Munday
Consolidated
Employee Handbook
Table of contents
.......
Description
of the district
.......
District map
.......
.......
District goals and objectives
.......
Board of trustees
....... Board meeting schedule
.......
Administration
.......
School calendar
.......
Helpful contacts
.......
School directory
.......
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
.......
Salaries,
wages, and stipends
.......
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
.......
Bereavement leave
.......
Jury duty
.......
Other court appearances
.......
Military leave
Employee
relations and communications
.......
Employee
recognition and appreciation
.......
District communications
.......
Standards
of conduct
.......
Harassment
.......
Harassment of students
.......
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
.......
.......
Other topics
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
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 Robert L. Dillard, Superintendent,
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. The entire Policy manual is located online at http://www.tasb.org/policy/pol/private/138903
and are available for employee review at any time.
Employee handbook receipt
Name
____________________________________________
Campus/department
________________________________
I
hereby acknowledge receipt of my personal copy of the Munday CISD Employee Handbook.
I agree to read the handbook and abide by the standards, policies, and
procedures defined or referenced in this document.
Employees have the option of receiving the handbook in electronic
format or hard copy. An
electronic version is accessible on the Munday CISD webpage.
The URL for the webpage is:
Please indicate your choice by checking the appropriate box below:
o
I choose to receive the employee handbook in electronic format and accept
responsibility for accessing according to the instructions provided.
o
I choose to receive a hard copy of the employee handbook.
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 or the Central
Administration Office if I have questions or 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 forward it to your campus
principal.
District information
Munday has a maintenance and operation tax rate of 1.50 with no
debt service.
District Accountability Rating - acceptable
Munday Elementary - recognized
Munday Junior High-recognized
Policy AE
The
aim of the District shall be to give the students the best possible education
that planning, experience, and effort can devise, by providing an effective
school system in which there is strong instructional leadership and an orderly
climate conducive to teaching and learning.
The
function of the District shall be to provide a favorable and flexible
environment that encourages a student to participate in democratic living and
provides opportunities to engage in worthwhile activities.
All students shall be expected to master essential academic skills, as
taught in the core curriculum, and acquire a knowledge base on which to build
lifelong learning. Students shall be
provided the opportunity to develop the ability to think logically,
independently, creatively, and to communicate effectively.
The formal program of instruction must be so flexible that each student
will develop mentally, physically, morally, and socially in accordance with the
student’s physical and mental structure.
The
District shall foster a sense of pride in self, family, cultural background, and
national heritage, while safeguarding respect for authority and the rights,
beliefs, and property of others. Values
such as courage, honesty, fairness, kindness, self-confidence, and
self-discipline shall be taught.
A
system that can accomplish this mission must provide instruction at the highest
levels of quality, must distribute educational opportunities and resources
equitably, and must maintain accountability for demonstrated results and
continuous improvement.
Policies AB, AF
District
Long-Range Academic Goal:
To reach the state performance standards for all student groups as measured by the Academic Excellence/Indicator system by demonstrating exemplary performance in Reading and Writing of the English Language and in the understanding of Math, Science, and Social Studies by the School Year 2007-2008
District
Performance Objectives
Munday CISD
will achieve exemplary standards in each of the following
Policies BA, BAA, BBA, BBB, BBE, BBF, BE, BEC, BED
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 annually and serve three-year
terms. Trustees serve without compensation, must be registered voters, and
must reside in the district.
Current board members include:
Shawn Cude-Member Nancy Birkenfeld-Member Sheila Urbanczyk-Member
Sam Hunter-Secretary Jason Redwine-Member Todd Thompson-Vice-President
Bob Moore-President
Trustees
usually meet on the second Thursday of each month at the Board Room in the
All meetings are open to the public. In certain circumstances,
Board meeting schedule
Administration
Robert L Dillard, Superintendent
David
Stout, Secondary School Principal
Kristi Bufkin, Elementary School Principal
School calendar
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.
Robert Dillard, Superintendent
Munday
811 West D
940-422-4241
School
directory
Employment
Equal
employment opportunity
Policy DAA
The Munday CISD 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, the district’s Title IX coordinator.
Employees with questions or concerns about discrimination on the basis of a
disability should contact the superintendent, Robert Dillard, at 940-422-4241.
Job
vacancy announcements
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 district’s Web site.
Employment
after retirement
Individuals receiving retirement benefits from the Teacher
Retirement System (TRS) may be employed in certain positions on a full- or
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
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
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 Cheryl Berryhill, Business Manager, at
940-422-4241 for additional information or 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 in public schools 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 will 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 and continuing 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. Campus principals and central office administrators are
employed under 2-year term contracts. The terms and conditions of employment are
detailed in the contract and employment policies. All employees will receive a
copy of their contract and employment policies.
Noncertified professional and administrative employees.
Employees in professional and administrative positions that do not require SBEC
certification (such as noninstructional administrators) are employed by a
one-year contract that is not subject to the procedures for nonrenewal or
termination under the Texas Education Code.
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
Non-investigatory 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, 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 who is required to have 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 when 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
First
aid and CPR certification
Policy DBA
Head marching band directors,
head coaches, 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 and cardiopulmonary resuscitation
(CPR). 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 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. Employees who object to a reassignment may follow the
district process for employee complaints as outlined in this handbook and
district policy DGBA (Local).
Employees 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. Teachers requesting a transfer to
another campus before the school year begins must submit their request by March
1. 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 central administration office and must be approved by the
receiving supervisor.
Workload and work schedules
Policy DL
Professional employees.
Professional and administrative employees are exempt from overtime pay and are
employed on a 10-, 11-, or 12-month basis, according to the work schedules set
by the district. A school calendar is adopted each year designating the work
schedule for teachers and all school holidays. Notice of work schedules
including required days of service and scheduled holidays will be distributed
each school year.
Classroom teachers will have
planning periods for instructional preparation and conferences. The schedule
of planning periods is set at the campus level but must provide at least 450
minutes within each two-week period. Teachers and librarians are entitled to a
duty-free lunch period of at least 30 minutes. The district may require
teachers to supervise students one day a week when no other personnel are
available.
Paraprofessional and
auxiliary employees.
Support
employees are employed at will and will be notified of the required duty days,
holidays, and hours of work for their position on an annual basis.
Paraprofessional and auxiliary employees are not exempt from overtime and are
not authorized to work in excess of their assigned schedule without prior
approval from their supervisor. There
are no exceptions to this regulation.
Notification of parents regarding qualifications
Policy DK, EHBD
In schools receiving Title I
funds, the district is required by the No Child Left Behind Act (NCLB) to notify
parents at the beginning of each school year that they may request information
regarding the professional qualifications of their child’s teacher. NCLB also
requires that parents be notified if their child has been assigned, or taught
for four or more consecutive weeks by, a teacher who is not highly qualified.
Employees who have questions
about their certification status can call the central administration office at
940-422-4241.
Outside employment and tutoring
Policy DBF
Employees who wish to accept
outside employment or engage in other activities for profit must submit a
written request to their supervisor. Approval for outside employment will be
determined by the superintendent and based on whether outside employment
interferes with the duties of the regular assignment. Teachers are not allowed
to privately tutor their students for pay, except during the summer months.
Performance evaluation
Policy DN, DNA, DNB
Evaluation of an employee’s
job performance is a continuous process that focuses on improvement. Performance
evaluation is based on an employee’s assigned job duties and other job-related
criteria. All employees will participate in the evaluation process with their
assigned supervisor at least annually. Written evaluations will be completed on
forms approved by the district. Reports, correspondence, and memoranda also can
be used to document performance information. All employees will receive a copy
of their written evaluation, have a performance conference with their
supervisor, and get the opportunity to respond to the evaluation.
Employee involvement
Policy BQA, BQB
At both the campus and
district levels, Munday CISD offers opportunities for input in matters that
affect employees. As part of the district’s planning and decision-making
process, employees are elected to serve on district- or campus-level advisory
committees. Plans and detailed information about the shared decision-making
process are available in each campus office or from the central administration
office.
Staff development
Policy DMA
Staff development activities
are organized to meet the needs of employees and the district. Staff development
for instructional personnel is predominantly campus-based, related to achieving
campus performance objectives, addressed in the campus improvement plan, and
approved by a campus-level advisory committee. Staff development for
non-instructional personnel is designed to meet specific licensing requirements
(e.g., bus drivers) and continued employee skill development.
Individuals holding renewable
SBEC certificates are responsible for obtaining the required training hours and
maintaining appropriate documentation.
Compensation
and benefits
Salaries,
wages, and stipends
Policy DEA
Employees are paid in accordance with administrative guidelines
and a pay structure established for each position. The district’s pay plans
are reviewed by the administration each year and adjusted as needed. All
district positions are classified as exempt or nonexempt according to federal
law. Professional and administrative employees are generally classified as
exempt and are paid monthly salaries. They are not entitled to overtime compensation.
Other employees are generally classified as nonexempt and are paid based on
hourly wages or salary and receive compensatory time or overtime pay for each
overtime hour worked beyond 40 in a workweek. (See
Overtime, page 17)
All employees will receive written notice of their pay and work
schedules before the start of each school year. Classroom teachers, full-time
librarians, full-time nurses, and full-time counselors will be paid no less than
the minimum state salary schedule. Contract employees who perform
extracurricular or supplemental duties may be paid a stipend in addition to
their salary according to the district’s extra-duty pay schedule.
Employees should contact Cheryl Berryhill, Business Manager, at
the central administration office for more information about the district’s
pay schedules or their own pay.
Paychecks
All professional and salaried employees are paid monthly. Hourly
employees are paid monthly. Paychecks will not be released to any person other
than the district employee named on the check without the employee’s written
authorization.
An employee’s payroll statement contains detailed information
including deductions, withholding information, and the amount of leave
accumulated. See Cheryl Berryhill if you have questions or concers about this
information.
The schedule of pay dates for the 2007-2008 school year follows:
Automatic
payroll deposit
Employees can have their paychecks deposited into a designated
account. A notification period of 30 days is necessary to activate this service.
With direct deposit, an employee’s pay is immediately available on the pay
date. Contact Cheryl Berryhill, Business Manager, at the central administration
office for more
Information about the automatic payroll deposit service.
Payroll
deductions
Policy CFEA
Automatic payroll deductions for the Teacher Retirement System of
Texas (TRS) and federal income tax are required for all full-time employees.
Medicare tax deductions also are required for all employees hired after
Other payroll deductions employees may elect include deductions
for the employee’s share of premiums for health, dental, life, and vision
insurance; annuities; and higher education savings plans. Employees also may
request payroll deduction for payment of membership dues to professional
organizations and individual retirement accounts. Salary
deductions are automatically made for unauthorized or unpaid leave.
Overtime
compensation
Policy DEA
The district compensates overtime for nonexempt employees in
accordance with federal wage and hour laws. All employees are classified as
exempt or nonexempt for purposes of overtime compensation. Professional and
administrative employees are ineligible for overtime compensation. Only
nonexempt employees (hourly employees and paraprofessional employees) are
entitled to overtime compensation. Nonexempt employees are not authorized to
work beyond their normal work schedule without advance approval from their
supervisor.
Overtime is legally defined as all hours worked in excess of 40
hours weekly and is not measured by the day or by the employee’s regular work
schedule. Nonexempt employees that are paid on a salary basis are paid for a
40-hour workweek and do not earn additional pay unless they work more than 40
hours. For the purpose of calculating overtime, a workweek begins at
Employees may be compensated
for overtime at time-and-a-half rate with compensatory time off (comp time) or
direct pay. The following applies to all nonexempt employees:
Employees can accumulate up to 60 hours of compensatory time.
Comp time must be used in the duty year that it is earned.
Use of comp time may be at the employee’s request with
supervisor approval as workload permits.
An employee may be required to use comp time before using any
other available paid leave (e.g., sick, personal, vacation).
Weekly time records will be maintained on all nonexempt employees
for the purpose of wage and salary administration.
Travel
expense reimbursement
Policy
Before any travel expenses are incurred by an employee, the
employee’s supervisor and the superintendent must give approval. For approved
travel, employees will be reimbursed for mileage only if a District vehicle is
not available for use. Other travel
expenditures will be reimbursed according to the current rate schedule established
by the district. Employees will be
allowed $30 per diem for meals under the following general guidelines:
Breakfast: $
Must leave the
District before
Lunch $12
Must leave the District before
Dinner:$18
Must leave the District before
Employees will be allowed $80 per diem for housing/hotel expenses
for approved overnight travel.
Employees must submit
receipts, to the extent possible, to be reimbursed for expenses other than
mileage.
Health,
dental, and life insurance
Policy CRD
Group health insurance coverage is provided through TRS-ActiveCare,
the statewide public school health insurance program. The district’s
contribution to employee insurance premiums is determined annually by the
board of trustees. Employees eligible for health insurance coverage include the
following.
Employees who are active, contributing TRS members
Employees who are not contributing TRS members and who are
regularly scheduled to work at least 10 hours per week
TRS retirees and employees who are not contributing TRS members
that are regularly scheduled to work less than 10 hours per week are not
eligible to participate in TRS-ActiveCare.
The insurance plan year is from September 1 through August 31.
Current employees can make changes in their insurance coverage during open
enrollment each spring. Detailed descriptions of insurance coverage, employee
cost, and eligibility requirements are provided to all employees in a separate
booklet. Employees should contact Cheryl Berryhill, Business Manager, at the
central administration office for more information.
Supplemental
insurance benefits
Policy CRG
At their own expense, employees may enroll in supplemental
insurance programs. Premiums for these programs can be paid by payroll
deduction. Employees should contact Cheryl Berryhill, Business Manager, at the
central administration office for more information.
Cafeteria
plan benefits (Section 125)
Employees may be eligible to participate in the Cafeteria Plan
(Section 125) and, under
New employees must accept or reject this benefit during their
first month of employment. All employees must accept or reject this benefit on
an annual basis and during the specified time period.
Workers’
compensation insurance
Policy CRE
The district, in accordance with state law, provides workers’
compensation benefits to employees who suffer a work-related illness or are
injured on the job. The district has workers’ compensation coverage from
Claims Administrative Services, effective September 2005. Benefits help pay for
medical treatment and make up for part of the income lost while recovering.
Specific benefits are prescribed by law depending on the circumstances of each
case.
All work-related accidents or injuries should be reported
immediately to Cheryl Berryhill, Business Manager, at the central administration
office. Employees who are unable to
work because of a work-related injury will be notified of their rights and
responsibilities under the Texas Labor Code. See Workers’ compensation
benefits, page 23 for
information on use of paid leave for such absences.
Unemployment
compensation insurance
Policy CRF
Employees who have been laid off or terminated through no fault of
their own may be eligible for unemployment compensation benefits under the Texas
Unemployment Compensation Act. Employees are not eligible to collect
unemployment benefits during regularly scheduled breaks in the school year or
the summer months if they have employment contracts or reasonable assurance of
returning to service. Employees with questions about unemployment benefits
should contact Cheryl Berryhill, Business Manager, at the central administration
office.
Teacher
retirement
Policy DEG
All personnel employed on a regular basis for at least one-half of
the normal work schedule are members of the Teacher Retirement System of Texas
(TRS). Substitutes not receiving TRS service retirement benefits who work at
least 90 days a year are also eligible for TRS membership and to purchase a year
of creditable service. TRS provides members with an annual statement of their
account showing all deposits and the total account balance for the year ending
August 31, as well as an estimate of their retirement benefits.
Employees who plan to retire under TRS should notify TRS as soon
as possible. Information on the application procedures for TRS benefits are
available from TRS at Teacher Retirement System of Texas,
Other
benefit programs
Policy DEB
Leaves
and absences
Policy DEC
The district offers employees paid and unpaid leaves of absence in
times of personal need. This handbook describes the basic types of leave
available and restrictions on leaves of absence. Employees who have personal
needs that will require long leaves of absence should call Cheryl Berryhill,
Business Manager, at the central administration office for counseling about
leave options, continuation of benefits, and communicating with the district.
Employees who take an unpaid leave of absence may continue their
insurance benefits at their own expense. Health care benefits for employees on
leave authorized under the Family and Medical Leave Act will be paid by the
district as they were when they were working. Otherwise, the district does not
make benefit contributions for employees who are not on active payroll status.
Employees must follow district and department or campus procedures
to report or request any leave of absence and complete the appropriate leave
request form. Any employee who is absent more than five days because of a
personal or family illness must submit a medical certification from a qualified
health care provider confirming the specific dates of the illness, the reason
for the illness, and—in the case of personal illness—the employee’s
fitness to return to work.
Personal and local sick leave is earned on an accrued basis. Leave
is available for the employee’s use
Personal
leave
State law entitles all employees to five days of paid personal
leave per year. Personal leave is earned at a rate of one half workday for each
18 workdays of employment, up to the statutory minimum of five workdays
annually. A day of earned personal leave is equivalent to an assigned workday.
There is no limit on the accumulation of state personal leave, and it can be
transferred to other
Nondiscretionary. Leave that is taken for
personal or family illness, emergency, a death in the family, or active military
service is considered nondiscretionary leave. This type of leave allows very
little or no advance planning and will be granted to employees in the same
manner as sick leave.
Discretionary. Leave that is taken at an
employee’s discretion and that can be scheduled in advance is considered
discretionary leave. An employee wishing to take discretionary personal leave
must submit a notice of the request five days in advance of the anticipated
absence to his or her principal or supervisor. Discretionary personal leave will
be granted on a first-come, first-served basis. The effect of the employee’s
absence on the educational program or department operations, as well as the
availability of substitutes, will be considered by the principal or supervisor.
Sick
leave
Previously accumulated state sick leave is available for use and
may be transferred to other school districts in
If an employee uses more sick leave than he or she has earned, the
cost of unearned sick leave will be deducted from the employee’s next
paycheck.
Sick leave may be used for the following reasons only:
Employee illness
Illness in the
employee’s immediate family
Family emergency
(i.e., natural disasters or life-threatening situations)
Death in the immediate
family
Active military
service
Local
leave
All employees shall earn an additional five equivalent workdays of
local sick leave per school year, at a rate of one workday for each 18 workdays
of employment. After all state
personal leave has been used, an employee may use two days of local sick leave
for personal leave.
Local sick leave shall be noncumulative and shall be taken
with no loss of pay
Temporary
disability
Certified employees. Any full-time employee whose
position requires certification from the State Board for Educator Certification
(SBEC) is eligible for temporary disability leave. The purpose of temporary
disability leave is to provide job protection to full-time educators who cannot
work for an extended period of time because of a mental or physical disability
of a temporary nature. A full-time educator may request to be placed on
temporary disability leave or be placed on leave. Pregnancy and conditions
related to pregnancy are treated the same as any other temporary disability.
Employees must request approval for temporary disability leave.
The leave request must be accompanied by a physician’s statement confirming
the employee’s inability to work and estimating a probable date of return. If
disability leave is approved, the length of leave is no longer than 180 Days. If
disability leave is not approved, the employee must return to work or be subject
to termination procedures.
If an employee is placed on temporary disability leave
involuntarily, he or she has the right to request a hearing before the board of
trustees. The employee may protest the action and present additional evidence of
fitness to work.
When an employee is ready to return to work, The Superintendent
should be notified at least 30 days in advance. The return-to-work notice must
be accompanied by a physician’s statement confirming that the employee is
able to do the job. Professional employees returning from leave will be
reinstated to the school to which they were previously assigned as soon as an
appropriate position is available. If a position is not available before the end
of the school year, professional employees will be reinstated at the beginning
of the following school year.
Family
and medical leave
Employees who have been employed by the district for at least 12
months and have worked at least 1,250 hours in the 12 months immediately
preceding the need for leave are eligible for family and medical leave. Eligible
employees can take up to 12 weeks of unpaid leave each year between September 1
and August 31 for the following reasons:
The birth, adoption, or foster placement of a child
To care for a spouse, parent, or child with a serious health
condition
An employee’s serious health condition
A husband and wife who are both employed by the district are
subject to limits in the amount of leave that they can take to care for a parent
with a serious health condition or for the birth, adoption, or foster placement
of a child.
Eligible employees are entitled to continue their health care
benefits under the same terms and conditions as when they were on the job and
are entitled to return to their previous job or an equivalent job at the end
of their leave. Under some circumstances, teachers who are able to return to
work at or near the conclusion of a semester may be required to continue their
leave until the end of the semester.
Family and medical leave runs concurrently with accrued sick and
personal leave, temporary disability leave, and absences due to a work-related
illness or injury. The district will designate the leave as family and medical
leave, if applicable, and notify the employee that accumulated leave will run
concurrently.
In some circumstances, employees may take family and medical leave
in blocks of time or by reducing their normal weekly or daily work schedule.
Intermittent leave may be taken under the following circumstances:
An employee is needed to care for a seriously ill spouse, child,
or parent
An employee requires medical treatment for a serious illness
An employee is seriously ill and unable to work
An employee becomes a parent or has a foster child placed in his
or her home
When the need for family and medical leave is foreseeable,
employees who want to use it must provide 30-day advance notice of their need.
When the need for leave is not foreseeable, employees must contact the
Superintendent as soon as possible. Employees may be required to provide the
following:
Medical certification from a qualified health care provider
supporting the need for leave due to a serious health condition affecting the
employee or an immediate family member
Second or third medical opinions and periodic recertification of
the need for leave
Periodic reports during the leave regarding the employee’s
status and intent to return to work
Medical certification from a qualified health care provider at the
conclusion of leave of an employee’s ability to return to work
Employees requiring family and medical leave should contact Cheryl
Berryhill, business manager, for details on eligibility, requirements, and
limitations
Workers’
compensation benefits
An employee absent from duty because of a job-related illness or
injury may be eligible for workers’ compensation weekly income benefits if the
absence exceeds seven calendar days.
An employee receiving workers’ compensation wage benefits for a
job-related illness or injury may choose to use accumulated sick leave or any
other paid leave benefits. An employee choosing to use paid leave will not
receive workers’ compensation weekly income benefits until all paid leave is
exhausted or to the extent that paid leave does not equal the pre-illness or
-injury wage. If the use of paid leave is not elected, then the employee will
only receive workers’ compensation wage benefits for any absence resulting
from a work-related illness or injury, which may not equal his or her
pre-illness or -injury wage.
Assault
leave
Assault leave provides extended job income and benefits protection
to an employee who is injured as the result of a physical assault suffered
during the performance of his or her job. An injury is treated as an assault if
the person causing the injury could be prosecuted for assault or could not be
prosecuted only because that person’s age or mental capacity renders the
person nonresponsible for purposes of criminal liability.
An employee who is physically assaulted at work may take all the
leave time medically necessary (up to two years) to recover from the physical
injuries he or she sustained. At the request of an employee, the district will
immediately assign the employee to assault leave. Days of leave granted under
the assault leave provision will not be deducted from accrued personal leave and
must be coordinated with workers’ compensation benefits. Upon investigation
the district may change the assault leave status and charge leave used against
the employee’s accrued paid leave. The employee’s pay will be deducted if
accrued paid leave is not available.
Bereavement
leave
Jury
duty
Employees will receive leave with pay and without loss of
accumulated leave for jury duty. Employees must present documentation of the
service and may retain any compensation they receive.
Other
court appearances
Employees will be granted paid leave to comply with a valid
subpoena to appear in a civil, criminal, legislative, or administrative
proceeding. Other absences for court appearances related to an employee’s
personal business must be taken as personal leave or leave without pay (if no
personal leave is available). Employees may be required to submit documentation
of their need for leave for court appearances.
Military
leave
Paid leave for military service.
Any employee who is a member of the Texas National Guard, Texas State Guard, or
reserve component of the armed forces will be granted a paid leave of absence
without loss of any accumulated leave for authorized training or duty orders.
Paid military leave will not exceed 15 days per year. In addition, an employee
is entitled to use available state and local personal or sick leave during a
time of active military service.
Reemployment after military leave. Employees who leave the district to enter into the
Continuation of health insurance.
Employees who perform service in the uniformed services may elect to continue
their health plan coverage at their own cost for a period not to exceed 24
months. Employees should contact, Robert Dillard, for details on eligibility,
requirements, and limitations.
Employee
relations and communications
Employee
recognition and appreciation
Policy DJ
Continuous efforts are made throughout the year to recognize
employees who make an extra effort to contribute to the success of the district.
Employees are recognized at board meetings, in the district newsletter, and
through special events and activities. Recognition and appreciation activities
also include Employee Appreciation Banquet.
District
communications
Throughout the school year, the Munday Courier office publishes
newsletters, brochures, fliers, calendars, news releases, and other
communication materials. These
publications offer employees and the community information pertaining to
school activities and achievements. They include the following:
The Elementary Edition
Scene at MHS
Mogul Minutes
Memos from Mr. Dillard
Memos from Mrs. Bufkin
Elementary Events Calendar
High School Events Calendar
Complaints
and grievances
Policy DGBA
In an effort to hear and resolve employee concerns or complaints
in a timely manner and at the lowest administrative level possible, the board
has adopted an orderly process that all employees must follow. Employees are
encouraged to discuss their concerns or complaints with their supervisors or
an appropriate administrator at any time.
The formal process provides all employees with an opportunity to
be heard up to the highest level of management if they are dissatisfied with an
administrative response. Once all administrative procedures are exhausted,
employees can bring concerns or complaints to the board of trustees. For ease
of reference, the district’s policy concerning the process of bringing
concerns and complaints is reprinted as follows:
In an effort to hear and resolve employee
complaints in a timely manner and at the lowest administrative level possible,
the board has adopted an orderly process that all employees must follow when
bringing formal complaints and grievances. Employees are encouraged to discuss
problems or complaints with their supervisors or an appropriate administrator at
any time.
The formal grievance
process provides all employees with an opportunity to be heard up to the highest
level of management if they are dissatisfied with an administrative response.
Once all administrative grievance procedures are exhausted, employees can bring
grievances to the board of trustees
Employee
conduct and welfare
Standards
of conduct
Policy DH
All employees are expected to work together in a cooperative
spirit to serve the best interests of the district and to be courteous to
students, one another, and the public. Employees are expected to observe the
following standards of conduct:
Recognize and respect the rights of students, parents, other
employees, and members of the community.
Maintain confidentiality in all matters relating to students and
coworkers.
Report to work according to the assigned schedule.
Notify their immediate supervisor in advance or as early as
possible in the event that they must be absent or late. Unauthorized absences,
chronic absenteeism, tardiness, and failure to follow procedures for reporting
an absence may be cause for disciplinary action.
Know and comply with department and district policies and
procedures.
Express concerns, complaints, or criticism through appropriate
channels.
Observe all safety rules and regulations and report injuries or
unsafe conditions to a supervisor immediately.
Use district time, funds, and property for authorized district
business and activities only.
All district employees should perform their duties in accordance
with state and federal law, district policies and procedures, and ethical
standards. Violation of policies, regulations, or guidelines may result in
disciplinary action, including termination. Alleged incidents of certain
misconduct by educators, including having a criminal record, must be reported to
SBEC not later than the seventh day the superintendent first learns of the incident.
See Reports to the State Board for Educator Certification,
page 39 for additional information.
The Code of Ethics and Standard Practices for Texas Educators,
adopted by the State Board for Educator Certification, which all district
employees must adhere to, is reprinted below:
Code of Ethics and Standard Practices for
Statement of
Purpose
The
Professional
Standards
1.
Professional Ethical Conduct, Practices, and Performance
Standard
1.1 The educator shall not
knowingly engage in deceptive practices regarding official policies of the
school district or educational institution.
Standard 1.2 The educator shall not
knowingly misappropriate, divert, or use monies, personnel, property, or
equipment committed to his or her charge for personal gain or advantage.
Standard 1.3
The educator shall not submit
fraudulent requests for
reimbursement, expenses, or pay.
Standard
1.4 The educator shall not use institutional or
professional privileges for personal or partisan advantage.
Standard
1.5 The educator shall neither accept nor offer
gratuities, gifts, or favors that impair professional judgment or to obtain
special advantage. This standard shall not restrict the acceptance of gifts or
tokens offered and accepted openly from students, parents, or other persons or
organizations in recognition or appreciation of service.
Standard
1.6 The educator shall not falsify records, or direct or
coerce others to do so.
Standard
1.7 The educator shall comply with state regulations,
written local school board policies, and other applicable state and federal
laws.
Standard
1.8 The educator shall apply for, accept, offer, or
assign a position or a responsibility on the basis of professional
qualifications.
2. Ethical Conduct toward Professional Colleagues
Standard
2.1
The educator shall not reveal confidential health or personnel
information concerning colleagues unless disclosure serves lawful professional
purposes or is required by law.
Standard
2.2 The educator shall not harm others by knowingly
making false statements about a colleague or the school system.
Standard
2.3 The educator shall adhere to written local school
board policies and state and federal laws regarding the hiring, evaluation, and
dismissal of personnel.
Standard
2.4 The educator shall not interfere with a colleague's
exercise of political, professional, or citizenship rights and
responsibilities.
Standard
2.5 The educator shall not discriminate against or coerce
a colleague on the
basis of race, color, religion, national origin, age, sex, disability, or family
status.
Standard
2.6 The educator shall not use coercive means or promise
of special treatment in order to influence professional decisions or colleagues.
Standard
2.7 The educator shall not retaliate against any
individual who has filed a complaint with the SBEC under this chapter.
3. Ethical Conduct toward Students
Standard 3.1
The educator shall not reveal confidential information
concerning students unless disclosure serves lawful professional purposes
or is required by law.
Standard
3.2 The educator shall not
knowingly treat a student in a manner that adversely affects the student's
learning, physical health, mental health, or safety.
Standard 3.3
The educator shall not deliberately or knowingly misrepresent facts
regarding a student.
Standard 3.4
The educator shall not exclude a student from participation in a program,
deny benefits to a student, or grant an advantage to a student on the basis of
race, color, sex, disability, national origin, religion, or family status.
Standard 3.5
The educator shall not engage in physical mistreatment of a
student.
Standard 3.6
The educator shall not solicit or engage in sexual conduct or a romantic
relationship with a student.
Standard 3.7
The educator shall not furnish alcohol or illegal/unauthorized drugs to
any student or knowingly allow any student to consume alcohol or
illegal/unauthorized drugs in the presence of the educator.
Harassment
Policies DH, DIA
Employees shall not engage in
prohibited harassment, including sexual harassment, of other employees or
students. While acting in the course of their employment, employees shall not
engage in prohibited harassment of other persons, including board members,
vendors, contractors, volunteers, or parents. A substantiated charge of
harassment will result in disciplinary action.
Employees who believe they
have been harassed are encouraged to promptly report such incidents to the
campus principal, supervisor, or appropriate district official. If the campus
principal or supervisor is the subject of a complaint, the employee should
report the complaint directly to the superintendent.
Robert Dillard
811 West D
P.O.
Box
300
Munday
,
940-422-4241
The district’s policy that
includes definitions and procedures for reporting and investigating harassment
is reprinted below:
|
Munday
CISD |
|
|
|
|
|
|
|
All District employees
shall perform their duties in accordance with state and federal law,
District policy, and ethical standards. [See DH(EXHIBIT)] |
|
|
|
All District personnel
shall recognize and respect the rights of students, parents, other
employees, and members of the community and shall work cooperatively with
others to serve the best interests of the District. Employees wishing to express concern, complaints, or criticism
shall do so through appropriate channels. [See DGBA] |
|
|
SAFETY REQUIREMENTS |
All employees shall adhere
to District safety rules and regulations and shall report unsafe
conditions or practices to the appropriate supervisor. |
|
|
TOBACCO USE |
Employees shall not use
tobacco products on District premises, in District vehicles, nor at school
or school-related activities. [See also GKA] |
|
|
ALCOHOL |
A copy of this policy, the
purpose of which is to eliminate drug abuse from the workplace, shall be
provided each employee at the beginning of each year or upon employment. |
|
|
|
Employees shall not
manufacture, distribute, dispense, possess, use, or be under the influence
of any of the following substances during working hours while at school or
at school-related activities during or outside of usual working hours:
An employee need not be legally intoxicated to be considered
"under the influence" of a controlled substance. |
|
|
An employee who
manufactures, possesses, or dispenses a substance listed above as part of
the employee's job responsibilities, or who uses a drug authorized by a
licensed physician prescribed for the employee's personal use shall not be
considered to have violated this policy. |
|
|
Each employee shall be
given a copy of the District's notice regarding drug-free schools. [See
DI(EXHIBIT)] |
|
|
ARRESTS |
An employee who is arrested
for any felony or any offense involving moral turpitude must report the
arrest to the principal or immediate supervisor within three calendar days
of the arrest. An employee who is convicted of or receives deferred
adjudication for such an offense must also report that event to the
principal or immediate supervisor within three calendar days of the event.
|
|
|
Moral turpitude includes
but is not limited to:
|
|
|
DRESS |
The dress and grooming of
District employees shall be clean, neat, in a manner appropriate for their
assignments, and in accordance with any additional standards established
by their supervisors and approved by the Superintendent. |
|
|
VIOLATIONS |
Employees shall comply with
the standards of conduct set out in this policy and with any other
policies, regulations, and guidelines that impose duties, requirements, or
standards attendant to their status as District employees. Violation of
any policies, regulations, or guidelines may result in disciplinary
action, including termination of employment. [See DCD and DF series] |
|
EMPLOYEE
WELFARE |
|
DRUG-
The District prohibits the unlawful distribution, possession, or
use of illegal
drugs, inhalants, and alcohol on school premises or as part of any
of the
District's activities.
Employees who violate this prohibition shall be subject to
disciplinary sanctions.
Such sanctions may include referral to drug and alcohol counseling
or
rehabilitation programs or employee assistance programs,
termination from
employment with the District, and referral to appropriate law
enforcement officials
for prosecution. [See
policies at DH and DHE] 41 U.S.C.
702(a)(1)(A); 28
169.2
Compliance with these requirements and prohibitions is mandatory
and is a condition
of employment.
[This notice complies with notice requirements imposed by the
federal Drug-Free
Schools and Communities Act Amendments of 1989 (20 U.S.C. 3224a
and 34
Fraud and financial impropriety
Policy DG, CAA
All employees should act with
integrity and diligence in duties involving the district’s financial
resources. The district prohibits fraud and financial impropriety, as defined
below. Fraud and financial impropriety includes, but is not limited to, the
following:
Forgery or unauthorized alteration of any document or account
belonging to the district
Forgery or unauthorized alteration of a check, bank draft, or any
other financial document
Misappropriation of funds, securities, supplies, or other district
assets, including employee time
Impropriety in the handling of money or reporting of district
financial transactions
Profiteering as a result of insider knowledge of district
information or activities
Unauthorized disclosure of confidential or proprietary information
to outside parties
Unauthorized disclosure of investment activities engaged in or
contemplated by the district
Accepting or seeking anything of material value from contractors,
vendors, or other persons providing services or materials to the district
Destroying, removing, or inappropriately using records, furniture,
fixtures, or equipment
Failing to provide financial records required by state or local
entities
Failure to disclose conflicts of interest as required by policy
Any other dishonest act regarding the finances of the district
Conflict of interest
Policy BBFA, DBD
Employees are required to
disclose to their supervisor any situation that creates a potential conflict
of interest with proper discharge of assigned duties and responsibilities or
creates a potential conflict of interest with the best interests of the
district. This includes the following:
A personal financial interest
A business interest
Any other obligation or relationship
An employee with a
substantial interest in a business entity or interest in real property must
disclose the interest to the district prior to the award of a contract or
authorization of payment. This is done by filing an affidavit with Robert
Dillard, Superintendent. An employee is also considered to have substantial
interest if a close family member (e.g., spouse, parent, child, or spouse’s
parent or child) has a substantial interest.
Gifts and favors
Policy DBD
Employees may not accept
gifts or favors that could influence, or be construed to influence, the
employee’s discharge of assigned duties. The acceptance of a gift, favor, or
service by an administrator or teacher that might reasonably tend to influence
the selection of textbooks may result in prosecution of a Class B misdemeanor
offense. This does not include staff development, teacher training, or
instructional materials, such as maps or worksheets, that convey information to
students or contribute to the learning process.
Associations and political activities
Policy DGA
The district will not
directly or indirectly discourage employees from participating in political
affairs or require any employee to join any group, club, committee,
organization, or association. Employees may join or refuse to join any
professional association or organization.
An individual’s employment
will not be affected by membership or a decision not to be a member of any
employee organization that exists for the purpose of dealing with employers
concerning grievances, labor disputes, wages, rates of pay, hours of employment,
or conditions of work.
Safety
Policy CK
The district has developed
and promotes a comprehensive program to ensure the safety of its employees,
students, and visitors. The safety program includes guidelines and procedures
for responding to emergencies and activities to help reduce the frequency of
accidents and injuries. To prevent or minimize injuries to employees,
coworkers, and students and to protect and conserve district equipment,
employees must comply with the following requirements:
Observe all safety rules.
Keep work areas clean and orderly at all times.
Immediately report all accidents to their supervisor.
Operate only equipment or machines for which they have training
and authorization.
Employees with questions or
concerns relating to safety programs and issues can contact Robert Dillard,
Superintendent.
Tobacco use
Policies DH, GKA, FNCD
Smoking or using tobacco
products is prohibited on all district-owned property and at school-related or
school-sanctioned activities, on or off campus. This includes all buildings,
playground areas, parking facilities, and facilities used for athletics and
other activities. Drivers of district-owned vehicles are prohibited from
smoking while inside the vehicle. Notices stating that smoking is prohibited by
law and punishable by a fine are displayed in prominent places in all school
buildings.
Employee arrests and convictions
Policy DH
An employee who is arrested
for any felony or any offense involving moral turpitude must report the arrest
to the principal or immediate supervisor within three calendar days of the
arrest. An employee who is convicted of or receives deferred adjudication for
such an offense must also report that event to the principal or immediate
supervisor within three days of the event. Moral turpitude includes, but is not
limited to, the following:
Dishonesty
Fraud
Deceit
Theft
Misrepresentation
Deliberate violence
Base, vile, or depraved acts that are intended to arouse or
gratify the sexual desire of the actor
Drug- or alcohol-related offenses
Acts constituting abuse under the Texas Family Code
Possession of firearms and weapons
Policies FNCG, GKA
Employees, visitors, and
students are prohibited from bringing firearms, knives, clubs or other
prohibited weapons onto school premises (i.e., building or portion of a
building) or any grounds or building where a school-sponsored activity takes
place. To ensure the safety of all persons, employees who observe or suspect a
violation of the district’s weapons policy should report it to their
supervisors or call Robert Dillard, Superintendent immediately.
Visitors in the workplace
Policy GKC
All visitors are expected to
enter any district facility through the main entrance and sign in or report to
the building’s main office. Authorized visitors will receive directions or be
escorted to their destination. Employees who observe an unauthorized individual
on the district premises should immediately direct him or her to the building
office or contact the administrator in charge.
Copyrighted materials
Policy EFE
Employees are expected to
comply with the provisions of copyright law relating to the unauthorized use,
reproduction, distribution, performance, or display of copyrighted materials
(i.e., printed material, videos, computer data and programs, etc.). Rented videotapes
are to be used in the classroom for educational purposes only. Duplication or
backups of computer programs and data must be made within the provisions of
the purchase agreement.
Computer use and data management
Policy CQ
The district’s electronic
communications systems, including its network access to the Internet, is
primarily for administrative and instructional purposes. Limited personal use of
the system is permitted if the use:
Imposes no tangible cost to the district
Does not unduly burden the district’s computer or network
resources
Has no adverse effect on job performance or on a student’s
academic performance
Electronic mail transmissions
and other use of the electronic communications systems are not confidential and
can be monitored at any time to ensure appropriate use.
Employees and students who
are authorized to use the systems are required to abide by the provisions of the
district’s communications systems policy and administrative procedures.
Failure to do so can result in suspension or termination of privileges and may
lead to disciplinary action. Employees with questions about computer use and
data management can contact Robert Dillard, Superintendent.
Asbestos management plan
Policy CKA
The district is committed to
providing a safe environment for employees. An accredited management planner has
developed an asbestos management plan for each piece of
district property. A copy of the district’s management plan is kept in
the Administration Office, 811 West D,
Policy DI, CLB
Employees are prohibited from
applying any pesticide or herbicide without appropriate training and prior
approval of the integrated pest management (IPM) coordinator. Any application of
pesticide or herbicide must be done in a manner prescribed by law and the
district’s integrated pest management program.
Notices of planned pest
control treatment will be posted in a district building 48 hours before the
treatment begins. Notices are generally located on the front door of the main
building of the affected campus.
Other topics
General procedures
Bad
weather closing
Policy CKC
The district may close schools because of bad weather or emergency
conditions. When such conditions exist, the superintendent will make the
official decision concerning the closing of the district’s facilities. When it
becomes necessary to open late or to release students early, the following radio
and television stations will be notified by school officials:
Radio
Stations
KVRP – FM Radio 97.1
Haskell/Abilene
KNIN – FM Radio 92.9
Wichita Falls
Great Country – FM Radio 94.9
Wichita Falls
KYII – FM Radio 104.7
Wichita Falls
Television Stations
KFDA-TV Channel 10
KFDX-TV Channel 3
KAUZ-TV Channel 6
Emergencies
Policy CKC
All employees should be familiar with the evacuation diagrams
posted in their work areas. Fire, tornado, and other emergency drills will be
conducted to familiarize employees and students with evacuation procedures.
Fire extinguishers are located throughout all district buildings. Employees
should know the location of the extinguishers nearest their place of work and
how to use them.
Purchasing
procedures
Policy CH
All requests for purchases must be submitted to the Administration
Office on an official district purchase order (
Name
and address changes
It is important that employment records be kept up to date.
Employees must notify the Superintendent’s office if there are any changes or
corrections to their name, home address, home telephone number, marital status,
emergency contact, or beneficiary. Forms to process a change in personal
information can be obtained from Cheryl Berryhill, Business Manager, in writing
at 811 West D, P.O. Box 300, Munday, Texas.
Personnel
records
Policy GBA
Most district records, including personnel records, are public
information and must be released upon request. Employees may choose to have the
following personal information withheld:
Address
Phone number
Social Security number
Information that reveals whether they have family members
The choice to not allow public access to this information may be
done at anytime by submitting a written request to Cheryl Berryhill, Business
Manager, in writing at 811 West D, P.O. Box 300, Munday, Texas . New or
terminating employees have 14 days after hire or termination to submit a
request. Otherwise, personal information will be released to the public.
Building
use
Policy GKD
Robert Dillard is responsible for scheduling the use of facilities
after school hours. Contact Robert Dillard at 940-422-4241 to request to use
school facilities and to obtain information on the fees charged.
Termination of
employment
Resignations
Policy DFE
Contract employees. Contract employees may
resign their position without penalty at the end of any school year if written
notice is received 45 days before the first day of instruction of the following
school year. A written notice of resignation should be submitted to Robert
Dillard, Superintendent, 811 West D,
The superintendent will notify SBEC when an employee resigns and
reasonable evidence exists to indicate that the employee has engaged in any of
the acts listed in Reports to the State
Board for Educator Certification, on page 39.
Noncontract employees. Noncontract employees may
resign their positions at any time. A written notice of resignation should be
submitted to Robert Dillard, Superintendent, in writing at 811 West D, P.O. Box
300, Munday, Texas at least two weeks prior to the effective date. Employees are
encouraged to include the reasons for leaving in the letter of resignation but
are not required to do so.
Dismissal
or nonrenewal of contract employees
Policies DFAA, DFAB, DFBA, DFBB, DFCA, DFD, DFF
Employees on probationary, term, and continuing contracts can be
dismissed during the school year or nonrenewed at the end of the year according
to the procedures outlined in district policies. Contract employees dismissed
during the school year, suspended without pay, or subject to a reduction in
force are entitled to receive notice of the recommended action, an explanation
of the charges against them, and an opportunity for a hearing. The time lines
and procedures to be followed when a suspension, termination, or nonrenewal
occurs will be provided when a written notice is given to an employee. Advance
notification requirements do not apply when a contract employee is dismissed for
failing to obtain or maintain appropriate certification or whose certification
is revoked for misconduct. Information on the time lines and procedures can be
found in the DF series policies that are provided to employees or in the policy
manuals located in the policy manuals located in each campus administrator’s
office, the Superintendent’s office, or on the Munday CISD school website.
Dismissal
of noncontract employees
Policy DCD
Noncontract employees are employed at will and may be dismissed
without notice, a description of the reasons for dismissal, or a hearing. It is
unlawful for the district to dismiss any employee for reasons of race,
religion, sex, national origin, disability, military status, any other basis
protected by law, or in retaliation for the exercise of certain protected
legal rights. Noncontract employees who are dismissed have the right to grieve
the termination. The dismissed employee must follow the district process
outlined in this handbook when pursuing the grievance. (See
Complaints and grievances, pages 25-26)
Exit interviews and procedures
Exit interviews will be scheduled for all employees leaving the
district. Information on the continuation of benefits, release of information,
and procedures for requesting references will be provided at this time.
Separating employees are asked to provide the district with a forwarding address
and phone number and complete a questionnaire that provides the district with
feedback on his or her employment experience.
All district keys, books, property, and equipment must be returned
upon separation from employment. The district may withhold the cost of any
unreturned items from the final paycheck.
Reports
to State Board for Educator Certification
Policy DF
The dismissal or resignation of a certified employee will be
reported to the SBEC when the superintendent first learns about an alleged
incident of conduct that involves the following:
·
Any form of sexual or physical abuse of a minor or any other
illegal conduct with a student or a minor
The possession, transfer, sale, or distribution of a controlled
substance
The illegal transfer, appropriation, or expenditure of school
property or funds
An attempt by fraudulent or unauthorized means to obtain or alter
any certificate or permit that would entitle the individual to a professional
position or to receive additional compensation associated with a position
Committing a crime on school property or at a school-sponsored
event
Reports concerning court-ordered withholding
The district is required to report the termination of employees
that are under court order or writ of withholding for child support or spousal
maintenance to the court and the individual receiving the support (Texas
Family Code §8.210, 158.211). Notice of the following must be sent to the
court and support recipient:
Employee’s last known address
Name and address of the employee’s new employer, if known
Student
issues
Equal
educational opportunities
Policy FB
The Munday CISD does not discriminate on the basis of race, color,
religion, national origin, sex, or disability in providing education services,
activities, and programs, including vocational programs, in accordance with
Title VI of the Civil Rights Act of 1964, as amended; Title IX of the
Educational Amendments of 1972; and Section 504 of the Rehabilitation Act of
1973, as amended.
Questions or concerns about discrimination of students on the
basis of race, color, religion, sex, or national origin should be directed to
the superintendent, Robert L. Dillard, 811 West D, P.O. Box 300, Munday, Texas
76371. Questions or concerns about discrimination on the basis of a disability
should be directed to Robert L. Dillard, 811 West D,
Student records
Student records are confidential and are protected from
unauthorized inspection or use. Employees should take precautions to maintain
the confidentiality of all student records.
The following people are the only people who have general access
to a student’s records:
Parents of a minor or
of a student who is a dependent for tax purposes
The student (if 18 or
older or attending an institution of postsecondary education)
School officials with
legitimate educational interests
The student handbook provides parents and students with detailed
information on student records. Parents or students who want to review student
records should be directed to the campus principal for assistance.
Parent and
student complaints
Policy FNG
In an effort to hear and resolve parent and student complaints in
a timely manner and at the lowest administrative level possible, the board has
adopted orderly processes for handling complaints on different issues. Any
campus office or the superintendent’s office can provide parents and students
with information on filing a complaint.
Parents are encouraged to discuss problems or complaints with the
teachers or the appropriate administrator at any time. Parents and students
with complaints that cannot be resolved should be directed to the campus
principal. The formal complaint process provides parents and students with an
opportunity to be heard up to the highest level of management if they are
dissatisfied with a principal’s response.
Administering
medication to students
Policy FFAC
Only designated employees can administer medication to students. A
student who must take prescription medication during the school day must bring a
written request from his or her parent and the medicine, in its original,
properly labeled container. Contact the principal or school nurse for
information on procedures that must be followed when administering medication to
students.
Dietary
supplements
Policy DH, FFAC
District employees are prohibited by state law from knowingly
selling, marketing, or distributing a dietary supplement that contains
performance-enhancing compounds to a student with whom the employee has
contact as part of his or her school district duties. In addition, employees may
not knowingly endorse or suggest the ingestion, intranasal application, or
inhalation of a performance-enhancing dietary supplement to any student.
Psychotropic
drugs
Policy FFAC
District employees are prohibited by state law from doing the
following:
Recommending that a student use a psychotropic drug
Suggesting a particular diagnosis
Excluding from class or school-related activity a student whose
parent refuses to consent to a psychiatric evaluation or to authorize the
administration of a psychotropic drug to a student.
Student
discipline
Policies in the FN series and FO series
Students are expected to follow the classroom rules, campus rules,
and rules listed in the Student Handbook and Student Code of Conduct. Teachers
and administrators are responsible for taking disciplinary action based on a
range of discipline management strategies that have been adopted by the
district. Other employees that have concerns about a particular student’s
conduct should contact the classroom teacher or campus principal.
Student
attendance
Policy FDD
Teachers and staff should be familiar with the district’s
policies and procedures for attendance accounting. These procedures require
students to have parental consent before they are allowed to leave campus. When
absent from school, the student, upon returning to school, must bring a note
signed by the parent that describes the reason for the absence. These
requirements are addressed in campus training and in the student handbook. Contact
the campus principal for additional information.
Hazing
Policy FNCC, FO
Students must have prior approval from the principal or designee
for any type of “initiation rites” of a school club or organization. Any
teacher, administrator, or employee who observes a student engaged in any form
of hazing, who has reason to know or suspect that a student intends to engage in
hazing, or has engaged in hazing must report that fact or suspicion to the
designated campus discipline person.
Index
A
Administering
medication to students
Administration
Alcohol
and drug testing
Arrests
and convictions
Asbestos
management plan
Assault
leave
Associations
At-will
employment
Automatic
payroll deposits
B
Bad
weather closing
Benefits
cafeteria
plan
continuation
leave
other
teacher
retirement
workers’
compensation
Bereavement
leave
Board
meeting
schedule
members
of
trustees
Building
use
C
Cafeteria
plan benefits
Certification
first
aid and CPR
parent
notification
Change
of address
Child
abuse reporting
Code
of ethics
Committees
Communication
Compensation
Complaints
employee
parent
and student
Compliance
coordinators
Computer
use
Conflict
of interest
Contract
Employment
noncertified employees
Copyrighted
materials
Court
appearances
Court-ordered
withholdings
D
Data
management
Dietary
supplements
Directories
helpful
contacts
school
Disclaimer
Dismissal
contract
employees
noncontract
employees
District
communications
goals
and objectives
information
map
mission
statement
Drug-abuse
prevention
Drugs,
psychotropic
E
Emergencies
Employee
conduct
and welfare
involvement
recognition
Employment
after
retirement
at-will
contract
decisions
outside
Equal
educational opportunities
Equal
employment opportunity
Exit
interviews
F
Family
and medical leave
Firearms
Fraud
G
General
procedures
Gifts
and favors
Goals
and objectives
Grievances
H
Handbook
application
design
distribution
legal
considerations
legal
review
Harassment
student
Hazing
Health
insurance
Helpful
contacts
I
Insurance
health,
dental, and life
supplemental
unemployment
workers’
compensation
J
Job
vacancy announcements
Jury
duty
L
Leave
accrual
assault
bereavement
court
appearances
discretionary
family
and medical
jury
duty
local
medical
certification
military
nondiscretionary
personal
sick
temporary
disability
workers’
compensation
Leaves
and absences
M
Medications
Military
leave
N
Name
and address changes
No
Child Left Behind Act
Nonrenewal
O
Outside
employment
Overtime
compensatory
time off
defined
pay
P
Parent
and student complaints
Parent
notification
Paychecks
deductions
Payroll
schedule
statements
Performance
evaluation
Personal
leave
Personnel
records
Policy
changes
Political
activities
Possession
of weapons
Psychotropic
drugs
Publications
Purchasing
procedures
R
Reassignments
Reports
to SBEC
Resignations
contract
employees
noncontract
employees
Retirement
benefits
employment
S
Safety
Salaries
School
calendar
closing
director
Sexual
Harassment
Sick
leave
Staff
development
Standards
of conduct
Stipends
Student
attendance
complaints
discipline
issues
medication
records
Student
harassment
Supplemental
insurance
T
Teacher
retirement
Temporary
disability leave
Termination
dismissal
during the contract term
exit
interviews
noncontract
employees
nonrenewal
reports
reports
to SBEC
resignations
Tobacco
use
Transfers
Travel
expense reimbursement
Tutoring
U
Unemployment
compensation insurance
V
Visitors
W