New Boston ISD

 

Employee Handbook

 

2007-2008

 

 

 

 

 

 

This book is provided for educational purposes only and contains information to facilitate a general understanding of the law. It is not an exhaustive treatment of the law on these subjects nor is it intended to substitute for advice of an attorney. It is important for you to consult with your own attorneys in order to apply legal information contained in this publication to specific fact situations. © 2007 Texas Association of School Boards. All rights reserved.

 

Table of contents

 

Introduction

Employee handbook receipt

District information

....... Mission statement

....... District goals

....... Board of trustees

....... Administration

....... Helpful contacts

Employment

....... Equal employment opportunity

....... Job vacancy announcements

....... Employment after retirement

....... Contract and noncontract employment

....... Searches and alcohol and drug testing

....... First aid and CPR certification

....... Reassignments and transfers

....... Workload and work schedules

....... Notification of parents regarding qualifications

....... Outside employment and tutoring

....... Performance evaluation

....... Employee involvement

....... Staff development

Compensation and benefits

....... Salaries, wages, and stipends

....... Performance Pay Plan

....... Paychecks

....... Automatic payroll deposit

....... Payroll deductions

....... Overtime compensation

....... Travel expense reimbursement

....... Health, dental, and life insurance

....... Supplemental insurance benefits

....... Cafeteria plan benefits (Section 125)

....... Workers’ compensation insurance

....... Unemployment compensation insurance

....... Teacher retirement

....... Other benefit programs

Leaves and absences

....... Personal leave

....... Sick leave

....... Local leave

....... Temporary disability

....... Family and medical leave

....... Workers’ compensation benefits

....... Assault leave

....... Jury duty

....... Other court appearances

....... Military leave

....... Administrative Leave

Complaints and grievances

Employee conduct and welfare

....... Standards of conduct

....... Harassment

....... Harassment of students

....... Alcohol- and Drug-abuse prevention

....... Reporting suspected child abuse

....... Fraud and financial impropriety

....... Conflict of interest

....... Gifts and favors

....... Associations and political activities

....... Safety

....... Tobacco used

....... Employee arrests and convictions

....... Possession of firearms and weapons

....... Visitors in the workplace

....... Copyrighted materials

....... Computer use and data management

....... Asbestos management plan

....... Pest control treatment

General procedures

....... Bad weather closing

....... Emergencies

....... Purchasing procedures

....... Name and address changes

....... Personnel records

....... Building use

Termination of employment

....... Resignations

....... Dismissal or nonrenewal of contract employees

....... Dismissal of noncontract employees

....... Exit interviews and procedures

....... Reports to State Board for Educator Certification

....... Reports concerning court-ordered withholding

Student issues

....... Equal educational opportunities

....... Student records

....... Parent and student complaints

....... Administering medication to students

....... Dietary supplements

....... Psychotropic drugs

....... Student discipline

....... Student attendance

....... Hazing

 

 

Appendix

 

Local Policy

....... AE

....... BQ, BQA, BQB

....... CAA, CE, CH, CK, CKA, CKB, CKC, CKD, CQ, CRD

....... DAA, DBAA, DBD, DC, DEA, DEAA, DEC, DEE, DFE, DGBA, DH, DHE, DI, DIA, DK, DMD, DN, DNA, DNB

....... EFA, EFE, EIA, EIE

....... FB, FFAC, FFAD, FFG, FFH, FL, FNA, FNAA, FNAB, FNC, FNG

....... GBA, GBAA, GKD, GKDA, GRA

 

 

 

Introduction

 

The purpose of this handbook is to provide information that will help with questions and pave the way for a successful year. Not all district policies and procedures are included. Those that are have been summarized. Suggestions for additions and improvements to this handbook are welcome and may be sent to Shiela Neal.

 

This handbook is neither a contract nor a substitute for the official district policy manual. Nor is it intended to alter the at-will status of noncontract employees in any way. Rather, it is a guide to and a brief explanation of district policies and procedures related to employment. These policies and procedures can change at any time; these changes shall supersede any handbook provisions that are not compatible with the change. For more information, employees may refer to the policy codes that are associated with handbook topics, confer with their supervisor, or call the appropriate district office. District policies can be accessed on line at http://www.nbschools.net/.

 

 

 

 

 

 

 

 

 

 

 

 

Employee handbook receipt

 

 

 

Name  ______________________________________ ___ Campus  ________________

 

 

 

I hereby acknowledge I’ve been informed that I have computer access to the New Boston ISD Employee Hand­book, located on New Boston ISD’s homeweb page address at http://www.nbschools.net/. I am also aware that I have access to a hard copy of the employee handbook located in each campus office.  

 

Employees have the option of receiving the handbook in electronic format or hard copy.

Please indicate your choice by checking the appropriate box below:

 

_____    I choose to receive the employee handbook in electronic format and accept          responsibility for accessing according to the instructions provided.

_____    I choose to receive a hard copy of the employee handbook.

I agree to read the handbook and abide by the standards, policies, and procedures defined or referenced in this document. The information in this handbook is subject to change. I understand that changes in dis­trict policies may supersede, modify, or render obsolete the information summarized in this booklet. As the district provides updated policy information, I accept responsibility for reading and abiding by the changes.

 

I understand that no modifications to contractual relationships or alterations of at-will employment relationships are intended by this handbook.

 

I understand that I have an obligation to inform my supervisor or department head of any changes in personal information, such as phone number, address, etc. I also accept responsibility for contacting my supervisor if I have questions, concerns, or need further explanation.

 

 

 

 

 

 

 

________________________________        _________________________

Signature                                                        Date

 

Note: You have been given two copies of this form. Please sign and date one and keep it. Sign and date the other copy and return it to your campus principal.

District information

 

Mission statement

Policy AE

New Boston Independent School District is committed to an educational system that will provide challenging learning experiences for every child.  The district is determined that each student will become a productive citizen capable of making a positive contribution to a global society.

 

District goals  (Policies AB, AF)

Goal 1:  All students will achieve their full educational potential.

 

Goal 2:  The district technology program will provide students, teachers, and administrators with access to technological tools that enhance instruction and improve student achievement.

 

Goal 3:  Recruit and retain highly-qualified administrators, teachers, and staff.

 

Goal 4:  Parents, business leaders, and community members will work to improve involvement with New Boston ISD.

 

Board of trustees  (Policies BA, BAA, BBA, BBB, BBE, BE, BEC, BED)

Texas law grants the board of trustees the power to govern and oversee the management of the district’s schools. The board is the policy-making body within the district and has overall responsibility for the curriculum, school taxes, annual budget, employment of the superintendent and other professional staff, and facilities. The board has complete and final control over school matters within limits established by state and federal law and regulations.

 

The board of trustees is elected by the citizens of the district to represent the commu­nity’s commitment to a strong educational program for the district’s children. Trustees are elected and serve three-year terms. Trustees serve without com­pensation, must be registered voters, and must reside in the district.

 

Current board members include:

Chad Duffer, President; Greg Starr, Vice President; Denise Coffman, Secretary; Lawrence Sadler, Assistant Secretary; Tim Graham; Mitch Newton; and Johnny Thomas.

 

The board usually meets the third Monday of each month at 6:30. Special meetings may be called when necessary. A written notice of regular and special meetings will be posted at the District Administration Office at least 72 hours before the scheduled meeting time. The written notice will show the date, time, place, and subjects of each meeting. In emergencies, a meeting may be held with a two-hour notice.

 

All meetings are open to the public. In certain circumstances, Texas law permits the board to go into a closed session from which the public and others are excluded. Closed session may occur for such things as discussing prospective gifts or donations, real-prop­erty acquisition, certain personnel matters including employee complaints, security mat­ters, student discipline, or to consult with attorneys regarding pending litigation.

 

Central Administration

Superintendent-Dr. Gary Van Deaver

Business Manager-Anita Clay

Director of Instruction-Shiela Neal

Director of Technology-Tim Williams

Director of Food Service-Beth Carson (TISD)

Director of Athletics-Rick Barker

Director of Bands-Richard Lovelace

 

Campus Administrative Staff

Crestview Elementary:               Mary Lovelace, Principal

                                                   Daya Hill, Assistant Principal

                                                   Cecilia Brown, Counselor

                                                   (903) 628-6521

 

New Boston Middle School:     Glenn Barfield, Principal

                                                   Ron Norman, Assistant Principal

                                                   Sheila Collom, Counselor

                                                   (903) 628-6588

 

New Boston High School:         Roger Busse, Principal

                                                   Frank Buchanan, Assistant Principal

                                                   Paula Turner, Counselor

                                                   (903) 628-6551

 

Helpful contacts

From time to time, employees have questions or concerns. If those questions or concerns cannot be answered by supervisors or at the campus or department level, the employee is encouraged to contact the appropriate department as listed below.

 

 

Employment

 

Equal employment opportunity  (Policy DAA)

The New Boston ISD does not discriminate against any employee or applicant for employment because of race, color, religion, sex, national origin, age, disability, military status, or on any other basis prohibited by law. Employment decisions will be made on the basis of each applicant’s job qualifications, experience, and abilities.

 

Employees with questions or concerns about discrimination on the basis of race, color, religion, sex, national origin, age, or military status should contact the superintendent or Shiela Neal, the district’s Title IX coordinator. Employees with questions or concerns relating to discrimination on any of the basis listed above should contact Shiela Neal.

 

Job vacancy announcements  (Policy DC)

Announcements of job vacancies by position and location are dis­tributed on a regular basis and posted at the central administration building, campus offices, and on the Region VIII Education Service Center, http://www.reg8.net/.

 

Employment after retirement

Individuals receiving retirement benefits from the Teacher Retirement System (TRS) may be employed in certain positions or on a part-time basis without affecting their bene­fits, according to TRS rules and state law. Service retirees who retire before May 31 may return to work in a Texas public school without a reduction in benefits one full calendar month after the retirement date provided they meet specific conditions. Retiring employees should consult TRS officials about conditions and restrictions on employment after retirement. Retirees may work in the following capacities without a loss of retirement benefits:

 

·             As a principal or assistant principal or teacher in an acute shortage area on a full-time basis, if appropriately certified and following a 12-month break in service. Retirees that retired under early age or disability provisions are excluded.

·             As a full-time bus driver (early age and disability retirees excluded).

·             As a substitute at no more than the established daily substitute pay rate. (Individu­als receiving disability retirement benefits may not work for more than 90 days in a school year.)

·             On a half-time or less basis during any month. Half-time employment cannot exceed the lesser of 50 percent of the position’s full-time load or 92 hours in a month.

·             On a full-time basis during a six-month period during a school year, provided that this is their only employment in a Texas public school. Individuals who retire in August may begin employment in October of the school year following their retirement.

 

Under this last provision, retirees must submit annual written notice to TRS by the last day of the first month of full employment to avoid a disruption of benefits. Working any part of a month counts as a full month.

 

Other restrictions apply when a person has retired because of a disability. Individuals retiring because of a disability should contact TRS for details about employment restric­tions.

 

Shortage areas. Certain retirees may return to work on a full-time basis as a principal or assistant principal or teacher in an acute shortage area without a reduction in their TRS annuity benefits. Acute teaching shortage areas are determined by the board based on Commissioner of Education guidelines. When filling acute shortage area positions, the district must give hiring preference to certified applicants who are not retirees. To be eli­gible for full TRS benefits a retiree must meet the following criteria:

 

·             Have not been subject to a reduction in benefits for retirement at an early age or retired under disability provisions

·             Have a 12-month continuous break in public school service since retirement

·             Be appropriately certified for the position in the applicable school year

 

Employees can contact TRS for additional information by calling 800-223-8778 or 512-542-6400. TRS information is also available on the Web (www.trs.state.tx.us).

 

Contract and noncontract employment  (Policies DC, DCA, DCB, DCC, DCD, DCE)

State law requires the district to employ all full-time professional employees in positions requiring a certificate from State Board for Educator Certification (SBEC) and nurses under probationary, term, or continuing contracts. Employees in all other positions are employed at-will or by a contract that is not subject to the procedures for nonrenewal or termination under Chapter 21 of the Texas Education Code. The paragraphs that follow provide a general description of the employment arrangements used by the district.

 

Probationary contracts. Nurses and full-time professional employees new to the district and employed in positions requiring SBEC certification must receive a probationary con­tract during their first year of employment. Former employees who are hired after at least a two-year lapse in district employment also may be employed by probationary contract. Probationary contracts are one-year contracts. The probationary period for those who have been employed as a teacher in public education for at least five of the eight years preceding employment with the district may not exceed one school year. For those with less experi­ence, the probationary period can be three school years (i.e., three one-year contracts) with an optional fourth school year if the board determines it is doubtful whether a term or continuing contract should be given.

 

Term contracts. Full-time professionals employed in positions requir­ing certification and nurses will be employed by term contracts after they have successfully completed the probationary period. The terms and conditions of employment are detailed in the contract and employment policies. All employees will receive a copy of their contract.  A copy employment policies may be requested or reviewed in each campus office.

 

Noncertified professional and administrative employees. Employees in professional and administrative positions that do not require SBEC certification (such as noninstruc­tional administrators) are not employed by contract. Employment is not for any specified term and may be terminated at any time by either the employee or the district.

 

Paraprofessional and auxiliary employees. All paraprofessional and auxiliary employ­ees, regardless of certification, are employed at will and not by contract. Employment is not for any specified term and may be terminated at any time by either the employee or the district.

 

Searches and alcohol and drug testing  (Policy DHE)

Noninvestigatory searches in the workplace, including accessing an employee’s desk, file cabinets, or work area to obtain information needed for usual business purposes may occur when an employee is unavailable. Therefore, employees are hereby notified that they have no legitimate expectation of privacy in those places. In addition, the district reserves the right to conduct searches when there is reasonable cause to believe a search will uncover evidence of work-related misconduct. Such an investigatory search may include drug and alcohol testing if the suspected violation relates to drug or alcohol use. The district may search the employee, the employee’s personal items, work areas, including district-owned computers, lockers, and private vehicles parked on district premises or work sites or used in district business.

 

Employees required to have a commercial driver’s license. Any employee whose duties require a commercial driver’s license (CDL) is subject to drug and alcohol test­ing. This includes all drivers who operate a motor vehicle designed to transport 16 or more people, counting the driver; drivers of large vehicles; or drivers of vehicles used in the transportation of hazardous materials. Teachers, coaches, or other employees who primarily perform duties other than driving are subject to testing requirements when their duties include driving.

 

Drug testing will be conducted before an individual assumes driving responsibilities. Alcohol and drug tests will be conducted when reasonable suspicion exists, at random, when an employee returns to duty after engaging in prohibited conduct, and as a fol­low‑up measure. Testing may be conducted following accidents. Return‑to‑duty and fol­low‑up testing will be conducted if an employee who has violated the prohibited alcohol conduct standards or tested positive for alcohol or drugs returns to duty.

 

All employees required to have a CDL or who is otherwise subject to alcohol and drug testing will receive a copy of the district’s policy, the testing requirements, and detailed information on alcohol and drug abuse and the availability of assistance programs. Employees with questions or concerns relating to alcohol and drug policies and related educational mate­rial should contact NBISD administrative office.

 

First aid and CPR certification  (Policy DBA)

Nurses, physical education teachers, marching band directors, coaches, athletic trainers, or chief sponsors of an extracurricular ath­letic activity (including cheerleading) that is sponsored or sanctioned by the district or University Interscholastic League (UIL) must maintain and submit to the district proof of current certification in first aid, cardiopulmonary resuscitation (CPR), and the use of an automated external defibrillator (AED). Certification must be issued by the American Red Cross, the American Heart Association, or another organization that provides equivalent training and certification.

 

Reassignments and transfers  (Policy DK)

All personnel are subject to assignment and reassignment by the superintendent or desig­nee when the superintendent or designee determines that the assignment or reassignment is in the best interest of the district. Reassignment is a transfer to another position, department, or facility that does not necessitate a change in the employment contract. Campus reassign­ments must be approved by the principal at the receiving campus except when reassign­ments are due to enrollment shifts or program changes. Extracurricular or supplemental duty assignments may be reassigned at any time unless an extracurricular or supplemental duty assignment is part of a dual-assignment contract. Employees who object to a reassign­ment may follow the district process for employee complaints as outlined in this hand­book and district policy DGBA (Local).

 

An employee with the required qualifications for a position may request a transfer to another campus or department. A written request for transfer must be completed and signed by the employee and the employee’s supervisor. A teacher requesting a transfer to another campus before the school year begins must submit their request by the date designated on the job posting. Requests for transfer during the school year will be considered only when the change will not adversely affect students and after a replacement has been found. All transfer requests will be coordinated by the superintendent’s office and must be approved by the receiving supervisor.