New Employee Orientation Wachusett Regional School District Revised

New Employee Orientation Wachusett Regional School District Revised January 29, 2016 1

Remember… You are an ambassador for the Wachusett Regional School District. 2

Highlights of the Employee Handbook Wachusett Regional School District 3

Introduction This information is also available on the District’s website, www. wrsd. net n General guidelines for employees n Designed to provide information about working conditions, benefits, policies n Designed to provide training on critical aspects of employment 4

District Goals n n n High quality curriculum Student-centered Promote active learning n n n Safe and secure environment/tolerance and equal opportunity Responsible social behavior Individual flexibility/global view ‘Cutting Edge’ technology Long-term high school facility solution 5

Employee Conduct n n n Be courteous Dress appropriately Be punctual and maintain good attendance Treat each parent/student as a client Maintain drug-free/smoke-free environment Respect District property Maintain accurate records Observe all safety rules Abide by Sexual Harassment Policy Abide by Use of Equipment Policy Abide by Use of Technology Policy Abide by Fraud Prevention Policy 6

School Committee Policies (Employees are required to be knowledgeable about) n n n n P 5233. 1 P 5234. 1 P 5235 P 5240 P 5241. 11 P 5241. 4 P 5252 P 5264. 1 P 5273. 2 P 5273. 3 P 5274 P 5281. 8 Employee Use of District Fitness Equipment and Facilities Employee Use of Information Technology Sexual Harassment Fraud Prevention Policy Rules of Conduct Standards of Employment Substance Abuse Physical Restraint Payment or Reimbursement for Meals Reimbursement Mileage, Parking, Tolls Employee Travel for Workshops, Conferences, Visitations Unrepresented Non-Contract Employee Benefits Small Necessities Leave These policies are included in the Employee Handbook and are available at District schools and on the District website www. wrsd. net 7

Employee Use of District Fitness Equipment and Facilities n n The Wachusett Regional School District (WRSD) encourages health & fitness. WRSD may authorize use of equipment outside of normal work hours, when not being used by students. Use shall be according to posted rules. Use shall be during times when buildings are open. n n Use by WRSD personnel only. Employees agree, in writing, to hold the WRSD harmless for any injury. No other employees may use equipment or facilities. Rules will be properly posted. Use of Equipment/Vehicles Please refer to the Policy outlined above (Employee Use of District Fitness Equipment and Facilities) and the Employee Handbook for information regarding the use of District equipment, facilities, and vehicles. 8

Employee Use of Information Technology n n n The Wachusett Regional School District (WRSD) encourages use of available technology as a tool to assist employees in performing respective duties. WRSD’s information technology is designed to promote both professional and personal development of all staff. [District equipment, supplies, and software including] computers, electronic mail, Internet access, and voice mail are WRSD property and intended for official WRSD business. n n WRSD business includes: ¨ Communication between and among staff members ¨ Communication between staff members and individuals and professional and educational organizations outside the District. Excessive or inappropriate personal use may result in disciplinary action. 9

Employee Use of Information Technology (continued) n n Under no circumstances is WRSD information technology to be utilized: ¨ To solicit, harass, or offend any other employee or individual ¨ For any inappropriate or unlawful purpose. Derogatory, defamatory, obscene or otherwise inappropriate messages are strictly prohibited. n n WRSD information technology shall not be used to send commercial messages. WRSD information technology systems store and record information transmitted via email and this record cannot be deleted by the user. WRSD may conduct monitoring of messages. Transmissions are WRSD property and should not be considered confidential or private. 10

Employee Use of Information Technology (continued) n n n By using the WRSD’s technology information systems, the employee expressly consents to such monitoring. Employees are prohibited from sending highly sensitive or confidential District information related to another employee, student, or other matter. Under no circumstances may confidential information be transmitted outside of the District, without express prior [written] approval of the Superintendent. n n In consideration of the WRSD providing the use of technology, the employee agrees to indemnify and hold harmless the District regarding any claims, costs and/or damages incurred by the District resulting from the use of technology in violation of District policy. The WRSD disclaims any liability for damages incurred resulting from the use of the technology by an employee or user. 11

Sexual Harassment The Wachusett Regional School District shall provide an educational and work environment: n n n Free of sexual advances, Free of requests for sexual favors, and Free of other verbal or physical conduct or communications constituting sexual harassment as defined by this policy and law. It will be a violation of this policy for any employee, school volunteer or adult connected with the School District to harass a student or employee through conduct or communication of a sexual nature as defined by this policy. 12

Sexual Harassment (continued) Sexual harassment consists of unwelcome sexual advances, requests for sexual favors, sexually motivated physical conduct or communication of a sexual nature when: n n n Submission to or rejection of such conduct is made either explicitly or implicitly a term or condition of an individual’s employment, or either explicitly or implicitly is made a term or condition of the provision of educational benefits, privileges, or placement services, or is used as a basis for evaluation of academic achievement. Submission to or rejection of that conduct or communication by an individual is used as a factor in decisions affecting that individual’s employment or education. Such conduct or communication has the purpose or effect of substantially or unreasonably interfering with an individual’s employment, work performance or education, by creating an intimidating, hostile, humiliating, or sexually offensive employment or education environment. 13

Sexual Harassment (continued) Sexual harassment may include, but is not limited to: n n n n n Sexually oriented verbal harassment or abuse Subtle pressure for sexual activity Inappropriate patting or pinching or other physical contact Intentional brushing against a student’s or employee’s body Demanding sexual favors accompanied by implied or overt threats concerning an individual’s employment or educational status Demanding sexual favors accompanied by implied or overt promises of preferential treatment with regard to an individual’s employment or educational status Any sexually motivated touching Displaying sexually suggestive pictures, objects, cartoons, posters, or other pornographic materials Sexual remarks or jokes 14

Sexual Harassment Complaint Procedure Any employee who believes he or she has been the victim of sexual harassment should report the alleged sexual harassment under this policy and procedure as soon as possible. Complaints should be submitted in accordance with the following: n n n The building principal is the person responsible for receiving oral or written reports of sexual harassment at the building level. Upon receipt of a report, the principal will conduct an investigation into facts surrounding the alleged incident and attempt to resolve the incident. If the principal is unable to reach a resolution with the parties involved, then a written report will be forwarded to the Superintendent. 15

Sexual Harassment Complaint Procedure n n n In the event that an allegation of sexual harassment involves the Superintendent, the complaint must be filed with the Chairman of the School Committee, and the investigation will be conducted under the direction of the School Committee. In the event that an allegation of sexual harassment involves a Principal, the complaints must be filed with the Superintendent, and the investigation will be conducted under the Superintendent’s direction. Upon receipt of a report or complaint alleging sexual harassment, the Superintendent or School Committee Chairman, as applicable, will immediately authorize an investigation. This investigation may be conducted by a designated School District official or by an outside party designated by the Superintendent or School Committee, as applicable. The investigating party will provide a written report of the results of the investigation to the official authorizing the investigation. 16

Sexual Harassment Complaint Procedure n n n The Chairman of the School Committee will convey any such report received by him or her to the School Committee. The investigation may consist of personal interviews with the complainant, the individual(s) against whom the complaint is filed, and others who may have knowledge of the alleged incident(s) or circumstances giving rise to the complaint. The investigation may also consist of any other methods and documents determined by the investigator to be relevant. Submission of complaint or report of sexual harassment by an employee will not affect his or her future employment or work assignments. However, submission of a complaint or report which is known by the employee submitting it to be false may result in disciplinary action. 17

Sexual Harassment Complaint Procedure n n n The School District will respect the confidentiality of complainant and the individual(s) against whom the complaint is filed as much as possible, consistent with the School District’s legal obligations and the necessity to investigate allegations of discrimination and sexual harassment and take disciplinary action when the conduct has occurred. In addition, immediate steps may be taken to protect the complainant, students, employees, or others pending completion of an investigation of alleged harassment. Any action taken in accordance with this policy will be consistent with requirements of applicable collective bargained agreements, Massachusetts statutes and School Committee Policies. If the investigation does not confirm the allegation of sexual harassment, the complaint will be dismissed. Upon receipt of a finding that a complaint is valid, the principal, Superintendent, or School Committee, as applicable, will take such action as is determined to be appropriate based on the results of the investigation and all circumstances. 18

Sexual Harassment Complaint Procedure n n A substantiated charge against a staff member, school volunteer or other adult connected with the School District will subject that person to disciplinary action, where possible, including but not limited to warning, suspension, and/or termination and to other appropriate action when discipline is not possible. The result of the investigation of each complaint filed under these procedures will be reported in writing to the complainant and the subject of the complaint. The report will state whether any disciplinary action has been taken as a result of the complaint, but will not describe any such disciplinary action. Any individual who retaliates against any person because he or she alleged sexual harassment or testified, assisted, or participated in an investigation proceeding or hearing related to a sexual harassment complaint will be subject to disciplinary action. Retaliation includes, but is not limited to, any form of intimidation, reprisal, or harassment. 19

Sexual Harassment (continued) The School Committee recognizes that not every advance or conduct of a sexual nature between students or between employees consists of harassment. Whether a particular action or incident is a personal, social relationship without an unlawful effect requires a determination based on all facts and surrounding circumstances. n n n School District employees are expected to maintain the highest standards of conduct with regard to students. Nothing in this policy will be deemed to sanction any conduct, verbal or physical, of a sexual nature, directed by an employee or other adult connected with the School District toward a student. No employee may engage in verbal or physical sexual conduct toward a student at any time. 20

Sexual Harassment (continued) n n n In addition, every employee is required to report any incident of sexual harassment of a student by another employee, school volunteer, or other adult connected with the District of which the employee has knowledge. An employee who receives a complaint from a student that the student has been sexually harassed is also required to report that complaint as provided in the School Committee’s Sexual Harassment Policy and Procedures for Students. Failure to make any such report will subject the employee to disciplinary action. 21

Fraud Prevention The District recognizes a zero tolerance policy regarding fraud and corruption. All matters raised by any source will be taken seriously and properly investigated. This policy covers all District employees. Fraud is defined as an intentional deception, misappropriation of resources or the manipulation of data to the advantage or disadvantage of a person or entity. 22

Fraud Prevention (continued) Some examples of fraud include: n Any dishonest or fraudulent act; n Forgery or alteration of any document, account or record belonging to the District; n Forgery or alteration of a check, bank draft, or any other financial document; n Misappropriation of funds, securities, supplies, or other assets of the District; n Falsification of expenses and invoices; n Theft of cash or fixed assets; n Failure to account for monies collected; n Accepting or seeking anything of material value from contractors, vendors, or persons providing services/materials to the District (Exception: Gifts less than $50 in value); n Destruction, removal, or inappropriate use of records, furniture, fixtures, and equipment; and/or n Knowingly providing false information on job applications and requests for funding. 23

Fraud Prevention (continued) Corruption is defined as the offering, giving, soliciting or accepting of an inducement or reward that may improperly influence the action of a person or entity. Some examples of corruption include: • Bribery • Conspiracy • Extortion 24

Fraud Prevention Reporting of Fraud or Corruption Allegations and concerns about fraudulent or corrupt activity may come from various sources including: • • • Employees Vendors Members of the public Results of internal or external audit reviews Any other interested parties All employees and officers have a duty to report concerns they have or information provided to them about the possible fraudulent or corrupt activity of any officer, employee, vendor or any other party with any association with the District. Any person who has a reasonable basis for believing fraudulent or corrupt acts have occurred has a responsibility to report the suspected act immediately and should not attempt to personally conduct investigations or interviews/interrogations related to any suspected fraudulent act. 25

Fraud Prevention Reporting of Fraud or Corruption Concerns should be reported to any of the following: • • Superintendent of Schools Director of Operations Director of Human Resources Director of Student/Information Services Business Manager Any principal in the District Any School Committee Member An anonymous Fraud and Corruption Hotline published by the WRSD. 26

Fraud Prevention Reporting of Fraud or Corruption Retaliation and retribution will not be tolerated against any employee or member of the public who reports suspected fraudulent or corrupt activities. However, if an employee is determined to have acted maliciously or with deceit, the employee will be subject to disciplinary action, up to and including termination. 27

Fraud Prevention Reporting of Fraud or Corruption All reports will be taken seriously and will be investigated by the Superintendent/designee and/or the District Counsel. If deemed necessary, the District will notify and fully cooperate with appropriate law enforcement agencies. Any investigation resulting in the finding of fraud or corruption will be referred to the Wachusett Regional School District Disciplinary Committee for action. The Disciplinary Committee is composed of Wachusett Regional School District’s District Counsel, Director of Human Resources, Business Manager and the Superintendent of Schools. Fraudulent or corrupt activities that result in disciplinary action will be reported to the Wachusett Regional School Committee and also to the appropriate state agency (Office of Inspector General, Office of the State Auditor, or Office of the Attorney General). If the complaint involves the Superintendent of Schools the Chair of the Wachusett Regional School Committee shall establish an Ad-Hoc Subcommittee to review the complaint and recommend possible action by the School Committee. 28

Fraud Prevention Deterring Fraud and Corruption n The District has established internal controls, policies and procedures in an effort to deter, prevent and detect fraud and corruption. All new employees, as well as temporary and contract employees, are subject to background investigations including a criminal background check (CORI). The District will also verify all applicants’ employment history, education and personal references prior to making an offer of employment. n District employees will receive fraud and corruption awareness training. New employees will receive training as part of New Employee Orientation at the commencement of employment. All employees will receive fraud and corruption awareness training every two years. All employees will receive a copy of this Fraud Prevention Policy. 29

Fraud Prevention Corrective Action n Final determination regarding action against an employee found to have committed fraud or corruption will be made by the Disciplinary Committee, or the School Committee should the determination involve the Superintendent of Schools. n All employees of the District will be treated equally regardless of their position or years of service with the District. Determinations will be made based on a finding of facts in each case, actual or potential damage to the District, cooperation by the offender and legal requirements. n Depending upon the seriousness of the offense and the facts of each individual case, the District may take action against an employee ranging from a written reprimand a probationary period to termination of employment. The District may also initiate legal action, either civil or criminal, or both. In all cases involving monetary losses, the District will seek to recover such losses. 30

Rules of Conduct n n WRSD shall maintain Rules of Conduct to assure orderly operations and the best possible work environment. The School Committee expects its employees to: ¨ Be courteous. ¨ Dress appropriately. ¨ Treat each parent and student as a client. n It is not possible to list all forms of behavior that are considered unacceptable in the workplace. n These Rules of Conduct shall NOT be considered inclusive and are examples of infractions that may result in disciplinary action, including suspension or termination of employment. 31

Rules of Conduct (continued) n Possession, distribution, sale, transfer, or use of alcoholic beverages or illegal substances in the workplace, while on duty, while operating District-owned vehicles or equipment or on or in any District-owned or leased facility or grounds. n n n Working under the influence of alcohol or illegal substances. n Theft or inappropriate removal or possession of District property. n n n Falsification of District records, including student personnel and other public records or reports. Negligence or improper conduct leading to damage to District property. Violation of any safety rules. Smoking in prohibited areas. Sexual or other unlawful harassment. Excessive absenteeism. Unsatisfactory performance or conduct. 32

Standards of Employment An effective school program requires the services of individuals of integrity, high ideals, and human understanding. To that end, the Wachusett Regional School District shall attempt to hire candidates who meet these criteria. All candidates for employment must disclose information regarding convictions for felonies and misdemeanors according to the regulations established by the Massachusetts Commission Against Discrimination (MCAD). The District shall advise prospective employees that failure to disclose such information shall be grounds for non-employment with the District. The District shall ensure all prospective employees, however, that conviction shall not be an automatic bar to employment. 33

Standards of Employment (continued) These regulations provide that all candidates for employment must disclose the following information pertinent to conviction of felonies and misdemeanors: • • • Have you been convicted of a felony? Yes, no, or no record? If yes, please explain. An applicant for employment with a sealed record on file with the commissioner of probation may answer ‘no record’ with respect to an inquiry herein relative to prior arrests, criminal court appearances or convictions. An applicant for employment with a sealed record on file with the commissioner of probation may answer ‘no record’ to an inquiry herein relative to prior arrests or criminal court appearances. In addition, any applicant for employment may answer ‘no record’ with respect to any inquiry relative to prior arrests, court appearances and adjudications in all cases of delinquency or as a child in need of services which did not result in a complaint transferred to the superior court for criminal prosecution. Have you been convicted of or completed incarceration for a misdemeanor within the past five years (other than a first conviction for any of the following misdemeanors: drunkenness, simple assault, speeding, minor traffic violations, affray, or disturbance of the peace)? Yes or no? If yes, please explain. If you have been convicted of a felony or misdemeanor (other than a first conviction for any of the following misdemeanors: drunkenness, simple assault, speeding, minor traffic violations, affray, or disturbance of the peace) within the past five years, have you ever been convicted more than five years ago for any misdemeanor (other than a first conviction for any of the following misdemeanors: drunkenness, simple assault, speeding, minor traffic violations, affray, or disturbance of the peace)? Yes or no? If yes, please explain. 34

Substance Abuse The manufacture, distribution, possession, sale, or use of illicit substances and/or alcohol by an employee on school premises is prohibited. Disciplinary sanctions, including termination of employment and referral for prosecution shall be imposed on employees who violate this standard of conduct. 35

Substance Abuse (continued) Alcohol Any employee of the District found using or possessing in any District-owned or leased building or grounds, or in any official jobrelated activity shall be subject to appropriate disciplinary action, including reprimand, suspension, termination, or referral for prosecution. Illegal Substances Any employee of the District found possessing, trafficking, and/or using illegal substances in any District-owned or leased building or grounds, or in any official job-related activity shall be subject to appropriate disciplinary action, including reprimand, suspension, termination. Referral for prosecution shall be required. 36

Substance Abuse (continued) Employee Notification At the time of hire, each employee shall receive a copy of this policy, which prohibits the manufacture, distribution, dispensing, possession, sale or use of any narcotic drug, amphetamine, barbiturate, marijuana, alcohol, and any other controlled substance in the work place. At the time of hire, each employee shall sign a statement verifying receipt of a copy of this policy and shall understand that compliance with this policy is a mandatory condition of employment. 37

Payment or Reimbursement for Meals n n n Pursuant to School Committee Policy, the District shall not pay for, or reimburse District employees and their guests for restaurant meals, catered meals, or other food or beverages, except as provided below. Under no circumstances shall the District pay for or reimburse District employees or their guests for alcoholic beverages. Requests for reimbursement and supporting documentation must be submitted within thirty (30) calendar days after the expense is incurred on District-approved forms. Documentation for reimbursement must include dated itemized receipts, an explanation of the District business being conducted with the names and titles of the persons participating in the business and for whom meal, food, and/or beverages were paid, and the date, time, and location such business was conducted. 38

Payment or Reimbursement for Meals (continued) This policy shall not apply to: • • • Refreshments provided for teacher education programs, workshops or in-service days held in the schools; Refreshments provided at school or District administration sponsored programs and events held on school grounds; School Committee sponsored recognition dinner programs held at a district school and prepared by District cafeteria workers; and Meal and non-alcoholic beverage expenses incurred in connection with employee travel, which is addressed below. If there is a conflict between this policy and the terms of a collectively bargained agreement applicable to an employee seeking reimbursement, the terms of the applicable collectively bargained agreement shall prevail. 39

Reimbursement Mileage, Parking, Tolls n n n Pursuant to School Committee policy, the District will reimburse District employees for privately-owned vehicle expenses incurred in connection with conducting District business including mileage, parking, and tolls. The District will not reimburse commuting expenses. Mileage shall be reimbursed at rates established by the United State Internal Revenue Service for standard business expenses. All claims for reimbursement shall be made on District-approved forms and must be submitted no later than thirty (30) days after the date that the expense was incurred. If there is a conflict between this policy and the terms of a collectively bargained agreement applicable to an employee seeking reimbursement, the terms of the applicable collectively bargained agreement shall prevail. 40

Employee Travel for Workshops, Conferences, Visitations An employee seeking reimbursement for travel expenses (except for mileage, parking, and tolls, which is addressed above) shall request prior approval for such travel using the requisite District form. The form shall include the cost and purpose of the travel and the date(s). Prior to incurring any expenses: n n n All school-based employees must obtain prior written approval for the travel from the building principal and the Superintendent; All central Office employees must obtain prior written approval for the travel from the Superintendent; and The Superintendent must obtain prior written approval from the Business/Finance Subcommittee. 41

Employee Travel for Workshops, Conferences, Visitations (continued) n n Upon completion of the pre-approved travel, the employee shall file the appropriate District approved reimbursement form(s) that will detail all expenses incurred, along with receipts for all expenses. The employee must attach a copy of the written approval authorizing the travel to his/her reimbursement form(s). If there is a conflict between this policy and the terms of a collectively bargained agreement applicable to an employee seeking reimbursement, the terms of the applicable collectively bargained agreement shall prevail. 42

Other Employment Policies n n n n Affirmative Action Americans with Disabilities Conflicts of Interest Equal Employment Opportunity Hiring of Relatives Immigration Law Outside Employment 43

Affirmative Action The Wachusett Regional School District, recognizing the right of an individual to work and to advance on the basis of merit, ability, and potential without regard to race, gender, sexual orientation, color, handicap, religion, national origin, national ancestry, or age, resolves to take affirmative action measures to ensure equal opportunity in the areas of hiring, promotion, demotion or transfer, recruitment, layoff, or termination, rate of compensation, in-service or apprenticeship training programs, and all terms and conditions of employment. 44

Americans with Disabilities The Wachusett Regional School District acknowledges and affirms its commitment to provide a workplace with equal access for all employees. The District recognizes its obligations to make reasonable accommodation to employees protected by the Americans with Disabilities Act and to prevent any inequitable treatment. n n n It is the responsibility of the employee with a disability to inform the District that an accommodation is needed to perform essential job functions or to receive equal benefits and privileges of employment. The District is not required to provide an accommodation if unaware of the need. The District may require documentation of the individual’s functional limitations to support the request. 45

Section 504 Definitions Section 504 is a Federal Act which prohibits discrimination against persons with a disability in any program receiving federal financial assistance. The Act defines a person with a disability as anyone who: Has a mental or physical impairment which substantially limits one or more major life activities; • Has a record of such impairment; or • Is regarded as having such an impairment. • 46

Section 504 Staff Accommodation Under Section 504 n Any staff member with a qualifying disability may request of the District an Accommodation Plan. n Documentation of the disability shall be required by the District. 47

Section 504 Student Accommodation Under Section 504 n Students may qualify under Chapter 766 (and also under Section 504) for one or more of ten (10) disabling categories: autism, developmental delay, intellectual sensory (hearing, vision, deafblind), neurological, emotional, communication, physical, specific learning, and health. n Students may qualify under Section 504, but may or may not be eligible under Chapter 766, for some of the following conditions: communicable diseases (e. g. HIV and Tuberculosis), medical conditions (e. g. asthma, allergies, diabetes, and heart disease), temporary medical conditions due to illness or accident, Attention Deficit Disorder (ADD, ADHD), behavioral difficulties, and drug/alcohol addiction. 48

Section 504 The diagram illustrates this relationship: Regular Education Only Students 504 Only Students 766 & 504 Students 49

Section 504 What is School’s Responsibility? If a district has reason to believe that, because of a handicap defined under Section 504, a student needs either special accommodations, specialized instruction, or related services in order to participate in the school program, the district must evaluate the student. Based on the evaluation, the student may: n Be eligible under Chapter 766 and receive either specialized instruction or related services; n Be eligible under Section 504 and receive special accommodations; or n Be determined not to be eligible under either program. 50

Section 504 (continued) Staff members must inform the school’s Section 504 or Special Education Coordinator n n If a staff members has reason to suspect that a student has a disability that may make him/her eligible for accommodations and/or specialized services, or If a parent/guardian conveys to a staff member that her/his child has a disability that may make him/her eligible. If a student is determined to be eligible: n n The District must develop and implement a plan for the delivery of all needed accommodations/services. Students who are determined to be eligible under Chapter 766 and have an Individualized Educational Plan (IEP) do not require an additional 504 Accommodation Plan. 51

Conflicts of Interest The Wachusett Regional School District intends to operate in full compliance with the conflict of interest law (M. G. L, Chapter 268 A). The purpose of the law is to ensure that public employees’ private financial interests and relationships do not conflict with their public obligation to act objectively and with integrity. The law is broadly written to prevent a public employee from becoming involved in a situation which could result in a conflict or give the appearance of a conflict. The law covers what the employee may do on the job, after hours, and even after the employee leaves public service. 52

Equal Employment Opportunity It is the policy of the Wachusett Regional School District that employment decisions be based on merit, qualifications, and competence. Except where required or permitted by law, the District does not discriminate on the basis of race, color, sex, religion, age, national origin, sexual orientation, gender identity or disability, in the operation of educational programs, activities, or employment policies, and no person will be excluded from or discriminated against in admission to its public schools, or in obtaining advantage and privileges in regards to courses of study and extracurricular programs of such public schools on account of race, color, sex, religion, age, national origin, sexual orientation, disability, gender identity, ELL status, housing status or other category protected by law. In addition, the District intends to provide a work environment that is free of unlawful harassment of any kind. This policy governs all aspects of employment, promotion, assignment, discharge, and other terms and conditions of employment. 53

Hiring of Relatives n n n Relatives of persons currently employed by the Wachusett Regional School District may be hired only if the employee will not be working directly for or directly supervising a relative. If already employed, an individual cannot be transferred into such a reporting relationship. A relative is defined to include spouses, parents, children, adopted children, brothers, sisters, brothers-in-law, sisters-in law, father-in-law, mother-in-law, step-parents, step-siblings, and step-children. Immigration Law As a condition of employment, each new employee must provide specified identification, properly complete, sign, and date the first section of the Immigration and Naturalization service Form I-9. 54

Outside Employment n Employees of the Wachusett Regional School District may hold a job with another organization as long as the employee satisfactorily performs his/her job responsibilities with the District. n All employees are required to disclose immediately an outside employment that may conflict or have the appearance of a conflict with the employee’s regular employment. All disclosures must be filed with the Superintendent. n If the District determines that outside employment interferes with the employee’s performance or the ability to meet the District’s expectations, the employee may be asked to terminate the outside employment if wishing to remain employed by the District. n The District, in its sole and exclusive discretion, will determine if outside employment presents a conflict of interest. 55

Working Conditions n n n Accidents at Work Dress Code Inclement Weather Smoking in the Workplace Overtime Assignments Standard Precautions 56

Accidents at Work n n n The employee must report any accident to his/her supervisor or building administrator. All First Report of Injury Forms must be forwarded to the Director of Human Resources within twenty-four (24) hours of the accident, when possible, but not later than the next business day. All accidents that result in injury must be reported to the appropriate supervisor or building administrator, regardless of how insignificant the injury may appear. 57

Dress Code All employees should report to work dressed appropriately for the duties they perform. Smoking in the Workplace In keeping with the District’s intent to provide a safe and healthful work environment and in conformance with state law, smoking is prohibited in all District-owned or leased buildings, facilities and grounds and at the workplace. This policy applies equally to employees and visitors. 58

Inclement Weather Employees should check their local radio and television stations for updated information on school delays and cancellations. - Employees should also check with their Supervisor or building’s main office to determine District and/or school protocols. - Employees can also refer to the Employee Handbook, or bargaining unit contract as eligible. - Any further questions can be directed to the Human Resources office. - 59

Overtime Assignment When operating requirements or other needs of the District cannot be met during regular working hours, employees will be given the opportunity to volunteer for overtime work assignments. However, certain employees may be required to accept overtime assignments when no volunteers are available. All overtime work must receive the District’s prior authorization. Please refer to your union contract for additional information. 60

Standard Precautions Stop the Spread of Infections in Daily Life Standard precautions require everyone, from daycare workers and teachers to accountants and auto mechanics, to assume that anyone’s blood and body fluids may carry viruses or other blood borne infections. This approach carries a blanket assumption that anyone may be infected with a virus, mostly because people can be unaware they even have a disease. 61

Standard Precautions (continued) If you or your child have an infection or virus, typically as an individual, you want to make sure no one in your family spreads infection. However, don’t forget all those people out there who don’t even know or aren’t telling about their disease, and who could accidentally infect you or your child with a new virus or bacteria. Standard precautions are guidelines issued for patients in hospitals, but are common sense for everyone and should be used to prevent disease transition in all walks of life. Infectious substances include blood and all body fluids, except sweat, even if they do not contain any visible blood. 62

Standard Precautions (continued) The Centers for Disease Control and Prevention (CDC) recommend that if you come into contact with nasal secretions, saliva, tears, vomit, urine or feces, you should wear gloves unless the fluid can easily be contained by material, such as a thick cloth. You should always wash your hands thoroughly after these clean ups. 63

Standard Precautions (continued) Make sure you keep all cuts and abrasions covered with a waterproof bandage. Be careful with badly chapped skin; it can crack and allow fluids to enter and exit. These precautions are a two-way street, as you do not want to infect anyone else, nor do you want to become infected. When standard precautions are used in all aspects of daily life, they help prevent the spread of infection. Additionally, because standard precautions assume anyone may carry an infection, a child with a chronic, viral infectious disease never has to be singled out, stigmatized or treated differently. 64

Standard Precautions (continued) If you need to clean up body fluids, be careful not to get any of the fluid in your eyes, nose, mouth, or any open sores on your hands. The fluids and materials should be discarded in a secured plastic bag. The necessary areas should be cleaned and disinfected. Mops should be cleaned, rinsed with a disinfecting solution, then wrung and hung to dry. Wash your hands thoroughly. 65

Personnel Files n n n Personnel Files are business records created and maintained by the District. An employee has a right to view this file, provided prior arrangements have been made with the Office of Human Resources. Only authorized personnel will have access to employee files. 66

Performance Evaluations n n Formal Performance Evaluations are conducted annually Informal Reviews are conducted regularly 67

Benefit Programs for Eligible Employees n n n n Health Insurance Dental Benefits Vision Benefits Life Insurance Long Term Disability Flexible Spending Accounts (HCA, DCA) Employee Assistance Program Retirement Programs n n n n n Family Leave Parental Leave Small Necessities Leave Vacation Sick Leave Personal Leave Other Leaves 403(B) Plan (TSA) Holidays Direct Deposit 68

Health and Dental Insurance The District provides health insurance to eligible employees. Permanent employees must work at least 20 hours a week to be eligible for health insurance. Health insurance is effective the first date of employment. Please consult the proper bargaining unit contract for your specific contribution rate. Employees pay the total cost of Dental benefits. 69

Retirement Benefits Municipal employees do not pay F. I. C. A. , (Social Security Income Tax). However, all employees are required to pay a percentage of their gross wages towards a retirement program. The retirement program that an employee is eligible for is determined by total number of hours worked per year and the position the employee holds. The following retirement programs are available: Massachusetts Teachers Retirement System: up to 11% is withheld from gross salary (rate may vary depending upon service history). • Worcester County Retirement (employees working 1040 or more hours/year): 9 -11 % is withheld from gross salary. • OBRA (employees working less than 1040 hours/year): 7. 5% is withheld from gross salary. • 70

Life Insurance The District provides employees the option of participating in the Life Insurance Program. The District pays 50% of the premium cost for a $10, 000 term life insurance policy. The employee is responsible for the remaining 50%. Additional coverage is available at a nominal cost. Employees can enroll when hired or during the open enrollment period each September. Sun Life Financial is the carrier used by the Wachusett Regional School District. 71

Long Term Disability Insurance is available to eligible employees at the time of hire, with no physical examination required. The insurance will pay monetary benefits up to 60% of the employee’s current salary for an extended period of time to age 65 during times when a non-work related illness prevents the insured from earning income. Employees are responsible for paying the premium for long-term disability benefits. Participants in the program, not utilizing benefits, are eligible for reimbursement of 50% of the premium at the end of the school year. An employee has to work 30 or more hours per week to be eligible for Long Term Disability Benefits. 72

Employee Assistance Program (EAP) services are available to District employees. The EAP is a confidential and voluntary counseling referral service provided free of charge to all employees and members of their household. Some examples of issues are: n n Emotional problems Family concerns Personal legal and financial services Elder care 73

Family Medical Leave Act The District agrees to abide by the provisions of the 1993 Family & Medical Leave Act (FMLA). All eligible employees are entitled to up to twelve (12) weeks of unpaid leave for certain family and medical reasons in a one (1) year period. Employees are eligible for FMLA if they have worked for the District for at least one (1) year, and/or for one thousand two hundred fifty (1, 250) hours over the previous twelve (12) months. 74

Parental Leave A member of the District who has completed three (3) or more full months (90 calendar days) of continuous and unbroken service within the system shall be eligible for parental leave, as described in the sections below , if the member of the employee provides to the Superintendent or his/her designee written notice at least two (2) weeks in advance of the expected departure date and of the intention to return to employment in the system. Pursuant to MGL Chapter 149 Section 105 d each employee shall be entitled to up to eight (8) weeks of parental leave without pay for the purpose of giving birth or for the placement of a child under the age of 18, or 23 if the child is mentally or physically disabled, for the adoption with the employee who is adopting or intending to adopt a child. If there are two employees employed by the District, they will only be entitled to 8 weeks of parental leave in the aggregate for the birth or adoption of the same child. Accumulated sick leave may be applied to those days during the maternity leave period for which the female’s attending physician certifies that she is disabled and unable to work. In cases of miscarriage or stillbirth, the employee may return earlier than originally intended by so notifying the Superintendent or his/her designee. 75

Small Necessities Leave The Wachusett Regional School District (WRSD) provides eligible employees with leave as governed by the Massachusetts Small Necessities Leave Act (SNLA) as set forth in this policy. Eligible employees may be entitled to take up to twentyfour (24) hours of unpaid leave during any rolling twelve (12) month period for any of the following ‘covered purposes’: 76

Small Necessities Leave (continued) n n Participation in school activities of a son or daughter as long as those activities are directly related to the educational advancement of the child (e. g. parent-teacher conferences, interviews for a new school) Accompanying a son or daughter to routine health care appointments, including medical and dental appointments. n n Accompanying an “elderly relative” (defined as an individual at least sixty (60) years of age related to the employee by blood or marriage) to routine health care appointments, including medical and dental visits. Accompanying an elderly relative to an appointment for professional services related to the individual’s care, such as interviewing for a nursing home or group care facility. 77

Small Necessities Leave (continued) n n Leaves covered by law and this policy will be referred to as SNLA leave and will be credited as such in school records, even if the employee does not specifically identify it as leave under this law or policy. School policies are intended to comply with applicable state law, and no benefit is intended in excess of the applicable law. 78

Small Necessities Leave (continued) § § Eligibility for Leave An employee who has been employed by the WRSD for at least twelve (12) months; An employee who has worked at least 1, 250 hours during the twelve month period immediately prior to the commencement of the leave. Duration of Leave An employee may take up to twenty-four (24) hours of SNLA leave within any rolling twelve (12) month period, measured backward from the date any leave is used. SNLA leave may be taken in half-day increment blocks, up to the maximum amount of leave time available. 79

Small Necessities Leave (continued) § § § Requests for Leave In the event of foreseeable leave, employees are expected to submit a written request for leave forty-eight (48) hours prior to the anticipated commencement of leave. Where leave is not foreseeable, notice must be given as soon as is practicable, but not less than one day prior to the leave. Pay During SNLA Leave Employees are required to use paid vacation or personal time off, if available, during the time taken for SNLA leave. Any paid time off used is exhausted simultaneously with an employee’s entitlement to SNLA leave. If the employee has no paid time off available, then the leave will be unpaid. 80

Small Necessities Leave (continued) § § § Certification An employee may be required to submit a certification form from the health care provider or administrator visited during the leave. It is the employee’s responsibility to ensure that the certification form is completed and returned to the Office of Human Resources. If the employee fails to obtain the appropriate medical certification of the need for the leave, the WRSD reserves the right to refuse the SNLA leave or to refuse to allow the employee to remain on SNLA leave. Notification This policy shall be posted in all District facilities in locations convenient for employee notification. Additionally, reference to this policy shall be included in the District’s employee handbook. 81

Vacation, Sick and Personal Leave For Represented/Contract employees, consult the individual collectively bargained agreement or individual employment contract to determine the benefits to which the employee is entitled. For Unrepresented Non-Contract employees, consult the Employee Handbook to determine the benefits to which the employee is entitled. Please consult the Employee Handbook for information concerning: Bereavement, Maternity, Jury Duty, Military, and Unpaid Leaves. 82

Tax Sheltered Annuities (TSA) Tax sheltered annuities (403 b) plans are available to employees wishing to supplement their retirement and defer federal and state income taxes. Such plans are established as a salary reduction agreement. The contract is between the employee and an authorized investment firm. These plans are 100% employee funded. For information about these funds, consult a financial advisor. 83

Flexible Spending Accounts Health care (HCA) and Dependent care (DCA) n n n Flexible spending accounts are accounts that an employee sets up through the District’s provider, similar to a savings account. These account enable employees to deduct money out of their payroll on a pretax basis and directly deposits these funds into an account which can later be withdrawn on a tax free basis. HCA’s can be used to pay for eligible medical, dental, vision, over the counter and prescription expenses for themselves and eligible dependents. DCA’s can be used to pay for eligible dependent care expenses (preschool, daycare, baby sitting, after school programs and adult day care). 84

District Holidays n n n New Year’s Day Martin Luther King Day President’s Day Patriots’ Day Memorial Day Independence Day n n n n Labor Day Columbus Day Veterans’ Day Thanksgiving Day after Thanksgiving Christmas Eve Day Christmas Day 85

Direct Deposit The District requires employees to enroll in direct deposit. Employees will have their pay deposited directly into a bank of their choice, in up to four different accounts. § Employees should be aware that each and every paycheck will be directly deposited into all accounts authorized, in the amounts authorized. The Payroll Office will not process changes to direct deposit authorizations without a new, signed enrollment form. § There is a one pay transition period for account verification purposes. This is a bank mandate, not a District procedure. § Once in place, pay through direct deposit is normally available in your account on the morning of the Friday of the week of payroll distribution, including holiday weeks. § Electronic pay stubs will be sent to the employee’s email account 2 days prior to the pay date. Upon opening the pay stub employee’s are prompted to enter a PIN number. This is a security feature. Your PIN is the last four digits 86 of your social security number.

Understanding your paycheck The stub of your paycheck contains a lot of information. Please familiarize yourself with the different types of codes listed. If you have any questions, feel free to contact the Payroll Office. On the left, you’ll see… Pay Codes: these codes identify the type of pay you are receiving: HR – contract hourly rate, followed by your rate, number of hours and total amount SAL – contract salary, followed by your period amount HR-O/T – overtime, followed by the rate, number of hours and total amount SAL-ST – stipend pay SUB – substitute pay Then, the total of your gross pay, minus deductions, to equal net pay. (Direct deposits are considered a deduction. ) 87

Understanding your paycheck In the center, you’ll see… Deductions: FEDERAL – federal withholding tax; MASS-TAX – state withholding tax; MEDICARE – Medicare Insurance TR* – Massachusetts Teachers Retirement System contribution, plus % rate WC* –Worcester Regional Retirement System contribution, plus % rate OBRA – OBRA Retirement Contribution Various health, dental, life, long-term disability codes Various codes for dues DD 1 – First Direct Deposit account DD 2 – Second Direct Deposit account (DD 3, DD 4) DD NET – Main and net direct deposit after deposits to other checking or savings accounts These deductions will show the amount for the current pay period as well as year-to-date. 88

Understanding your paycheck On the right, you’ll see… Accrual Codes: these codes identify the type of accrual benefits you earn with the District: VACATION – the number of days earned in the pay period, the number of days used in the pay period, and the balance remaining for the year; SICK – the number of days earned in the pay period, the number of days used in the pay period, and the balance remaining for the year; PERSONAL – the number of days earned in the pay period, the number of days used in the pay period, and the balance remaining for the year. Then, at the bottom right, are the totals for the pay period and for year-to-date. 89

District Technology Email n Every employee has an email address ¨ First Name_Last Name@wrsd. net (Jane_Doe@wrsd. net) ¨ Initial Password is wrsd 20 xx (current year) n The District utilizes Google Mail (gmail) which can be accessed through Google’s website www. google. com. n Upon hire, your email address will be created. You will be able to login in to your account immediately. Google mail allows access to your account from work or home to make communication easier. n Your email will be categorized by location and/or position in order to be added to the proper District contact list(s) for news and information that pertains to you. 90

District Technology District News n District News is typically published once a month during the school year, except during school breaks. PLEASE READ IT FOR IMPORTANT INFORMATION!! ¨ Highlights exemplary educational practices of District ¨ Informs of professional development opportunities ¨ Important news of the District ¨ Important benefit update notices ¨ Important information and announcements ¨ Lists Open Positions within the District 91

More Information… Annual Report and Fiscal Year Budget Appropriation www. wrsd. net 92

General Overview of Physical Restraint Requirements for Public Education Programs Prepared by the Massachusetts Department of Education for use by Public Education Programs in Annual Staff Training. 93

Caution n This presentation provides an overview of the regulatory requirements for the use of physical restraint, but does not iterate all of the detail in the regulations. All school staff should read and be familiar with the regulations. Viewing this presentation does not substitute for a careful reading of the full regulatory requirements. 94

Training is IMPORTANT Because n n A safe school environment is better able to promote effective teaching and learning. Preparing appropriate responses to potentially dangerous circumstances helps to eliminate or minimize negative consequences. 95

Read the Regulations n 603 CMR 46. 00 -- these regulations apply to all public education programs including school events and school sponsored activities. Lack of knowledge of the law will not protect you or your students from the consequences of inappropriate actions. 96

Key Aspect: Training and Awareness n Regulation 46. 03(1 & 2) Annually, For ALL staff - Review: ¨ School restraint policy ¨ Methods of prevention of need for physical restraint ¨ Types of restraint and related safety considerations ¨ Administering restraint in accordance with student’s needs/limitations ¨ Required reporting & documentation ¨ Identification of selected staff to serve as information resource to school 97

For Selected Staff: In-Depth Training n n n Prevention techniques Identifying dangerous behaviors Experience in restraining and being restrained Demonstration of learned skills Recommended 16 hours Regulation 46. 03(4) 98

Knowing the terminology: Regulation 46. 02(3) Physical restraint: Not physical restraint: "The use of bodily force to limit a student’s freedom of movement. " “Touching or holding a student without the use of force” --- includes physical escort, touching to provide instructional assistance, and other forms of physical contact that do not include the use of force. 99

Other terminology: Regulation 46. 02(5) n chemical restraint - do not use without physician’s order and parental consent. n mechanical restraint - do not use without physician’s order and parental consent. n seclusion restraint - “physically confining a student alone in a room or limited space without access to school staff. ” Don’t do it. n time-out - staff remains accessible. 100

Extended Restraint Regulation 46. 02(1) n Longer than 20 minutes. n Increases the risk of injury. n Requires additional written documentation and report to the Department of Education. Is restraint good or bad? n It depends on how it is used. n The definition of physical restraint does not identify negative or positive motives nor does it recognize negative or positive consequences. 101

When may physical restraint be necessary? n n When other, non-physical, interventions have been tried and failed or are judged to be inadequate to the circumstances. AND a student’s behavior poses a threat of IMMINENT, SERIOUS, PHYSICAL HARM to self and/or others Regulation 46. 04(1 & 2) Do not use physical restraint. . . n n n Regulation 46. 04(3) When non-physical interventions could be used. As a means of punishment. As a response to property destruction, school disruption, refusal to comply, or verbal threats. 102

Proper Administration of Physical Restraint n Remember training considerations. n Have an adult witness if possible. n Use only the amount of force necessary to protect the student or others. n Use the safest method. Do not use floor or prone restraints unless you have received in-depth training. n Discontinue restraint ASAP. Safety requirements n n Regulation Section 46. 05 Regulation 46. 05(5) Make sure student is able to breathe and speak. Monitor physical well-being, monitor respiration. If student experiences physical distress -- release restraint and seek medical assistance immediately. Know students’ medical and psychological limitations and behavior 103 intervention plans.

Regulations do not prohibit or limit: n The right to report a crime. n Law enforcement, judicial authorities, or school security personnel from completing their responsibilities. n Mandated reporting of neglect or abuse. n The use of reasonable force to protect oneself, a student, or others. Regulation 46. 04(4) 104

Follow-Up Procedure: Prevention/Learning from the Experience n n Following every restraint action taken, the circumstances should be discussed with the student, and with others, as appropriate. Ask: “How can we avoid this happening again? ” Regulation 46. 05(5)(d) 105

Key Reporting Requirements n When to Report: Report only restraints over 5 minutes or in any case of an injury (to student or staff). n Notify School Administration: Notify school administration as soon as possible, & provide written report by the next school working day. n Notify Parents: The principal or director of the program notifies the parent, verbally as soon as possible, and by written report within 3 school working days. Regulation Section 46. 06 106

Content of Written Report n n n Regulation 46. 06(4) Who participated in the restraint? Observers? Who was informed and when? When did the restraint occur? (date/time) What was happening before, during, and after the restraint? Describe alternative efforts attempted and the outcomes of those efforts. What behavior prompted the restraint? Describe the restraint. Documentation of any injury to students or staff. Has the school taken, or will it take, any further actions, including disciplinary consequences? 107

Key Data Keeping Aspect: Ongoing Log Regulation 46. 06(2) n n School district maintains a log of all reported instances of physical restraint in the school. Use the log for review of incidences and consideration of school safety policies and procedures. 108

Reporting to the Department of Education n n Regulation 46. 06(5) Extended restraints (restraints over 20 minutes). Any time there is a serious injury. Send report within 5 school working days of restraint. Include log for 30 day period prior to restraint. Department may determine additional required action. Special Circumstances For students with disabilities (with IEP’s or 504 plans), physical restraint can be used for different reasons (other than danger) if reasons are detailed and part of the IEP or 504 Plan. Certain limits and requirements will still apply. Regulation Section 46. 07 Parents may agree to a waiver of reporting requirements in individual circumstances (not for serious injury and not for extended restraints), but ¨ School cannot require parental consent to waiver ¨ School must detail alternate reporting mechanism. 109

Find the Regulations: http: //www. doe. mass. edu/lawsregs See 603 CMR 46. 00 20 110

Students and Parents have rights, too!! The 1974 Family Right to Privacy Act (FERPA) assures the privacy of students’ educational records. The law protects the rights of parents of elementary and secondary students. These rights transfer solely to the student upon attending a post-secondary institution and/or reaching the age of 18. 111

Confidentiality of Student Records n n Information access and disclosure are specified in this law. Schools may release ‘directory’ information (names, addresses, honors, etc. ) as long as the student has an opportunity to withhold his or her data. The following persons may also have access to the student’s educational records: §School employees on a need to know basis §Transfer institutions §Law officials and/or persons with court orders or subpoenas §Financial aid personnel §Accrediting organizations §Persons involved in a health or safety emergency §Researchers in connection with institutional studies In any other circumstances, the parents must consent to the release of the information. Parents have the right to review their child’s educational record and to request changes if there are inaccuracies. Teaching grade books are exempt. 112

Reminder You are an ambassador for the Wachusett Regional School District. 113

The End n If you have questions or concerns regarding any of the information included in this training, please bring those questions or concerns to the attention of the staff in the Office of Human Resources. n Thank you for completing the New Employee Training. Please complete the New Employee Training Checklist and return it to the Office of Human Resources. 114