Detroit Independent School District
E.A.G.L.E.S.
Employee Handbook
2008-2009
TablE of contents
....... Description of the district
....... District map
....... Mission statement, goals, and objectives
....... Board of trustees
....... Board meeting schedule for 2008–2009
....... 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
....... Annualized compensation
....... 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
....... 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 recognition and appreciation
....... District communications
....... Standards of conduct
....... Discrimination, harassment, and retaliation
....... 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 use
Criminal history background checks
....... Employee arrests and convictions
....... Possession of firearms and weapons
....... Visitors in the workplace
....... Copyrighted materials
....... Computer use and data management
....... Asbestos management plan
....... Pest control treatment
....... Other topics
....... Bad weather closing
....... Emergencies
....... Purchasing procedures
....... Name and address changes
....... Personnel records
....... Building use
....... 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
....... Equal educational opportunities
....... Student records
....... Parent and student complaints
....... Administering medication to students
....... Dietary supplements
....... Psychotropic drugs
....... Student discipline
....... Student attendance
....... Bullying
....... 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 the 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. District policies can be accessed on line at http://www.detroiteagles.net.
Employee handbook receipt
Name _______________________________________
Campus/department ____________________________
I hereby acknowledge receipt of a copy of the Detroit ISD 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.
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 at www.detroiteagles.net
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 Superintendent 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 Central Office.
District information
Policy AE
Detroit Independent School District will provide a quality education to prepare students for the challenges of the future. We accept the responsibility for preparing our students to live and work in a nation that is undergoing dramatic changes.
All of our students will be expected to master the Texas Essential Knowledge and Skills objectives on which to build future learning. Our students will also be taught a core curriculum as specified by the Texas Education Agency. As part of that curriculum, all students will develop an appreciation and knowledge of citizenship and their unique Texas Heritage.
Detroit ISD will accomplish this mission by providing opportunities for each student to think logically and independently.
Policies AB, AF
Detroit ISD will strive to increase parental and community involvement in all school functions.
All campuses will strive to achieve Exemplary.
Reward academic performance as well as athletic performance.
Detroit ISD will enhance technology and provide outstanding staff development in its use.
Alignment and enhancement of mathematics and science curriculum will ensure a smooth transition from campus to campus.
An increased emphasis on DISD Fine Arts program will promote student success.
Detroit ISD will implement plans and strategies to reduce energy usage and to maximize resources.
Policies BA, BB, BD, and BE series
Texas law grants the board of trustees the power to govern and oversee the management of the district’s schools. The board is the policy-making body within the district and has overall responsibility for the curriculum, school taxes, annual budget, employment of the superintendent and other professional staff, and facilities. The board has complete and final control over school matters within limits established by state and federal law and regulations.
The board of trustees is elected by the citizens of the district to represent the community’s commitment to a strong educational program for the district’s children. Trustees are elected annually and serve three-year terms. Trustees serve without compensation, must be registered voters, and must reside in the district.
:
Current board members include: Joyce Hagler – President
Dale Miller – Vice President
Barbara Golden – Secretary
James Sprools – Member
Daniel Hart – Member
DeWayne Nance – Member
Susan Yarbrough - Member
The board usually meets the 2nd Monday at 7:00PM in the High School Library. In the event that large attendance is anticipated, the board may meet at The Middle School Cafeteria. Special meetings may be called when necessary. A written notice of regular and special meetings will be posted at Central Office at least 72 hours before the scheduled meeting time. The written notice will show the date, time, place, and subjects of each meeting. In emergencies, a meeting may be held with a two-hour notice.
All meetings are open to the public. In certain circumstances, Texas law permits the board to go into a closed session from which the public and others are excluded. Closed session may occur for such things as discussing prospective gifts or donations, real-property acquisition, certain personnel matters including employee complaints, security matters, student discipline, or consulting with attorneys regarding pending litigation.
Administration
Morris Lyon, Superintendent
Anita Whitley, Secretary to the Superintendent
Greg Jones, Business Manager
Sandra Galley, PEIMS Coordinator and Food Services and Janitorial Director
Donna Pyeatt, Counselor
Misty Looney, Administrator
Steve Drummond, Administrator
Morris Lyon, Acting Elementary Principal
Chris Bradshaw, Assistant Elementary Principal
Becky McCoin, Head Start Director
Jackie Barber, Transportation/Maintenance Director
Kenny Horne, Technology Director
Mike Barley, Athletic Director
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 or Superintendent.
Employment
Equal employment opportunity
Policies DAA, DIA
The Detroit ISD does not discriminate against any employee or applicant for employment because of race, color, religion, sex, national origin, age, disability, military status, or on any other basis prohibited by law. Employment decisions will be made on the basis of each applicant’s job qualifications, experience, and abilities.
Employees with questions or concerns about discrimination on the basis of race, color, religion, sex, national origin, age, or military status should contact the superintendent, the district’s Title IX coordinator. Employees with questions or concerns about discrimination on the basis of a disability should contact the Superintendent.
Job vacancy announcements
Policy DC
Announcements of job vacancies by position and location are distributed on a regular basis and posted at the central administration building, campus offices, and on the district’s Web site.
Employment after retirement
Individuals receiving retirement benefits from the Teacher Retirement System (TRS) may be employed in limited circumstances on a full- or part-time basis without affecting their benefits, according to TRS rules and state law. Detailed information about employment after retirement is available in the TRS publication Employment After Retirement. Employees can contact TRS for additional information by calling 800-223-8778 or 512-542-6400. Information is also available on the TRS Web Site (www.trs.state.tx.us).
Contract and noncontract employment
Policies DC, DCA, DCB, DCC, DCD, DCE
State law requires the district to employ all full-time professional employees in positions requiring a certificate from State Board for Educator Certification (SBEC) and nurses under probationary, term, or continuing contracts. Employees in all other positions are employed at-will or by a contract that is not subject to the procedures for nonrenewal or termination under Chapter 21 of the Texas Education Code. The paragraphs that follow provide a general description of the employment arrangements used by the district.
Probationary contracts. Nurses and full-time professional employees new to the district and employed in positions requiring SBEC certification must receive a probationary contract during their first year of employment. Former employees who are hired after at least a two-year lapse in district employment also may be employed by probationary contract. Probationary contracts are one-year contracts. The probationary period for those who have been employed as a teacher in public education for at least five of the eight years preceding employment with the district may not exceed one school year. For those with less experience, the probationary period 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 or continuing contracts after they have successfully completed the probationary period. Campus principals and central office administrators are employed under multi-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 not employed by contract. Employment is not for any specified term and may be terminated at any time by either the employee or the district.
Paraprofessional and auxiliary employees. All paraprofessional and auxiliary employees, regardless of certification, are employed at will and not by contract. Employment is not for any specified term and may be terminated at any time by either the employee or the district.
Searches and alcohol and drug testing
Policy DHE
Noninvestigatory searches in the workplace, including accessing an employee’s desk, file cabinets, or work area to obtain information needed for usual business purposes may occur when an employee is unavailable. Therefore, employees are hereby notified that they have no legitimate expectation of privacy in those places. In addition, the district reserves the right to conduct searches when there is reasonable cause to believe a search will uncover evidence of work-related misconduct. Such an investigatory search may include drug and alcohol testing if the suspected violation relates to drug or alcohol use. The district may search the employee, the employee’s personal items, work areas, including district-owned computers, lockers, and private vehicles parked on district premises or work sites or used in district business.
Employees required to have a commercial driver’s license. Any employee whose duties require a commercial driver’s license (CDL) is subject to drug and alcohol testing. This includes all drivers who operate a motor vehicle designed to transport 16 or more people, counting the driver; drivers of large vehicles; or drivers of vehicles used in the transportation of hazardous materials. Teachers, coaches, or other employees who primarily perform duties other than driving are subject to testing requirements when their duties include driving.
Drug testing will be conducted before an individual assumes driving responsibilities. Alcohol and drug tests will be conducted if reasonable suspicion exists, at random, when an employee returns to duty after engaging in prohibited conduct, and as a follow‑up measure. Testing may be conducted following accidents. Return‑to‑duty and follow‑up testing will be conducted if an employee who has violated the prohibited alcohol conduct standards or tested positive for alcohol or drugs is allowed to return to duty.
All employees required to have a CDL or who is otherwise subject to alcohol and drug testing will receive a copy of the district’s policy, the testing requirements, and detailed information on alcohol and drug abuse and the availability of assistance programs. Employees with questions or concerns relating to alcohol and drug policies and related educational material should contact the Superintendent.
First aid, CPR, and AED certification
Policies DBA, DMA
Certain employees who are involved in physical activities for students must maintain and submit to the district proof of current certification in first aid, cardiopulmonary resuscitation (CPR), and the use of an automated external defibrillator (AED). Certification must be issued by the American Red Cross, the American Heart Association, or another organization that provides equivalent training and certification.
Reassignments and transfers
Policy DK
All personnel are subject to assignment and reassignment by the superintendent or designee when the superintendent or designee determines that the assignment or reassignment is in the best interest of the district. Reassignment is a transfer to another position, department, or facility that does not necessitate a change in the employment contract. Campus reassignments must be approved by the principal at the receiving campus except when reassignments are due to enrollment shifts or program changes. Extracurricular or supplemental duty assignments may be reassigned at any time unless an extracurricular or supplemental duty assignment is part of a dual-assignment contract. Employees who object to a reassignment may follow the district process for employee complaints as outlined in this handbook and district policy DGBA (Local).
An employee with the required qualifications for a position may request a transfer to another campus or department. A written request for transfer must be completed and signed by the employee and the employee’s supervisor. A teacher requesting a transfer to another campus before the school year begins must submit their request by the last school day of the proceeding year.. 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 office and must be approved by the receiving supervisor.
Workload and work schedules
Policies DEA, 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, including conferences. The schedule of planning periods is set at the campus level but must provide at least 450 minutes within each two-week period in blocks not less than 45 minutes. Teachers and librarians are entitled to a duty-free lunch period of at least 30 minutes. The district may require teachers to supervise students during lunch 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.
Notification of parents regarding qualifications
Policies DK, DBA
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.
Texas law also requires that parents be notified if their child is assigned for more than 30 consecutive instructional days to a teacher who does not hold an appropriate teaching certificate. This notice is not required if parental notification under NCLB is sent. Inappropriately certified or uncertified teachers include individuals serving with an emergency permit (including individuals waiting to take the EXCET exam) or individuals who do not hold any certificate or permit. Information relating to teacher certification will be made available to the public upon request.
Employees who have questions about their certification status can call the campus principal or superintendent.
Outside employment and tutoring
Policy DBD
Employees are required to disclose in writing to their immediate supervisor any outside employment that may create a potential conflict of interest with their assigned duties and responsibilities or the best interest of the district. Supervisors will consider outside employment on a case-by-case basis and determine whether it should be prohibited because of a conflict of interest.
Performance evaluation
Policies 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
Policies BQA, BQB
At both the campus and district levels, Detroit ISD offers opportunities for input in matters that affect employees and influence the instructional effectiveness of the district. 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 www.detroiteagles.net.
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 noninstructional 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 an hourly wage or salary and receive compensatory time or overtime pay for each overtime hour worked beyond 40 in a workweek. (See Overtime Compensation.)
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 the Business Manager for more information about the district’s pay schedules or their own pay.
Annualized compensation
Policy DEA
The district pays all salaried employees over 12 months regardless of the number of months employed during the school year. Salaried employees will be paid in equal monthly or bimonthly payments, beginning with the first pay period of the school year. An employee who separates from service before the last day of instruction or retires under TRS, will receive in his or her final paycheck, a lump sum payment for wages actually earned from the beginning of the school year to the date of separation. Employees that separate after the last day of instruction will continue to receive paychecks through the end of the summer.
Paychecks
All professional and salaried employees are paid monthly. Hourly employees are paid every two weeks. 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 the illustrated guide if you have questions about your payroll statement.
The schedule of pay dates for the 2008-2009 school year follows:
September 25, October 24, November 25, December 19,
January 23, February 25, March 25, April 24, May 25,
June 25, July 25, August 25
Automatic payroll deposit
Employees can have their paychecks electronically deposited into a designated account. A notification period of one week is necessary to activate this service. With automatic deposit, an employee’s pay is immediately available on the pay date. Contact the Business Manager 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 March 31, 1986. Temporary and part-time employees who are not eligible for TRS membership must have their Social Security contributions deducted.
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. 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. 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 in a work week 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 12:00 AM Sunday and ends at 11:59PM Saturday.
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 comp 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, or at the supervisor’s direction.
· 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 DEE
Before any travel expenses are incurred by an employee, the employee’s supervisor and Superintendent must give approval. For approved travel, employees will be reimbursed for mileage and other travel expenditures according to the current rate schedule established by the district. It is encouraged to use school vehicles for business 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 the Business Manager for more information.
Supplemental insurance benefits
Policy CRD
At their own expense, employees may enroll in supplemental insurance programs for vision, dental, and cafeteria plans. Premiums for these programs can be paid by payroll deduction. Employees should contact the Business Manager for more information.
Cafeteria plan benefits (Section 125)
Employees may be eligible to participate in the Cafeteria Plan (Section 125) and, under IRS regulations, must either accept or reject this benefit. This plan enables eligible employees to pay certain insurance premiums on a pretax basis (i.e., disability, accidental death and dismemberment, cancer and dread disease, dental, and additional term life insurance). A third-party administrator handles employee claims made on these accounts.
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. 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 the immediate supervisor and the superintendent. 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, 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. 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 the Business Manager
Teacher retirement
Policy DEG
All personnel employed on a regular basis for at least four and one-half months 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 is available from TRS at Teacher Retirement System of Texas, 1000 Red River Street, Austin, TX 78701-2698, or call 800-223-8778 or 512-542-6400. TRS information is also available on the Web (www.trs.state.tx.us)..
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 the Superintendent 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 on unpaid leave.
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 3 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.. Leave is available for the employee’s use as needed. If an employee leaves the district before the end of the work year, the cost of any unearned leave days taken shall be deducted from the employee’s final paycheck.
Personal leave
State law entitles all employees to five days of paid personal leave per year. Personal leave is earned at a rate of ½ day for each 18 workdays. 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 Texas school districts and is generally transferable to education service centers. There are two types of personal leave: nondiscretionary and discretionary.
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 state 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 5 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 Texas. Sick leave can be used only in 3 increments except when coordinated with family and medical leave taken on an intermittent or reduced-schedule basis or when coordinated with workers’ compensation benefits.
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
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 resume regular duties. 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 (FMLA)
Eligibility. 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 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 qualifying exigency resulting from active military service of a spouse, child, or parent
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; or to care for a covered military service member.
Military service family leave. An eligible employee is entitled to leave to care for an active duty military service member who incurs a serious illness or injury in the line of duty. The service member must be the employee’s spouse, child, parent, or next of kin. An eligible employee may take up to 26 weeks on a one-time basis to provide care to a covered service member.
Continuation of benefits and job restoration. 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.
Use of paid leave. 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.
Intermittent leave. 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
Requests for FMLA. When the need for family and medical leave is foreseeable, employees must provide 30 days advance notice to the district. 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
· Certification of the need for family military leave
Employees requiring family and medical leave should contact the 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 sick leave or any other paid leave benefits. While an employee is receiving workers’ compensation wage benefits, the district will charge available leave proportionately so that the employee receives an amount equal to the employee’s regular salary.
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.
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. 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 United States 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 each federal fiscal year (October 1–September 30). 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 United States uniformed services or who are ordered to active state military duty (Texas National Guard or Texas State Guard) may return to employment if they are honorably discharged. Employees who wish to return to the district will be reemployed in the position they would have held if employment had not been interrupted or reassigned to an equivalent or similar position provided they can be qualified to perform the required duties. To be eligible for reemployment, employees must provide notice of their obligation or intent to perform military service, provide evidence of honorable discharge or release, and submit an application for reemployment to the Superintendent.
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 the Business Manager 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.
District communications
Throughout the school year, newsletters, brochures, fliers, calendars, news releases, and other communication materials are published. These publications offer employees and the community information pertaining to school activities and achievements. They include the following:
Newspapers, Newsletters, Website and other approved publications
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 grievance process. 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:
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 because 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 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 Texas Educators
Statement of Purpose
The Texas educator shall comply with standard practices and ethical conduct toward students, professional colleagues, school officials, parents, and members of the community and shall safeguard academic freedom. The Texas educator, in maintaining the dignity of the profession, shall respect and obey the law, demonstrate personal integrity, and exemplify honesty. The Texas educator, in exemplifying ethical relations with colleagues, shall extend just and equitable treatment to all members of the profession. The Texas educator, in accepting a position of public trust, shall measure success by the progress of each student toward realization of his or her potential as an effective citizen. The Texas educator, in fulfilling responsibilities in the community, shall cooperate with parents and others to improve the public schools of the community.
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.
Employee Dress Code
All employees are expected to dress professionally and at minimum adhere to the same dress code as students. All Employees of Detroit ISD will follow dress code, at any function and/or while supervising students.
Discrimination, harassment, and retaliation
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 discriminated or retaliated against or harassed are encouraged to promptly report such incidents to the campus principal, supervisor, or appropriate district official. If the campus principal, supervisor, or district official is the subject of a complaint, the employee should report the complaint directly to the superintendent. A complaint against the superintendent may be made directly to the board.
The district’s policy that includes definitions and procedures for reporting and investigating discrimination, harassment, and retaliation is reprinted below:
Harassment of students
Policies DH, FFG, FFH
Sexual and other harassment of students by employees are forms of discrimination and are prohibited by law. Romantic or inappropriate social relationships between students and district employees are prohibited. Employees who suspect a student may have experienced prohibited harassment are obligated to report their concerns to the campus principal or other appropriate district official. All allegations of prohibited harassment or abuse of a student will be reported to the student’s parents and promptly investigated. An employee who knows of or suspects child abuse must also report his or her knowledge or suspicion to the appropriate authorities, as required by law. See Reporting suspected child abuse, for additional information.
The district’s policy that includes definitions and procedures for reporting and investigating harassment of students is reprinted below:
Drug-abuse prevention
Policies DH, DI
Detroit ISD is committed to maintaining an alcohol- and drug-free environment and will not tolerate the use of alcohol and illegal drugs in the workplace and at school-related or school-sanctioned activities on or off school property.
. Employees who use or are under the influence of alcohol or illegal drugs as defined by the Texas Controlled Substances Act during working hours may be dismissed. The district’s policy regarding employee drug use follows:
Reporting suspected child abuse
Policies DF, DG, DH, FFG, GRA
All employees are required by state law to report any suspected child abuse or neglect to a law enforcement agency, Child Protective Services, or appropriate state agency (e.g., state agency operating, licensing, certifying, or registering a facility) within 48 hours of the event that led to the suspicion. Abuse is defined by Texas Family Code and includes any sexual conduct involving an educator and a student or minor. Reports to Child Protective Services can be made to (903) 427-3874 or to the Texas Abuse Hotline (800-252-5400). State law specifies that an employee may not delegate to or rely on another person to make the report.
Under state law, any person reporting or assisting in the investigation of reported child abuse or neglect is immune from liability unless the report is made in bad faith or with malicious intent. In addition, the district is prohibited from retaliating against an employee who, in good faith, reports child abuse or neglect or who participates in an investigation regarding an allegation of child abuse or neglect.
An employee’s failure to report suspected child abuse may result in prosecution for the commission of a Class B misdemeanor. In addition, a certified employee’s failure to report suspected child abuse may result in disciplinary procedures by SBEC for a violation of the Code of Ethics and Standard Practices for Texas Educators.
Employees who suspect that a student has been or may be abused or neglected should also report their concerns to the campus principal. This includes students with disabilities who are no longer minors. Employees are not required to report their concern to the principal before making a report to the appropriate agencies. In addition, employees must cooperate with child abuse and neglect investigators. Reporting the concern to the principal does not relieve the employee of the requirement to report to the appropriate state agency. Interference with a child abuse investigation by denying an interviewer’s request to interview a student at school or requiring the presence of a parent or school administrator against the desires of the duly authorized investigator is prohibited.
Fraud and financial impropriety
Policy 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 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
Policies 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
· Nonschool employment
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.
Use of district resources, including work time, for political activities is prohibited.
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 the Superintendent.
Tobacco use
Policies DH, GKA, FNCD
State law prohibits smoking or using tobacco products 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.
Criminal history background checks
Policy DBAA
Employees may be subject to a review of their criminal history record information at any time during employment. National criminal history checks based on an individual’s fingerprints, photo, and other identification will be conducted on certain employees and entered into the Texas Department of Public Safety (DPS) Clearinghouse. This database provides the district and SBEC with access to an employee’s current national criminal history and updates to the employee’s subsequent criminal history.
Employee arrests and convictions
Policy DH
An employee must notify his or her principal or immediate supervisor within three calendar days of any arrest, indictment, conviction, no contest or guilty plea, or other adjudication of any felony, any offense involving moral turpitude, and any of the other offenses listed below:
· Crimes involving school property or funds
· Crimes involving attempt by fraudulent or unauthorized means to obtain or alter any certificate or permit that would entitle any person to hold or obtain a position as an educator
· Crimes that occur wholly or in part of school property or at a school-sponsored activity
· Crimes involving moral turpitude
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 or neglect 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, Safety Resource Officer, or 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 federal 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 backup 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 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 the Technology Director.
Detroit Independent School District
Administrative Regulations for Student Internet Use
Recreational and Personal Use of Internet by Students
The Superintendent has adopted the following Administrative Regulation to guide staff regarding recreational and personal internet use by students.
Authority.
This administrative regulation is issued pursuant to Board Policy CQ (LOCAL), ACCEPTABLE USE, which directs the Superintendent to develop and implement administrative regulations, guidelines, and user agreements regarding acceptable use of the District’s electronic communications system, including the internet.
Purpose.
This regulation is intended to enhance students’ education and avoid misuse or disruption of instructional time by placing reasonable limitations on recreational and personal internet use by students.
Use of Computers During Instructional Time.
Student use of school or personal computers or other electronic devices with internet connectivity for e-mail, text messaging, recreation, entertainment, or amusement during instructional time is strictly forbidden. Subject to this prohibition, students may use school or personal computers or other electronic devices with internet connectivity during instructional time only as specifically permitted by the teacher, administrator, or other person in charge.
Effective Date
This regulation is issued on May 30, 2007, and is effective immediately.
________________________________________
Morris Lyon, Superintendent
DETROIT ISD COMPUTER AND INTERNET USE POLICY
The use of networked computers is an integral part of the curriculum and instruction in the Detroit Independent School District. The DISD’s computer network has been established for educational purposes. The term educational purpose includes, but is not limited to, access to libraries and databases, news and current events, information management, classroom activities, media center projects, research, career development, and credit recovery software. However, despite its enormous educational opportunities, the Internet also contains the potential for abuse. It is the opinion of DISD that the educational opportunities and benefits far out weigh the negatives of the Internet. Detroit ISD is not responsible for ensuring the accuracy or usability of any information found on external networks. For safety purposes, Detroit ISD employs both an Internet filter and firewall. Detroit ISD maintains compliance with CIPA (Children’s Internet Protection Act).
Detroit ISD administration and Board of Trustees expects all employees and students to abide with the on-line Acceptable Use Procedures. Failure to follow guidelines may result in disciplinary action. Parent(s)/ guardian(s) will be given the opportunity to determine their child’s access to the Internet at the beginning of each school year. The Detroit ISD will not be responsible for any and all claims arising out of or related to the usage of this interconnected computer system.
Responsibilities of Students
The use of the computers and networks is a privilege and not a right,
inappropriate use will result in the cancellation of those privileges and/or
disciplinary action by school officials. A student's activities, while using the
computers and networks, including the Internet, in school, must be in support of
education and research consistent with the educational objectives of Detroit ISD.
In addition, a student accessing the Internet from a school site is responsible
for all on-line activities which take place through the use of his or her
account. When using any Internet site, students must comply with rules
appropriate for that site.
Responsibilities of Educators
Educators will be responsible for explaining the Acceptable Use and
Internet Safety Policy for Computers and Networks, for monitoring student
activity while using computers and networks, including the Internet, and for
taking reasonable precautions to prevent students from accessing inappropriate
sites. In addition, the school system will utilize software filtering programs
to reduce the likelihood that students will access inappropriate material. In
order to increase the protection of all users and to provide for network
security, educators will keep any passwords or list of passwords secure.
Responsibilities of Parents
Parents and guardians are responsible for reading and discussing with their children the acceptable/appropriate and unacceptable/inappropriate uses of the computers and networks, including the Internet and Internet safety, as described in this document.
The policies, procedures and rules for acceptable/appropriate use of computers and networks are contained in the Student Handbook and the Student Code of Conduct. They are intended to make the computers and networks safe, reliable, and educationally appropriate for users. They are also intended to minimize the burden of administrating the networks, so that more time can be spent enhancing services.
Use of the computers and networks is a privilege and not a right. Violation of the policies, procedures, and rules of Detroit ISD concerning the use of computers and networks may result in loss of computer privileges and Internet access, disciplinary actions under the Code of Conduct, and/or appropriate legal action. Detroit ISD reserves the right to determine whether specific uses of the computers and networks, including the Internet are acceptable or inappropriate. The principals or designees will review information and facts to determine in their professional judgment the severity of the violation and will follow district policy and guidelines to administer consequences.
Security on any computer system is a high priority, especially when the system involves many users. If a user identifies or has knowledge of a security problem on the network/Internet, the user must notify a system administrator as soon as possible. The security problem should not be shown or demonstrated to other users. Attempts to log on to the network system as another user or a system administrator will result in cancellation of user privileges and disciplinary action. Detroit ISD reserves the right to deny access to any user identified as a security risk or having a history of problems with other computer systems. All Detroit ISD student usage of the Internet and networks is subject to monitoring by Detroit ISD personnel for inappropriate use.
Detroit ISD makes no warranties of any kind, whether expressed or implied, for the service it is providing and is not responsible for any damages suffered by users. This includes loss of data resulting from delays, non-deliveries, mis-deliveries, or service interruptions caused by its negligence or user errors or omissions. Detroit ISD is not responsible for phone/credit card bills or any other charges incurred by users. Use of any information obtained via the Internet is at the user’s own risk. Detroit ISD specifically denies any responsibility for the accuracy or quality of information obtained through its services.
All terms and conditions as stated in this document are
applicable to the Detroit Independent School District. The terms and conditions
reflect the entire agreement of the parties and supersede all prior oral or
written agreements and understandings of the
parties. Terms and conditions shall be governed and interpreted in accordance
with the laws of the State of Texas and the United States of America.
The following terms and conditions apply to all computer
and network usage, including the Internet.
1. Users shall not erase, rename, or make unusable anyone else's computer
files,
programs, or disks.
2. Users shall not intentionally damage the system, damage information
belonging to
others, misuse system resources, or allow others to misuse system
resources.
3. Users shall not tamper with computers, networks,
printers or other associated
equipment except as directed by the teacher or librarian.
4. Users shall not write, produce, generate, copy,
propagate, or attempt to introduce
any computer code designed to self- replicate, damage, or otherwise hinder
the
performance of any computer's memory, file system, or software. Such
software is
often called a bug, virus, worm, Trojan Horse, or similar name.
5. Users shall not copy, change or transfer any software
or documentation provided by
Detroit ISD, teachers, or another student without permission from
authorized staff
members.
6. Users shall not use a computer or network for unlawful purposes, such as the
illegal copying or installation of software or transmission or reception
of any
material in violation of federal or state regulations. This includes but
is not limited
to copyrighted material, threatening or obscene material, or protected
trade secrets.
7. Users shall not use Detroit ISD computers or networks for any
non-instructional
or non-administrative purpose (e.g. inappropriate games or activities for
personal
profit).
8. Users shall not take home technology equipment
(hardware or software) without
written permission of a school administrator.
9. Users shall not let other persons use their name, logon, password or files
for any
reason (except for authorized staff members).
10. Users shall not use or try to discover another user's
password.
11. No student is to use the Internet without the supervision of a teacher or
librarian.
12. Users shall not download files from the Internet without prior approval and supervision of a librarian or teacher.
13. Users shall not deliberately use the computer to annoy
or harass others with
language, images, or threats. Users shall not deliberately access or
create any
obscene or objectionable information, language, or images.
14. Students
shall promptly disclose to a teacher or school administrator any message
that the student feels is inappropriate or that makes the student feel
uncomfortable.
15. Do not communicate any credit card number, bank
account, or any other financial
information.
16. For
student protection, personal information regarding users must not be provided
across the Internet (e. g., last names, pictures, addresses, telephone numbers,
or
social security numbers) unless authorized by the students’ parents and the
administration.
17. It is unacceptable to send chain letters or pyramid
schemes to lists or individuals
and any other type of use which would cause congestion of the
Internet/network
or otherwise interfere with the work of others.
18. Users should not expect that files stored on computer servers will always be private.
19. Note that electronic mail (email) is not guaranteed to
be private. People who
operate the system do have access to mail. Messages relating to or in
support
of illegal activities may be reported to the authorities.
20. A fee may be charged for printed materials.
21. All users must have a signed Acceptable Use and Internet Safety Policy for Computers and Networks on file with Detroit ISD before use of computer and network facilities is allowed.
Inappropriate Language
1. Restrictions against inappropriate language apply to public messages, private
messages, and material posted on Web pages.
2. Students and employees shall not use obscene, profane, lewd, vulgar, rude,
inflammatory, threatening, or disrespectful language.
3. Students and employees shall not post information that could cause damage
or a danger of disruption.
4. Students and employees shall not engage in personal attacks, including prejudicial or discriminatory attacks, based on a person's race, gender, sexual orientation, religion, national origin or disability, or engage in any other harassment or discrimination prohibited by school district policy or by law.
5. Students and employees shall not harass another person. Harassment is persistently acting in a manner that distresses or annoys another person. If students or staff are told by a person to stop sending them messages, they must stop.
6. Students and employees shall not knowingly or recklessly post false or defamatory information about a person or organization.
Internet Safety Policies
Introduction
It is the policy of Detroit ISD to: (a) prevent user access over its computer network to, or transmission of, inappropriate material via Internet, electronic mail, or other forms of direct electronic communications; (b) prevent unauthorized access and other unlawful
online activity; (c) prevent unauthorized online disclosure, use, or dissemination of personal identification information of minors; and (d) comply with the Children’s Internet Protection Act [Pub. L. No. 106-554 and 47 USC 254(h)].
Definitions
Key terms are as defined in the Children’s Internet Protection Act.*
Access to Inappropriate Material
To the extent practical, technology protection measures (or “Internet filters”) shall be used to block or filter Internet, or other forms of electronic communications, access to inappropriate information.
Specifically, as required by the Children’s Internet
Protection Act, blocking shall be applied to visual depictions of material
deemed obscene or child pornography, or to any material deemed harmful to
minors.
Subject to staff supervision, technology protection measures may be disabled or,
in the case of minors, minimized only for bona fide research or other lawful
purposes.
Inappropriate Network Usage
To the extent practical, steps shall be taken to promote
the safety and security of users of the Detroit ISD online computer network when
using electronic mail, chat rooms, instant messaging, and other forms of direct
electronic communications.
Specifically, as required by the Children’s Internet Protection Act, prevention
of inappropriate network usage includes: (a) unauthorized access, including
so-called ‘hacking,’ and other unlawful activities; and (b) unauthorized
disclosure, use, and dissemination of personal identification information
regarding minors.
Supervision and Monitoring
It shall be the responsibility of all members of the Detroit ISD staff to supervise and monitor usage of the online computer network and access to the Internet in accordance with this policy and the Children’s Internet protection Act.
Procedures for the disabling or otherwise modifying any technology protection measures shall be the responsibility of the Technology Coordinator with the consent of the campus principal or designated representatives.
* CIPA definitions of terms:
TECHNOLOGY PROTECTION MEASURE. The term ``technology
protection measure'' means a specific technology that blocks or filters Internet
access to visual depictions that are:
1. OBSCENE, as that term is defined in section 1460 of title
18, United States Code;
2. CHILD PORNOGRAPHY, as that term is defined in section 2256
of title 18, United States Code; or Harmful to minors.
HARMFUL TO MINORS. The term ``harmful to
minors'' means any picture, image, graphic image file, or other visual depiction
that:
1. Taken as a whole and with respect to minors, appeals to a prurient interest
in nudity, sex, or excretion;
2. Depicts, describes, or represents, in a patently offensive way with respect
to what is suitable for minors, an actual or simulated sexual act or sexual
contact, actual or simulated normal or perverted sexual acts, or a lewd
exhibition of the genitals; and
3. Taken as a whole, lacks serious literary, artistic, political, or scientific
value as to minors.
SEXUAL ACT; SEXUAL CONTACT. The terms ``sexual act'' and ``sexual contact'' have the meanings given such terms in section 2246 of title 18, United States Code.
.
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 Central office and is available for inspection during normal business hours.
Pest control treatment
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 at the front entrance of the building. Pest control information sheets are available from campus principals or facility managers upon request.
General procedures
Bad weather closing
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:
KBUS 101 FM, KOYN 93.9 FM, KCAR 1350 AM,
KOOL 98.5 and FOX 4 NEWS STATION
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 Central Office on an official district purchase order (PO) form with the appropriate approval signatures. No purchases, charges, or commitments to buy goods or services for the district can be made without a PO number. The district will not reimburse employees or assume responsibility for purchases made without authorization. Employees are not permitted to purchase supplies or equipment for personal use through the district’s business office. Contact the Business Manager for additional information on purchasing procedures.
Name and address changes
It is important that employment records be kept up to date. Employees must notify the Business 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 the Business Manager
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 any time by submitting a written request to the Superintendent. 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
Policies DGA, GKD
Employees who wish to use district facilities after school hours must follow established procedures. The Campus Administrator is responsible for scheduling the use of facilities after school hours. Contact the Campus Administrator 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 the immediate supervisor. Contract employees may resign at any other time only with the approval of the superintendent or the board of trustees. Resignation without consent may result in disciplinary action by the State Board for Educator Certification (SBEC).
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.
Noncontract employees. Noncontract employees may resign their positions at any time. A written notice of resignation should be submitted to the immediate supervisor 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 at Central Office.
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.)
Exit interviews and procedures
Policy DC
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.
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:
· A reported criminal history
· Any form of sexual or physical abuse of a minor or any other illegal conduct with a student or a minor
· Soliciting or engaging in sexual conduct or a romantic relationship with a student or 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
· Violating assessment instrument security procedures
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:
· Termination of employment not later than the seventh day after the date of termination
· Employee’s last known address
· Name and address of the employee’s new employer, if known
Student issues
Equal educational opportunities
Policies FB, FFH
The Detroit ISD does not discriminate on the basis of race, color, religion, national origin, gender, 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.
Select the appropriate paragraph for your district from the two that follow:
Questions or concerns about discrimination against students on the basis of race, color, religion, gender, or national origin should be directed to the superintendent, the district’s Title IX coordinator. Questions or concerns about discrimination on the basis of a disability should also be directed to the Superintendent.
Student records
Policy FL
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 Married, separated, or divorced unless parental rights have been legally terminated and the school has been given a copy of the court order terminating parental rights
The student (if 18 or older or emancipated by a court)
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 to their satisfaction 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 prescription medication, nonprescription medication, and herbal or dietary supplements to students. A student who must take 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
Policies 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
A psychotropic drug is a substance used in the diagnosis, treatment, or prevention of a disease or as a component of a medication. It is intended to have an altering effect on perception, emotion, or behavior and is commonly described as a mood- or behavior-altering substance.
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 FEB
Teachers and staff should be familiar with the district’s policies and procedures for attendance accounting. These procedures require minor 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.
Bullying
Policy FFI
All employees are required to report student complaints of bullying to the Campus Administrator.
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. While most initiation rites are permissible, engaging in or permitting “hazing” is a criminal offense. 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.