Colleton County School District Annual Employee Orientation 2015
- Slides: 37
Colleton County School District Annual Employee Orientation 2015 -2016
Purpose of Orientation The purpose of this Orientation is to provide employees of the Colleton County School District with information on essential policies from the School Board Policy Manual and procedures of the District. After the Orientation, please sign the acknowledgement form and return it to the trainer. ORIENTATION
Mission Statement The mission of the Colleton County School District is to ensure that all students meet or exceed state standards in preparation to become college and career ready. S M I S S I O N T A T E M E N T
Beliefs 1. All students can learn and can be motivated to do so. 2. The district, schools, parents and students are accountable for achievement goals. 3. Data must be reviewed to plan instruction and monitor progress 4. All students must be taught by highly qualified staff. 5. Staff development is important to improving instructional effectiveness. 6. Frequent instructional feedback will improve teaching. 7. Positive home-school relations and a climate of high expectations promote excellence. 8. All students deserve equal opportunities for a quality education in a safe environment. 9. All people are worthy of respect and can become productive citizens.
Staff Rights and Responsibilities Board Policy - GAM Staff members will be afforded all rights including due process of law as guaranteed by state and federal laws and constitutions. All staff members have a responsibility to make themselves familiar with and abide by federal and state laws as these affect their work and the regulations designed to implement them. The same requirement applies to the policies of the Board of Trustees and related administrative rules and procedures.
Staff Rights and Responsibilities Board Policy - GAM Specific responsibilities which the district requires of all personnel is: • Faithfulness and promptness in attendance at work • Support and enforcement of policies of the board and administrative rules and procedures in regard to students • Diligence in submitting required reports promptly at the times specified • Care and protection of school property • Attendance at school functions in accordance with expectations of the district • Concern and attention toward their own and the board’s legal responsibility for the safety and welfare of students, including the need to ensure that students are under supervision at all times.
Conflict of Interest Board Policy - GAG The Board of Trustees recognizes that all business transactions which the school system engages in must be within the law and also must reflect generally accepted fair trade practices. Staff members will not engage in any activity that conflicts or raises a reasonable question of conflict with their responsibilities in the district. Employees must act in accordance with the “Ethical Conduct of Public Officials and Employees” Section 8 -13 -700, et seq. S. C. Code of Laws.
Staff Conduct Board Policy - GAMBA The Board expects the staff of the District to strive to set the kind of example for students that will serve them well in their own conduct and behavior and subsequently contribute to an appropriate school atmosphere. To that end, in dress, conduct, and interpersonal relationships, all staff should recognize that they are being continuously observed by students and that their actions and demeanor will be reflected in the conduct of the students. The personal life of an employee will be the concern of and warrant the attention of the Board only as it may directly prevent the employee from effectively performing assigned functions during duty hours or as it violates local, state or federal law or contractual agreements. Violations of this policy by employees will be grounds for immediate suspension and possible termination of employment.
Reporting Alleged Violations of Law or Ordinance As employees of the Colleton County School District, all staff members are expected to observe and obey all laws and ordinances, in addition to all policies and procedures of our Board of Trustees. Any employee charged with or arrested for any violation(s) of a criminal, or serious traffic vehicular law (such as, vehicular homicide, hit and run, or any such law classified as a felony or for which a conviction could lead to incarceration) or ordinance, must report such fact in writing to the administrator in charge of the department, office, or school to which the employee is assigned no later than five days after such conviction. In cases, involving employee hospitalization and/or incarceration (jail) involving stated violation, the employee shall report the alleged violation within 24 hours after his/her release. Such report shall include all pertinent facts concerning the alleged violation(s). Failure to truthfully report charges, as noted above, may subject the employee to disciplinary action up to and including dismissal.
Reporting Alleged Violations of Law or Ordinance It is the employee’s responsibility to keep his/her appropriate administrator apprised of the judicial process in the matter. Upon judicial action in the matter, the employee must report the disposition and pertinent facts, in writing, to the administrator no later than the next scheduled business day following adjudication.
Staff-Student Relations Board Policy - GAF The basic concern of all employees of the Colleton County School District is the welfare of the students. The staff will guide each student in the growth towards maturity, to be socially and economically competent in the school, in the home, and the community. Members of the school staff are required to: 1. Deal kindly and justly with each student as an individual without prejudice or partiality. 2. Respect the confidence of the student. Information given in confidence should only be passed to authorized persons or agencies that are attempting to aid the student. 3. Respect the basic responsibilities of parents for their children and establish friendly and cooperative relationships with them. 4. Refrain from using privileges and prestige to promote personal gain, selfish interests, partisan politics, or sectarian religious views. 5. Strive to help the students develop sound, moral, and intellectual foundations.
Drug and Alcohol Free Workplace Board Policy - GANA Due to the commitment to the drug and alcohol free workplace, it is the policy of the Colleton County School District that the work environment shall be free of the presence of alcoholic beverages or unlawful controlled substances and that employees shall perform their job assignments safely, efficiently, and without the adverse influence of alcohol or controlled substances. This policy shall govern each employee (1) during school hours, (2) while on any property owned or leased by the Board, (3) at any time during which the employee is acting in the course and scope of his/her employment with the Board, and/or (4) at any other time that the employee’s violation of this policy has a direct and adverse effect upon the performance of his/her job.
Drug and Alcohol Free Workplace Board Policy - GANA (continued) The school system prohibits the following: • No employee will unlawfully manufacture, distribute, dispense, possess or use any drug on or in the workplace. “Drug” means any narcotic drug, hallucinogenic drug, amphetamine, barbiturate, marijuana or any controlled substance as defined by the act and regulation of federal or state law. No employee shall be under the influence of alcohol or drugs while at school or at school-sponsored activity. • As a condition of employment, each employee will notify his/her supervisor of his/her conviction (or plea of guilty, no contest, or “nolo contendere”) of any criminal drug or alcohol statute no later than the next business day after any such conviction or plea. • Employees who are required to drive any school-owned or school-leased vehicle during the performance of their duties shall be tested for specific substances in the following instances: pre-employment; reasonable cause situations; randomly; postaccident; and re-certification. • Employees who violate these terms as stated in the board policy will be subject to disciplinary action including, but not limited to, non-renewal, suspension or termination at the discretion of the Superintendent and Board of Trustees.
Sexual Harassment of Staff Board Policy - GAMA Colleton County School District believes that all employees are entitled to work in school related environments that are free of sexual harassment. Anyone who believes he or she has been sexually harassed should report the incident(s) to his or her immediate supervisor or to the Director of Human Resources or the Superintendent. Where members of the Board of Trustees, the Superintendent, or any senior staff members are involved, the employee should report such acts to the Board attorney. An immediate investigation of the claims will take place and upon evidence of sexual harassment, appropriate disciplinary action will be taken.
Sexual Harassment of Students Board Policy - GAMA The employees in Colleton County School District are expected to provide learning environments for students which are free of sexual harassment. Any student who believes that he/she has been subjected to sexual harassment by any employee(s) of the Colleton County School District schools and any student or employee who has knowledge of sexual harassment or inappropriate staff-student relations should report the facts of the incident(s) and the name(s) of all the individual(s) involved in any material way immediately to the student’s principal or to the supervisor of the person reporting the incident. There will be an immediate investigation of the incident. Colleton County School Districtly prohibits any employee from becoming engaged in a romantic or sexual relationship with any student enrolled in the Colleton County schools regardless of the age of the student. Consent by the student to such a relationship is not a defense.
Sexual Harassment Defined Sexual harassment consists of unwelcome sexual advances, requests for sexual favors, sexually motivated physical contact or other verbal or physical conduct or communication of a sexual nature. The conduct merits harassment when it is sufficiently severe, persistent or pervasive that it affects the ability of the student or school personnel to participate in or benefit from the educational program or activity of the work environment and/or creates an intimidating, threatening or abusive environment. Behavior for the purpose or effect of substantially or unreasonably interfering with an individual’s academic or work performance constitutes harassment.
Sexual Harassment Defined (continued) Sexual harassment may include, but is not limited to: • • • Sexual advances; Verbal harassment or abuse; Subtle pressure for sexual activity; Touching of a sexual nature, including inappropriate patting or pinching; Intentional brushing against a student or employee’s body; Demanding sexual favors accompanied by implied or overt threats concerning an individual’s employment or educational status; Demanding sexual favors, especially when accompanied by implied or overt promises of preferential treatment with regard to an individual’s employment or educational status; Graffiti of a sexual nature; Displaying or distributing sexually explicit drawings, pictures or other written materials, including making and playing sexually audio/video tapes; Sexual gestures, including touching oneself sexually or talking about ones sexual activities in front of others; Sexual or “dirty” jokes; or Spreading rumors about or rating other students as to sexual activity or performance.
Use of Electronic Transmission Capabilities Colleton County School District e-mail and Internet capabilities have been established for the purpose of creating an educational network to support research and education in and among academic institutions by providing access to unique resources and the opportunity for collaborative work. All uses of electronic transmission capabilities must support the goals and educational philosophy of the school district. Transmissions of any material in violation of any Federal or State laws or regulation is prohibited; this includes, but is not limited, copyrighted material, threatening or obscene material, or material protected by trade secret. Employees should be aware that there is no reasonable expectation of privacy with regard to their use of, and transmission of information over, district-owned computers and computer networks. The school district reserves the right to monitor such use and transmission and to take appropriate disciplinary action if it can be reasonably determined that an employee has violated acceptable use standards.
Non-School/District Employment Board Policy - GBRG Colleton County School District considers teaching and/or administrative duties in the district to be full-time employment. The district does recognize that a limited amount of college teaching and/or educational work with other agencies may be a rewarding experience and enhance professional growth. Employees shall not at any time engage in any employment that would interfere with their effectiveness in performing their regularly assigned duties; would compromise or embarrass the school district; would adversely affect their employment status or professional standing; or would in any way conflict with assigned duties.
Tutoring School district buildings, facilities or equipment will not be used by district employees for tutoring or other private instruction for which the individual receives reimbursement without the approval of the Superintendent. In no case shall a teacher tutor for pay any child that may be in his/her class or upon whose evaluation or assignment they will be required to act.
Personnel Files Board Policy - GAK General Access to a Personnel File Any employee may view the contents of their personnel file upon written request. Personnel files may not be removed from the district office. Employees shall not be permitted to remove any material contained in their personnel file. Access to a personnel file may be permitted to the following persons without consent of the employee about whom the file is maintained: • Those school officials involved in the evaluation process of the individual; • The Board of Trustees when in session if its examination of the files relates to the duties and responsibilities of the Board. No other person may have access to a personnel file except under the following circumstances: • When an employee gives written consent to release his/her records. • Such written consent must meet the following: ▪ Specify to whom the records are to be examined and to whom they are to be released; ▪ Each request must be handled separately; ▪ Blanket permission for release of information shall not be accepted ▪ When lawfully subpoenaed or under court order.
Workplace Safety The safety of all employees is a concern of the District. Every precaution has been taken to provide a safe workplace. To ensure your safety, and that of your co-workers and students, please observe and obey the following safety guidelines: • Report any UNSAFE condition or acts to your supervisor. • Keep your work area clean. • Lift properly - use your legs, not your back. For heavier items, ask for assistance. • Do not tamper with electric controls or switches • Do not stand on desks, chairs, etc. • HELP to PREVENT ACCIDENTS. Remember……. . Safety is as easy as ABC……. . Always Be Careful!
Workers’ Compensation Procedures The District operates under and subject to the South Carolina Workers’ Compensation Act. If you are injured on the job, you must follow these procedures: 1. Any injury at work - no matter how small - must be reported immediately to your supervisor. 2. Complete an Incident Report of the accident and submit it to Sharill Middleton, Benefits Specialist at the district office. 3. Any witnesses of the accident must complete a Witness Statement and submit along with the Incident Report.
Identification Badges All employees are expected to visibly display the approved Colleton County School District identification badge while acting in the course and scope of his/her employment with the District. Identification badges will be provided by the school district upon employment and remain the property of the Colleton County School District. Persons who leave employment with Colleton County School District are required to turn in their ID badge to their immediate supervisor. Replacement of lost badges shall be made at the employee’s expense, and can be obtained by calling the Office of Human Resources. All employees will have ID Badges made in the near future.
Contact Information The employee is responsible for notifying the District of changes in his/her contact information within 5 days of a change. The employee must complete the Universal Name/Address Change Form and submit it to the Office of Human Resources. Use this form to change any of the following: • Name • Contact Information (e. g. , phone number, address, etc. ) • Marital Status
Emergency Closings Television and radio stations will be notified, when necessary, early on the morning(s) of hazardous conditions. When school is canceled for the day(s), due to hazardous conditions, the canceled day(s) will be rescheduled in the school calendar using existing inclement weather days. Emergency closing exceeding these allotted weather days will be made up at the direction of the Superintendent with approval of the Board of Trustees. In case of school cancellation, delayed opening and/or early dismissal of school due to emergency and/or hazardous conditions, the official closing notice will be put on the district’s website and will also be placed on local media. Announcements will be made on the following television and radio stations: T. V. Stations WCIV TV - 4 WCBD TV - 2 WCSC TV - 5 Radio Stations WXST Charleston - STAR 99. 7 WSSX Charleston - 95 SX FM WEZL Charleston - 103. 5 FM
Sick Leave Board Policy - GBRIB Professional full-time employees of the District will accrue sick leave for each month of active employment as follows: • • 180 -185 day employees shall accrue 12 days per year (1. 20 days per month) 190 -210 day employees shall accrue 13 days per year (1. 30 days per month) 215 -230 day employees shall accrue 14 days per year (1. 2730 days per month) 240 day employees shall accrue 15 days per year (1. 25 days per month) Sick leave which is accrued but not used may be accumulated up to 90 days. Use of Sick Leave The absence of an employee for the following reasons will be charged against earned sick leave ( a minimum of. 25 days being the smallest increment to be taken/used): • • An illness, injury or temporary disability incapacitating the employee to perform assigned duties Illness of child or spouse Sick leave days shall not be available for any absence on the day immediately before or immediately after a holiday without certification by a healthcare provider identifying the nature of the illness or disability necessitating the absence.
Sick Leave (continued) Board Policy - GBRIB Physician’s Statement An employee may be required to provide a physician’s statement substantiating the reason for absences. However, any employee who is absent for more than five consecutive days will present a physician’s statement substantiating the reason for the absences to the principal or supervisor upon return to work. Also, must be reported to the Office of Human Resources for determination of leave under the Family and Medical Leave Act. Special or Emergency Leave Additionally, the Board grants the used of sick leave for Special or Emergency purposes. Five days of sick leave may be used as special or emergency leave. Use of Special or Emergency Leave The absence of an employee for any of the below listed reasons will be charged to special emergency leave: • • • Funeral Illness of family members (e. g. , parents, step-children, etc). Emergencies
Sick Leave (continued) Board Policy - GBRIB Personal Leave Annually, 2 days of your sick leave may be used for personal leave (with the exception of 240 days employees). Important Reminder All leave days are deducted from the leave balance as used. Once sick leave days are exhausted, each paycheck will be docked based on the overage of days used during that pay period. All absences must be reported through Aesop, our absence management system, and coded or reported correctly at the time of absence. Please follow the expectations of your immediate supervisor for reporting or requesting time off.
Bereavement Leave Board Policy - GBRIF Sick leave may be used in cases of death in the family. Family members shall include: • • • Spouse Parents-in-Law Brothers-in-Law Sisters-in-Law Grandparents Brother Sister Children Step-Children Grandchildren No more than 5 days shall be used for this purpose.
Mandatory Reporting of Child Abuse and Neglect Section 63 -7 -310 In South Carolina, a person is considered a child until their 18 th birthday for abuse and neglect allegations. Child abuse or neglect is defined as when a child is injured by the intentional acts or omissions of an adult. The following are a few example of child abuse and neglect: • • • Physical or mental injury Excessive or corporal punishment Sexual offenses Lack of supervision Abandonment Failure to supply food, clothing, shelter and medical care. As a district employee, you must report in accordance when in the person’s professional capacity the person has received information which gives the person reason to believe that a child has been or may be abused or neglected as defined in Section 63 -7 -20.
Mandatory Reporting Requirement to Law Enforcement Section 59 -24 -60 Requirement of school officials to contact law enforcement authorities when criminal conduct occurs. In addition to other provisions required by law or by regulation of the State Board of Education, school administrators must contact law enforcement authorities immediately upon notice that a person is engaging or has engaged in activities on school property or at a school sanctioned or sponsored activity which may result or results in injury or serious threat of injury to the person or to another person or his property as defined in local board policy.
Social Media Reminder All employees are reminded to appropriately use social media and social networking as effectively as possible. The following guidelines are recommended for all employees: • • • Employees may not use social media networking for personal use during work time. Employees should be mindful of the fact that social media sites and blogs are not private. Information may remain posted for years. Moreover, such postings could become subject to public records requests. Posting of inappropriate messages, photographs, and/or documents is not permissible. Employees should understand that doing so can have professional and/or personal ramifications that can expose Employees to liability; whether posted on District time or on personal time.
Social Media Reminder • • • (continued) Employees should be cautious before posting images of students or colleagues on any website, whether District or personal, without prior authorization from parents of such students, colleagues, and District supervisory personnel. Employees should refrain from comments, whether on District sites or personal sites, about students, colleagues, parents, or any other person that could lead to personal or professional harm to the employee or to the person about whom one is commenting. Remember that as a District employee, you are an ambassador to the District. Thus, you must be mindful in your usage of social media and social networking that your actions may have personal, professional, ethical, and legal consequence not only for you, but also for your colleagues, the District, and the community at-large.
Staff Dress Code Staff members are role models for students and should look and act professional. Because we are preparing students for the future, it is important that they begin to learn the types of dress that will be acceptable in a professional setting. In addition, dressing professionally is one of the many ways that staff members are readily identified from students. The dress code also applies when staff members are attending professional development in and out of the district
Staff Dress Code (continued) The following are district expectations! • • Jeans and tee shirts will be worn on approved Dress Down Days and work days. ALL Dress Down Days will be district-wide and approval and notification will come from the district office. Appropriate length shorts (knee length) may be worn on work days only. No garments that expose parts of the body deemed to be private will be allowed. This includes low cut blouses that expose cleavage, short skirts, and pants that expose the midriff. T-strap and off-the-shoulder blouses are not allowed. Skirt/dress tails should be no more than a dollar bill width (2. 5 inches) above the knee. For men, shirts and neckties are always appropriate. In lieu of a shirt and tie, ironed collar-style shirts or polo shirts are allowed. Shirts must always be tucked in. Athletic shoes will be allowed as long as they are clean and in good condition. Sandals are allowed. Absolutely no flip-flops.
THANK YOU for your attention! Happy New Year! A New Beginning! The Office of Human Resources