can be amended, changed or updated at any regularly scheduled board meeting or any special meeting called for the purpose of amending, changing or updating this handbook.

It shall be the duty of the superintendent to disseminate any and all amendments, changes and updates with a reasonable amount of time not to exceed five working days. Any and all

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amendments, changes or updates shall not go into effect until the superintendent has disseminated the amendments, changes or updates.

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EMERGENCY PROCEDURES GUIDE

EMERGENCY TELEPHONE NUMBERS

Fire 587-2661Police 587-2483Ambulance 298-3324 or 298-3341Highway Patrol 924-2601Sheriff 298-2475Pushmataha County Hospital 298-3341Choctaw Memorial Hospital 326-6414AIDS Hotline 1-800-535-2437Child Abuse Hotline 1-800-522-3511Missing and Exploited Children 1-800-842-5678Poison Control Center 1-800-764-7661Teen Hotline 1-800-522-8336Toxic Chemicals and Oil Spills 1-800-424-8802Youth Crisis and Runaway Hotline 1-800-448-4663

MISSION STATEMENT

At Rattan Public Schools, the students are our top priority. All of our policies and procedures are written to provide the best education possible as well as the best care in the affective domain of each student’s life. In addition, we are vitally concerned with the physical safety and security of all students and staff members.

CRISIS MANAGEMENT TEAM

The Crisis Management Team shall consist of the principal, teacher, counselor, and other appropriate emergency personnel. While we hope the procedures contained in this guide will never have to be used, it has been designed to help school personnel act quickly and efficiently should a real or potential crisis situation arise. Well planned emergency procedures not only provide action plans to help deal with major crisis situations, they also facilitate quick and effective intervention that can diffuse a potentially serious situation before it reaches crisis proportions.

THE OBJECTIVES OF THIS GUIDE ARE:

1. To provide school personnel with quick access recommended procedures in emergency situations.

2. To help diffuse potentially serious situations before they escalate and become serious emergencies.

3. To define the roles of various school personnel in the event of an emergency situation.4. To help maintain a calm yet responsive environment during emergency situations.5. To help with the disbursement of accurate information to all relevant parties (Law

enforcement, media, parents, etc.) in a timely fashion.

The contents of this guide are not intended to create any contractual or other legal rights but are designed to be used solely as a guide by employees of Rattan Public Schools

RUNAWAY STUDENT

STEPS OF ACTION1. Notify principal.2. Notify parents/guardians.3. Notify police and other emergency services as needed.4. Follow student if possible.5. Provide picture if possible and description of clothing worn.

PERSONNEL ROLESPRINCIPAL

Follow student if possible and appropriate. Designate staff member to notify parents.

SECRETARYNotify administration. Call parents if designated to do so.

TEACHERNotify administration, provide description of student and clothing worn. Remain with class.

COUNSELORContact site crisis management team. Be available to parents and runaway student if student is located

OTHER STAFF MEMBERSReport to the principal for assignments as needed.

NOTES_________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

ABDUCTED STUDENT

STEPS OF ACTION1. Notify principal.2. Notify police/sheriff.3. Provide as much information to police/sheriff as possible (picture of student, description

of clothing worn, description of abductor and any vehicle used).


Gather as much information as possible to assist the police/sheriff. Notify parents personally.

SECRETARYNotify police/sheriff and administration.

COUNSELORNotify crisis management team.

SUPPORT STAFFReport to principal for assignments as needed.

NOTES_____________________________________________________________________________________________________________________________________________________________________________________________________________________________

FIRE/EVACUATION

STEPS OF ACTION1. Sound the alarm.2. Evacuate building to assigned locations.3. Notify fire department.4. Take class list of students.5. Check restrooms and other unoccupied rooms.


Supervise evacuation and assign roles to other personnel as needed.SECRETARY

Notify fire department.TEACHER

Evacuate students, remain with students, and check role. Report any missing students to principal.

SUPPORT STAFFReport to principal for assignments as needed. Extinguish fire if it can be done safely.

COUNSELORConvene crisis management team.

NOTES_____________________________________________________________________________________________________________________________________________________________________________________________________________________________

TORNADO

STEPS OF ACTION1. Sound alarm.2. Go to assigned places.3. Close classroom doors.4. Provide class list.5. Monitor conditions.


Supervise emergency operations, delegate duties to support staff.SECRETARY

Notify administration, be prepared to assist teachers and other support personnel.TEACHER

Move to proper location, stay with students, maintain student list, report missing students to principal.

SUPPORT STAFFReport to principal for assignments as needed.

NOTES:_________________________________________________________________________________________________________________________________________

BOMB THREAT

STEPS OF ACTION1. If threat is made by phone, write the message in its entirety with as much

accuracy as possible.2. Do not interrupt the caller except to ask questions.3. Immediately following the call, notify the building principal.4. Evacuate the building.

QUESTIONS TO ASK1. When will the bomb go off?____________________________2. Where is the bomb?__________________________________3. What does it look like?________________________________4. What is your name?___________________________________5. What is your address?_________________________________6. At what phone number can you be reached?_______________

CALLER CHARACTERISTICSSex: Male_______ Female_______ Age: Young_______ Old_______Voice: Loud______ Soft______ Angry______ Accent______ Crying ______Laughing_____ Disguised_____ Excited _____ Familiar_____ Distinct_____

BACKGROUND NOISEOffice_______ Street_______ Factory_______ House_______ Music _______ PA System _______ Animal_______


Gather information and evacuate building as if it were a fire. Assign staff members’ duties.

SECRETARYCall police/sheriff, notify administration.

TEACHERRemain with students at designated location, check roll, report any missing students to principal.

SUPPORT STAFFCheck bathrooms and other unsupervised locations for students. Be available at evacuation site to assist.

NOTES_________________________________________________________________________________________________________________________________________________

SUICIDE INTERVENTIONIf for any reason, there is a cause to believe that a student is in any danger to

himself/herself, the situation should be reported immediately.

STEPS OF ACTION1. Notify crisis team.2. Never leave the student alone.3. Use crisis counseling techniques as appropriate.4. Inform parent to assume direct responsibility.5. Notify police/sheriff, DHS, or youth services if appropriate.


Notify parent personally, convene crisis management team, stay with the student.SECRETARY

Notify administration, stay with the student until teacher, counselor or administrator arrives. Notify police/sheriff, DHS, or youth services if instructed to do so.

TEACHERNotify administration, stay with student, convene crisis management team.

COUNSELORNotify administration, stay with student, convene crisis management team.

SUPPORT STAFFNotify administration, stay with student until teacher or administrators or counselor arrives.

NOTES_____________________________________________________________________________________________________________________________________________________________________________________________________________________________

CHILD ABUSE REPORTINGIn accordance with Oklahoma law, teachers are required to report suspected cases of

physical abuse or neglect involving students to the statewide tollfree hotline of the Department of Human Services. The statewide DHS hotline number is 1-800-522-3511. The board of

education fully supports that requirement and has established this policy to facilitate such reporting. Every teacher, support person, or other employee of this school district shall report any suspected physical, mental, or sexual abuse or neglect of any school student to the Department of Human Services. The employee shall also inform the building principal who will advise the superintendent that the report was made using Form FFG-E*.STEPS OF ACTION

1. Notify DHS2. Complete Form FFG-E*.3. Notify the building principal.

PERSONNEL ROLESSECRETARY

Assess the situation. Notify DHS. Fill out Form FFG-E*. Inform Principal.TEACHER

Assess the situation. Notify DHS. Fill out Form FFG-E*. Inform Principal.

PRINCIPALAssess the situation. Verify that forms have been sent to appropriate agencies. Contact law enforcement agencies if needed. Inform Superintendent.

*Form FFG-E Suspected Child Abuse Report Form is located at the end of this document.NOTES_____________________________________________________________________________________________________________________________________________________

EMERGENCY LOCKDOWN FOR UNWANTED INTRUDERUnfortunately, no public place, including the school, is immune to unwanted intruders

who might be a security risk to those around them. The following procedure will be used if a potentially serious security threat is suspected.

STEPS OF ACTION1. Alert all classroom teachers to lock doors.2. Start outside door lockdown.3. Locate all students and direct them to classrooms.4. Stay in secure rooms until directed to do otherwise.


Announce warning signal. Ensure all other steps are being taken.SECRETARY

Call police/sheriff. Notify administration.TEACHERS

Lock doors. Stay in classrooms.SUPPORT STAFF

Lock outside doors.

Care should be taken during lockdown procedures to move quickly and orderly, and in a way not to cause unnecessary alarm to students. Students should not be given any information unless a situation warrants, except that we are having a security drill.

NOTES_____________________________________________________________________________________________________________________________________________________________________________________________________________________________

ASSAULT ON STUDENT

STEPS OF ACTION1. Call for emergency medical assistance if needed.2. Notify police/sheriff if needed.3. Notify parents of victim.


Gather information and determine action to take.TEACHER

Remain with students. Keep assault site free of students.SECRETARY

Call police/sheriff. Contact parents.COUNSELOR

Convene crisis management team if needed.

VIOLENT STUDENT

STEPS OF ACTION1. Notify police/sheriff if needed.2. Isolate student from other students.3. Place student in secure area.4. Calm student.5. Gather information.6. Notify parents.7. Determine appropriate steps to be taken.


Gather information and determine steps to be taken.TEACHER

Remain with students, keep students in area away from violent student.COUNSELOR

Convene crisis management team.SUPPORT STAFF

Be available for assignments.

NOTES_____________________________________________________________________________________________________________________________________________________________________________________________________________________________

MEDIA GUIDELINES

SUGGESTED GUIDELINES FOR RESPONDING TO MEDIA:

The following list of suggestions for working with the media will assist in minimizing the disruption during a school crisis and informing the public about a newsworthy event.

1. Direct all media inquiries to the spokesperson. This avoids confusion in times of crisis and ensures consistency of information given to the media. When the spokesperson is unavailable, the principal or other designated person should have a fact sheet containing pertinent information from which to answer telephone inquiries.

2. The spokesperson needs to respond to the media in a timely and professional manner. Avoid being defensive. Do not treat the interviewer as an adversary. Acknowledge the difficulty of the media’s role and take a position of helpfulness.

3. The spokesperson should prepare a written statement of notes with points to be made for quick reference. If the answer to a question is not known, a return call with the information may be made. Release factual information only. Do not make assumptions.

4. Do not disclose personal information about any staff member or student. Such information should be released only at the discretion of the family.

5. Emphasize what is being done by the school to contain and resolve the crisis.6. Establish a relationship with the media before a crisis occurs. Invite the media to cover

the positive school events throughout the year.

In a crisis, the principal should update information to the spokesperson. This will help ensure that only accurate information about the crisis situation is released

OSSBA POLICY SERVICES FFG-E

SUSPECTED CHILD ABUSE REPORT FORM

CHILD’S NAME: ___________________________________ DATE OF BIRTH: __________________

ADDRESS: ________________________________________ SCHOOL: _________________________

PARENT(S)/LEGAL GUARDIAN: _______________________________________________________

ADDRESS: __________________________________________________________________________

I hereby acknowledge that I have a statutory duty to report any suspected abuse to DHS. I further under-stand that merely filing this report does not absolve me of my statutory duty to report this directly to DHS.

A copy of this suspected child abuse or neglect report may be filed with the Department of Human Services, the supervising administrator and the Superintendent of Schools. The supervising administrator will also need to contact the DHS.

Describe the nature and extent of the suspected child abuse or neglect: _______________________

______________________________________________________________________________

______________________________________________________________________________

Describe any evidence of previous suspected child abuse or neglect: ________________________

______________________________________________________________________________

Names of persons present during the interview with the child: _____________________________

______________________________________________________________________________

Name of investigating social worker with DHS (if known): ________________________________

Signature of Person Filing Report: ____________________________________________________

Signature of Supervising Administrator: _____________________________________________

2012-13RATTAN SCHOOL TEACHER BULLETIN FOR INSERVICE

This bulletin concerns customs, practices and policies for faculty members. Please keep this bulletin available for reference. The majority of the mistakes and misunderstandings can be avoided by a thorough knowledge of this bulletin. If there should be any question on any matter, please confer with the superintendent or your principal.

1. Teachers report to school and be ready for duty at 7:45 a.m.2. Teachers will be assigned duty from 7:45 to 7:55 each morning.3. Teachers should not leave school during school hours unless an emergency exists, and

then only after checking with their principal.4. Teachers should not leave school at the end of the day until the buses have gone.

Teachers are on duty until the buses leave.5. Teachers should never leave their classroom unless an emergency exists.6. Teachers and students will not be called out of class to the telephone unless it is an

emergency. Cell phones are not to be used during class time.7. Teachers should be professional.

a. Speak positively about your school.b. Speak positively about your fellow teachers and administrators.c. Speak positively about your students.

8. Sick leave accumulates 10 days per year. Each teacher is given 4 days for personal leave, which are not cumulative.

9. Let your principal know as early as possible of the need for a substitute teacher for your class. The principal will hire the substitute teacher. The teacher should leave necessary room keys with your principal.

10. The superintendent will approve days that a teacher is gone on school activities. The days will not be taken off sick leave or personal leave.

11. Teacher evaluation:a. Career teachers will be evaluated at least once per year.b. Probationary and licensed teachers will be evaluated at least twice per year. The

first evaluation will be before November and the second before the February board meeting.

12. Lesson plans, which include objectives, are to be turned in to the principal each Friday afternoon or Monday morning for the following week.

13. Each teacher is to take care of his or her own discipline. If you need help, go to your principal.

14. Teachers must have their week’s activities on the school’s master calendar in Mr. Birchfield’s office by 8:30 a.m. Friday prior to the week of the activity.

15. All assignments missed by the student must be made up within the number of days missed.

16. Don’t penalize students for participating in extracurricular activities.17. Don’t release students in your class to parents or friends without first notifying their

principal.

18. Teachers, if you have someone come see you that is upset or angry, insist that they come with you to the principal’s office.

19. Breakfast will be served to teachers from 7:45 to 8:00 a.m. at a charge of $1.00. Be on duty at 7:45.

20. Lunch for all faculty and staff is $2.00.21. Teachers may eat breakfast and lunch on credit, but must pay lunch bills at least once per

month.22. Any personal material run off on the copy machine is $.25 per copy. Personal faxes are

$2.50 for first page, $1.00 for next 10, $.50 after that.23. Teachers that are not on duty in their assigned places at designated times will have a

written evaluation placed in their folder charging them with willful neglect of duty.24. Teaching schedules are not changed unless approved by the superintendent.25. Teachers or principals do not schedule any activities on campus without clearance of the

date and time from the administration. The activity must be placed on the school’s master calendar.

26. Teachers are not to stand in the hall and visit during class time.27. Semester tests will be given. See exemption policy.28. Dress professionally.

TORNADO DRILL

The signal will be three main length blasts from the fire alarm and a continuous siren. All students will bring a large hard-backed book and kneel with head between knees, head toward the wall, placing the book over the neck and back of head. Remain in that position in complete silence until given other instructions. The all clear will be one medium length blast from the fire alarms and the siren will stop.

HIGH SCHOOL AND JR. HIGH BUILDINGSAll students and teachers in the west side of these buildings will occupy the west side of

the hallway. The students and teachers in the east side of the buildings will occupy the east hallway.

GYMThe students and teachers in the gym will occupy the girl’s restroom.

FAMILY AND CONSUMER SCIENCE ROOM AND LIBRARY/MEDIA CENTERThe students and teachers will exit to the lobby of the junior high building by way of the

library hallway and occupy the north and south walls of the lobby.

ELEMENTARY BUILDINGKindergarten should occupy Mrs. Sorrells’ room. Grades 1-3 should occupy the center

hallway on the west side of the library. Grade 4 should occupy the girls’ bathroom, grade 5 should occupy the hallway and grade 6 the library.

LUNCHROOMIn case of an emergency during the noon period, consider a line from the center of the

east doors through the lunchroom (elementary) those students north of this line will exit through the left side of the east door and proceed to the elementary building and occupy the assigned areas for their grade. Those students south of that line will exit through the right side doors and proceed to the elementary building and occupy the area for their grade. (Jr. high and high school) follow the same procedure to exit and proceed to the Jr. high and high school building. If an evacuation is not possible, students should get under the tables.

AGRICULTURE BUILDINGThe students and teacher should occupy the bathrooms.

CONSTRUCTION TECH BUILDINGThe students and teacher should occupy the storage area.

ROCK BUILDINGS AND WEIGHT ROOMThese students and teacher should stay in their rooms away from the windows or in the

closets, if available.

METAL BUILDINGSStudents and teachers will go to Alt. Ed. room and occupy the same area as the students

in that room.

RAM HALLStudents and teachers will exit through the east door and occupy the hallway.

BUS DRIVERS, STUDENTS AND PERSONNEL IN PRIVATE CARSWhile traveling to and from school, you should have in mind the best shelters possible

along your route in case of an approaching tornado. These shelters could be in the form of private storm shelters, basements, culverts and ditches with high banks. Bus drivers must practice evacuation drills. Students are not to remain on the bus if a tornado approaches.

Students and personnel in private cars should follow the suggested rules set forth for buses. However, it would also be suggested that in time of need when no shelter is available that you drive away from the tornado at right angles to the path of the tornado.

FIRE, SMOKE AND BOMB THREATThe signal to evacuate the buildings because of fire, smoke or a bomb threat will be a

continuous blast from the fire alarms. The alarms will sound and lights will flash to indicate an evacuation is necessary. All students and teachers should exit the buildings in a crouched position, or as low as possible to avoid smoke and poisonous fumes. Hold your hands or a cloth over your nose and mouth and breathe as few breaths as possible until you are in the open air. The all clear will be three blasts from the siren.

THE FOLLOWING PROCEDURES ARE TO BE USED TO EVACUATE THE BUILDINGS.

HIGH SCHOOL BUILDING

All students and teachers on the west side of the building will exit along the west wall to the Jr. High lobby and out the southeast exit door of the lobby. Students on the east side of the building will exit along the east wall to the Jr. High lobby and out the north doors in front of the library. All students are to assemble at the outside basketball courts and wait for instructions.

JR. HIGH BUILDINGAll students will exit in a similar manner as the high school students, except they should

use the south doors of the Jr. High building. Students are to assembly at the outside basketball courts and wait for instructions.

LIBRARY/MEDIA CENTERThe students and teachers will evacuate the building using the fire exit at the southeast

corner of the building. Students are to assemble at the outside basketball courts and wait for instructions.

GYMAll students and teachers will exit the gym using the north doors and assembly between

the playground fence and the highway near the northwest corner of the playground and wait for further instructions.

ROCK BUILDINGSAlt Ed and reading lab students will exit the building using the south door of the hall and

assemble at the outside basketball court. Mrs. Lawless, Mrs. Chappelle, and Little Dixie Library students will exit their classrooms and assemble outside the fence near the northeast corner of the bus parking lot. Pre-K students will exit by way of the west doors of the classrooms then out the north door of the hall and assembly outside the fence near the northeast corner of the bus parking lot. Students and teachers in the elementary computer lab will exit through the north door of the hall and assemble outside the fence near the northeast corner of the bus parking lot.

OTHER BUILDINGSStudents in the metal building, agriculture building, construction tech. building, and

weight room will exit their classrooms and assemble on the outside basketball court and wait for instructions.

FAMILY AND CONSUMER SCIENCE BUILDINGStudents and teacher will exit through the east door and assemble on the outside

basketball court and wait for instructions.

ELEMENTARY BUILDINGKindergarten teachers and students will exit the classroom through the west doorway of

Mrs. Tollett’s room and out the north doors to the front of the building. First, second and third

grade teachers and students will exit the building through the west door then north along the sidewalk to the front of the building. Fourth, fifth and sixth grade teachers and students will exit the building through the east door and then north to the front of the building. All elementary teachers and students will assemble between the playground fence and the highway west of the elementary building and wait for instructions.

MUSIC BUILDINGTeachers and students in the music building will exit the building by way of the north

door and assemble west of the storage building and wait for instructions.

LOCKDOWN

Bring all students from outside and hallways into predesignated areas. Close and lock all windows/doors immediately; close blinds and turn off lights. Sit students out of sight of windows and doors. Do not open windows and doors. Allow no one to leave the room once secure. Take student attendance and communicate to the Incident Commander the names of missing and/or extra students. Remain in Lockdown mode until a recognizable school staff person directs you to resume normal activities.

TO ALL TEACHERS AND BUS DRIVERSAny type of drill must be done in an orderly manner and in complete silence without

horseplay and under strict supervision. This is necessary because there might be a situation whereby other instructions would be needed.

There are always circumstances to every set of instructions. If a fire is in the path of your normal exit, be prepared to give proper instructions to get students to a safe area. The exit doors to the junior high lobby will close in a fire drill. However, they are not locked and can be opened to exit the building. Teachers should always bring your grade book and check roll after the students have assembled.

The all clear signal to return to class is three blasts from the siren and three long rings from the bell. Students and teachers should return to class in the same orderly manner as used in evacuation.

GRADING SCALES, SYSTEMS AND PROCEDURES

GRADING SCALE

Please use number grades unless otherwise instructed.

A 90-100 no grade over 100 can be recorded P PassingB 80-89 F FailingC 70-79 I IncompleteD 60-69 K Excessive AbsencesF 0-59

GRADING SYSTEM

Mid Term GradeThe midterm grade (formerly 9 weeks grade) is determined by the classroom teacher.

This is a cumulative grade for the first 9 weeks of the semester. No 9-weeks tests will be given.

Semester AverageThe semester grade is a cumulative grade for the 18 weeks of the semester. It is

determined the same way as eligibility grades are determined. If a student is exempt from the semester test, the semester grade then becomes the semester average. Students may be exempt from taking the test under the following conditions:

1. They have an A and 3 absences or less2. They have a B and 2 absences or less3. They have a C and no absences.

If the student takes the semester test, the semester average is determined as follows:The semester grade is 75% of the semester average and the semester test is 25% of the semester average.

The following principals will be responsible for lesson plans, evaluations, substitutes and staff development for the following teachers.

Neil Birchfield Dana House

Russell Bailey Sherry Duncan Carla Ammons Nikki McAdamsRussell Baze Chris Gibbs Jenny Bailey Rhyan OakesDonna Baze Vicky Gibbs Lydia Cantrell Shelly PinkstonMichelle Birchfield Sherri Jamison Manya Cooper Becky RosaKathy Boone Jana Lampton Angela Erwin Rita ShockeyChris Brown Jeff McCarter Debbie Gregston Rita SmallingSheila Brown Melissa Miller Linda Hawkins Debbie SmithMelanie Burgess Sheryll Needham Dana House Rusanne SorrellsMichael Clay Bekki Trapp Nikki Jeffreys Kendra TaylorRyan Cordell Freddie Trent Jinny Lewis Jessica ZacharySheila Cordell Paul Watts Jessica MayGeri Chappelle Brenda WoodCurtis Duncan

CLASS SPONSORS

SENIORS JUNIORS SOPHOMORESSheila Cordell Russell Bailey Kathy BooneVicky Gibbs Melanie Burgess Chris BrownJeff McCarter Chris Gibbs Sheila BrownFreddie Trent Sheryll Needham Sherry Duncan

FRESHMEN 8 TH GRADE 7 TH GRADE Sherri Jamison Ryan Cordell Paul WattsRussell Baze Brenda Wood Donna BazeMelissa Miller Jana LamptonBecky Trapp

Teacher Committees

Honor SocietyMichelle BirchfieldMelanie BurgessSherry DuncanSheryll NeedhamFreddie TrentNeil Birchfield

LeadershipBekki TrappSheila BrownRita ShockeyBrenda WoodJinny LewisAngela Erwin Debbie SmithJana LamptonMichael Clay

Safe SchoolCarla AmmonsDebbie GregstonSheila CordellRosanne SorrellsNeil BirchfieldMelissa MillerVicky GibbsJeff McCarterBambi ClayRobert LewisBrenna HouseWill LewisJadyn GibbsHannah Brown

TechnologyShari PillowJinny LewisSheryll NeedhamMelanie BurgessCurtis DuncanSherry DuncanRobert LewisValerie MeridaTrent Lawless

Gifted and TalentedDana HouseNeil BirchfieldFreddie TrentMichelle BirchfieldFelicia Morse

School ImprovementDana HouseRhyan OakesLinda HawkinsJessica ZachryLydia CantrellSherri JamisonRita SmallingSheila CordellJeff McCarter

Federal ProgramsShari PillowDana HouseRhyan OakesJessica MayKendra TaylorRosanne SorrellsNikki Jeffreys

Healthy & FitDonna BazeRussell BazePaul WattsChris GibbsMichelle BirchfieldChris BrownJenny BaileyNeil BirchfieldTimothy MarrJacey GibbsEaston WinshipBlake Watts

Professional DevelopmentManya CooperNikki JeffreysNikki McAdamsRussell BaileyBecky RosaJessica MayRyan CordellChris GibbsKendra Taylor

AttendanceNeil BirchfieldRussell BaileyKathy BooneChris BrownRussell Baze

2012-13 SCHOOL CALENDARTENTATIVE DATES

August 6-7.........................................................................................................Teacher In-ServiceAugust 8 ...........................................................................................................First Day of SchoolSeptember 3....................................................................................................................Labor DaySeptember 6-8............................................................................................................Rattan RodeoSeptember 13....................................................................Parent-Teacher Conference (4:00-7:00) September 14-16.......................................................................................Pushmataha County FairOctober 1..............................................................................................Senior/School Day PicturesOctober 12........................................................................................................1st nine weeks endsOctober 18-19.......................................................................................................Professional DayOctober 20-21.................................................................................................................Fall BreakNovember 7............................................................................Picture retakes/Organization GroupsNovember 8.......................................................................Parent-Teacher Conference (4:00-7:00)November 19-23..............................................................................................Thanksgiving BreakDecember 20.........................................................................................................1st semester endsDecember 21-January 4.....................................................................................Christmas HolidayJanuary 7..........................................................................................................2nd Semester BeginsJanuary 31................................................................................................................Spring PicturesFebruary 7.........................................................................Parent-Teacher Conference (4:00-7:00)February 18........................................................................................Professional Day, No SchoolMarch 14...........................................................................................................3rd nine weeks endsApril 11.............................................................................Parent-Teacher Conference (4:00-7:00)May 18................................................................................................................Senior GraduationMay 16............................................................................................................8th Grade GraduationMay 20......................................................................................................Kindergarten GraduationMay 23..............................................................................................................Last Day of SchoolMay 24..................................................................................................................Professional Day

Documents

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