SJSD Staff Training
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COMPLIANCE TRAINING

COMPLIANCE TRAINING

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SJSD Staff Training Presentation Transcript

  • 1. SJSD ANNUAL STAFF TRAINING EMPLOYEE HANDBOOK REVIEW
  • 2. CHILD ABUSE REPORTING The Board of Education requires its staff to comply with state child abuse and neglect laws and the mandatory reporting of suspected neglect and/or abuse. Any school official or employee who knows or has reasonable cause to suspect that a child has been subjected to abuse or neglect, or who observes the child being subjected to conditions or circumstances which would reasonably result in in abuse or neglect, will immediately report or cause a report to the building principal, or his or her designee, who will then become responsible for making a report via the Child Abuse Hotline (1-800-3923738) Short Version-Report any suspected child abuse to your administrator or counselor.
  • 3. FERPA/CONFIDENTIALITY To the extent permitted by law, any public record held by this school district that is generated or received pursuant to this policy shall be closed and available only to the Board acting as quorum, a committee appointed by the Board to carry out this policy on a permanent or ad hoc basis, the compliance officer and other administrators whose duties require access to the record in order to carry out this policy. (page 8 employee handbook) Exclusions to FERPA -sole possession records such as meeting notes or teacher logs -law enforcement records used for investigation and enforcement medical treatment records of students who are working for the school, but no longer enrolled there records that contain only information about the students after they are no longer enrolled in the school - post enrollment
  • 4. FERPA PART 2 STUDENT PRIVACY RIGHTS AND SCHOOL RESPONSIBILITIES Parental requests to examine educational records must be granted within 45 days A noncustodial parent has all rights granted under FERPA unless denied in a court order The following record inspection procedures should be followed. -keep a log of all request and disclosures made to third parties -the principal will be the districts designee to handle all requests to examine student records -verify parent identity - disclose nothing over the phone. -remove the names of any other students that might be included in the records -assistance for parents should be given only by the principal Short Version - do not discuss student information with anyone other than school employees
  • 5. STUDENT DISCIPLINE To assist district staff in maintaining the necessary classroom environment, the Board of Education has created a discipline code that addresses the consequences, including suspension or expulsion, for students whose conduct is prejudicial to good order and discipline in the impairs the morale or good conduct of other students. These policies, regulations and procedures will apply to all students attending in-district instructional and support programs as well as at school- sponsored activities. (page 89, employee handbook) Short Version - We must explain all regulations, policies and procedures pursuant to student discipline. We must have student and parent signatures verifying that we have provided access to all discipline policies, regulations and procedures. Employee Handbook, page 89.
  • 6. TECHNOLOGY Violation of Technology Usage Policies and Procedures Use of the districts technology resources is a privilege, not a right. A user’s privileges may be suspended pending an investigation concerning use of the district’s technology resources. Any violation of district policies, regulations or procedures regarding technology usage may result in temporary, long-term or permanent suspension of user privileges. All disciplinary measures for students and staff will be determined by the administration. Employee Handbook, pages 18-20
  • 7. COPYRIGHT Reproduction of Copyrighted Materials Copyrighted materials, whether they are print or non-print, will not be duplicated, reproduced, distributed or displayed for district-sponsored activities or by using district equipment except in accordance with law. Employees who violate this policy and do not attempt to remedy the situation could be terminated. Students who violate this policy and do not attempt to remedy the situation are subject to disciplinary measures Employee Handbook, page 22.
  • 8. COPYRIGHT Copyright Infringement Using District Technology (page 22, employee handbook) Only appropriately licensed programs or software may be used with district technology. All persons using district technology in violation of law may lose their user privileges in addition to other sanctions.
  • 9. BOARD POLICIES The Board of Education shall determine the policies to serve as a basis for the administration of the school district. The Board may direct the administrative staff members to promulgate, implement, and maintain administrative procedures which are consistent with Board policies. Policies may be adopted and/or amended only upon a majority vote of the members of the Board present at a legally constituted meeting in which the proposed policy or amendment has been included on the agenda and described in writing. Web site: http://web.sjsd.k12.mo.us:81/Section_B/BF
  • 10. SAFETY PROGRAM The Board recognizes the necessity for a planned safety program to create a safe environment for the students attending, and for the professional and support staff employed by the school district. The maintenance of healthful and safe conditions throughout the school district is a responsibility shared by the Board, Superintendent and all professional staff. Web site: http//web.sjsd.k12.mo.us.:81/Section_E/EB.htm
  • 11. BOARD/STAFF COMMUNICATION The Board desires to maintain open channels of communication between itself and the staff. The basic line of communication will be through the superintendent. Chain of Command Staff>Dept. Chair>V.P>Principal>Ass. Dir. of Sec. Ed.>Dir. Sec.Ed.>Superintendent>Board Web Site: http//web.sjsd.k12.mo.us:81/Section_G/GBC.htm
  • 12. STAFF CONDUCT The Board of Education expects that each professional and support staff member shall put forth every effort to promote a quality instructional program in the school district. In building a quality program, employees must meet certain expectations that include, but are not limited to, the following: 1. Become familiar with, enforce and follow Board policies, regulations, administrative procedures, other directions given by district administration and state and federal laws as they affect the performance of job duties. 2. Maintain courteous and professional relationships with pupils, parents/guardians, other employees of the district and all patrons of the district. 3. Keep current on developments affecting the employee’s area of expertise or position. 4. Transact all official business with the appropriate designated authority in the district in a timely manner. 5. Transmit constructive criticism of other staff members or any department of the school district to the particular school administrator who has the administrative responsibility for improving the situation. 6. Care for, properly use and protect school property. 7. Attend all required staff meetings called by district administration, unless excused. 8. Keep all student records, medical information and other sensitive information confidential as directed by law, Board policy, district procedures and the employee’s supervisor.
  • 13. STAFF CONDUCT PART II 9. Immediately report all dangerous building conditions or situations to the building supervisor (MODIS) and take action to rectify the situation and protect the safety of students and others. 10. Properly supervise all students. The Board expects all students to be under assigned adult supervision at all times during school and during school activity. Except in an emergency, no employee will leave an assigned group unsupervised. 11. Obey all safety rules, including rules protecting the safety and welfare of students. 12. Submit all required reports or paperwork at the time requested. Employees will not falsify records maintained by the school district. 13. Refrain from using profanity. 14. Dress Professionally and in a manner that will not interfere with the educational environment. 15. Come to work and leave work at the time specified the employee handbook or by the employee’s supervisor. Employees who are late to work, stop working before the scheduled time, or work beyond the scheduled time without permission may be subjected to discipline, including termination. 16. School employees, other than a commissioned law enforcement officers, shall not strip search students, as defined in state law, except in situations where an employee (ADMINISTRATORS) reasonably believes that the student possesses a weapon, explosive or substance that poses an imminent threat of physical harm to the student and others and a commissioned officer is not immediately available.
  • 14. STAFF CONDUCT PART III 17. School employees shall not direct a student to remove an emblem, insignia or garment, including a religious emblem, insignia or garment, as long as such emblem, insignia or garment is worn in a manner that does not promote disruptive behavior. 18. State law prohibits teachers from participating in the management of a campaign for the election or defeat of a member of the Board of Education that employs such teacher. 19. Employees will not use district funds or resources to advocate, support or oppose any ballot measure or candidate for public office. 20. Employee will not use any time during work day for campaigning purposes, unless allowed by law. Web site: http:web.sjsd.k12.mo.us:81/Section_G/GBCB.htm
  • 15. CRIMINAL BACKGROUND CHECKS EMPLOYEES Generally,the district will conduct a criminal background check in accordance with law on all new employees before they have contact with any student: Only exception - a part time teacher who has been hired within one year of their retirement. DISTRICT NOTIFICATION All employees and other persons required to submit to a criminal background check pursuant to this policy must notify the district if they are charged, convicted, plead guilty to or are otherwise found guilty of any misdemeanor or felony, regardless of the imposition of sentence. Notification must be no later than (5) business days after the event. Web Site: http://web.sjsd.k12.mo.us:81/Section_GGBEBC.htm
  • 16. DRUG/TOBBACO-FREE WORKPLACE The Board of Education shall not tolerate the manufacture, use, possession, sale, distribution or being under the influence of controlled substances, alcoholic beverages or unauthorized prescription medications by district employees on district property: on any district property at any district-sponsored or district-approved activity, event or function. Any employee who violates this policy will be subject to disciplinary action, which may include suspension, termination and referral for prosecution. Employees may be required to satisfactorily participate in rehabilitation programs. Web Site: http://web.sjsd.k12.mo.us:81/Section_G/GBEBA.htm
  • 17. STAFF/STUDENT RELATIONS No employee may use his or her status as an employee to adversely influence a student of the district. No employee may date, make advances toward, or engage in any sexual relationships with a district student, regardless of the student’s age, the perceived consensual nature of the relationship, where the advances are made or whether the employee directly supervises the student. All employees possessing evidence of or witnessing such conduct or sexual harassment shall report it to the district’s administration immediately. Web Site: http://web.sjsd.k12.mo.us:81/Section_G/GBH.htm
  • 18. PROFESSIONAL/SUPPORT STAFF ASSIGNMENTS AND TRANSFERS The district recognizes that assigning qualified staff members to positions throughout the district is essential to providing an excellent educational program for all students. Every effort will be made to assign district staff to areas of the greatest need for the benefit of the students. The district will accept request for transfer from employees, but will only honor those requests when it is in the best interest of the district and the educational program to do so. Although the superintendent will take the employee’s expressed preference into consideration, the ultimate decision must be based on the district’s needs. The superintendent may reassign staff members to different positions or buildings at any time, including after a contract has been signed or in the middle of the school year. Transfer requests for the following school year must be submitted on or before March 1. Web Site: http://web.sjsd.k12.mo.us:81/Section_G/GCI.htm
  • 19. BULLYING AND HAZING The St. Joseph School District prohibits all forms of bullying, hazing and student intimidation on school premises or during school sponsored activities. District staff, coaches, sponsors and volunteers shall not permit, condone or tolerate any form of bullying or hazing. Nor may they plan, direct, encourage, assist, engage or participate in any activity that involves bullying or hazing. All incidents should be reported to the principal for investigation. The principal, or designee, shall in a timely manner, investigate all complaints of bullying and hazing and administer appropriate discipline to who violate this policy. Employee Handbook page 91. Web Site: http://web.sjsd.k12.mo.us:81/Section_J/JFCF.htm
  • 20. VISITOR TO DISTRICT PROPERTY/EVENTS All visitors shall sign in or check in at the building office prior to proceeding elsewhere in the building. APPROPRIATE BEHAVIOR The Board encourages district patrons to exhibit good sportsmanship, citizenship, ethics and integrity at all district events and at all times while on district grounds. Web Site: http://web.sjsd.k12.mo.us:81/Section_K/KK.htm
  • 21. DISCRIMINATION/ANTI- HARASSMENT As a political subdivision, employer, recipient of federal funds and educational institution, the Board of Education is prohibited from, and hereby declares policy against, engaging in unlawful discrimination, including harassment creating a hostile environment, on the basis of race, color, religion, sex, national origin, ancestry, disability, age or use of leave protected by the Family and Medical Leave Act, in its programs, activities and with regard to employment. The Board is an equal opportunity employer. It is illegal if an EMPLOYER uses one of the these factors in: Refusing to interview, hire, or promote Discharging or demoting Withholding pay or terms, privileges, or conditions of employment due
  • 22. BULLYING/HAZING Bullying is defined as repeated and systematic intimidation, harassment or attacks on one person or group b another person or group. Bullying occurs when personal power is used unfairly and repeatedly to hurt someone. To qualify as bullying, there has to be a power imbalance between the person or persons being bullied. The behavior must be intentional and generally occurs over time. There are five common types of bullying: verbal, physical, emotional, gender and cyber. District staff will report incidents of bullying and hazing to the building principal or designee. District staff, coaches, sponsors and volunteers shall not permit, condone or tolerate any form of bullying or hazing Employee Handbook, page 90.
  • 23. FMLA (The Family Medical Leave Act) The Family and Medical Leave Act guarantees each person up to 12 weeks leave each year, for: Employees are eligible if they have worked for the employer for 1 year or 1,250 hours. A new child in the family-by birth, by adoption or by placement in foster care. Caring for a family member with a serious health condition; or The employee’s own serious health condition that prevents him or her from performing the job. The FMLA guarantees time off, whether paid or unpaid. The type of leave taken depends on the reasons for the leave, an employee’s earnings and the usual leave regulations. There are eligibility criteria, medical certification guidelines and other detailed rules governing leave. We Site: www.nalc.org/depart/cau/fmla.html
  • 24. OSHA (Occupational Safety and Health Administration) To assure safe and healthful working conditions for working men and women; by authorizing enforcement of the standards developed under the Act; by assisting and encouraging the States in their efforts to assure safe and healthful working conditions; by providing for research, information, education, and training in the field of occupational safety and health; and for other purposes. Web Site: www.osha.gov
  • 25. FSLA (FEDERAL FAIR LABOR STANDARDS ACT) The FLSA law is sometimes called the overtime law insures that wages are paid for all hours worked and that all overtime hours, overtime pay and collected unpaid overtime due is paid to wage earners. Web Site: http://.flsa.com/
  • 26. EQUAL EMPLOYMENT OPPORTUNITY Affirmative Action - It is the policy of the School District to hire for all positions the best qualified applicants available. As a part of this policy, the District will strive to provide equal employment opportunities to all applicants through employment practices regardless of race, color, religion, national origin, sex age or handicapping conditions. Page 7, employee handbook.
  • 27. USERRA (UNIFORMED SERVICES EMPLOYMENT AND REEMPLOYMENT RIGHTS ACT) USERRA clarifies and strengthens the Veteran’s Reemployment Rights Statute by protecting civilian job rights and benefits for veterans, members of reserve components, and even individuals activated by the President of the United States. USERRA establishes the cumulative length of time that an individual may be absent from work for military duty and retain reemployment rights to five years. Web Site: http://en.wikipedia .org/wiki.USERRA
  • 28. WORKERS COMPENSATION The Department of Labor’s Office of Workers’ Compensation Programs administers four major disability compensation programs which provide wage replacement benefits, medical treatment, vocational rehabilitation, and other benefits to federal workers or their dependents who are injured at work or acquire an occupational disease. Web Site: http://www.dol.gov/dol/tipic/workcomp/index.htm
  • 29. PPRA (PROTECTION OF PUPIL RIGHTS AMENDMENTS) The Protection of Pupil Rights Amendment applies to programs that receive funding from the U.S Department of Education. PPRA is intended to protect the rights of parents and students in two ways. It seeks to ensure that schools and contractors make instructional materials available for inspection by parents if those materials will be used in connection with an ED-funded survey, analysis, or evaluation in which their children participate. It seeks to ensure that schools and contractors obtain written parental consent before minor students are required to participate in any ED-funded survey, analysis, or evaluation that reveals information concerning: 1. Political affiliations 2. Mental and psychological problems potentially embarrassing to the student and his/her family. 3. Sex behavior and attitudes 4. Illegal, anti-social, self-incriminating and demeaning behavior. 5. Critical appraisals of other individuals with whom respondents have close family relationships 6. Legally recognized privileged or analogous relationships, such as, lawyers, physicians, and ministers. 7. Income (other than that required by law to determine eligibility for participation in federal funding)