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:

Date	Amount
June 1 – June 15	$1,500.00
June 16 – July 15	$2,500.00
July 16 – Remainder of the Contract	$5,000.00

      

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

Compensation Scales

All employees of the District are paid pursuant to the compensation scales applicable to their position. The Compensation Scales can be found on the District website through a link on the Human Resources page. Initial placement and advancement on the compensation scale will be determined by the compensation scale applicable to the employee’s position, along with Board of Education Policy 4505 for Certified Staff and Policy 4506 for Classified Staff.   Employees should review the Policy and Scale applicable to their position and contact their supervisor or the Finance Office with any questions

Payment of Compensation 

1. Administrators, Certified and Exempt Classified

All administrator, certified, and exempt classified employee wages are paid bi-monthly, generally on the 5th and the 20th of each month.  If the 5th or the 20th falls on a weekend or holiday, the pay date may be altered. 

The District pays all administrators, certified, and exempt classified employees over 24 paychecks regardless of the number of months employed during the school year.  

A certified employee who separates from service before the last day of instruction or retires will receive his or her final paycheck as a lump sum payment for wages actually earned from the beginning of the school year to the date of separation.  Employees that separate after the last day of instruction will continue to receive paychecks during the summer.

2. Non-Exempt Classified Staff

Non-Exempt Classified staff hired after July 1, 2013 and substitute staff on District payroll are paid hourly.  All hourly classified employees will be paid bi-weekly during the work calendar applicable to their position. If the pay date falls on a holiday the pay date may be altered.

For more information on employee compensation, see Policies 4520 and 4525. 

Benefit Eligibility

The District offers eligible employees District-sponsored health insurance or group health plan coverage ("health coverage"). The Plan Year for the District's health coverage is generally July 1 through June 30.  Exempt and nonexempt employees who are regularly scheduled to work a minimum 30 hours per week are eligible for standard health insurance coverage. Employees eligible for health coverage will be offered the opportunity to enroll in dependent coverage for qualifying dependents as required by the Affordable Care Act – currently legal dependents up to age 26.

Each year, the District will issue a communication to employees describing the benefits under health coverage. The District will determine the annual premium and employee contribution level for standard health coverage.

In accordance with federal regulations under the Affordable Care Act and elections made by the District, eligibility for coverage shall be determined using the look-back measurement method, employing measurement periods, administrative periods, and stability periods described herein. Federal regulations under the Affordable Care Act shall be applied in determining breaks in service and for all other purposes in determining eligibility for health coverage as a full-time employee. 

Bus Drivers/Bus Monitors/Latchkey/Substitutes/Part-time Staff

New employees who are variable hour, part-time, or seasonal employees, will not be offered District-sponsored health coverage when hired, unless the District reasonably believes the individual will regularly work over 30 hours. 

For more information on Benefit Eligibility, see Policy 4540.

Employee Benefits 

Medical

The District provides eligible employees and their dependents the opportunity to enroll in available medical plans through Anthem.   The District pays a defined contribution each year toward the employee’s health insurance premium as approved annually by the Board of Education.

Dental

The District provides eligible employees and their dependents the opportunity to enroll in available dental plans through MetLife Dental.   

Vision

The District provides eligible employees and their dependents the opportunity to enroll in a vision plan through MetLife.   

Life Insurance

The District provides eligible employees with a $30,000 life insurance policy through MetLife. In addition, employees may purchase supplemental life insurance for themselves, their spouse, and/or their children.

Voluntary Benefits

The following insurance options are available at 100% employee expense:

MetLife:

1. Long and Short Term Disability Income Insurance
2. Accident Insurance
3. Critical Illness Insurance
4. Hospital Indemnity
5. Term Life Insurance
6. Identify Fraud
7. Legal

Got Zoom - Student Loan Forgiveness Service

AmeriFlex - Flexible Spending Account and Dependant Care Flexible Spending Account

Provider	Contact Number
Anthem – Blue Access Choice	(800) 331-1476 – Customer Service
Anthem – Medical	(800) 331-1476 – Customer Service
MetLife	(800) 438-6388 – Customer Service
MetLife – Vision	(800) 438-6388 – Customer Service
MetLife – Dental	(800) 438-6388 – Customer Service
Legal and ID Theft insurance	(800) 438-6388 – Customer Service
Basic Life, Voluntary Life, and Long Term Disability question	(800) 438-6388 – Customer Service
Short Term Disability, Critical Illness, Hospital Indemnity, and Accident questions	(800) 438-6388 – Customer Service
Maxor – Pharmacy	(800) 687-8629
People’s Bank and Trust – Health Savings Account	(636) 528-7001
AmeriFlex	(888) 868- 3539 – Customer Service
PSRS/PEERS	(800) 392-6848
Department of Elementary and Secondary Education (DESE)	(573) 751-4212

For More information on the benefits described in this section, see Policy 4540.

Employee Assistance Program

The District has an Employee Assistance Program through Revive & Thrive. Revive & Thrive, provides you and your household member with free, confidential support to help with personal or professional problems, concerns or challenges that infer with feeling or performing at your best. Services include: Dedicated Care Coordinator to help guide you to resources and support, financial consultation and referrals, legal consultation and referrals, child care resources, elder care resources, and an online resource library with thousands of resources tailored to your specific life needs.

Employee Assistance Plans 

Name	District Enrollment Code	Call or Text
Revive and Thrive	87agOQL5DX	(800) 327-2251 #worklife

 

Public Service Loan Forgiveness Program (PSLF) 

Employees of the District may be eligible for public service loan forgiveness (PSLF).  For additional information, see Policy 4121.

Tuition-Free Enrollment for Children/Legal Wards of District Employees 

Children and legal wards of a non-resident staff member are permitted to attend school in the Lincoln County R-III School District without payment of tuition as set forth in state statute and Policy 2240. 

School Selection for Children/Legal Wards of District Employees 

Upon initial student enrollment, a District teacher or regular staff employee may submit a one-time written request to select the attendance center for his/her child/children or legal ward(s). The child/children/ward(s) will remain a member of this student body as the group progresses through the established feeder school alignment structure. For more information, see Policy 2230.  

Latchkey Services for Children/Legal Wards of District Employee

The District offers employees of the District the opportunity to enroll their children in the District’s before and after school care Latchkey program as a paid District benefit. The District’s Latchkey program provides an exciting adventure of enrichment and activities. 

The annualized DISTRICT PAID benefit (9 mos.) for a child enrolled full-time before and after school care is $ 2,754 per child.   The only cost to employees for before and after school care is a $250 activity fee per child per year.

Elementary school program hours are from 6:00 am to 6:00 pm Monday through Friday.  Early Childhood hours are from 6:30 am to 5:15 pm.  The Latchkey Program will be available on any day that school is in session.  The Latchkey staff benefit is for contracted hours only.  This does include coaching, sponsoring, volunteering, or summer work hours in LCR3.  Additional charges will be assessed if this benefit is abused.

Daily Sign In and Sign Out

ALL staff/parents/guardians are required and expected to accompany their child into the school in the morning to sign them in, and come into the building to sign the child out in the afternoon.  The daily sign in and sign out is required and expected of all staff as a safety measure.  It is also the expectation that when your child is signed in, they will not be allowed to leave the designated Latchkey area unsupervised.

Late Fee

There will be a $1.00 per minute late fee assessed for all children picked up after the program closing time of 6:00 pm (5:15 pm for Early Childhood). Latchkey employees are not required to contact staff to remind them about their children.

IMPORTANT REMINDER:

Because this service is available to all staff, children are not permitted to be in the buildings, offices, classrooms or on the playgrounds unsupervised before or after school.  If your child is at the school during work hours, they must be enrolled in Latchkey.

Hiring and/or Referral Incentives

The Board of Education authorizes the Superintendent to establish procedures to provide hiring and/or referral incentives for classified positions which have remained understaffed for at least two consecutive months.  Such incentives shall not exceed $750.00 without Board approval. Any incentive program can be revised or eliminated at any time by the Board of Education or Superintendent as set forth in Policy 4506. 

School Bus Driver Additional Benefits 

Due to the national shortage of school bus drivers, the District offers the following additional benefits to school bus drivers as outlined in Policy 4506.  

Bus Driver Training

Driver training will begin after the potential employee obtains both the Missouri Class B CDL Permit with the endorsements and completes the local and FBI background checks.  Trainees will be paid for bus driver training hours.  

Driver trainees will be trained by a Certified Trainer on a school bus. The training process is generally between 40 – 60 hours. Although the process can take up to a month to complete due to availability of testing times. The potential employee will learn the pre-trip as well as how to operate the school bus. When the trainer feels the potential employee can operate the bus safely, skillfully, and with confidence, they will be taken to perform the driving test for the Missouri CDL license with the PS Endorsements.  During the training process, the potential employee may have the opportunity to be a substitute bus monitor. 

Newly licensed drivers will receive approximately an additional week of training from the licensed instructor prior to being released from the training department. Potential drivers will be allowed no more than two (2) opportunities to pass the Missouri Class B CDL licensing test. Anyone who is unable to successfully complete the Missouri licensing process will not be employed as a school bus driver.

School bus driver training is not complete following the above described process.  It is expected that drivers will continue their professional training throughout their employment by attending periodic safety meetings and all required training classes.

Driver Hiring Incentive

A hiring incentive may be paid to bus drivers once the potential employee is fully licensed to drive a school bus and begins driving for the District.  Approved hiring incentives are paid one week after the Finance Office is notified. This incentive can be revised or eliminated at any time by the Board of Education.

Minimum Time Guarantee

A bus driver who drives at least one regular route a day is guaranteed a minimum of  3.5 hours per day. Drivers will be paid a minimum of one hour for activity/field trips.  If the District fails to notify a driver or monitor of the cancellation of school, trip, etc. and the driver or monitor reports for work he/she will be paid for 1 hour. 

Benefit Eligible Routes

Bus drivers assigned to a full-time route are eligible for health insurance benefits and a $30,000 life insurance policy beginning on the first day of the month following 30 days of continuous full-time employment as a bus driver.

Retirement

District employees contribute to the Public School Retirement System (PSRS) or the Public Education Employees Retirement System (PEERS) as required by law. The District matches all employee contributions at 100%.  

Public School Retirement System (PSRS) of Missouri (Policy 4550)

All full time certified faculty and part-time certified faculty who work seventeen (17) hours or more per week are members of PSRS.  The District complies with the membership eligibility as determined by PSRS.  

Certified faculty in certified positions pay into PSRS at a rate of 14.5% and do not pay into social security.  Certified faculty in classified positions pay into PSRS at a rate of 9.67% and also pay into social security at a rate of 6.2%.  

Public Education Employees Retirement System (PEERS) (Policy 4550)

All non-certified classified staff members who work twenty (20) hours or more per week on a regular basis for thirty (30) calendar days are members of PEERS (6.86%) and are also covered by Social Security (6.2%).  

More information on PSRS and PEERS is available on the PSRS and PEERS website.

Early Notification of Separation Incentive (Policy/Regulation 4515)

An employee who notifies the District of their retirement or resignation effective at the end of the contract term or fiscal year will have their daily pay rate for accumulated unused sick and personal days increased by the following percentage based upon the date that his/her resignation or retirement letter is received by the Superintendent:

Notification Received by Date	Increase Percentage
By November 15th	10%
By January 5th	8%
By February 5th	6%
By March 5th	4%

Additionally, a retiring staff member (certified or classified) who notifies the Superintendent of his or her intent to retire in writing on, or before, November 15th of the year prior to retirement may elect to have his/ her payment for accumulated unused sick and personal leave paid over two tax years. The retiring staff member must fill out the designated form requesting payment over two tax years and submit it to the Finance Office on, or before, November 15th.  The payments will be made in December and June. These payments will not be subject to retirement. 

Reimbursement for Unused Leave (District Regulation 4515)

Students of the District benefit educationally and developmentally from the regular attendance of their teachers and other District employees. To encourage regular attendance, the Board will reimburse full-time District employees who have been employed with the District for at least 1 year for unused leave at the time of resignation or retirement or as provided by District Regulation 4515. 

Unused Sick and Personal Leave

An employee’s unused sick and personal leave days will roll over from year-to-year until the maximum accumulation of ninety (90) days is reached or the employee separates from the District. 

Annual Pay Out for Days In Excess of Ninety

Once an employee’s accumulated unused sick and personal days reaches the maximum accumulation, the employee will be paid for all days that exceed ninety annually in June.   The pay rate per day will be as follows:

• Classified Hourly Employees will be paid the approved daily paraprofessional substitute rate at the time of separation.
• Non-administrator Contracted Employees will be paid the approved daily substitute teacher rate at the time of separation.
• Administrators will be paid $160 per day.

Unused Vacation Leave 

Except as provided herein, unused vacation days do not carry over to the following fiscal year.  Non-administrator employees may request payment for the employee’s unused vacation days by submitting the designated request form annually to the Finance Office on or before June 15th.  Administrators are not eligible for annual payouts but may carry over up to five unused vacation days to the following fiscal year.  

Upon voluntary separation or upon submission of an unused payout request employees will be compensated at their average daily rate for unused vacation days. However, the pay rate will be reduced by 50% for any employee who separates prior to the expiration of their contract term and/or fails to provide at least two week’s notice.

Payment Upon Separation

The District will pay employees who have at least one full year of service as a regular employee for any accumulated unused sick or personal days upon separation unless the employee’s separation is due to involuntary termination.  Each accumulated unused sick or personal day of employees who voluntarily resign or retire will be paid as set forth in the preceding section of this Regulation subject to 50% reduction in the daily pay rate for any employee who separates prior to the expiration of their contract term and/or fails to provide at least two week’s notice.                                                          

Unemployment Compensation

Employees who have been laid off or terminated through no fault of their own may be eligible for unemployment compensation benefits.  Employees are not eligible to collect unemployment benefits during regularly scheduled breaks in the school year or the summer months if they have reasonable assurance of returning to services.  Falsification of an unemployment claim will lead to discipline up to and including termination.

 

Employee Leave and Time Off (Policy/Regulation 4320)

The District grants employees various types of leave as outlined in Policies 4881, 4330, and 4321 and Regulations 4320 and 4321. 

Employees must comply with established procedures for notification of absence, including notifying their immediate building administrator or supervisor to report an absence and entering the absence in the absence management systems.  Additionally, paraprofessional and certified employees are expected to record their absences in WillSub.

Except as outlined below and set forth in Regulation 4320 and 4330, any portion of a day missed amounting to less than four (4) hours will be counted as only one-half day of Sick Leave, Personal Leave, or Vacation. If more than four (4) hours are missed, it will be counted as a full day of Sick Leave or Personal Leave days.

Termination of employment for any reason shall automatically cancel all Sick Leave and Personal Leave accumulation with the following exception: employees of the District, who are reemployed as regular employees after a one (1) year separation shall regain all sick leave benefits established during the time of their previous continuous employment. Credit will not be given for the time the individual was employed elsewhere.

Flexibility for Certain Time Off

At the discretion of the Building Administrator or Director, flexibility may be allowed for limited requests for time off for a doctor appointment; an appointment to manage personal business; etc. These infrequent, limited requests for time off should be less than 2 hours. They will not be charged against Sick Leave or Personal Leave. 

1. Sick Leave

Each employee eligible for health insurance will be provided with 10 days of Sick Leave each year. A total accumulation of 90 Sick days is allowed.

Bus drivers and monitors who do not qualify for District health insurance benefits and Latchkey staff members will be provided with five (5) Sick Leave days. Sick Leave days off are cumulative to a maximum of forty five (45) days.

Employees who start during the course of the year will receive pro-rated sick leave based on pay policy. 

Absences may be charged against Sick Leave for the following reasons:

• Illness, injury, or incapacity of the employee. The Board reserves the righ to require a physician’s certification attesting to the illness or incapacity of the claimant and/or inclusive dates of the employee’s incapacitation. FMLA health certification procedures apply to FMLA-qualified absences, even if such absences are paid days off.
• Illness, injury, incapacity, or bereavement of a member of the immediate family. The Board defines “immediate family” to include:
  • The employee’s spouse
  • The following relatives of the employee or employee’s spouse: parents, stepparents, children, stepchildren, children/stepchildren's spouses, grandparents, step-grandparents, grandchildren, step-grandchildren, siblings, step-siblings, aunts, uncles, nieces, nephews, and any other family member residing with the employee
  • Any other person over whom the employee has legal guardianship or for whom the employee has power of attorney and is the primary caregiver.

The Board reserves the right to require a physician’s certification attesting to the illness or incapacity of the family member. (Note: The definition of “Family” for FMLA is more limited.) 

• Pregnancy, childbirth, and adoption leave in accordance with the policy.
• Leave under FMLA – to the extent that sick leave is available. 

Administration may approve the use of Sick Leave for illness, injury, incapacity or bereavement of individuals not included in the above definition of “immediate family” under compelling extenuating circumstances. 

• Guidelines for Sick Leave Use and Reporting

A District employee shall be entitled to use Sick Leave during the worker’s compensation benefit waiting period for time lost to work-related incidents. 

Sick Leave may not be taken in increments of less than half days.

Sick Leave used for scheduled doctor visits must be scheduled at least two weeks in advance and must be approved by the employee’s immediate supervisor except for unexpected illness, emergencies, or unusual circumstances. However, 30 days notice is required by law if the leave qualifies as FMLA leave and such notice is practical. 

Intentionally reporting a non-Sick Leave absence as Sick Leave is considered fraud and theft. This is a violation of Board Policy and may subject an employee to disciplinary action, up to and including dismissal. 

Sick Leave days are considered time worked for benefit purposes, but they shall not be considered as hours worked for overtime purposes.

In the event of an employee’s death, all accrued Sick Leave shall be paid to the employee’s life insurance designated beneficiary.

Requests for advances on unearned Sick Leave shall not be permitted.

• Personal Leave Days

Each employee eligible for health insurance benefits will receive three (3) Personal Leave days per year. Drivers and monitors who do not qualify for District health insurance benefits and Latchkey staff members will be provided with two (2) Personal Leave days off per year.

• Days Unavailable for Personal Leave – Closed Days

The District Policy/Regulation 4320 was developed to provide our students with highly qualified teachers and instructional staff in all classrooms.  As such, the following days are considered “CLOSED” to staff requesting to take Personal Leave on those days:

CLOSED DAYS INCLUDE:  (Additional days may be closed by the building administrator as needed to ensure coverage for all classrooms.)

• First five attendance days and last five attendance days of the school year
• Days that are set aside for staff meetings, i.e., Welcome Back, In-Service Training days
• Days set aside for staff professional development
• Days of the semester and final exams
• Testing days 
• Day before or after fall break, Thanksgiving break, winter break, spring break 
• The day before or after a holiday

Exceptions for weddings, graduations, taking or picking up a child at college, and other extenuating circumstances may be granted with administrative approval.

Reasons for denial of leave or the decision to block certain days include a larger number of absences than determined as reasonable for that day, and the availability of qualified substitutes.   

Should an employee notify the District that a Sick Leave day is needed on a closed day, the District may require a doctor’s note in order to be paid for the sick day.

All personal day requests on closed days must be submitted on a leave request form to the building or department administrator.

• Employee Requests for Unpaid Leave

Employees may request Unpaid Leave for exceptional circumstances.  Unpaid Leave requires administrative approval.

In figuring the amount of pay that will be deducted for unpaid for contracted employees, the annual salary will be divided by the number of days for which the individual’s contract is applicable. All Sick Leave days or Personal Leave days, and Vacation days (if applicable) must be exhausted before any Unpaid Leave will be granted. Exceptions may be approved by the superintendent or designee.

Excessive use of Unpaid Leave is grounds for dismissal.

All Unpaid Leave requests must be submitted on a leave request form to the building or department administrator.  The form is available from the building or department administrator.

If the employee incurs more than 4 weeks of consecutive unpaid leave, they will be responsible for payment of the Board contribution part of the health insurance premium in addition to other insurance benefits the employee is enrolled in at the time.  Insurance benefits may be continued by the employee by making all payments to the Finance Office, one month in advance.

• Leave for Jury Duty 

Employees called for jury duty or subpoenaed to testify in a civil or criminal proceeding on behalf of the District, will be granted leave with pay. Employees will receive their normal pay. Employees called for jury selection or service on a jury will not be requested or required to use annual Vacation, Sick, or Personal Leave Days for time required in such civic service.

• Military Leave

The District grants Military Leave as required by law. For additional information on Military Leave, see Regulation 4320. 

• Extended Leave of Absence  

Upon the approval of the Superintendent/designee, an employee of the District not eligible for leave under the Family and Medical Leave Act (FMLA) may be granted a leave of absence for the following reasons: the care of an employee’s newborn child, including a newborn child recently adopted by or placed with the employee for foster care; the care of an employee’s child, spouse, or parent with a serious health condition, as defined in the FMLA.   Such leave is available for up to one year only.  Application for leave is to be made in writing to the Superintendent/ designee via principal/supervisor and must include the period for which the leave is requested and the reasons for the request.  The period should be set to least disrupt the education of students. Requests for leave for an entire school year should normally be made in writing before March 1 of the preceding year.

If leave is approved by the  Superintendent/designee, the employee will exhaust all paid leave and then go on unpaid leave during the time of absence. If the employee incurs more than four (4) weeks of consecutive unpaid leave, they will be responsible for payment of the Board contribution part of the health insurance premium in addition to other insurance benefits the employee is enrolled in at the time.  Insurance benefits may be continued by the employee by making all payments to the Finance Office, one (1) month in advance.

Whenever a leave of absence has been granted by the  Superintendent/designee to the end of the school year, the employee must notify the Superintendent in writing by the first day of March of an intention to resume their position at the beginning of the next school year.  Failure to notify the Superintendent/ designee of such intention will be regarded as a resignation.

Upon completion of an approved leave, provided proper notification is given, a teacher will be returned to a teacher position by the District unless placed on involuntary leave of absence if tenured; or, if notified of nonrenewal of contract by April 15 if a probationary teacher.

If desired, and whenever feasible, the employee will be placed in the same or equivalent position to the one held prior to the approved leave

Pursuit of or engagement in other employment during the extended leave will result in the leave being denied or terminated.

Leave of absence without pay under the provisions of this regulation does not apply as service towards tenure for probationary teachers.
 

• Professional Leave – Certified Staff 

Each teacher of the District will be provided with two (2) Professional Leave days each school year which may be used either individually or consecutively. That is, these two (2) days may be used for two (2) nonconsecutive single-day activities or for one (1) two-day activity. Professional Leave days are not deducted from an employee’s Sick Leave and are noncumulative.

The Professional Leave day can be used for meetings, conferences, workshops, visitations, or curriculum development that directly relates to the teacher’s area of instruction. All Professional Leave day(s) must be pre-approved. If the Professional Leave day(s) is used for curriculum development, the work must follow established guidelines, be done on school property, and be the approximate length of a school day.

Special Professional Leave (SPL) by District Policy is defined as “leave (that) may include such things as state or national officer positions in educational organizations; presentations at state or national conventions, meetings, or workshops; or attendance at regional, state or national conventions.” In order to participate in Special Professional Leave professional development opportunities, certified staff must fulfill the following responsibilities:

• Submit Special Professional Leave (SPL) request to the Assistant Superintendent of Academics via Skyward
• Complete and submit a Professional Development Request via Skyward
• Enter Leave Request via Skyward.
• Enter Leave Request into WillSub.
• Submit mileage reimbursement with receipts via Skyward once professional learning is complete. 

Requests for professional leave may be denied for the following reasons: (1) larger number of absentees than determined reasonable on that day, (2) request for leave that is not directly related to teacher’s area of instruction, (3) the criteria regarding time and dates specified in the personal leave policy. All requests are subject to the approval of the building principal and the building PD Committee must approve requests if PD funds are being utilized.

• Special Professional Leave – Certified Staff 

When exceptional leadership commitments arise, these occasions should be looked upon as opportunities to advance the teacher professionally and, at the same time, enhance the prestige of the District. Special Professional Leave will be discussed with the Superintendent and approved by the Superintendent or his designee on an individual basis as the need arises. Staff earned Professional Leave will be used first and approved leave days will be compensated. Special Professional Leave may include such things as state or national officer positions in educational organizations; presentations at state or national conventions, meetings, or workshops; or attendance at regional, state, or national conventions. The Workshop/Conference Stipend payment is applicable to these meetings. Two-day professional sessions may be attended by a combination of applicable Personal and Professional Leave days.

• Release Time for Lactation 

It is the District’s goal to create an environment which accommodates the needs of lactating employees to express breast milk during the work day. An employee who requires time and/or private space to express breast milk at work should give advance notice to their building administrator preferably prior to their return to school.  Requests to express milk at work are to be directed to the employee’s supervisor or building administrator.  For additional information, see Policy 4881.
 

• Holidays 

Per Policy 4330, The Board annually adopts a calendar that will provide for the following paid holidays:

1.  July 4th     
2. Labor Day
3.  Thanksgiving Day
4. Christmas Day
5.  New Year’s Day
6. Memorial Day 

Staff members will not receive additional compensation for holidays unless they are required to work on such holidays.

Per pay practice, staff will not receive pay for the Holiday if they are not at work on the day before or after the designated holiday.  (Excludes approved Vacation days)

• Vacation

Administrative Personnel (12 months)

Each administrator who is on a twelve (12) month contract will receive fifteen (15) days of Vacation per contract year, unless otherwise specified in the employee contract. Up to five (5) days of unused Vacation may be carried over to the next contract year as Vacation days.  Days exceeding five (5) unused days will be carried over to the next contract year as sick days. Vacation times are preferred to fall between one week after the school year ends and one week before the school year begins, except as approved by the Superintendent; however, Vacation may be taken during the effective contract dates.

Classified Personnel 

Twelve (12) month classified support staff will be awarded Vacation days as set forth in Policy 4330

Twelve (12) month classified employee Vacation is awarded at the end of a *fiscal year (July 1^st through June 30).

All Vacation requests must be approved in advance by the employee’s supervisor.  Vacation may be denied based on the staffing needs of the District or if the absence would negatively impact the effective operations of the District.

A request for one (1) week Vacation pay (in lieu of days off) may be made by August 5^th, November 5^th or March 5^th.  Please contact the Finance Office for details.

Vacation days do not accumulate. 

• Family and Medical Leave – FMLA (Policy/Regulation 4321)

Family and Medical Leave is available on a full time or an intermittent basis to all staff who have worked at least 1,250 hours during the twelve (12) months immediately preceding the commencement of the leave (for non-instructional staff and part-time instructional staff), or have been considered full-time (for instructional employees).

Qualifying Reasons for FMLA Leave:

An eligible employee may take unpaid leave for the following reasons: 

1. The birth of the employee's child (leave must be concluded within one (1) year of the date of birth)
2. The placement of a child with the employee for adoption, or foster care when foster placement is pursuant to State action (leave must be concluded within one (1) year of the date of placement)
3. The care of the employee's child (including biological, adopted, or foster child, stepchild, legal ward, or child of a person standing in loco parentis, who is either under age 18, or age 18 or older and is incapable of self-care because of mental or physical disability), spouse, or parent (including a person who stood in loco parentis to the employee when the employee was a child -- but not parent "in-law"), who has a serious health condition.
4. The serious health condition of the employee that makes the employee unable to perform the essential functions of the employee's position.
5. Any qualifying exigency arising out of the fact the employee’s spouse, son, daughter, or parent is a military member on covered active duty (or has been notified of an impending call or order to active duty) requiring deployment to a foreign country in support of a contingency operation.  Such leave may include Rest and Recuperation leave up to a maximum of fifteen (15) calendar days.
6. Any qualifying exigency arising out of a military member’s parent who is incapable of self-care when the care is necessitated by the member’s covered active duty.
7. The care for a covered service member with a serious injury or illness, if the employee is the spouse, son, daughter, parent, or next of kin of the service member.

Employees who are on FMLA leave for any reason shall not be permitted to work, even from home, unless expressly approved for leave on an intermittent or reduced schedule basis.  District staff should not call or email employees on leave with work-related questions or requests, even if the requests seem minor.  If the employee’s medical certification states that the employee is unable to work because of a qualifying reason, for self or qualified family, the employee should not perform any work-related tasks from home or anywhere else.  

Employees who are on FMLA are not permitted to be back on District property without a Return to Work form from their doctor.  Staff cannot attend summer meetings; back to school nights; open house; etc., unless a Return to Work form has been issued by the physician and is on file with the Human Resources office.  

•   Domestic/Sexual Violence Victim Leave (Policy/Regulation 4322)

The District will provide leave for employees who become victims of domestic or sexual violence and for an employee whose family or household member becomes a victim of domestic or sexual violence.  Eligible employees will receive up to two (2) weeks of leave during any twelve-month period. Such leave may be taken intermittently or on a reduced work schedule.  See Policy/Regulation 4322 for additional information.

• Parental Leave

A full-time employee will be granted up to ten (10) additional days of paid leave per fiscal year for the birth and care of a newborn child, adoption placement, or for a new foster care placement. This Parental Leave must be used before any other Paid Leave and will coincide with FMLA leave, if the employee qualifies. The employee must utilize these ten (10) days within the first twelve (12) weeks following the qualifying event or within the first twelve (12) weeks of the school year if the event occurs over the summer and the employee was not contracted to work during that time. Part-time employees will be granted a prorated amount of Parental Leave.

• Administrative Leave

The Superintendent may place a classified employee on Unpaid Leave or a certified employee on Paid Leave as set forth in Missouri law due to an employee’s misconduct or to investigate potential employee misconduct.  See Policies 4720 and 4750 for additional information.

Absence Procedures 

If an employee must be absent from work, the employee is expected to enter his/her absence in Skyward and follow all Building/Department absence request procedures.  Additionally, paraprofessional and certified employees are expected to enter the absence in willSub.

• Skyward Employee Portal

1. Access from District Website (www.troy.k12.mo.us)
2. Go to Staff Resources, then Skyward
3. Enter your Skyward user ID and Password
4. From your employee access you can do all of the following. 

• Add or change your email
• Change your name or address (name must match your Social Security Card)
• Enter leave request
• View your pay history
• Print your pay stub (password is your social security number)
• View your payroll deductions
• Enter purchase order requisitions
  • Viewing information
  1. Personal and W-4 information
  2. Leave balances
  3. Pay history and W-2
  4. Benefits
  5. Deductions
  • Demographic Changes
  1. Choose Employee Profile
  2. Select the edit button by employee details  
  3. Update your personal information
  4. Use ALL CAPS 
  • Submit Leave Requests
  1. Choose Request Time Off 
  2. Enter all information fields carefully 
  3. Always list a leave type and a reason  
  4. Duration will be listed as a 1 for a full day or 0.5 for a half day  
  5. Click Submit (The request will be routed to your principal/supervisor and payroll secretary for approval.)
  6. You may check the status of your leave at any time by choosing View Leave Request Status from the Home Screen.
  • Professional Development Requests/Purchase Orders/Reimbursement Process

In-District / Outside District – Building PD Funds Requested:

EMPLOYEE WILL:  

1. Complete and submit a Professional Development Request via Skyward
2. Add the following notes to your PD Request - CSIP code, hours, breakdown of funding request (mileage, registration cost, etc.)
3. Enter leave request via Skyward
4. Enter approved professional development into WillSub
5. Once approved - enter purchase requisition
6. Submit mileage reimbursement via Skyward once professional learning is complete.   

In-District / Outside District – District Funds Requested:

EMPLOYEE WILL:  

1. Complete Special Professional Leave Request via Skyward
2. Add the following notes to your PD Request - CSIP code, hours, breakdown of funding request (mileage, registration cost, etc.)
3. Create Professional Development Request via Skyward once the Special Leave Request is approved
4. Enter Leave Request via the Employee Portal via Skyward
5. Enter approved Professional Development into WillSub
6. Once approved – enter purchase requisition
7. Submit mileage reimbursement via Skyward once professional learning is complete. 

In-District – No Funds Requested:  All Staff (Including paras with required PD Hours)  

EMPLOYEE WILL:

• Complete Professional Development Request via Skyward
• ADD THE FOLLOWING NOTES TO YOUR PD REQUEST - CSIP code and hours
• Enter approved Professional Development into WillSub

          IF YOU ARE UNABLE TO ATTEND THE EVENT OR IF THE DATES OF THE EVENT CHANGE, INFORM YOUR BUILDING PAYROLL EOP AS SOON AS POSSIBLE.

1. Attendance

• General Attendance:  All Staff – Policy 4310 

Regular attendance is essential in providing District students with a high quality of instruction and maintaining the effective operations of the District.  Employees are expected to accurately reflect their time worked in District records.  Falsification of attendance/time records is a violation of District policy and is grounds for discipline up to and including termination.

• No-Call/No-Show 

Employees may be subject to immediate corrective action for no call/no show. Two (2) or more consecutive workdays of no call/no show may be considered job abandonment.  Reoccurring no call/no show absences may result in discipline up to and including termination of employment.

• Excessive Absenteeism 

Excessive absenteeism, recurring patterns of absenteeism, and chronic tardiness are patterns of behavior that are easily identified. Patterns of absences would include the day before or after a scheduled holiday, vacation, or personal day; a reoccurring specific day of the week, or the day before or after a weekend. Administrators/supervisors should be aware of these behavior patterns as they develop and should make every effort to discover the reasons for this behavior and to assist the employee in correcting the situation. It is equally important that absentee/tardy issues be documented, and this is also the administrator/supervisor’s responsibility. 

The building administrator/supervisor or the Executive Director of Human Resources will review each incident of excessive absence, tardiness or recurring pattern of absenteeism.  Employees may be required to provide medical documentation related to absences or tardies. 

Employees, with reasonable notice, will be subject to disciplinary action up to and including termination when their absenteeism is deemed to be excessive or the employee engages in chronic tardiness or recurring patterns of absenteeism. 

2. Schedules and Work Conditions

• Certified Staff – Policy / Regulation 4220

Normal Working Day

It is recognized that professional duties and responsibilities extend beyond the student contact hours to include time for such activities as additional planning and evaluating, meetings, professional growth, parent conferences, sponsoring activities, and participation in Open House and PTO meetings, if needed.  These professional tasks will be considered a part of each teacher’s professional contract and will be shared so that no staff member is unduly burdened. 

Snow/Emergency Days

In the event that schools are closed due to snow or inclement weather, certified instructional non-administrative staff are not expected to report for work.  Certified staff members may be asked to work remotely and provide Alternative Methods of Instruction (AMI) for students. Staff members will be notified by the Superintendent and/or their building principal if they are to provide AMI.

Lunch (where applicable)

Efforts will be made to provide an uninterrupted duty-free lunch period of at least twenty (20) minutes daily.  When temporary or unanticipated emergency situations arise, teachers may not receive the full twenty (20) minutes.

The building administrator or supervisor shall determine the scheduling of lunch periods.  

Certified staff members may leave the school building during such periods. However, clearance must be made through the building principal/designee and a prompt return to assigned duties is mandatory.  If an employee leaves the building during work hours, they are required to sign in and out at the building office.

Hours of Work Responsibility

To provide professional access to students and parents/guardians, all certified employees are expected to arrive at work by the report time designated for their building and not leave work earlier than the end of their designated work day unless permission is granted by an administrator to arrive late or leave early. A total of 50 minutes of work time is expected each day outside of the student instructional day.

• Classified Support Staff - Policy /Regulation 4221

Normal Working Day

The working hours for classified support staff will be set by the designated administrator based on classification and responsibilities.  Personnel are not permitted to trade lunch or break time in order to depart early/arrive late without prior administrator approval.

Emergency Closing Days

In the event the schools, or at times a school, are closed due to snow, inclement weather, or for any other emergency reason, designated employees will report to work as per the established District procedures.  (See Appendix C)

Overtime/Compensatory Time

Classified employees who begin work earlier or work later than their assigned hours must receive prior authorization from their immediate supervisor as per District regulations.  An approval to work overtime form must be approved by your supervisor and sent to the Finance Office.

Breaks and Lunches

While Missouri law does not require employers to provide employees a break of any kind, including a lunch hour, the District will take reasonable efforts to provide breaks as necessary.

Dress Policy (Regulation 4220/4221)

The Board respects the sound judgment of employees to dress in a job-appropriate manner.  Research has established a clear correlation regarding overall school climate and student achievement in relation to the wearing of professional attire.  Shorts and jeans as normally defined do not constitute acceptable professional attire.  Field trip dress may be different than normal expected dress only if the nature of the activity reasonably directs it.  

Notice of Arrest, Traffic, Citation, and Abuse or Neglect Allegations (Policy 4125)

Every employee and volunteer who is arrested for and/or charged with a criminal act, either felony or misdemeanor must notify their supervisor in writing within three (3) business days of the arrest/charge. Any employee who is authorized to drive a District-owned vehicle including, but not limited to bus drivers, must notify their supervisor(s) of any moving traffic citation whether or not the citation was issued on work time. Employees who do not drive District-owned vehicles must notify their supervisor of any citation related to Driving Under the Influence but are not required to provide notice of any other traffic citations. 

Every District employee/volunteer must notify their supervisor within three (3) business days if they receive notice that they are the subject of any child abuse and neglect matter, including but not limited to, a hotline, investigation, or other report. Upon receipt of such information from an employee, the Missouri Department of Social Services Children’s Division, or law enforcement the Superintendent may place certificated employees on paid administrative leave and non-certificated employees on unpaid leave. 

The employee so affected may be returned to work if the allegation is unsubstantiated, revised, or reversed on appeal.

Response to Reference Request from other Public Schools 

The Superintendent or his designee is the person who shall respond to requests from potential employers for official information regarding a former District employee. The District will provide title, position, length of employment, whether the employee was terminated or resigned, and whether the District would re-hire the employee, in addition to any other information required by law.  See Policy 4760 for additional information.

Staff Conduct (Policy 4630)

The Board of Education requires all employees to serve as positive role models for District students and exercise good professional judgment and integrity.  District schools exist to provide superior instruction, trusting relationships and exemplary experiences  for District students in

a safe and appropriate setting.  In achieving this mission, employees are required to meet certain performance criteria including, but not limited to:

1. Become familiar with, enforce and follow Board policies, regulations and procedures, building rules and practices, and state and federal laws applicable to employee’s job duties.
2. Comply with all duties listed in the employee’s job description.
3. Remain knowledgeable about the employee’s position including developments in best practices. Actively participate in professional development and obtain information necessary to effectively perform the employee’s job duties.
4. Transact all official business with the appropriate designated authority in a timely manner.  Meet all timelines and  deadlines set by the District, administrative staff including coaches or coordinators, and supervisors.
5. Properly prepare for student instruction.
6. Fully utilize instructional time for learning activities.
7. Maintain students under active supervision at all times.
8. Assess and record student performance in a regular and accurate manner.
9. Modify instructional goals to meet the needs of each student.
10. Comply with administrative directives.
11. Communicate with students in a professional and respectful manner. Any written or electronic communication should be limited to methods and tools approved by the District.
12. Communicate with colleagues, parents and District citizens in a professional and respectful manner.
13. Care for, properly operate and maintain District property; including all District purchased supplies, equipment, food and resources.  Take appropriate action to prevent loss or theft of District property, and immediately report loss or theft of District property. Return District property as directed.
14. Utilize District technology in compliance with the District’s acceptable use policy and procedures.
15. Prepare, maintain and submit requested or required reports or documentation in a timely manner.
16. Employees will not falsify records maintained by or submitted to or on behalf of the  District.  Employees are required to maintain the integrity and accuracy of electronically stored information and data.
17. Comply with all safety guidelines and directives. Immediately report all dangerous building conditions or situations to the building supervisor and take action to protect the safety of students and others if necessary.
18. Refrain from the use of profane and/or obscene language or gestures.
19. Dress in a manner that is professional and appropriate for the employee’s job duties. If the District provides a uniform for the employee’s position, it should be appropriately worn while the employee is on duty.  In the absence of a District-provided uniform or supervisor directive otherwise, professional dress is required.
20. Attend to all duties in a punctual manner. Employees are to work the hours directed by their supervisor and not work overtime without the approval of their supervisor.
21. Maintain the confidentiality of student records/information, personnel records/information, and other secure data as required by District policy, the law, and any administrative directives.
22. Follow and implement student Individual Education Programs (IEP) under the Individuals with Disabilities Education Act (IDEAS) or plans under Section 504 of the Rehabilitation Act.
23. Follow all District procedures related to maintaining and accounting for District funds in the staff member's possession and control.
24. Refrain from smoking on District property.  This prohibition includes but is not limited to cigarettes and electronic smoking devices.
25. Participate in any investigation conducted by the District related to an allegation of a violation of a Board of Education policy/regulation  or other employee misconduct in an honest and forthright manner.
26. Report any violation of a Board of Education policy or regulation by an employee to an appropriate supervisor in a timely manner.
27. A supervising employee must report to his/her supervisor any romantic or familial relationship with a subordinate.
28. Cell phone usage by employees should not interfere with instructional time and/or job responsibilities.
29. Comply with all laws related to campaigning including:
    1. Teachers must refrain from participating in the management of a campaign for the election or defeat of a member of the Board of Education that employs such teacher.
    2. Refrain from the use of any time during the working day for unlawful campaigning purposes or activities.
    3. Refrain from the use of District funds or resources to advocate, support or oppose any ballot measure or candidate for public office.
30. Employees, other than commissioned law enforcement officers, shall not strip search students, as defined in state law.
31. Refrain from directing any student to remove an emblem, insignia, or garment, including a religious emblem, insignia, or garment as long as such emblem, insignia or garment is worn in a manner that does not promote disruptive behavior.
32. Maintain professional relationships with students. This requirement includes but is not limited to a prohibition on dating, making advances toward, or engaging in a romantic relationship, or insinuating an intent to engage in a future romantic relationship with a District student. With the exception of students who are household or immediate family members, this requirement also includes avoiding situations that could lead to allegations of inappropriate relationships with students, including, but not limited to:
    1. Being present in any setting where students are provided or are consuming alcohol or illegal drugs.
    2. Inviting students to be alone with a staff member at a staff member’s residence, on staff member’s private property, or in a staff member’s motor vehicle without the prior consent of the building principal.
    3. Communicating with students, electronically or in person, about the student’s sexual activity or concerning the staff member's sexual or romantic conduct is prohibited. However, an exception is made for nurses, counselors, and social workers with whom a student voluntarily discloses personal information related to sexual or romantic conduct in the course of the employee’s professional duties. In these cases, these professionals are permitted to engage in such communication as part of their responsibility to provide support, guidance, and care, while adhering to applicable ethical guidelines and confidentiality protocols.
    4. Being present on District premises alone with a student in a room where the door is closed, the door is locked, or the lights are off, unless required temporarily due to emergency circumstances.  Counselors, nurses, social workers and administrators are exempted from this prohibition in performance of professional duties.
    5. Covering the interior window(s) of instructional space and offices with any material that blocks or obscures outside vision into the space, unless required temporarily due to emergency or other approved circumstances.
    6. Communicating with students, electronically or in person, about sexual topics outside approved District curriculum, unless done as part of counseling services or District investigation in sexual abuse or harassment.
    7. Utilizing students to attend to personal errands for the staff member.
    8. Allowing students to drive a staff member's vehicle.

 

Employee Responsibility for Reporting Bullying (Policy 2655)

The District is committed to maintaining a learning and working environment free of any form of bullying or intimidation. Bullying is strictly prohibited on school grounds, or school time, at a school sponsored activity, or in a school related context. Bullying is the intentional action by an individual or group of individuals to inflict intimidation, unwanted aggressive behavior, or harassment that is repetitive or is substantially likely to be repeated and causes a reasonable student to fear for his or her physical safety or property; substantially interferes with the educational performance, opportunities, or benefits of any student without exception; or substantially disrupts the orderly operation of the school. Bullying may consist of physical actions, including gestures, or oral, cyberbullying, electronic, or written communication, and any threat of retaliation for reporting acts of bullying. 

Cyberbullying means bullying as defined above through the transmission of a communication including, but not limited to, a message, text, sound, or image by means of an electronic device including, but not limited to, a telephone, wireless telephone, or other wireless communication device, computer, or pager.

District employees are required to report any instance of bullying of which the employee has witnessed within two (2) school days of the occurrence. Employees shall report the occurrence to the building principal, who is the person the District designates to receive reports of incidents of bullying. A principal who receives a report of an incident of bullying shall initiate an investigation into the allegations within two (2) school days of receipt of the report. The principal may assign other employees to assist in the investigation, or request that the superintendent assign an outside investigator. The investigation shall be completed within ten school days from the date of the written report of bullying unless good cause exists to extend the investigation. No employee or student who reports an act of bullying shall be subject to reprisal or retaliation for making such a report. Any person who engages in reprisal or retaliation against an employee or student who reports an act of bullying shall be subject to disciplinary action.

Reporting Fraud, Misappropriation of Funds, or Other Employee Misconduct

Any employee who reasonably believes that a District employee has engaged in fraud, misappropriation of funds, or other misconduct prohibited by Board of Education Policy or Regulation, the Employee Handbook, or law is required to report this misconduct to the Executive Director of Human Resources or the Superintendent.  If the employee believes that both the Executive Director of Human Resources and the Superintendent have engaged in misconduct the employee may report to the Board of Education President.

Whistleblower Protection (Policy 4865)

The District is committed to provision of a quality education in a transparent and supportive environment.  Employees who engage in certain discussions of District operations; disclosure of alleged prohibited activities or testimony before a court, administrative, or legislative body will not be subject to disciplinary action as provided in Policy 4865.  The protection of Policy 4865 extends to dismissal, demotion, transfer, reassignment, suspension, reprimand, warrant of such disciplinary action, and/or withholding of work irrespective of whether such action affects the employee's compensation.

The following categories of employment activity are protected under Policy 4865:

Discussion of District Operations

Employees are protected in discussing the operations of the District with any member of the legislature, state auditor, attorney general, a prosecuting or circuit attorney, a law enforcement agency, news media, the public, or any state official or body charged with investigating any alleged misconduct described in Policy 4865.  Such protection will not restrict or preclude the administration from disciplining an employee who knew the information discussed was false; the information was closed or confidential under law, or when the discussions relate to the employee’s own violations, mismanagement, a gross waste of funds, abuse of authority, or endangerment of public health or safety.          

Disclosure of Prohibited Activity

Employees are protected in making disclosures of any prohibited activity under investigation or any related activity, or for the disclosure of information which the employee reasonably believes demonstrates:

• Violation of any law, rule, or regulation 
• Mismanagement, a gross waste of funds, abuse of authority, violation of policy, waste of public resources, attention of technical findings, communication of scientific opinion, breaches of professional ethical ensue, or a substantial and specific danger to public health or safety, if the disclosure is not specifically prohibited by law. 
• Similary, no employee will be required to give notice to a supervisor prior to disclosing any activity set out in the subsection. 
• Employees are protected in their tesstimony before a court, administrative body, or legislative body regarding an alleged prohibited activity or disclosure of related information. 
• Employees are protected in their testimony before a court, administrative body, or legislative body regarding an alleged prohibited activity or disclosure of related information.

Limitations on Protected Activity

The employee protections set out in Policy 4865 will not prohibit:

• A supervisor from requiring employees to inform the supervisor concerning legislative requests for information; the substance of testimony made or the substance of testimony to be made to legislators on behalf of the District.
• A supervisor may preclude an employee from leaving their assigned work area during normal work hours or without complying with the applicable rules, regulations, and policies.  However, this limitation will not apply when an employee is requested by a legislator/legislative committee to appear before such legislative committees. 

• A supervisor from disciplining an employee who represents their personal opinions as the opinion of the District.

• A supervisor from disciplining an employee who discloses or discusses information the employee knew was false; the information is closed or is confidential under the provisions of the open meetings law or any other law; or the disclosure relates to the employee’s own violations, mismanagement, a gross waste of funds, abuse of authority, or the endangerment of public health or safety.

      Referral to State Auditor

Where an employee alleges that they were disciplined for disclosure or discussion of information related to the receipt or expenditures of public funds, the employee may request the state auditor to investigate the alleged misconduct and whether unlawful disciplinary action was taken as provided in Policy 4865

Staff Dispute Resolution (Policy 4850)

Although the Board willfully assumes a final accountability for the operational decisions of the District, it is the intent of the Board that nonsupervisory employee complaints will be identified and corrected at the earliest time and at the most immediate level of supervision.  

A significant majority of complaints can be resolved by informal discussion between the employee and their immediate supervisor.  Occasionally, however, an employee complaint may not be resolved at the initial level, and further efforts shall be necessary; a procedure for these instances has been developed and is detailed in Regulation 4850.  

This policy does not limit the right of any employee to file grievances under Policy and Regulation 1300  or 1301 based on harassment or discrimination because of an individual’s race, color, national origin, ancestry, religion, sex, disability, age, genetic information, or any characteristic provided by law

 

Safety (Policy 5260)

In the event of an accident potentially or actually resulting in staff or student injury, the supervisor/building administrator should be notified immediately.  Accidents, no matter how minor, are to be reported to the Central Office Human Resource Coordinator within 24 hours.

As an employee of the Lincoln County R-III School District, you are responsible for:

1. Observing all District safety and health rules and applying the principles of accident prevention in your day-to-day duties.
2. Reporting any job-related injury, illness, or property damage to your supervisor and seek treatment promptly.
3. Reporting hazardous conditions (unsafe equipment, floors, material) and unsafe acts to your supervisor promptly.
4. Observing all hazard warnings and no smoking signs.
5. Keeping aisles, walkways, and working areas clear of slipping / tripping hazards.
6. Knowing the location of fire /safety exits and evacuation procedures.
7. Keeping all emergency equipment such as fire extinguishers, fire alarms, fire hoses, exit doors, and stairways clear of obstacles.
8. Not reporting to work under the influence of alcoholic beverages or drugs nor to consume them while on school District property.  School District property includes any school building or any school premises (rented or owned used for school functions) and any school-owned vehicle.
9. Refraining from fighting, horseplay, or distracting your fellow workers.
10. Operating only the equipment for which you are authorized and properly trained, observing safe operating procedures for this equipment.
11. Walking at all times on school premises (no running) and using no unauthorized short cuts.
12. Following proper lifting procedures at all times.
13. Being alert to see that all guards and other protective devices are in their proper place prior to operating equipment.
14. Not wearing frayed, torn, or loose clothing, jewelry, or long unrestrained hair near moving machinery or other sources of entanglement or around electrical equipment.
15. Actively supporting and participating in the District’s efforts to provide a safety and health program.

Technology Use & Copyrighted Materials

The District’s electronic communications systems, including access to the Internet, are to be used for administrative and instructional purposes only.  Electronic mail transmissions and other use of the electronic communications systems are not confidential and can be monitored at any time to ensure appropriate use.  There exists no right to privacy and contents are subject to review and to open record requests. 

Unauthorized use of these systems is prohibited and can result in suspension or termination of privileges.  Employees and students who are authorized to use the systems are required to abide by the provisions of the District’s communications systems policy and administrative procedures.  Failure to follow District policies and procedures may lead to disciplinary action punishable up to and including termination.

The Acceptable Use Policy for Employees must be completed to have access to the District network.

It is the intent of the Board to delineate, enforce, and abide by the provisions of current copyright laws and regulations as they affect the School District and its employees.  The District will not purchase any videos, computer software, audio tapes, publications, or other materials that have been illegally copied or reproduced.

Copyrighted materials, whether they are print or non-print, will not be duplicated unless such reproduction meets fair use standards, or unless written permission from the copyright holder has been received.  Please see Policy 6243 for additional information.

Employee Use of Social Media ( Policy 4635)

The District recognizes the importance of using social media as a communication and learning tool.  Employees are expected to exercise good judgment and serve as positive ambassadors for the District and appropriate role models for students while using social media. This policy provides guidance for employee use of social media, which for purposes of this policy includes sites and services that permit users to share information with others in a contemporaneous manner. 

District presence on any social media site, including school-related accounts, such as clubs, teams, field trips, courses, and other affiliations with the District or a District school, must be authorized by the  Superintendent or designee. Any sites, accounts, or pages existing absent prior authorization will be subject to review, editing, and/or removal. Only individuals authorized by the District may publish content to a District social media site. 

District Responsibilities

The District acknowledges that employees have rights under the First Amendment. However, the following use of social media by employees, including employees’ personal use of social media, is not protected First Amendment speech and is prohibited:

• use that interferes or disrupts the educational environment of the District;
• use that harasses students, coworkers, or members of the community; 
• use that creates a hostile work environment; 
• use that poses a safety threat to students, coworkers, or school operations; 
• use that breaches confidentiality, including but not limited to posting data, documents, and photographs; 
• use that implies that the employee is acting as an agent of the School and/or District by referencing School or District  images, logos, official names, or materials; or 
• use that violates state or federal laws, District policy or regulations, or, if applicable, the terms of their contract.  

The District prohibits personal social media use while on duty, unless for the promotion of School or District, except while on breaks or when authorized by the Superintendent or designee. District computers and/or the District network shall be used solely for classroom/District-related purposes.  

Employee’s Responsibilities 

Employees must maintain professionalism in their interactions with students and the community at all times.  The following principles apply to professional use of social media on behalf of the District as well as personal use of social media by the employee. 

• Employees shall not post any information online that violates state and federal laws, District policy or regulation, or, if applicable, the terms of their contract. 
• Employees shall not use their school email address for personal communications on public social media sites that have not been approved by the District. 
• Employees shall not act as a spokesperson for the District, post comments as a representative of the District, or respond to comments about the District except as authorized by the Superintendent or designee.
• Employees shall not disclose information, including photographs, on any social media site that is confidential or proprietary to the District, its students, or employees, or that is protected by data privacy laws or district policy, except as authorized by the Superintendent or designee. 
• Employees shall not use or post the District logo on any unofficial District communications without written permission from the Superintendent or designee. 
• Pictures of individually-identifiable students engaged in school-related activities may be posted or displayed through a District-sponsored social media account, provided the student(s) does not have a media exclusion on file. Pictures of individually-identifiable students should not be posted to non-District sponsored social media accounts.
• Employees shall not use District or School images, emails, or other personally-identifying information for personal gain or profit. 
• When referring to the District, its schools, students, families, programs, activities, employees, or volunteers on any social media sites, employees shall not use obscene, profane or vulgar language on any social media sites or engage in communications or conduct that is harassing, threatening,  bullying, libelous, or defamatory or that discusses or encourages any illegal activity or the inappropriate use of alcohol, use of illegal drugs, sexual behavior, sexual harassment, or bullying. 
• The District recognizes that students, staff, or other members of the public may create social media sites representing clubs, teams, or other groups within the District. When employees choose to join or interact with these social media sites, they do so in their capacity as an employee of the District.  Employees shall maintain appropriate employee-student relationships at all times and refrain from online interactions with students on social media sites outside of those forums designated by the District for school-related use.  
• Employees are encouraged to maintain a clear distinction between their personal social media use and any District-related social media sites. Employees should keep District social media accounts separate from personal accounts. Employees that associate themselves, by stating they are employed by LCR3, with the  District may use the following disclaimer on their personal social media site: “The views on this site  are my own and do not necessarily represent the views, opinions, vision, or strategies of the Lincoln County R-III School District.”  
• Employees who participate in social media sites may include information about their work with the  District as part of their personal profile, as it would relate to a typical social conversation. This may  include:  
  • Work information included in a personal profile, including the District’s name, job title, and job duties. 
  • Status updates regarding an employee’s own job promotion. 
  • Personal participation in District-sponsored events, including volunteer activities. Employee’s personal social media accounts shall not be linked to District students’ online profiles.  This section does not apply to a student that is an employee’s family member. 

• Employees must report any violations of this or other Board of Education policies on social media immediately to administration 
• Employees must be mindful that any internet informaion is ultimately accessible to the world. To avoid jepardizing their professional effectiveness, employees are encouraged to familiarize themselves with privacy policies, settings, and protections on any social networking websites to which they choose to subscribe and and be aware that information posted onlinedespite privacy protections, is easily and often reported to administrators or exposed to Distric students. 

Violations

Inappropriate activity by employees while on social media is subject to disciplinary action up to and including,  but not limited to, revocation of the privileges granted in this policy, termination, and referral to law enforcement officials, as appropriate and in accordance with the law. Inappropriate use shall be determined by school administration. The District may consult with its legal counsel prior to making a termination decision under this policy. 

The District may investigate any suspected or alleged violations of this policy and may, but is not required to, actively monitor websites to ensure employee compliance with this policy. 

Communications with Students (Policy 4650)

Employee communication with students, in all forms including oral, written, and nonverbal, shall be professional, appropriate and consistent with Board of Education policy. Violation of this Policy will result in disciplinary action up to and including termination. 

Employee use of any electronic communications is subject to District policy and regulations, including, but not limited to, those governing confidentiality and release of information about identifiable students. Further, employees do not have a reasonable expectation of privacy with respect to communications on District-provided platforms and/or devices and such communications may be reviewed at any time. 

Deposit Procedures

Employees authorized to collect money on behalf of the District must follow the following procedures. Failure to follow District policy and/or procedures related to purchasing may result in discipline up to and including termination.

1. When Collecting Case from students/parents, be sure that it is in a locked drawer or filing cabinet at all times during the day. 
2. At the end of the day

• the cash should be counted by the staff member in charge
• if over $100 –
  • a deposit sheet should be completed by the staff member in charge
  • deposit should be logged in the buildings Google Sheet
  • the staff member should bring the deposit to the Finance Office for verification
  • a Finance Office staff member will count the cash in the presence of the staff member
  • the deposit form will be initialed by both staff members after verification of cash amount
  • the deposit is logged in the cash log by the Financial Office
  • the deposit will be placed in the Finance Office safe until the Financial Office is ready to prepare it to be taken to the bank
  • cash is always counted at least twice in the Finance Office prior to being taken to the bank

3. If unable to bring to the Finance Office
   • a deposit sheet should be completed by the staff member in charge
   • the staff member accountable for the safe will count the cash in the presence of the staff member delivering the cash
   • the deposit form will be initialed by both staff members after verification of cash amount
   • the deposit should be placed in the safe in your building office
   • the staff member should bring the deposit to the Finance Office for verification as soon as possible the next day
   • a Finance Office staff member will count the cash in the presence of the staff member 
   • the deposit form will be initialed by both staff members after verification of cash amount
   • the deposit is logged in the cash log by the Finance Office.
   • the deposit will be placed in the Finance Office safe until the Finance Office is ready to prepare it to be taken to the bank

• Deposits should not be sent to the Finance Office via interoffice mail or a student. 
• ALL checks should be deposited within one week.  Please check with the Finance Office to determine if we are able to accept a personal check from a particular individual.
• Funds received cannot be exchanged or credited in an account that doesn’t match the reason for collection

 

Purchasing Procedures 

Employees authorized to make purchases for the District must follow the procedures.  Technology items must be ordered on the Technology Request Form.  For all other items, a “Purchase Order” must be completed before an order is placed. Items ordered without a purchase order may be billed to the employee. Failure to follow District policy and/or procedures related to purchasing may result in discipline up to and including termination.

    

Weather, Earthquake, & Fire Emergencies (Policy 5240)

The Board recognizes the necessity for a planned safety program to ensure to the extent possible a safe environment for students, staff, and visitors.  The responsibility for ensuring safe conditions throughout the District is shared by the Board, Superintendent, and staff.  The Superintendent/designee, at the Board's direction will be responsible for the development and implementation of a safety program to include, but not be limited to, weather, fire, and civil defense emergencies.

The Superintendent/designee is authorized to dismiss schools, at their discretion, because of hazardous road conditions or other conditions which would make the operation of schools impractical or hazardous to students and staff.

At the direction of the Superintendent/designee, building principals will determine areas in each building which, in the principal's opinion, are best suited for the protection of students and staff during civil defense emergencies.  School will not be dismissed in the case of civil defense alerts or tornado warnings.

The Superintendent/designee will provide for fire inspections on announced and unannounced bases for each building.  The Superintendent/designee will also be responsible for remedying unsafe conditions in school buildings which have been reported by local fire marshals acting in their official capacity.  Building principals are responsible for preparing a fire drill and emergency exit plan for their buildings.  Exit plans will be posted in each classroom and reviewed with the students on a regular basis.  Emergency drills will be conducted to ensure safe and efficient exit in the event of an emergency.

Earthquake Emergency Procedure System

At the direction of the Board, the District has established and implemented an earthquake emergency procedure system for each school.  In developing and implementing its earthquake emergency procedure, the District has obtained assistance from the Missouri Emergency Management Agency.

The earthquake emergency procedure will include, but not be limited to, the following components:

1. Building disaster plans to monitor the safety and care of students and staff.
2. At least two earthquake emergency preparedness drills in each school per school year.
3. Specific procedures and protective measures to be taken before, during and following an earthquake. 
4. Awareness and training for students and staff concerning the District s earthquake emergency procedure system.

The District's earthquake emergency procedure system is available for inspection in the District's administrative offices during normal business hours.

At the beginning of each school year, the District staff will distribute to students the earthquake awareness and safety information prepared by the Federal and Missouri Emergency Management Agencies.