Detroit Independent School District

 

 

 

 

 

E.A.G.L.E.S.

 

 

 

 

 

Employee Handbook

2007-2008

 

 

Table of contents

 

Introduction

Employee handbook receipt

District information

....... Description of the district

....... District map

....... Mission statement

....... District goals and objectives

....... Board of trustees

....... Board meeting schedule

....... Administration

....... School calendar

....... Helpful contacts

....... School directory

Employment

....... Equal employment opportunity

....... Job vacancy announcements

....... Employment after retirement

....... Contract and noncontract employment

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

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

....... Reassignments and transfers

....... Workload and work schedules

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

....... Outside employment and tutoring

....... Performance evaluation

....... Employee involvement

....... Staff development

Compensation and benefits

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

....... Paychecks

....... Automatic payroll deposit

....... Payroll deductions

....... Overtime compensation

....... Travel expense reimbursement

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

....... Supplemental insurance benefits

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

....... Workers’ compensation insurance

....... Unemployment compensation insurance

....... Teacher retirement

....... Other benefit programs

Leaves and absences

....... Personal leave

....... Sick leave

....... Local leave

....... Temporary disability

....... Family and medical leave

....... Workers’ compensation benefits

....... Assault leave

....... Bereavement leave

....... Jury duty

....... Other court appearances

....... Military leave

Employee relations and communications

....... Employee recognition and appreciation

....... District communications

Complaints and grievances

Employee conduct and welfare

....... Standards of conduct

....... Harassment

....... Harassment of students

....... Drug-abuse prevention

....... Reporting suspected child abuse

....... Fraud and financial impropriety

....... Conflict of interest

....... Gifts and favors

....... Associations and political activities

....... Safety

....... Tobacco used

....... Employee arrests and convictions

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

....... Visitors in the workplace

....... Copyrighted materials

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

....... Asbestos management plan

....... Pest control treatment

....... Other topics

General procedures

....... Bad weather closing

....... Emergencies

....... Purchasing procedures

....... Name and address changes

....... Personnel records

....... Building use

Termination of employment

....... Resignations

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

....... Dismissal of noncontract employees

....... Exit interviews and procedures

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

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

Student issues

....... Equal educational opportunities

....... Student records

....... Parent and student complaints

....... Administering medication to students

....... Dietary supplements

....... Psychotropic drugs

....... Student discipline

....... Student attendance

....... Hazing

Appendix

Index

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

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 Central Office.

 

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 www.detroiteagles.net .

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Employee handbook receipt

 

Name _______________________________________

 

Campus/department ____________________________

 

I hereby acknowledge receipt of my personal 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.

 

The electronic version of the Employee handbook may be accessed at www.detroiteagles.net .

 

Please indicate your choice by checking the appropriate box below:

 

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

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

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

 

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

 

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

 

_____________________________              ____________________________

Signature                                                         Date

 

Note: You have been given two copies of this form. Please sign and date one and keep it. Sign and date the other copy and forward it to Central Office.

 

 

 

 

 

Employee User Agreement-District Network and

Internet Resources

 

 

I have read the Network and Internet policy in the Employee Handbook and understand the conditions for use of the network and Internet resources provided by the Detroit Independent School District for the purpose of promoting educational excellence and supporting instructional goals.

 

By my signature below, I agree that any use of the network and Internet under my user ID or account will be consistent with that policy. I understand that District employees have the authority to and will monitor network usage, including electronic messages sent and received to ensure compliance with this policy, and by this agreement consent to that access. Futhermore, I understand that I am responsible for any transactions that occur under my user ID or account and that any violation of that policy shall be considered misconduct and a violation of the employee standards of conduct.

 

 

 

 

_______________________________________________                _________________

 

Employee’s Signature                                                                                 Date

 

 

 

______________________________________________                 _________________

 

Employee’s Name,  Printed                                                                        Date

 

 

 

 

 

 

 

 

District information

 

Mission statement

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.

 

 

District goals and objectives

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.

 

Board of trustees

Policies BA, BAA, BBA, BBB, BBE, BE, BEC, BED

 

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

 

The board of trustees is elected by the citizens of the district to represent the commu­nity’s commitment to a strong educational program for the district’s children. Trustees are elected 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

                                                         Boyd Harmening – Member

                                                         Daniel Hart – Member

                                                         DeWayne Nance – Member

                                                         Susan Yarbrough - Member

 

The board usually meets the second Monday of the month at 7:00 p.m. 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 the 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.

 

Board meeting schedule

 

Regular Board meetings are held in the High School Library on the second Monday of the month at 7:00 pm.

 

Administration

 

Morris Lyon, Superintendent

Anita Whitley, Secretary to the Superintendent

Greg Jones, Business manager

Sue Cross, PEIMS Coordinator / Student Services / Inventory Clerk

Donna Pyeatt, Counselor

Misty Looney, High School & Middle School Principal

Steve Drummond, High School & Middle School Assistant Principal

Jim Withycombe, Elementary Principal

Becky McCoin, Head Start Director

Sandra Galley, Food Service/Janitorial Director

Jackie Barber, Transportation/Maintenance Director

Kenny Horne, Technology Director

Mike Barley, Athletic Director

 

 

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 Central Office @ 903-674-6131.

                                                                                   

Employment

 

Equal employment opportunity

Policy DAA

 

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

 

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

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

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

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

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

 

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

 

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

 

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

 

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

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

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

 

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

 

Contract and noncontract employment

Policies DC, DCA, DCB, DCC, DCD, DCE

 

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

 

Probationary contracts. 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 registered 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 employed by a one-year contract that is not subject to the proce­dures for nonrenewal or termination under the Texas Education Code.

 

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

Policy DBA

 

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

 

Reassignments and transfers

Policy DK

 

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

 

An employee with the required qualifications for a position may request a transfer to another campus or department. A written request for transfer must be completed and signed by the employee and the employee’s supervisor. A teacher requesting a transfer to another campus before the school year begins must submit their request by the last school day of the preceding 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

Policy DL

 

Professional employees. Professional and administrative employees are exempt from overtime pay and are employed on a 10-, 11-, or 12-month basis, according to the work schedules set by the district. A school calendar is adopted each year designating the work schedule for teachers and all school holidays. Notice of work schedules including required days of service and scheduled holidays will be distributed each school year.

 

Classroom teachers will have planning periods for instructional preparation, 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

Policy DK, EHBD

 

In schools receiving Title I funds, the district is required by the No Child Left Behind Act (NCLB) to notify parents at the beginning of each school year that they may request information regarding the professional qualifications of their child’s teacher. NCLB also requires that parents be notified if their child has been assigned, or taught for four or more consecutive weeks by, a teacher who is not highly qualified.

 

Texas law also requires that parents be notified if their child is assigned for more than 30 consecutive 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. No later than the 30th instructional day after the date of assign­ment the superintendent or designee will send a written notice to parents. Information relating to teacher certification will be made available to the public upon request.

 

Employees who have questions about their certification status can contact their supervisor.

 

 

Outside employment and tutoring

Policy DBF

 

Employees who wish to accept outside employment or engage in other activities for profit during the term of their employment shall file a written request for permission to the administrator in charge who shall submit the request to the superintendent. The superintendent shall ascertain whether outside employment would interfere with their district employment