Non Discrimination and Anti-Harassment Policies

Policy 1300 

The District is committed to maintaining an educational and workplace environment that is free from discrimination, harassment, and retaliation in admission or access to, or treatment or employment in, its programs, services, activities, and facilities. The District is committed to providing equal opportunity in all areas of education, recruiting, hiring, retention, promotion, and contracted service.

In its programs and activities, the District does not discriminate on the basis of race, color, national origin, ancestry, religion, sex, sexual orientation, gender identity, disability, age, genetic information, or any other characteristic protected by law and as required by Titles VI and VII of the Civil Rights Act of 1964, Title IX of the Education Amendments of 1972, Section 504 of the Rehabilitation Act of 1973, the Age Discrimination Act of 1975 and Title II of the Americans with Disabilities Act of 1990, and state law. In addition, the District provides equal access to the Boy Scouts of America and other designated youth groups. Further, no person shall be excluded from participation in, be denied the benefits of, or otherwise be subject to discrimination based on the above listed characteristics under a school nutrition program for which the District receives federal financial assistance from the U.S. Department of Agriculture (USDA Food and Nutrition Service).

This Policy governs the District’s compliance with the laws identified above, outside of Title IX. The following individual is designated and authorized as the District’s Compliance Officer to coordinate compliance with the laws identified above (outside of Title IX), including to handle inquiries or complaints regarding the District’s non-discrimination policies:

Executive Director of Human Resources - Dr. Holly Hite

951 West College St.

Troy, MO.  63379

(636) 462-5194

hiteh@troy.k12.mo.us

A complaint by students, employees, parents, and patrons of the District alleging harassment, discrimination, or related retaliation based on a protected classification under the laws identified above (outside of Title IX) should be filed in accordance with the procedures outlined in Regulation 1300. A complaint regarding sexual harassment or related retaliation of a student or employee under Title IX and that is alleged to have occurred on or after August 14, 2020, should be filed in accordance with the procedures outlined in Regulation 1301. A complaint regarding the identification, evaluation, educational program, or placement of a child with a disability under Section 504 should be filed in accordance with the procedures outlined in Regulation 2110.

Policy 1301

Sexual harassment as protected by law is prohibited in this District. The District also prohibits retaliation against a person who files a complaint of sexual harassment or who participates in an investigation of allegations of sexual harassment under this Regulation.

This Policy governs the District’s compliance with Title IX of the Education Amendments of 1972. The following individual is designated and authorized as the District’s Title IX Coordinator, with the responsibility to identify, prevent, and remedy unlawful harassment and retaliation under Title IX in the District:

Executive Director of Human Resources - Dr. Holly Hite

951 West College St.

Troy, MO.  63379

(636)462-5194

hiteh@troy.k12.mo.us

A complaint regarding sexual harassment or related retaliation of a student or employee under Title IX and that is alleged to have occurred on or after August 14, 2020, should be filed in accordance with the procedures outlined in Regulation 1301. A complaint by students, employees, parents, and patrons of the District alleging harassment, discrimination, or related retaliation based on a protected classification under the laws identified above (outside of Title IX) should be filed in accordance with the procedures outlined in Regulation 1300. A complaint regarding the identification, evaluation, educational program, or placement of a child with a disability under Section 504 should be filed in accordance with the procedures outlined in Regulation 2110.

1. Board of Education

Seven Board of Education members are elected by the community for alternate, three-year terms to direct the operations of the Lincoln County R-III School District.  The Board has final responsibility to approve hiring, termination, resignations, payment of bills and payroll, budget requests, curriculum, facilities and other District matters.  Generally, the Board holds regular meetings on the second Tuesday of each month.  Meetings are held in the Board of Education room in the District’s Central Office located at 951 West College, Troy, MO  63379, unless otherwise noted on the posted agenda, and are open to the public and staff.

2. District Policies and Job Descriptions

The Board of Education has comprehensive policies and regulations located on the District website.  Additionally, every position in the District has a job description available in the Human Resources office.

3. Requests for Disability-Related Accommodations

In compliance with the Americans with Disabilities Act and Missouri law, the District does not discriminate in employment on the basis of disability. Employees who believe that they may need an accommodation(s) in employment due to a disability should contact the Human Resources Coordinator or the Executive Director of Human Resources.

Notice of Vacancies and Employment Opportunities (Policy/Reg 4120)

Notices of vacant positions in the Lincoln County R-III School District are posted on the District website.   The Lincoln County R-III School District only uses an online application process.  To apply for employment, an online application must be completed and submitted to LCR3 online through the SpringSchools website, which will then be reviewed by the principal/supervisors and other administrative staff.  Generally, the administrator(s) responsible for filling a particular vacancy will contact the applicant directly for an interview.  The administrator responsible for hiring will notify all interviewed candidates when the hiring process has been completed.

Applicants may, and should, upload and attach supporting documentation to online applications.  This documentation may include:  certifications; undergraduate and graduate transcripts; resume, cover letter, and professional references (preferably from employment supervisors) with contact information for future use if needed.  

Professional Certifications

To teach in the public schools of Missouri, the teacher must possess an appropriate and valid teaching certificate.  Teachers should not assume that a portion of the school year can be taught before obtaining a certificate because the certificate must be in force for the full time for which the contract is effective, beginning the first day of school.  It is the responsibility of the certified staff member to provide the District with a copy of their certificate along with official copies of transcripts showing all college hours and degrees - which must be kept on file with the District.  If the certificate or letter of intent from the State Department is not on file, the staff member will be paid pursuant to the substitute teacher scale. Further, it is the sole responsibility of the teacher/administrator to maintain certification for which she/he was originally or presently employed.

DESE processes all certificates through the DESE website or by calling (573) 751-4212. 

All certified employment contracts are subject to the employee obtaining and maintaining the certificate required for his/her assignment. Failure to comply constitutes grounds for dismissal.  This requirement supersedes all other related District policy and any procedural protections.

Background and Reference Checks

To ensure that individuals who join the District are well qualified and to ensure that the District maintains a safe and productive work environment, it is District policy to conduct pre-employment fingerprint based criminal background checks as set forth in Policy and Regulation 4120 and 4122, as well as, state statute.  Background checks may include verification of any information on the applicant’s resume or application.

All offers of employment are conditional upon receipt of a background check report that is acceptable to the District.  Background checks will include a criminal record check and child abuse and neglect check as required by law.  All background checks are conducted in conformity with all applicable state and federal laws.  Reports are kept confidential and are only viewed by individuals involved in the hiring process.

The District reserves the right to conduct a background check for current employees to determine eligibility for promotion or reassignment in the same manner as described above.

Bus Driver Physicals

Bus driver physicals are a requirement for obtaining/retaining the position.  Therefore, the District does not reimburse regular drivers for the cost.  The following categories of drivers are eligible for reimbursement:

• Substitute and Activity Drivers that are not full-time
• Teachers/Coaches that drive on a substitute basis only

The driver will submit the receipt to the transportation office for processing after successfully driving for the District 60 days.  The maximum reimbursement is $40.00.

Nepotism, Employment of Relatives and Personal Relationships

The District wants to ensure that its practices do not create situations such as conflict of interest or favoritism.  This extends to all aspects of employment including hiring, promotion, and transfer.  Close relatives, partners, those in a dating relationship, or members of the same household are not permitted to be in positions that have a reporting responsibility to each other.  Close relatives are defined as husband, wife, domestic partner, father, mother, father-in-law, mother-in-law, grandfather, grandmother, son, son-in-law, daughter, daughter-in-law, uncle, aunt, nephew, niece, brother, sister, brother-in-law, sister-in-law, step relatives, cousins, and domestic partner relatives.

If employees begin a dating relationship or become relatives, partners, or members of the same household, and if one party is in a supervisory position to the other, that person is required to promptly inform Human Resources of the relationship.

Staff Assignment and Transfers 

Employees are not entitled to a specific assignment or position and may be reassigned based upon the needs of the District. See Regulation 4210 for additional information regarding Assignments and Transfers.

Staff Assignment 

In determination of building assignments, such factors as training, experience, special qualifications and interest, performance, and length of service will be considered in order to strive towards a proper balance of teachers. The Assignment of a teacher to a building or a department will be initially assigned on the basis of qualifications, needs of the District, and the employee’s expressed desires.

Staff-Initiated Transfers 

The Superintendent has the final authority to assign and transfer staff in the best interest of the students and educational program of the District.

Vacancies will be communicated internally as soon as administratively possible via the District’s website.

Employees who are interested in a posted position must submit an online internal application through the District application system within the posting guidelines. Posting guidelines will be included on the vacancy posting. All interested candidates will also complete the appropriate forms and any prerequisite assessment testing or other screenings as stated on the job vacancy announcement.

An employee’s attendance and performance in his/her current position will be considered in authorizing any transfer.  

Generally, the District expects employees to complete at least one full year of service in their current position.  While length of service in the current position will be a consideration in approving a transfer, no employee will be prohibited from applying for a position based upon his/her length of service in the current position.

Administration-Initiated Transfers 

When deemed necessary by the administration, a staff member may be reassigned to a different position or location. Building administrators from both the originating and receiving sites will coordinate with Human Resources and communicate the reassignment directly with the affected employee(s).

Performance Evaluations

With the exception of teachers employed under a permanent contract, all employees are evaluated at least annually.  See Policies 4610 (Certified Employees) and 4620 (Classified Employees) for additional information.

Employment Contracts 

Probationary 

Teachers without previous teaching experience will receive a probationary contract for each of their first five years of full-time employment or for the corresponding period of part-time service. Teachers who have previous teaching experience prior to employment with the District will receive a probationary contract for their first four or five years of employment as a teacher with the District, as set forth in the Missouri Tenure Teacher Act.

If the Board of Education votes not to reemploy a probationary teacher, the teacher will be notified in writing on or by April 15. Teachers who are not provided a timely notice will be automatically reemployed for the next school year. Probationary teachers are expected to return the initial contract offer and understand that it is a binding contract, regardless of any subsequent change in annual salary that may be issued at a later date.

Probationary teachers will be provided with a written contract on or by May 15 and will be required to provide the Board with a written acceptance or rejection within fifteen (15) days of receipt of the contract. Failure to provide a timely acceptance of the contract will be deemed a rejection of the Board's employment contract. 

Permanent 

Permanent teachers will be provided with an indefinite contract as provided by state statute. Indefinite contracts may be modified by the Board on or before May 15 with respect to the school year and with respect to annual compensation. Permanent teachers will receive copies of contract modifications within thirty (30) days of Board adoption. 

Administrative

All administrators will be provided with contracts of from one-to-three-year duration. Administrative personnel, other than the Superintendent, who are employed under a one year contract will be notified on or before April 15 of the Board's wish to reemploy them in their present administrative position. Failure to provide a timely notice of reemployment will result in the administrator's reemployment in the present position and salary. Administrators employed on one-year contracts and who are notified of renewal, will receive a written contract on or by May 15 and will have fifteen (15) days to accept the contract.

Separation Procedures (Policy 4130)

An employee who wishes to resign or retire from the District should present a letter of resignation to at least one of the following: Superintendent, Executive Director of Human Resources, Assistant Superintendent of Operations or Academics and the Principal/Supervisor.  The letter should state reasons and an effective date for the resignation/retirement.  

If the resignation is to take place at the end of the current school year, the letter should be submitted no later than May 31st.  Resignations for certified/administrative staff received on or after June 1, will be accepted contingent upon finding a suitable replacement and any late resignation penalty/liquidated damages set forth in the employee’s contract and/or Policy 4130.       

A certified contracted employee who requests release from a signed contract after June 1^st, provided the decision to resign was entirely of the employee’s own volition and not due to extenuating circumstances beyond his/her control, shall be held financially responsible based on the following schedule:

Classified support staff should provide at least two weeks notice in order to be considered for rehire.