Staff Handbooks

SECTION A: BENEFITS

 

1. HEALTH INSURANCE benefits provided by the East Newton R-VI School Board of Education will cover all full-time certificated employees under contract. Coverage will begin the first day of the month following date of hire and will continue until the end of the month of the date employment terminates. Employees leaving the district will terminate insurance on June 30. Teachers who complete nine months or more of employment will be provided board-paid insurance for 12 month as part of their compensation, unless they leave the district.

 

Each year there is an open enrollment period from May to mid June, for coverage July 1 through June 30 of the following year. If you miss this opportunity, you will not be able to enroll until the following year open enrollment period. The only exception being a significant life changing event.

 

Married or unmarried children will be covered from birth until the end of the month that they turn 26.

 

Medical insurance is a Board paid benefit for full-time certificated employees. The Board has capped paid premiums at $456 per employee with an option each year to pay a portion above that amount if possible. Dependent coverage is available through payroll deduction. The District will pay $456 toward each plan selected by staff. Any amount above $456 will be payroll deducted from the employee.

 

The East Newton School District is a member of MET (Missouri Educator Trust), a self-funded insurance trust. Over eighty school districts participate, and well over 18,000 members are part of the trust. Being self insured allows the trust various flexibilities for insurance coverages. Those flexibilities are designed to benefit schools and their employees to get the best insurance coverage available. As the trust grows it is the hope that even more benefits will be possible for schools and the employees.

 

2. CLAIMS PROCEDURE. Claims should be filed by your physician’s office or the hospital where you receive treatment. Anthem BlueCross BlueShield must be notified prior to any hospital admission. Please refer to the back side of your medical insurance card for information pertaining to claims and hospital procedures.

 

3. COBRA INSURANCE COVERAGE. COBRA is an acronym for a law that requires the District to provide continued health insurance benefits to employees and their dependents when their coverage would have otherwise been terminated for any of the following qualifying reasons:

• Termination of employment
• Entitled to benefits under Medicare
• Your death
• Dissolution of your marriage
• Legal separation from your spouse
• Dependent child’s ceasing to be an eligible Dependent under this plan

 

The cost of the coverage will be at the employee’s or dependents expense. Continued insurance coverage must be elected within 60 days of the last day of coverage or other changes in family status. All employees are offered this coverage as required by law. This coverage is good for 36 months after the qualifying event, or 18 months in case of termination or reduction in work hours. This plan will cease to remain in force if qualified beneficiary fails to make the required contribution for coverage, or if the qualified beneficiary becomes covered as an employee under any other group health plan or is entitled to benefits under Medicare.

 

4. RETIREE INSURANCE COVERAGE. Retirees have one (1) year from the date they are last employed by the District to elect retiree health insurance coverage. Conversion to retiree status should be done in a timely manner to avoid any lapse in health insurance coverage. Retirees may elect to remain on District medical, dental, vision and life insurance by paying the premium.

 

5. LIFE INSURANCE. All active full-time employees under the age of 65 are covered by a Life Insurance Policy in the amount of $20,000. There is also $20,000 coverage for accidental death, dismemberment and loss of sight. This coverage is provided by the District at no cost to the employee.

 

6. OPTIONAL:

• LIFE. Employees can purchase Metlife insurance through a payroll deduction. The coverage will remain in effect for one (1) year. Employees can purchase or drop coverage during open enrollment period only (January).
• DENTAL. Employees can purchase The MetLife Dental Insurance through a payroll deduction. These premiums are run through Section 125 plan and will remain in effect for one (1) year. Employees can purchase or drop coverage only during open enrollment period (January).
• VISION. Employees can purchase MetLife Vision Insurance through a payroll deduction. These premiums are run through Section 125 plan and will remain in effect for one (1) year. Employees can purchase or drop coverage only during open enrollment period (January).

 

7. American Fidelity Summary Plan Description (SPD), product brochures available online.

• IRS SECTION 125, CAFETERIA PLAN. The Section 125 Plan allows you to deduct needed benefits from gross earnings before taxes are computed. What that means is that current after-tax expenses for insurance products and benefits can now be paid for with pre-tax dollars. Plus, the plan is available to you at no cost and you’re already eligible – all you have to do is enroll. By implementing this plan, your employer is helping you reduce your taxes and increases your spendable income. The cost savings advantage of the plan is simple. Any benefits cost or insurance premiums you pay under the plan are paid on a pre-tax basis.

 

DEFINITION: A cafeteria plan is a legally written document that is filed with the federal government for the sole purpose to save employee tax dollars. The term “Cafeteria Plan” is derived from having multiple benefit options from which the employee can choose in order to build an individual benefit program. Since there are many types and components to cafeteria plans, the District has selected the most commonly used plan types: (Flex Plan)

• Medical Reimbursement Plan (Out-of-pocket expenses)
• Dependent Care Assistance Plan (child care expenses)

 

We cannot stress enough how beneficial the Plan can be to the employee. The simple act of signing “yes” will unconditionally save you money if you qualify. Following are more detailed explanations of the three plan types. You may enroll in all or just one of the types.

 

MEDICAL REIMBURSEMENT ACCOUNT: is used to reimburse yourself for eligible medical expenses incurred for yourself, your spouse, and your eligible dependents. Examples of eligible medical expenses may include, but are not limited to medical deductibles, co-payments, prescriptions and other medical expenses not reimbursed by another source.

DEPENDENT CARE REIMBURSEMENT ACCOUNT: is used to reimburse yourself for eligible dependent care expenses incurred to allow you to work or, if you are married, your spouse to work or look for work. You may allocate up to $5,000 pre-tax calendar year for reimbursement of dependent care services ($2,500 if you are married and file a separate tax return).

 

GENERAL: If you do not file sufficient claims for reimbursement, you will lose the unused amounts. This is often referred to as the “use-or-lose” rule. Therefore, the balance of the unused amounts must be forfeited to your Employer.

• Life Insurance. Employees can purchase through a payroll deduction. These premiums are run through Section 125 plan and will remain in effect for one (1) year. Employees can purchase or drop coverage during open enrollment period only.
• Disability Income Insurance. Employees can purchase through a payroll deduction. Employees can purchase or drop coverage during open enrollment period only.
• Accident Only Insurance. Employees can purchase through a payroll deduction. These premiums are run through Section 125 plan and will remain in effect for one (1) year. Employees can purchase or drop coverage during open enrollment period only.
• Cancer Insurance. Employees can purchase through a payroll deduction. These premiums are run through Section 125 plan and will remain in effect for one (1) year. Employees can purchase or drop coverage during open enrollment period only.

8. RETIREMENT CONTRIBUTIONS are withheld from your salary while you are working in covered employment. Those contributions, currently 14.5% of salary and medical insurance benefit, are matched by the District and remitted monthly to the retirement system. All extra duty pay earned while in employment of East Newton R-VI School District is subject to retirement. Your contributions, while being tax deferred, are credited to your individual account, and can be withdrawn (at a 10% penalty and applicable state and federal taxes) only if you cease covered employment. You cannot borrow against your account funds, nor can they be garnished, attached, assigned or subjected to any other claim. The retirement law allows a certified employee of a school district the option to obtain service credit while on unpaid leave under the district’s sick leave policy or under Workers’ Compensation. To acquire the credit, the employee must remit through the district during the leave, the contributions which would have been withheld from salary had the employee been on active status. The 5 District is required by law to match the employee contributions and send them to the retirement office as a part of the regular monthly remittance.

 

Certified teachers working in a non-teaching covered position will pay into Social Security and 9.67% into retirement.

 

 

9. RETIREMENT BENEFICIARY DESIGNATION. Your beneficiary listing should be reviewed each time there is a change in your life, change of address, marriage, birth, adoption, separation, divorce, non-dependency of children, death of a beneficiary, etc. If a change is needed, obtain the beneficiary designation form from the school Central Office or the retirement office, and send the new listing to PSRS. It will be acknowledged soon after receipt.

 

10. RETIREMENT. An employee is vested in the retirement system after five years of service. Disability retirement or service retirement information may be obtained by contacting:

Public School Retirement System of Missouri
PO Box 268
Jefferson City, MO 65102
1-800-392-6848 or 1-573-634-5290

 

11. SOCIAL SECURITY PROTECTION ACT. The Social Security Protections Act of 2004 requires the district to provide a statement to employees hired January 1, 2005 or later in a job not covered under Social Security. The statement explains how a pension from the district could affect future Social Security benefits to which you may become entitled.

 

12. MEDICARE WITHHOLDING. All extra duty pay for certified staff members and salary for all certificated employees hired after March 31, 1986, will also be subject to Medicare FICA withheld at 1.45%. For questions or information please contact your local Social Security Office.

13. UNEMPLOYMENT COMPENSATION INSURANCE. All eligible school employees will be covered by unemployment compensation insurance and subject to the provisions thereof. Based on an analysis of district data, the Board will annually determine if the District shall pay on the basis of reimbursement or purchase unemployment compensation insurance.

 

14. WORKERS COMPENSATION. All school employees will be covered by Workers’ Compensation Insurance and are eligible for compensation for an injury incurred in the performance of their job. Any accident resulting in injury, no matter how minor, must be reported immediately to the supervisor who in turn will notify the appropriate administrative office. A Report of Injury Form will be completed by the school nurse by asking the injured person for details of the accident. The injured employee will go to OccuMed in Neosho or Joplin. After hours go to Freeman Hospital Neosho or Freeman Hospital West in Joplin. DO NOT GO TO YOUR PERSONAL PHYSICIAN FOR A WORK RELATED INJURY UNLESS YOU ARE WILLING TO PAY ALL FEES. Please let Sheba Cook in the Central Office know if an employee is off from work for more than three (3) days.

 

15. LIABILITY INSURANCE will be provided for all staff members.

16. SCHOOL ACTIVITIES PASSES. All District employees and family (students living at home) will be admitted free of charge to all home activity events. This includes home athletic events (excluding district or tournament games) and school productions. You must present the current year District issued “Activities Pass” at gate or door. Should your card be lost, contact your building office for a replacement.

 

SECTION B: PAYROLL

1. PAYROLL for certified staff members is the 20th of each month. If that date falls on a holiday or weekend, payroll will be distributed on the bank business day prior to the 20th. Payroll changes must be made before the 10th of the month to be reflected that month.

 

2. DEDUCTIONS. Salary deductions are allowed only upon approval by the Superintendent and are subject to the following requirements:

• Organizations, companies, or individuals desiring the institution of a salary deduction plan must submit a desired plan to the Superintendent for advance approval.
• Deductions are to be withheld in equal installments.
• The payroll department of the Central Office shall be given 30 days notice of the initial beginning or termination of a salary deduction by an individual.
• All salary deductions other than those regulated by the federal or state government will be deducted only upon written approval of the employee.
• Voluntary payroll deductions may be authorized, if 10 or more employees so request.

 

The Board of Education authorizes, within the above regulations, salary deduction plans for the District’s approved health insurance plan, *MSTA/CTA dues.

 

*MSTA dues = 6 payments, CTA dues = 1 payment.

 

3. DIRECT DEPOSIT. The District pays all employees by electronic direct deposit. Funds become available after midnight on the designated monthly payday at the financial institution of your choosing.

 

SECTION C: LEAVE

1. SICK LEAVE. Each professional staff member shall acquire one day of sick leave in accordance to days contracted, as follows:

• 10 – 12 months full-time employment – 10-12 days per year
• Full Time only during regular school term – 10 days per year
   

Ninety (90) days may be accumulated. If an employee is out three (3) or more consecutive days, the District will/may require a certification of fitness. Absences may be charged against sick leave for the following reasons:

• Illness, injury or disability of the employee
• Illness, injury or disability of a member of the “immediate family”

 

Professional staff employees may be terminated for excessive absences or tardiness. Unless authorized by the Board or the superintendent or otherwise authorized by law, an employee’s absence or tardiness is considered excessive if it:

• Is for a reason not granted as paid or protected leave under Board Policy.
• Exceeds the number of days allotted by the Board for that particular leave.
• Is for a reason authorized by Board policy but exceeds 20 days in a semester or 40 days per school year.

 

No employee will be disciplined or terminated for absences qualifying for protection under the Family and Medical Leave Act (FMLA) or other applicable law (see Board Policy GBBDA). Policy change to GCBDA in 2016 created an incentive for teacher who retire from East Newton. It also changed payment of unused sick days. Please refer to policy GCBDA for a full explanation.

 

(Note: The Board defines “immediate family” to include spouse, parents, children, children’s spouses, grandparents, grandchildren and siblings of an employee or employee’s spouse and any other family members residing with the employee.)

 

 

2. PERSONAL LEAVE shall be granted to all staff members at the rate of two (2) days per year up. A request for personal leave that would extend a scheduled school vacation will be denied unless specific written reasons warrant special consideration by the Superintendent. Personal leave is an extension of sick leave and is part of the acquired days above. You are using sick days for personal reasons. The personal days are split out of sick and reported on your check stub as two balances, but added together they represent your total of accumulated sick leave. Personal leave may not be used the day before or after extended weekends, holidays, spring break, etc.

 

3. MEDICAL LEAVE (FMLA). The District recognized that a leave of absence from active employment might be necessary for family or medical reasons. The Family and Medical Leave Act of 1993 (FMLA) entitles eligible employees to take up to twelve workweeks of unpaid leave for family and medical reasons. See policy GCBDA in the East Newton R-VI School District Board Regulations and Policy Manual.

 

4. PROFESSIONAL LEAVE. Teachers may be granted professional leave upon the approval of the superintendent. Professional leave must be arranged well in advance and is not considered personal leave. * If you are asked to help supervise, you can use one (1) trip per school year as a professional day (outside of your area) in our district.

 

5. EDUCATIONAL LEAVE. The staff member shall have educational leave as approved by the superintendent without a deduction of pay or loss of sick leave. Educational leave will be allowed for worthwhile educational experiences or for trips involving school business.

 

6. JURY DUTY. Staff members who miss school to serve as jurors will not have their salary deducted for time missed.

 

7. MILITARY LEAVE. The Board shall grant military leave as required by law.

 

8. BEREAVEMENT LEAVE may be used for death in the immediate family. Bereavement leave is part of sick leave. Three (3) days will be granted for Bereavement leave to be taken from the employee's sick leave. Days after three (3) will be taken from personal leave.

Submit a leave request through the online system BlueChalk. If you were absent and unable to submit the request prior to the absence, remember to go back and enter the absence. The Central Office keeps a leave balance on SISFIN.

 

SECTION D: OTHER

1. STAFF CONFLICT OF INTEREST. Employees of the Board will not engage in, or have direct financial interest in, any activity that raises a reasonable question of conflict of interest with their duties and responsibilities as members of the East Newton R-VI Schools staff by adhering to Board Policy GBCA.

 

2. BACKGROUND CHECKS. Effective January 1, 2005, it is mandatory that all new hires submit to an FBI fingerprint background check. The fee for the background check is to be paid by the employee. Appointment for background check must be scheduled and/or must have been completed before the first day of employment. Continued employment with the District is contingent on favorable background clearance.

3. PERSONAL PROPERTY INSURANCE COVERAGE. If you choose to bring personal items to school and feel that they need to be insured, please do so through your homeowners or renters insurance policy. The school District’s insurance does not provide coverage for personal items.

4. EXPENSE REIMBURSEMENT will be granted for professional travel, which is approved in advance by the administrator who supervises the staff member requesting the reimbursement. Travel must be beneficial to the East Newton R-VI School District to be approved. In all cases of professional travel, personnel will be expected to be as economical as is practical. The following is a list of amounts that will be reimbursed for employee travel (sales tax will not be reimbursed). Original itemized receipts must accompany the reimbursement form. The form must include where the person traveled, the date and the purpose of the travel. The form must indicate what budget code is being utilized and have appropriate administrative approval. Reimbursement of meals is subject to prior approval and financial condition of the district.

 

*IMPORTANT NOTE: Reimbursement of meals is subject to prior approval and financial condition of the district.

 

5. SALES TAX is not reimbursed. Please use the schools tax ID number for all purchases including lodging.

 

6. TIMELY REPORTING OF EXPENDITURES. Reimbursement requests should be submitted within 30 days of purchase or completion of travel.

 

7. EMPLOYEE MEAL CHARGES are expected to be paid at least monthly. The Employee agrees that the District may deduct an amount sufficient to cover any meal charges from the Employee’s pay in any pay period where the Employee owes meal charges. The Employee will be notified of the payroll deduction. This agreement will be in force for the full period of the Employee’s employment with the district unless revoked in writing by the Employee.

 

The East Newton R-VI School Board of Education policies are developed and maintained through assistance from the Missouri School Boards Association (MSBA). For your reference and convenience, all District policies, regulations, and procedures can be found on the District’s website.

As an employee of the District, it is your responsibility to review, become familiar with, and adhere to all District policies. As part of the annual mandatory requirements (see Section B below), your electronic receipt of this handbook is included as part of these requirements. By acknowledging receipt of this handbook online (or in some instances, by signature), you agree to all procedures, policies and regulations in place.

SECTION A: POLICIES

 

1. DRUG-FREE WORKPLACE. Staff members are expected and required to report to work on time and in appropriate mental and physical condition for work. It is the District’s intent and obligation to provide a drugfree work environment.

 

The unlawful manufacture, distribution, dispensation, possession, or use of a controlled substance on District premises is absolutely prohibited. Violations of this policy will result in disciplinary action, up to and including termination, and may have legal consequences.

 

The District recognizes drug dependency as an illness and a major health, safety, and security problem. Employees needing help in dealing with such problems are encouraged to use our health insurance plan, as appropriate. Conscientious efforts to seek such help will not jeopardize any employee’s job, and will not be noted in any personnel record.

 

Employees must, as a condition of employment, abide by the terms of this policy and report any conviction under a criminal drug statute for violations occurring on or off District premises while conducting District business. A report of conviction must be made within five (5) days after the conviction. This requirement is mandated by the Drug-Free Workplace Act of 1988.

 

DRUG-FREE WORKPLACE (GBEBA CRITICAL): Policy GBEBA: DRUG-FREE WORKPLACE Status: ADOPTED Original Adopted Date: 04/16/1998 | Last Revised Date: 01/18/2024 | Last Reviewed Date: 01/18/2024

 

Definitions Controlled Substances – Substances listed in schedules I, II, III, IV, and V of the federal Controlled Substances Act, 21 U.S.C. § 812. For the purposes of this policy, a controlled substance shall also include any controlled substance, counterfeit substance, or imitation controlled substance as defined in § 195.010, RSMo., and any chemical substances structurally similar to and treated as controlled substances under state law.

 

• District Activity – Any activity, event, or function where students are under district supervision, such as field trips or athletic events.
• District Property – Any property owned or leased by the district, including any vehicle owned, leased, or used for district purposes, and any location where a district-sponsored or approved activity takes place.

 

Prohibited Substances – For the purposes of this policy, a prohibited substance shall include:

1. Alcohol.
2. Controlled substances for which the employee does not have a valid prescription.
3. Unauthorized inhalants.
4. Counterfeit or imitation controlled substances.
5. Marijuana or marijuana-infused products.
6. Any other illegal drug.
7. Any drug or medicine prohibited on district property by law or policy.
8. Substances intended to create a false negative on a drug test.

 

Prohibited Substances
Student and employee safety is of paramount concern to the board of education. In recognition of the threat to safety posed by employee use or possession of prohibited substances, the board commits itself to a continuing good faith effort to maintain a drug-free workplace. Therefore, the board prohibits employees from manufacturing, using, selling, transferring, distributing, possessing, or being under the influence of prohibited substances on district property; in any district-owned vehicle or any vehicle used to transport students; at district activities; or during any time employees are supervising students on behalf of the district or are otherwise engaged in district business. The board also prohibits the manufacture, use, sale, transfer, or possession of drug-related paraphernalia. When it is evident that an employee has consumed prohibited substances off district property before or during a district activity that the employee is required to attend, the employee will not be allowed on district property or to participate in the activity and will be subject to the same disciplinary measures as for possession or consumption of prohibited substances on district property. This policy shall be communicated in writing to all present and new employees. Compliance with this policy is mandatory.

Marijuana and Marijuana-Infused Products
Marijuana is illegal under federal law and is considered a prohibited drug under this policy. This policy's prohibitions apply even if an employee has been authorized under state law to use marijuana or marijuana-infused products for medicinal or recreational purposes.

 

Testing
Board Policy Manual East Newton Co. R-VI1 Employees may be tested for prohibited substances if the district has reasonable suspicion that the staff member has violated this policy. In addition, staff members who operate district vehicles must submit to alcohol and drug testing as required by law. Additional drug testing may occur as allowed by law. All testing will be conducted in accordance with board policy, administrative procedures, and law.

 

Consequences
Employees who violate this policy will be subject to disciplinary action, which may include, but is not limited to, suspension, termination, referral for prosecution, and referral for discipline of the employee's certification or 12 license. Employees may be required to satisfactorily participate in substance use assistance or rehabilitation programs. As required by federal law, if an employee is convicted of a criminal drug offense for a violation occurring in the workplace, the district will take appropriate personnel action, which may include discipline, termination, or requiring employee participation in a substance use or rehabilitation program. The district will take action within 30 days of notification of the conviction.

 

District Notifications
Each district employee is hereby notified that, as a condition of employment, the employee must abide by the terms of this policy and notify the superintendent or designee of any criminal drug statute conviction for a violation occurring in or on the premises of this district or while engaged in regular employment. Such notification must be made by the employee to the superintendent or designee in writing no later than five calendar days after conviction. In accordance with policy GBEBC, employees are required to notify the district if they are charged with any misdemeanor or felony.

 

Notification to Federal Agency
If an employee is convicted of any criminal drug offense for a violation occurring in the workplace, the superintendent or designee will provide notice in writing of such violation to the U.S. Department of Education or other appropriate federal agency within ten calendar days after the superintendent or designee receives such notification. Notification will be made only if the district receives any federal grants directly from such agency, as opposed to federal grants received through the Department of Elementary and Secondary Education (DESE).

 

Awareness Program
The superintendent or designee will institute a drug-free awareness program to inform employees of the dangers of drug and alcohol use and misuse in the workplace; of this policy of maintaining a drug-free workplace; of available counseling, employee assistance, and rehabilitation programs; and of the penalties that may be imposed upon employees for substance use violations occurring in the workplace.

 

Professional Assistance
The board encourages employees who have a substance abuse problem to seek professional assistance. The district will provide referrals to treatment resources upon employee request, but the district will not assume any financial responsibility

 

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2. DISCRIMINATION, HARASSMENT AND RETALIATION. The School District is committed to providing an environment free from intimidating, hostile or offensive behavior; unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct or communication constituting sexual harassment. Each employee will annually complete a Sexual Harassment Program. Sexual harassment by an employee, student or other person in the district against any person is prohibited. Allegation of sexual harassment shall be investigated and, if substantiated, corrective or disciplinary action taken, up to and including suspension and/or expulsion of the student or suspension and/or termination of the employee.

 

Policy AC: PROHIBITION AGAINST ILLEGAL DISCRIMINATION, HARASSMENT AND RETALIATION Status: ADOPTED Original Adopted Date: 04/16/1998 | Last Revised Date: 11/16/2023 | Last Reviewed Date: 11/16/2023

 

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3. TOBACCO-FREE DISTRICT. Employees must, as a condition of employment, abide by the terms of the following policy. Please refer to the following District policy (AH Critical):Policy AH: USE OF TOBACCO AND VAPING PRODUCTS Status: Original Adopted Date: 04/16/1988 | Last Revised Date 06/29/2021 | Last Reviewed Date: 06/29/2021

 

 

SECTION B: MANDATORY TRAINING

As a District, it is crucial that we ensure that all staff members are informed and educated in all aspects of student/staff behavior and workplace basics. Therefore, all new staff must complete the following requirements within 30 days of date of hire. All returning staff will be required to re-train at the beginning of each school year. It is our goal to work with all new hires to promptly complete this training upon the first day of employment as part of their orientation. Please contact Mary Blewett at ext. 472-6231, should you have any questions.

 

Beginning school year mandatory requirements include the following:

• Technology Usage & Staff / Student Relations Policies
• Preventing Sexual Harassment
• Blood Born Pathogen
• Cyber Security Awareness
• Discrimination Awareness
• Diversity Equity and Inclusion (DEI)
• Practices: Staff to Student
• Drug Free Work Place
• FERPA: Confidentiality of Records
• Bullying
• Recognition and Response
• Sexual Misconduct: Staff to Student
• Youth Suicide Awareness and Prevention
• Sexual Awareness: Staff to Staff
• Staff Handbook, Verification and District Policies

SECTION C: SAFETY

In order to promote safety and to reduce the occurrence of injuries to the employee; to the employee’s colleagues, students and visitors to our school, the following requirements are not intended to be exclusive, but to illustrative for measures required to promote safety.

• All accidents are to be reported to your supervisor on the date they occur. A written report may be needed.
• All unsafe conditions are to be reported to your supervisor immediately.
• No running or horseplay is permitted.
• The use of alcohol or non-prescribed drugs during work hours is strictly prohibited. Prescribed drugs are permitted subject to the limitations imposed by the prescribing physician.
• Standing on chairs, desks, boxes, or any object other than a ladder or step stool is prohibited. Staff other than custodians should request a custodian do any work that requires a ladder or stool.
• When using chemicals, all appropriate safety equipment must be used. If the appropriate safety equipment is not available, the absence of equipment should be reported to your supervisor.
• If your duties require you to drive, the use of a seatbelt is mandatory. The use of a cell phone for phone calls or texting is prohibited in a moving vehicle.
• The use of employer provided safety devices is mandatory.

 

SECTION A: EMPLOYMENT

1. The term “new employee” includes those who are being employed for the first time by the East Newton R-VI School District.

 

2. It is the policy of the School Board to consider continued employment of all non-certified employees prior to May 1 of each year.

 

3. It is mandatory that all employees are enrolled in electronic direct deposit. Funds become available after midnight on the designated payday at the financial institution of your choice.

 

4. Bus drivers shall have an annual physical examination. This health certificate, signed by a licensed physician, must be on file in the Transportation Office.

SECTION B: BACKGROUND CHECKS

Per Department of Elementary and Secondary Education (DESE) mandatory requirements, every newly hired person in a Missouri public school having contact with children must undergo a criminal background check prior to employment and before having contact with students. The background check includes submitting fingerprints to the Missouri Highway Patrol (MHP) and the Federal Bureau of Investigation (FBI). DESE manages the background check process for school districts. The fee for the background check is to be paid by the applicant / employee.

 

SECTION C: ASSIGNMENT

1. The School Board has adopted a position classification system for all support staff personnel. The employee will be placed on the salary schedule based on training, experience, responsibility, supervisory, and organization level required by the position.

 

2. Salary increases are normally granted only at the beginning of each fiscal year, contingent upon the approval of the Board of Education. The annual increment may be withheld when recommended by the immediate supervisor and agreed to by the Superintendent.

 

3. If Administration reclassifies an employee to a position on a higher scale, the employee shall be placed on the step of the new scale which will result in transfer to as close to the same salary during the year. If Administration reclassifies an employee to a position on the lower scale, the employee shall retain the step on 3 the salary schedule, which would result in as close to the same salary during the year. Reclassification could potentially become a salary reduction depending on the move.

SECTION D: SEPARATION OF EMPLOYMENT

1. Any employee may be dismissed at any time, subject to the provision of the law.

 

2. If an employee is terminated, the employee must report immediately to the Central Office to make arrangements for final compensation. This check will not be issued until all District property issued to the employee has been returned or accounted for by the District and the issued check will not be available until the next regular payroll date.

 

3. Any employee wishing to resign shall submit a dated letter of resignation to the Superintendent and Board of Education.

SECTION A: PAYMENT POLICIES

1. Payment Dates. Employees will be paid once per month on the 20th. Time sheets are required to be submitted to the Building Secretary by the Wednesday after the last Friday of each month. Wednesday will end the timesheet pay period. Incomplete time cards may not be processed, resulting in a delay in pay. Employees have 20 days to notify payroll of any discrepancies.

 

2. Arrangements for final salary payments for personnel who have resigned, or who have been suspended or terminated, may be made through the Payroll Department at the Central Office.

 

3. Travel reimbursements must be submitted each month to supervisors and not submitted at the end of the year.

 

4. Employee meal charges are expected to be paid at least monthly. The Employee agrees that the District may deduct an amount sufficient to cover any meal charges from the Employee’s pay in any pay period where the Employee owes meal charges. The Employee will be notified of the payroll deduction. This agreement will be in force for the full period of the Employee’s employment with the district unless revoked in writing by the Employee.

SECTION B: WORK SCHEDULE

1. Regular hours. Please refer to your supervisor for your scheduled hours per day.

 

2. Lunch break. Any employee working at least six (6) hours or more per day, must take at least a thirty (30) minute unpaid lunch break.

 

3. Overtime hours. In accordance with the Fair Labor Standards Act, the District has a policy of granting non-exempt employees compensatory time off in lieu of compensation for hours worked in excess of forty (40) hours per work week. Overtime hours MUST be approved by your supervisor prior to those hours being worked and in many cases the employee must be supervised during those hours. Time will be accrued at one and onehalf (1½) times for all time over forty (40) hours of actual work per week. Hours paid for sick leave, vacation, and holidays do not count toward the regular forty (40) hour work week. POINT OF NOTICE: Employees must actually work 40 hours in the regular work week before Overtime hours come into effect. Please fill out your timesheets correctly when documenting hours. Overtime pay in lieu of compensatory time must be approved through the District supervisor.

 

4. Any extra curricular work assignment shall be compensated at the regular pay until forty (40) hours worked per week is exceeded.

 

5. The Superintendent, Director of Facilities, or building principal, prior to paying a different rate scale, must give approval even if there is a mutual consent between the employee and the organization.

Section C: SUPERVISION

All support staff personnel are under the direction of the building principal or director and the Superintendent, or his/her designated representative.

SECTION D: PROMOTION AND TRANSFER

The Superintendent shall post notices throughout the schools and on the District’s website when an opening occurs within the District. Those employees desiring to be considered for the position listed shall submit a “request to transfer” form to the superintendent or designee. Employees of the District shall be given first consideration for reassignment to another position if their ability, training, and experience are equal to that of new applicants. It is acknowledged that frequently the desired qualities for certain positions do not exist in the present personnel. Hence, it is sometimes advisable to seek qualified personnel outside the district staff.

SECTION E: EMPLOYEE EVALUATION

The principal of each school is charged with the evaluation of all non-certificated personnel working within his/her school. This responsibility may be delegated to a director or supervisor; however, the principal will review all evaluations.

SECTION F: STAFF CONFLICT OF INTEREST

Employees of the Board will not engage in, or have direct financial interest in, any activity that raises a reasonable question of conflict of interest with their duties and responsibilities as members of the East Newton R-VI School District staff by adhering to Board Policy GBCA.

ARTICLE 3: EMPLOYEE BENEFITS

 

SECTION A: REQUEST FOR TIME OFF
All advance notice requests for time off should be submitted through the use of BlueChalk or paper forms. The leave request will automatically be sent to the supervisor for approval. Upon approval the leave will automatically post to the employee’s time card on the date of the leave request. Employee balances will be kept up-to-date in SISFIN.

 

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SECTION B: HOLIDAYS
As stated in your letter of intent, full-time employees will receive the following paid holidays if they fall within the employee’s work schedule for that fiscal year:

• Independence Day
• Labor Day
• Thanksgiving Day
• Christmas (3 days)
• New Year’s Eve
• New Year’s Day
• Good Friday (unless school is in session)
• Memorial Day

 

These holidays are not applicable during a leave of absence or after separation of employment, in which accumulated vacation would span over a holiday.

 

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SECTION C: VACATIONS

1. All support staff employed on a 12-month basis will receive vacation based on the following schedule:

• First year…….. 0 weeks
• 2-10 years…….2 weeks (10 days)
• 11+ years……..3 weeks (15 days)

 

2. All vacations shall be arranged with the immediate supervisor’s approval in the best interest of the school system.

 

3. Annual vacation for twelve (12) month employees is based upon the fiscal year beginning July 1.

 

4. Vacation days will be prorated for 12 month employees that start after July 1.

 

5. Vacation time earned during any one fiscal year must be used by July 31, following the end of the fiscal year (June 30). Employees have 13 months to use vacation days. Days not used by July 31 will be paid out in August. The daily rate will be used to determine the vacation pay. Any discrepancy in the area of carry over days needs to be discussed and finalized in the Central Office the year the discrepancy occurred. Refer to policy GDBDA or GCBDA for more details regarding short-term leaves and absences.

 

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SECTION D: LEAVE

1. Notification. It is the responsibility of the employee, when absent, to notify his or her immediate supervisor as soon as possible. The supervisor reserves the right to require a return to duty work release statement from your physician.

 

2. Sick leave and emergency leave. All personnel accrue one (1) day of sick leave per every month worked or a maximum of twelve (12) full days of sick and/or emergency leave each year. An indefinite number of days may be accumulated. All sick leave must be exhausted before an employee can go on unpaid leave. If an employee is out three (3) or more days, the District will require a “Physician’s Certification of Medical Necessity for Extended Absence” form to be completed by the employee's physician. The physician should supply the employee with a “Return to Duty Certification” when the employee is able to return to full duty.

 

Sick leave shall be granted to an employee in the event of illness or death in the immediate family (spouse, employee’s or spouse’s children, children’s spouses, parents, grandparents, grandchildren, brothers, sisters, or any person entirely dependent upon the staff member).

 

Two (2) days of sick leave shall be granted to an employee for the birth or adoption of a grandchild. If an employee has available any personal leave and/or vacation leave, it may be used at this time.

 

In 2016 a change was approved to policy GDBDA. All unused sick leave days shall be forfeited when an employee leaves the district, if the employee leaves prior to six years. Employees who have worked six years or more and leave before retirement will be compensated for unused sick days at $20 per day. If you retire from EN unused sick days will be compensated at $35 per day with a max of 99 days. Policy GDBDA.

 

3. Personal leave shall be granted to all staff members two (2) days of Personal leave. Personal leave is an extension of sick leave and is part of the acquired days above (see “sick leave” above).

 

Whenever possible, it is expected that a request for leave will be made in writing to the designated administrator at least 48 hours in advance of time the leave is requested. The Superintendent will deny requests for personal leave that would extend a scheduled school vacation unless specific written reasons warrant special consideration. * If you are asked to help supervise, you can use one (1) trip per school year as a professional day (outside of your area) in our district.

 

4. Bereavement Leave may be used for death in the immediate family. Bereavement leave is part of sick leave. Three (3) days will be granted for Bereavement leave to be taken from the employee's sick leave. Days after three (3) will be taken from personal leave.

 

5. Emergency leave for personal reasons will be approved when in the judgment of the Superintendent of Schools or his designated representative that such leave is necessary. Prior approval must be secured in writing.

 

6. Inclement weather. No leave will be approved for inclement weather unless that day is so designated by the Superintendent and that designation will be made only after school is resumed following days missed. However, most employees have vacation and/or personal days that can be used for this purpose. The employee can make their decision based on the severity of weather, knowing it may cost a vacation or personal day. In the rare event emergency leave is granted by the Superintendent, the time is charged to administrative leave.

 

7. Military Leave. The Board shall grant military leave as required by law. 

 

8. Jury Duty Leave. Employees who miss school as jurors will not have their salary deducted for days missed.

 

9. All absences not approved according to the stipulations shall have one (1) day’s pay deducted for each day’s absence.

 

10. The Business Office will maintain records of sick leave and vacation leave. Current balances of each type of leave are reported on the payroll check stub.

 

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SECTION E: MEDICAL LEAVE (FMLA)
The District recognizes that a leave of absence from active employment may be necessary for family or medical reasons. The Family and Medical Leave Act of 1993 (FMLA) entitles eligible employees to take up to twelve (12) work weeks of unpaid leave for family and medical reasons. See policy GBBDA in the East Newton R-VI School District Board Regulations and Policy Manual.

 

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SECTION F: RETIREMENT AND RETIREMENT BENEFITS

1. All employees of the School District who work twenty (20) hours or more per week become members of the Public Education Employee Retirement System (PEERS), which is an automatic tax deferred deduction of 6.86% of gross wages. All employees become members of the Old Age and Survivors Insurance (O.A.S.I. and Medicare) System, which is also an automatic deduction from gross wages, as directed from the IRS.

 

Employees holding a Missouri Certified Teaching Certificate working in a non-teaching covered position will pay into Social Security and 9.67% into retirement.

 

2. Upon separation of employment with the School District, the employee may obtain his own retirement contributions, plus any accumulated interest. All requests must be made by the employee in writing directed to:

Public Education Employee Retirement System
P.O. Box 268
Jefferson City, MO 65102

 

Questions can be referred to 1-800-392-6848.

 

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SECTION G: INSURANCE BENEFITS

1. Workers’ Compensation. All school employees will be covered by Workers’ Compensation Insurance and are eligible for compensation for an injury incurred in the performance of their job. Any accident resulting in injury, no matter how minor, must be reported immediately to the supervisor who in turn will notify the appropriate administrative office. The supervisor or school nurse will fill out a Report of Injury form by asking the injured person for details of the accident. The injured employee will go to OccuMed in Neosho or Joplin. After hours will go to Freeman Hospital Neosho or Freeman Hospital West Joplin. DO NOT GO TO YOUR PERSONAL PHYSICIAN FOR A WORK RELATED INJURY UNLESS YOU ARE WILLING TO PAY ALL FEES. Please let Sheba Cook in the Central Office know if an employee is off from work for more than three (3) days.

 

2. Medical Insurance. All support staff employees considered full time are eligible to participate in the District’s support staff medical insurance plan. Coverage will begin the first day of the month following date of hire and will continue until the end of the month of the date employment terminates. Employees leaving the district will terminate insurance on June 30. Employees become eligible for insurance the first of the month following the month employed. The District pays $456 of the premiums per employee with the option to pay a portion above that amount if possible. The District will pay $456 toward each plan selected by staff. Any amount above $456 will be payroll deducted from the employee.

 

Each year there is an open enrollment period from May to mid-June, for coverage July 1 through June 30 of the following year. If you miss this opportunity, you will not be able to enroll until the following year's open enrollment period, with the only exception being a significant life change.

 

The East Newton School District is a member of MET (Missouri Educator Trust) , a self-funded insurance trust. Over 80 school districts participate, and well over 18,000 members are part of the trust. Being self-insured allows the trust various flexibilities for insurance coverages. Those flexibilities are designed to benefit schools and their employees to get the best insurance coverages available. As the trust grows it is the hope that even more benefits will be possible for schools and the employees

 

3. Life Insurance. All employees full time under the age of 65 are covered by a life insurance policy in the amount of $20,000. There is also $20,000 coverage for accidental death, dismemberment and loss of sight. This coverage is provided by the District at no cost to the employee.

 

4. OPTIONAL INSURANCES:

• LIFE. Employees can purchase Metlife Life insurance through a payroll deduction. The coverage will remain in effect for one (1) year. Employees can purchase or drop coverage during open enrollment period only.
• DENTAL. Employees can purchase Metlife Dental Insurance through a payroll deduction. These premiums are run through Section 125 plan and will remain in effect for one (1) year. Employees can purchase or drop coverage only during the open enrollment period.
• VISION. Employees can purchase Metlife Vision Insurance through a payroll deduction. These premiums are run through Section 125 plan and will remain in effect for one (1) year. Employees can purchase or drop coverage only during the open enrollment period.

5. Liability Insurance. Liability insurance will be provided for all staff members.

 

6. Unemployment compensation insurance. All eligible school employees will be covered by unemployment compensation insurance and subject to the provisions thereof. Based on an analysis of district data, the Board will annually determine if the District shall pay on the basis of reimbursement or purchase 10 unemployment compensation insurance. (According to the Division of Employment Security, if an employee has been issued an employment agreement or letter of intent, they do not qualify for summer unemployment.)

 

7. Cobra Coverage. The right to COBRA continuation coverage was created and is governed by federal law, the Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA). COBRA is available if the employee’s health coverage under the plan would otherwise terminate due to employment separation or other qualifying events. Please refer to the “General Notice of COBRA Continuation Coverage Rights”, provided through your payroll department.

 

8. Retiree Coverage. Retirees may elect to remain on District medical, dental, vision and life insurance by paying the premium.

9. American Fidelity Summary Plan Description (SPD), plan information and product brochures available online.

• IRS SECTION 125, CAFETERIA PLAN. Employees can participate in an IRS Section 125 Cafeteria Plan that reduces tax liability. The plan has been found to be beneficial to nearly all employees by saving many tax dollars. Yearly meetings will be held at the first of the school year to explain the plan and answer individual questions. Eligibility begins the following month after employment or every October 1. Enrollment forms must be signed and checked as to the status of enrollment and returned to the Business Office as proof that all eligible employees were provided an opportunity to participate in the Plan.

 

DEFINITION: A cafeteria plan is a legally written document that is filed with the federal government for the sole purpose to save employee tax dollars. The term “Cafeteria Plan” is derived from having multiple benefit options from which the employee can choose in order to build an individual benefit program. Since there are many types and components to cafeteria plans, the District has selected the most commonly used plan types: (Flex Plan)

• Medical Reimbursement Plan (Out-of-pocket expenses)
• Dependent Care Assistance Plan (child care expenses)

 

We cannot stress enough how beneficial the Plan can be to the employee. The simple act of signing “yes” will unconditionally save you money if you qualify. Following are more detailed explanations of the three plan types. You may enroll in all or just one of the types.

 

MEDICAL REIMBURSEMENT ACCOUNT: may be used to reimburse yourself for eligible medical expenses incurred for yourself, your spouse, and your eligible dependents. Examples of eligible medical expenses may include, but are not limited to medical deductibles, co-payments, prescriptions and other medical expenses not reimbursed by another source.

 

DEPENDENT CARE REIMBURSEMENT ACCOUNT: is used to reimburse yourself for eligible dependent care expenses incurred to allow you to work or if you are married, your spouse to work or look for a work. You may allocate up to $5,000 pre-tax per calendar year for reimbursement of dependent care services ($2,500 if you are married and file a separate tax return).

GENERAL: If you do not file sufficient claims for reimbursement, you will lose the unused amounts. This is often referred to as the “use-or-lose” rule. Therefore, the balance of the unused amounts must be forfeited to your Employer.

 

• Life Insurance. Employees can purchase through a payroll deduction. These premiums are run through Section 125 plan and will remain in effect for one (1) year. Employees can purchase or drop coverage during open enrollment period only.
• Disability Income Insurance. Employees can purchase through a payroll deduction. Employees can purchase or drop coverage during open enrollment period only.
• Accident Only Insurance. Employees can purchase through a payroll deduction. These premiums are run through Section 125 plan and will remain in effect for one (1) year. Employees can purchase or drop coverage during open enrollment period only.
• Cancer Insurance. Employees can purchase through a payroll deduction. These premiums are run through Section 125 plan and will remain in effect for one (1) year. Employees can purchase or drop coverage during open enrollment period only.

 

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SECTION H: OTHER BENEFITS

1. Home athletic events. All District employees and family (students living at home) will be admitted free of charge to all home activity events. This includes home athletic events (excluding district or tournament games) and school productions. You must present the current year district issued “Activities Pass” at the gate or door. Should your card be lost, contact your building office for a replacement.

 

2. Expense Reimbursement. Reimbursement will be granted for professional travel that is approved in advance by the Administrator who supervises the staff member requesting the reimbursement. Travel must be beneficial to the East Newton R-VI School District to be approved. In all cases of professional travel, personnel will be expected to be as economical as is practical. Because expenses are reimbursed from public funds, all persons traveling at the district’s expense are expected to use good judgment, differentiate between expenditures for business and those for personal convenience and avoid unnecessary fees and excessive charges.

 

Reimbursed for employee travel (sales tax will not be reimbursed). Original itemized receipts must accompany the reimbursement form. The form must include where the person traveled, the date and the purpose of the travel.

 

 

 

 

 

 

1. Substitutes who assume a long-term substitute position for more than ten (10) consecutive days shall have be paid at a higher rate of pay for time substituting beyond the ten (10) days.

 

2. Teacher aides require a minimum of sixty (60) college hours successfully completed or complete 20 hours of training of DESE approved para testing.

 

3. When school is called off due to inclement weather, employees will be expected to work if/when the inclement days are rescheduled.

 

4. Bus drivers, aides and cafeteria workers will be paid for all time worked when school is in session.

 

5. All employees required by the District to hold a commercial driver license (CDL) and perform safety-sensitive functions in the course of their employment are subject to the regulations for drug and alcohol testing found in policy GBEBB and the related regulations of the East Newton R-VI Schools Policy Manual.

 

6. All bus drivers must hold a school bus permit and are required to attend eight (8) hours of training annually.

 

7. Bus drivers shall have an annual physical examination. This health certificate, signed by a licensed physician, must be on file in the Transportation Office.

 

8. Bus drivers may not accumulate more than 29 hours of work per week.

The East Newton R-VI Schools Board of Education policies are developed and maintained through assistance from the Missouri School Board’s Association. For your reference and convenience, all District policies, regulations, and procedures can be found on the District’s website. As an employee of the District, it is your responsibility to review, become familiar with, and adhere to all District policies. As part of the annual mandatory requirements (see Section B below), your electronic receipt of this handbook is included as part of these requirements. By acknowledging receipt of this handbook online (or in some instances, by signature), you agree to all procedures, policies and regulations in place

SECTION A: POLICIES

 

1. DRUG-FREE WORKPLACE. Staff members are expected and required to report to work on time and in appropriate mental and physical condition for work. It is the District’s intent and obligation to provide a drugfree work environment.

 

The unlawful manufacture, distribution, dispensation, possession, or use of a controlled substance on District premises is absolutely prohibited. Violations of this policy will result in disciplinary action, up to and including termination, and may have legal consequences.

 

The District recognizes drug dependency as an illness and a major health, safety, and security problem. Employees needing help in dealing with such problems are encouraged to use our health insurance plan, as appropriate. Conscientious efforts to seek such help will not jeopardize any employee’s job, and will not be noted in any personnel record.

 

Employees must, as a condition of employment, abide by the terms of this policy and report any conviction under a criminal drug statute for violations occurring on or off District premises while conducting District business. A report of conviction must be made within five (5) days after the conviction. This requirement is mandated by the Drug-Free Workplace Act of 1988.

 

DRUG-FREE WORKPLACE (GBEBA CRITICAL): Policy GBEBA: DRUG-FREE WORKPLACE Status: ADOPTED Original Adopted Date: 04/16/1998 | Last Revised Date: 01/18/2024 | Last Reviewed Date: 01/18/2024

 

Definitions Controlled Substances – Substances listed in schedules I, II, III, IV, and V of the federal Controlled Substances Act, 21 U.S.C. § 812. For the purposes of this policy, a controlled substance shall also include any controlled substance, counterfeit substance, or imitation controlled substance as defined in § 195.010, RSMo., and any chemical substances structurally similar to and treated as controlled substances under state law.

 

• District Activity – Any activity, event, or function where students are under district supervision, such as field trips or athletic events.
• District Property – Any property owned or leased by the district, including any vehicle owned, leased, or used for district purposes, and any location where a district-sponsored or approved activity takes place.

 

Prohibited Substances – For the purposes of this policy, a prohibited substance shall include:

1. Alcohol.
2. Controlled substances for which the employee does not have a valid prescription.
3. Unauthorized inhalants.
4. Counterfeit or imitation controlled substances.
5. Marijuana or marijuana-infused products.
6. Any other illegal drug.
7. Any drug or medicine prohibited on district property by law or policy.
8. Substances intended to create a false negative on a drug test.

 

Prohibited Substances
Student and employee safety is of paramount concern to the board of education. In recognition of the threat to safety posed by employee use or possession of prohibited substances, the board commits itself to a continuing good faith effort to maintain a drug-free workplace. Therefore, the board prohibits employees from manufacturing, using, selling, transferring, distributing, possessing, or being under the influence of prohibited substances on district property; in any district-owned vehicle or any vehicle used to transport students; at district activities; or during any time employees are supervising students on behalf of the district or are otherwise engaged in district business. The board also prohibits the manufacture, use, sale, transfer, or possession of drug-related paraphernalia. When it is evident that an employee has consumed prohibited substances off district property before or during a district activity that the employee is required to attend, the employee will not be allowed on district property or to participate in the activity and will be subject to the same disciplinary measures as for possession or consumption of prohibited substances on district property. This policy shall be communicated in writing to all present and new employees. Compliance with this policy is mandatory.

Marijuana and Marijuana-Infused Products
Marijuana is illegal under federal law and is considered a prohibited drug under this policy. This policy's prohibitions apply even if an employee has been authorized under state law to use marijuana or marijuana-infused products for medicinal or recreational purposes.

 

Testing
Board Policy Manual East Newton Co. R-VI1 Employees may be tested for prohibited substances if the district has reasonable suspicion that the staff member has violated this policy. In addition, staff members who operate district vehicles must submit to alcohol and drug testing as required by law. Additional drug testing may occur as allowed by law. All testing will be conducted in accordance with board policy, administrative procedures, and law.

 

Consequences
Employees who violate this policy will be subject to disciplinary action, which may include, but is not limited to, suspension, termination, referral for prosecution, and referral for discipline of the employee's certification or 12 license. Employees may be required to satisfactorily participate in substance use assistance or rehabilitation programs. As required by federal law, if an employee is convicted of a criminal drug offense for a violation occurring in the workplace, the district will take appropriate personnel action, which may include discipline, termination, or requiring employee participation in a substance use or rehabilitation program. The district will take action within 30 days of notification of the conviction.

 

District Notifications
Each district employee is hereby notified that, as a condition of employment, the employee must abide by the terms of this policy and notify the superintendent or designee of any criminal drug statute conviction for a violation occurring in or on the premises of this district or while engaged in regular employment. Such notification must be made by the employee to the superintendent or designee in writing no later than five calendar days after conviction. In accordance with policy GBEBC, employees are required to notify the district if they are charged with any misdemeanor or felony.

 

Notification to Federal Agency
If an employee is convicted of any criminal drug offense for a violation occurring in the workplace, the superintendent or designee will provide notice in writing of such violation to the U.S. Department of Education or other appropriate federal agency within ten calendar days after the superintendent or designee receives such notification. Notification will be made only if the district receives any federal grants directly from such agency, as opposed to federal grants received through the Department of Elementary and Secondary Education (DESE).

 

Awareness Program
The superintendent or designee will institute a drug-free awareness program to inform employees of the dangers of drug and alcohol use and misuse in the workplace; of this policy of maintaining a drug-free workplace; of available counseling, employee assistance, and rehabilitation programs; and of the penalties that may be imposed upon employees for substance use violations occurring in the workplace.

 

Professional Assistance
The board encourages employees who have a substance abuse problem to seek professional assistance. The district will provide referrals to treatment resources upon employee request, but the district will not assume any financial responsibility

 

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2. DISCRIMINATION, HARASSMENT AND RETALIATION. The School District is committed to providing an environment free from intimidating, hostile or offensive behavior; unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct or communication constituting sexual harassment. Each employee will annually complete a Sexual Harassment Program. Sexual harassment by an employee, student or other person in the district against any person is prohibited. Allegation of sexual harassment shall be investigated and, if substantiated, corrective or disciplinary action taken, up to and including suspension and/or expulsion of the student or suspension and/or termination of the employee.

 

Policy AC: PROHIBITION AGAINST ILLEGAL DISCRIMINATION, HARASSMENT AND RETALIATION Status: ADOPTED Original Adopted Date: 04/16/1998 | Last Revised Date: 11/16/2023 | Last Reviewed Date: 11/16/2023

 

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3. TOBACCO-FREE DISTRICT. Employees must, as a condition of employment, abide by the terms of the following policy. Please refer to the following District policy (AH Critical):Policy AH: USE OF TOBACCO AND VAPING PRODUCTS Status: Original Adopted Date: 04/16/1988 | Last Revised Date 06/29/2021 | Last Reviewed Date: 06/29/2021

 

 

SECTION B: MANDATORY TRAINING & REQUIREMENTS

As a District, it is crucial that we ensure that all staff members are informed and educated in all aspects of student/staff behavior and workplace basics. Therefore, all new staff must complete the following requirements within 30 days of date of hire. All returning staff will be required to re-train at the beginning of each school year. It is our goal to work with all new hires to promptly complete this training upon the first day of employment as part of their orientation. Please contact Mary Blewett at ext. 472-6231, should you have any questions.

 

Beginning school year mandatory requirements include the following:

• Technology Usage & Staff / Student Relations Policies
• Preventing Sexual Harassment
• Blood Born Pathogen
• Cyber Security Awareness
• Discrimination Awareness
• Diversity Equity and Inclusion (DEI)
• Practices: Staff to Student
• Drug Free Work Place
• FERPA: Confidentiality of Records
• Bullying
• Recognition and Response
• Sexual Misconduct: Staff to Student
• Youth Suicide Awareness and Prevention
• Sexual Awareness: Staff to Staff
• Staff Handbook, Verification and District Policies

SECTION C: SAFETY

In order to promote safety and to reduce the occurrence of injuries to the employee; to the employee’s colleagues, students and visitors to our school, the following requirements are not intended to be exclusive, but to illustrative for measures required to promote safety.

• All accidents are to be reported to your supervisor on the date they occur. A written report may be needed.
• All unsafe conditions are to be reported to your supervisor immediately.
• No running or horseplay is permitted.
• The use of alcohol or non-prescribed drugs during work hours is strictly prohibited. Prescribed drugs are permitted subject to the limitations imposed by the prescribing physician.
• Standing on chairs, desks, boxes, or any object other than a ladder or step stool is prohibited. Staff other than custodians should request a custodian do any work that requires a ladder or stool.
• When using chemicals, all appropriate safety equipment must be used. If the appropriate safety equipment is not available, the absence of equipment should be reported to your supervisor.
• If your duties require you to drive, the use of a seatbelt is mandatory. The use of a cell phone for phone calls or texting is prohibited in a moving vehicle.
• The use of employer provided safety devices is mandatory.