PERSONNEL
AR AR AR AR AR AR
AR
AR
AR AR
4105 4109 4110 4110 4111 4111 4111.1 4111.2 4111.3 4111.4 4112.1 4112.2 4113 4113.1 4113.1 4114 4114.1 4121 4131 4132 4132.1 4132.2 4132.3 4133 4147 4148 4149 4150 4152.1 4153 4153 4201 4205 4205 4210 4210 4300
Nondiscrimination (3210, 5110) Emeritus Program Recruitment and Selection of Staff Recruitment and Selection of Staff Evaluation of Teaching Staff Personnel Teacher Evaluation Teacher Layoff and Recall Teacher Placement and Assignment Teacher Discipline and Discharge Hiring, Evaluation and Promotion Family Members Contracts Involving Board Members Certification Career and Technical Education Certification Career and Technical Education Personnel Requirements For Title I Teachers Requirements For Title I Paraprofessionals Substitute Teachers Professional Growth Publication or Creation of Materials Use of Facilities and/or Equipment by Employees Part-Time Employment Use of District Data for Personal Gain Travel Gifts to School Personnel (1029, 5148) Recognition Awards Meals and Refreshments Family and Medical Leave Policy Involuntary Leave-Mental or Physical Illness Cancellation of School Due to Inclement Weather Inclement Weather (AR 1028) Attendance at Student-Sponsored Religious Meeting Acquired Immune Deficiency Syndrome (5510) Acquired Immune Deficiency Syndrome (5510) Child Abuse/Neglect (2420, 5420) Child Abuse/Neglect (2420, 5420) Drug-Free Work Environment (5520)
AR AR AR AR
4400 4400.1 4400.2 4401 4402 4403 4405 4405 4406 4406 4500 4500 4501 4501 4502
Employee Health & Safety Work Place Safety Weapons Employee Medical Records Health Insurance Portability and Accountability Act (HIPPA) Wellness Bloodborne Pathogens Bloodborne Pathogens Electronic Communication (5401, 6157) Electronic Communication Sexual Harassment Sexual Harassment Smoking in School Facilities (1021.1, 5401) Smoking in School Facilities Gunfree Schools (5401.1)
PERSONNEL
4tOS
Nondiscrimination The Grand Blanc Board of Education is committed to a policy of nondiscrimination in relation to race, color, sex, age, religion, height, weight, marital status, disability and national origin. The Board appointed coordinator for all concerns and complaints for issues relating to Title IX, Section 504, the Age Discrimination Act and Title II is: Director of Personnel, Administration Building, 11920 S. Saginaw Street, Grand Blanc, Michigan 48439. 810-591-6001 This policy shall prevail in all Board actions concerning staff, students, educational programs, and services, and individuals with whom the Board does business. The staff shall establish and maintain an atmosphere in which students can develop attitudes and skills for effective, cooperative living, including: a.
Respect for the individual regardless of economic status, intellectual ability, race, color, religion, sex, age, height, weight, marital status, disability and national origin;
b.
Respect for cultural differences
c.
Respect for economic, political, and social rights of others; and
d.
Compliance with governmental regulations concerning non-discrimination.
The Board and staff shall promote good human relations by removing any vestige of prejudice and discrimination in employment, assignment, and promotion of personnel; in location and use of facilities; and in educational offerings and instructional materials. The Board and staff shall utilize every opportunity to work with other institutions and agencies to develop improved human relations in the schools and to make channels available through which citizens can communicate their human relations concerns to the Board and its employees.
LEGAL REFERENCES: Civil Rights Act of 1964 with 1972 amendments Executive Orders of 11246, 11375, Title VII ofthe above, Office of Federal Contract Compliance Revised Orders 4, 14 Equal Employment Act of 1972 Equal Employment Opportunity Commission Guidelines on Employee Selection & Discrimination Title IX of the Education Amendments of 1972 Department of Health, Education & Welfare 45-CFR, parts 81, 86 Section 504 of the Rehabilitation Act of 1973,29 USC 705(20) and 794-794b Age Discrimination Act of 1975, 42 USC 6101 et seq. and regulations 34 CFR, Part 10 Elliot-Larsen Civil Rights Act of 1976, MCL 37.2101; MSA 3.548 (101) Education ofIndividuals with Disabilities Act, 20 USC Ch.33 Individuals with Disabilities Education Act of 1973, 29 USC Ch. 33 Americans with Disabilities Act, 42 USC §12101-12213 Gun Free Schools Act 20 USC Ch. 70, §§8921-89231
Adopted September 8, 1987, RevlsedJanuary 4, 1993, February 15, 1999, May 22,2002, November 21,2005, July 23,2007
,
"
PERS()NNEL
4105 AR NON-DISCRIMINATION REPORT FORM
Statement of Policy Prohibiting Discrimination The Grand Blanc Board of Education is committed to a policy of nondiscrimination in relation to race, color, sex, age, religion, height, weight, marital status, disability and national origin. The Board appointed coordinator for all concerns and complaints is Director of Personnel, Administration Building, 11920 S. Saginaw Street, Grand Blanc, MI 48439. (810-591-6001) for issues relating to: (Please circle area of concern) Title VI Title IX Section 504 Age Discrimination Act Title II Complainant:_ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ __ Student__
Employee_ _
ParentlGuardian_ _
Other__
Home Address:. _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ __ Home Telephone: _ _ _ _ _ __
Work telephone: _ _ _ _ _ _ __
Date of alleged incident(s): _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ __ Name of person you believe discriminated against you: _ _ _ _ _ _ _ _ __ List any witnesses that were present: _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ __ Where did the incident occur?_ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ __ Describe the discrimination incident(s) or basis for the alleged discrimination as clearly as possible:
List any individual you have spoken to about the incident, particularly if you have spoken to a supervisory level person, and provide the date(s) you spoke to this person.______________________________ Please indicate what type of resolution you would find acceptable to correct this problem. This Complaint is filed based on my honest belief that _ _~_ _ _~~-:--~ discriminated against me. I herby certify the information I have provided in this Complaint is true, correct and complete to the best of my knowledge and belief. Complainant Signature: _ _ _ _ _ _ _ _ _ _ _ _ Date:_ _ __ Received by: Date:_ _ __
PERSONNEL
4109
Emeritus Pro&ram The Grand Blanc Community School District recognizes the significant contribution District employees have made in establishing "A Tradition of Excellence. " The School District is aware the application of the Michigan Public School Employees Retirement System may substantially reduce the incentive of experienced indi viduals to continue to provide services to the School District as their careers mature. The departure of experienced educators without both the identification of qualified successors and adequate transition time may diminish the quality of the School District's services. To anow the school district to maintain its level of service, the School Board establishes the Status "Emeritus." Emeritus status may only be awarded by the Board of Education.
1.
CONDITIONS FOR EMERITUS Emeritus status is reserved for retired Grand Blanc School District employees who desire to provide services through a qualified vendor to the School District. While many Grand Blanc School retirees provided exemplary services as employees, the Emeritus program is not designed to reward excellent employees, but to be limited to critical areas or where additional transitional time is necessary to insure our "Tradition of Excellence." Emeritus status is not the usual post-retirement status.
2.
TERMS OF EMERITUS SERVICES It is anticipated Emeritus wi1l provide services in one position for a total term of between one and five years. The exact length of time will be detennined by the School District to correlate with the time necessary to identify and train successor employees.
3.
TRANSITION PLAN For each Emeritus retained, the school district must specify a transition plan for a successor employee. The transition plan should specify actual steps the School District is taking for the identification and training of possible successor employees.
4.
VENDOR RATES Vendors will not be paid more than a previously employed Emeritus received as an employee, plus any increases granted current similarly situated employees. The preference of the School District would be for any economic increase to be granted to Emeritus as a combination of an increased rate and additional paid leave time. The additional leave time would anow successor employees to assume additional duties while the Emeritus is still retained.
PERSONNEL 5.
Continued
4109
QUALIFIED VENDORS A qualified vendor must be an existing corporation permitted to engage in business activities in the state of Michigan. The vendor must execute a written contract, approved by the School District attorney, providing for services. The vendor would be required to execute an arbitration agreement which would also be applicable to the vendor's employees, should any dispute arise with the School District. The vendor would not be reimbursed for any health, life, dental or vision coverage provided to employees, nor for any retirement contributions.
6.
JOB SHARING BY EMERITUS AND CURRENT EMPLOYEES Job sharing between an Emeritus and a current employee may be allowed. The job sharing shall only be allowed for one year at a time.
7.
SAVINGS FROM EMERITUS PROGRAM Savings made from the retention of Emeritus may be used to employ interns, provide cross-training ofcurrent employee and employment of potential successor employees.
8.
The Superintendent is authorized to draft an Administrative Regulation regarding this policy.
Adopted September 20, 2004
PERSONNEL
4110
Recruitment and Selection of Staff The recruitment and selection practices of the Grand Blanc School District shall be designed to identify and select the most competent staff available. The most competent candidates shall be employed regardless of experience. Qualified out-state and out-of-state candidates shall be sought to achieve diversity oftraining and experience in professional staff. The Grand Blanc Board of Education is committed to equal opportunity employment. The Board is committed to the recruitment and selection practices outlined in the district's Strategic Plan.
Adopted September 19, 1977, Revised September 17. 1979. February 4, 1991. May 22.2002
PERSONNEL
AR 4110
Recruitment and Selection of Staff The Personnel Office will submit to the Board of Education or designee background information for all newly hired certified staff. Said information to include at least the following: a.
Recruiting methods
b.
Screening procedure
c.
Interview procedure used, number of candidates interviewed, etc.
d.
Final selection and placement
e.
Key biographical information of new hire
Adopted February 4.1991. Revised May 22.2002
PERSONNEL
4111
Evaluation of Teaching Staff The Grand Blanc Board of Education is responsible by law for the employment and supervision of all personnel. MCL 380.11a(3)(d). The Race to the Top Legislation, enacted on January 4, 2010 and codified in Section 1249 of the Revised School Code provided the following requirements for performance evaluation systems for teachers and administrators, which was again codified on July 19,2011 as part of a four-bill tenure reform package. Pursuant to this legislation, school boards are required to:
* Adopt and implement for all teachers and school administrators a rigorous, transparent and fair performance evaluation system
* Evaluate job performance of teachers and administrators and to provide timely and constructive *
feedback to teachers and administrators regarding their performance. Establish clear approaches to measuring student growth and to provide teachers and school administrators with relevant data on student growth.
To carry out this responsibility, it delegates to the Superintendent the function of establishing and implementing a systematic program of selection, assignment and assessment of all personnel. For evaluation purposes, teaching staff is defined as a teacher represented by the Grand Blanc Education Association (GBEA). The Grand Blanc Board of Education is determined that each pupil enrolled in its schools be provided instruction of high quality. Consistent with this goal is the expectation that each member of the teaching staff, given fair and reasonable treatment, will effectively discharge the full responsibility of his/her assignment. If a member of the teaching staff, after receiving a reasonable degree of assistance, fails to perform his/her duties at the expected level, dismissal procedures provided by the Grand Blanc Board of Education policies and in the Michigan State Tenure Code will be invoked. The Grand Blanc Board of Education recognizes that the Michigan Revised School Code does not define what and "effective" teacher is at this time. The district will define the levels of: • Highly Effective • Effective • Minimally Effective • Ineffective Performance levels in accordance to the "Grand Blanc Community Schools Assessment of Teaching Performance" Booklet evaluation tool established by administrative regulation. The policies and administrative regulations herein enacted are based on four objectives:
*
To continuously strive for improvement of the total instructional program
* To continuously stress the importance of personal growth on the part of the individual teachers in order that each pupil may be provided quality education.
*
To ensure the continuous improvement of administrative and supervisory service provided teachers in the district.
* To establish effective controls whereby teaching staff whose work remains unsatisfactory can be separated from service.
L
PURPOSES A. The Grand Blanc Board of Education teacher evaluation program is aimed at the early
identification of specific areas in which the individual needs help and identifies the responsibilities of other staff members in providing the type of assistance needed.
B. Self-appraisal is emphasized as a basic approach to the improvement of total effectiveness. Self-appraisal is encouraged on the part of all teaching staff on a periodic basis. Self appraisal should stress the weighing of strengths and weaknesses in terms of the individual's concept of highly effective service. It is not intended that comparisons be made with others. C.
When it is determined that the individual has not removed the deficiencies which have been identified, after a reasonable time lapse and after the district has provided resources in an effort to address the deficiencies, the records provided for in the program will be useful in subsequent administrative action.
II. CLASSIFICATION OF STAFF FOR APPRAISAL PURPOSES A. PROBATIONARY (Non Tenure) - Includes teachers who have not completed the necessary
years of successful teaching experience to have been granted tenure.
B. TENURE - Includes experienced teachers who have completed the necessary years of successful teaching experience to have been granted tenure. C.
CONTINUING - Members of the GBEA are not required to have a teaching certificate.
D. INDIVIDUAL DEVELOPMENT PLAN (lDP) 1. Plan for all non-tenure teachers created by appropriate administrative personnel consultation with the teacher as mandated by the Teachers' Tenure Act.
In
2. Plan for a tenure and/or non-tenure teacher when it is determined that their work is less than satisfactory (rated as minimally effective or ineffective) E.
LESS THAN SATISF ACTOR Y PERFORMANCE - Includes individuals who have been in the tenure or probationary classification and have not performed in an effective or highly effective manner.
PERSONNEL
Continued
4111
III. EV ALUATION PROCEDURES A.
PROBATIONARY TEACHERS (Non-Tenure) 1. Observation Timeline/Individualized Development Plan a. All first and second year probationary teachers will be observed an average of once per month September through June 1. All third, fourth and fifth year probationary teachers will be observed a minimum of four times from September through June 1. b. All probationary teachers will be provided with an Individualized Development Plan developed by administrative personnel in consultation with the individual teachers. When significant deficiencies are recognized, the IDP may be revised to address these deficiencies and provided to the affected teacher. c. Building principals will seek input from the Director of Special Education regarding the performance of special education teacher( s). 2. Between October 15 and October 31, the administrator will send a written summary to the Deputy Superintendent regarding the early progress of each first and second year probationary teacher and any probationary teacher of concern. 3. Prior to Winter Recess, the administrator will meet with each first and second year probationary teacher to complete the "Grand Blanc Community Schools Assessment of Teaching Performance" Booklet (first time). For third, fourth and fifth year probationary teachers, this requirement is left to the discretion of the administrators. The booklet will be signed by the teacher as evidence that they have read it. 4. Prior to Winter recess, the administrator will submit to the Deputy Superintendent the "Grand Blanc Community Schools Assessment of Teaching Performance" Booklet for each probationary teacher receiving a mid-year evaluation. Specific areas in which help is needed are to be indicated. 5. The Deputy Superintendent will determine jointly with the administrator the need to arrange for a personal observation of each probationary teacher. If a classroom visit is indicated, it will be arranged prior to January 31. 6. The administrator will keep records of all contacts with each teacher and prepare reports of progress observed. The reports are to be made available to the Deputy Superintendent upon request. 7. Prior to June 1 the administrator will meet with each probationary teacher and complete the "Grand Blanc Community Schools Assessment of Teaching Performance" Booklet (second time). The booklet will be discussed with the teacher and signed by them as evidence that they have read it. Upon completion of the conference, the evaluator will forward the booklet to the personnel office no later than June 1.
PERSONNEL
Continued
4111
8. By April 1, a decision will be reached concerning the future status of each probationary teacher. 9. The following are alternative courses of action which may be taken: a.
The teacher may be continued in the "probationary" classification in compliance with the tenure law.
b.
The teacher may be recommended for tenure status.
c.
The teacher may be classified as "minimally effective or ineffective". A revised IDP will be developed by appropriate administrative personnel for teacher performance improvement in consultation with the teacher, prior to dismissal procedures being initiated. If dismissal action is indicated, the probationary teacher shall be notified in writing, and a recommendation will be submitted to the Grand Blanc Board of Education during May. The Board of Education shall meet to consider the recommendation and take appropriate action no later than May 31 st.
10. The teacher may be recommended for dismissal. 11. Administrative personnel responsible for completing an evaluation shall meet with all probationary teachers who are hired after the school year begins to schedule visitations and observations. The regular observation/evaluation time line noted in 1. A. will be followed with the beginning of the next school year. a.
B.
If the teacher is not employed long enough prior to the end of the school year to meet the timeline listed above, the evaluator will meet with the teacher providing a general evaluation comment for the teacher's time period of employment.
TENURE TEACHERS
1. Teachers rated tenure will be observed and evaluated annually. During the school year the teacher is evaluated, they will have been observed multiple times prior to June 1. 2. No later than June 1st of the school year in which the teacher is being evaluated, the administrator will meet with each teacher to complete the "Grand Blanc Community Schools Assessment of Teaching Performance" Booklet. The administrator's appraisal will be discussed with the teacher and signed by the teacher as evidence they have read it.
3. On or before June 1S\ a copy of the "Grand Blanc Community Schools Assessment of Teaching Performance" Booklet will be submitted to the Personnel Office. 4. Building principals will seek input from the Director of Special Education regarding the performance of special education teacher(s).
PERSONNEL C.
Continued
4111
LESS THAN SATISFACTORY/DISMISSAL FOR TENURE TEACHERS 1. If it is determined at any time by the administrator that a teacher is performing at a minimally effective or ineffective level, the administrator will schedule a conference with the teacher to discuss the nature of the teacher's deficiency. 2. After the conference, the administrator will inform the Deputy Superintendent, in writing, of their action with a detailed listing of the specific areas of teaching deficiency. 3. The administrator will arrange a meeting with the teacher, GBEA representative, and the Deputy Superintendent to discuss the nature of the observed deficiencies. The teacher will be provided an IDP developed by appropriate administrative personnel in consultation with the individual teacher. This IDP shall require the teacher to make progress toward individual goals within a specified time period, not to exceed 180 days. 4. The Superintendent's recommendations regarding the future status of the teacher in the school system will be filed with the Board of Education prior to May 31 st, or at any time if the facts warrant it. 5. If the Superintendent believes that discharge or demotion of the teacher may be warranted, the Board will consider the Superintendent's report in a meeting to be held on or before May 31 st and at this time will exercise one of three options: a)
Proceed upon the charges (decision must be in writing).
b)
Modify and then proceed upon the charges.
c)
Drop the charges entirely.
6. The Board must take action within 10 days of the charges being filed. 7. If the Board decides to proceed upon the charges, it shall inform the teacher of its decision in writing not later than 5 days after deciding to proceed. A written statement of the charges and a statement of the teacher's rights under the Tenure Act must be included. 8. If circumstances indicate that severance from service is desirable before the end of the school year, the Board and/or Superintendent may suspend an accused teacher from active performance of duty. D.
ITINERANT SPECIAL EDUCATION DIAGNOSTIC PERSONNEL (Itinerant personnel are those staff serving multiple buildings. Diagnostic personnel include psychologists, speech, therapists, social workers, and learning disability diagnosticians).
PERSONNEL 1.
2.
Continued
4111
PROBATIONARY TEACHERS (Non-Tenure)lNon Continuing Contract) a.
Observation and evaluation of the individual special education staff member shall be conducted by the Director of Special Education, with input from the assigned building administrator(s) (or assistants) in conformance with the timeline listed in Part C, Section 1 - Probationary Teachers - listed previously.
b.
Upon completion of the booklet, prior to Winter Break, a conference shall be held with the special education staff member by the Director of Special Education in order to discuss the contents of the booklet evaluation.
c.
Upon completion of the conference, the Director of Special Education will forward the booklet to the personnel office no later than June 1st.
TENURE TEACHERS/CONTINUING CONTRACT a.
Teachers rated tenure/continuing contract will be observed and evaluated annually in conformance with Part C, Section 2 - Tenure Teachers -listed previously. Observation and evaluation of the individual special education staff member shall be conducted by the Director of Special Education with input from the assigned building administrator(s) (or assistant),
b.
Upon completion of the booklet, and no later than June 1st, a conference shall be held with the special education staff member by the Director of Special Education in order to discuss the contents of the evaluation booklet.
c.
Upon completion of the conference, the Director of Special Education will forward the booklet to the Personnel Office on or before June 1st.
Adopted September /9, 1977; Revised November, 1979; December 6, 1993; June 5, 1995; Alarch 18, 1997; November 6, 2000, May 22,2002; September 19, 201 I
Grand Blanc Community Schools ASSESSMENT OF TEACHING PERFORMANCE
The following is a product of mutual collaboration among teachers and administrators at Grand Blanc Community Schools. The evaluation is based on the development of individual goals linked to the Building School Improvement Plan (see Student Growth) and addresses specific student growth and improvement goals. The other performance assessments (instruction, classroom management/environment, and professionalism) include rubrics that are to be supported by narrative data as compiled by the teacher and administrator. It is the intent of the parties that this is a working document, and that it is subject to modification and change as needed. **The language provided are descriptive examples of behaviors listed by way of illustration not limitation** The timelines for completing this evaluation booklet are to be in compliance with Board Policy #4111. In addition, use of the booklet will be in compliance with the Master Contract. Established 5/10/11
Grand Blanc Community Schools Assessment of Teacher Performance
Teacher -------------------------
......
Building
Assignment(s)
Ad ministrator(s)
Date of Evaluation
Signature of Administrator
Signature of Teacher .
Student Growth 1. What specific student academic performance (growth) goals are identified for the teacher (at least two)? (As linked to the current school improvement plan) The goals must be instructional, obtainable, measureable, valid (objective based) and constructed with input from the teacher and the administrator.
2. What specific strategies for goal attainment are to be utilized by the teacher? (As identified in school improvement plan)
3. What specific activities for goal attainment are to be utilized by the teacher?
4. What student growth ossessment tools will be used to determine successful goal attainment? (With the involvement of the teacher and the administrator-attached "dashboard") Performance Based Projects
Formative
Rubric
local Common Assessment
Projects
Plan, Explore and ACT
MME/MEAP
Pre / Post
Explore/Plan
Summative Assessments
Normative Based
or other as agreed on:
Special Education: IEP Goals, MI-Access Brigance Inventory VVoodcockJohnson AP Test Scores Graduation Rates
5. What professional development will be utilized to achieve the learning objectives?
*****Sections 1-5 should be completed prior to observations being conducted***** 6. Were the student performance (growth) goals achieved?
7.
What specific ellidence/data exists to confirm the successful attainment of the listed goals?
8. What actions need to take place in the future to increase students' performance?
Not Progressing Toward Goals None of the targeted student growth goals were met.
Comments:
Progressing Toward Goals Positive student growth is evident in one or more of the areas.
Meets Goals
Exceeds Goals
Positive student growth meets expectations in all targeted areas.
All the targeted student growth goals were met, and exceeded in some targeted areas.
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Not Progressing
Toward Goals
Progressing
Toward Goals
Limited evidence of grade level curriculum knowledge.
Basic content knowledge.
Understands curriculum and able to differentiate to student needs.
Demonstrates strong understanding of curriculum by involving enriching activities.
Lessons, activities and assessments are not planned and aligned with Michigan Approved Standards and Benchmarks.
Some lessons, activities and assessments are planned and aligned with Michigan Approved Standards and Benchmarks.
Lessons, activities and assessments are planned and aligned with Michigan Approved Standards and Benchmarks.
Lessons, activities and assessments are planned and aligned with Michigan Approved Standards and Benchmarks; and, curriculum enrichment is evident.
Rigid. Unable to respond to students' learning needs. Poor questioning techniques.
Able to make minor adjustments to lessons.
Adjusts lesson plan as necessary to differentiate instruction. Evidence of higher level questioning techniques.
Transitions between activities are smooth and seamless. Spirals objectives and includes differentiated instruction. Evaluates and adjusts LP as necessary.
Mostly lectures to passive students or has them plod through textbook and worksheets.
Attempts to get students actively involved, but some students are disengaged.
Have students actively think about, discuss, and use the ideas and skills being taught.
Gets students highly involved in focused work in which they are active learners and problem solvers.
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Meets Goals
Exceeds Goals
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Not Progressing Toward Goals
Progressing Toward Goals
Classroom rules, consequences, procedures, and routines are not evident or posted for student availability and compliance.
Classroom rules, consequences, procedures, and routines are evident but inconsistently administered.
Classroom is not organized in a manner that is conducive to learning and at times may contribute to unsafe conditions.
Meets Goals
Exceeds Goals
Classroom rules, consequences procedures, and routines are evident, consistent, fair and administered with respect.
Classroom rules, consequences, procedures, and routines are posted, and communicated for understanding. Students are addressed with respect.
Teacher occasionally requires prompting to organize the room in a safe and orderly manner.
Classroom is usually organized and set up in a manner conducive to learning with attention to safety.
Classroom is always organized and set up to maximize learning and minimize safety concerns.
Grade book, attendance, assignments & documented observations are often incomplete and/or have errors.
Grade book, attendance, assignments & documented observations are kept but teacher requires frequent prompting for compliance or error correction.
Grade book, attendance, assignments & documented observations are kept, but teacher may need occasional prompting for compliance.
Grade book, attendance, assignments & any documented observations are always kept, organized and timely.
Has few discipline strategies and constantly struggles to get students' attention.
Utilizes limited disciplinary strategies and students are frequently not paying attention.
Utilizes good disciplinary strategies and can capture and maintain students' attention.
Utilizes highly effective discipline strategies and can capture and hold students' attention.
Condescending and/or sarcastic tone. No recognition of teacher/student roles.
Greets students appropriately .
Treats students with respect. Positively supports students.
Provides an environment that respects and nurtures all students to obtain their highest potential.
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Com m ents:
Not Progressing Toward Goals Does not attend; consistently late or consistently leaves early.
Progressing Toward Goals
Meets Goals
Increasing attendance and punctuality within contractual obligations
Meets contractual obligations before, during, and after school.
Willingly makes oneself available and participates outside of contractual obligations.
Records are kept consistently. Uses effective record keeping system.
Highly effective record system is kept and organized and communicated.
Exceeds Goals
Attention to Administrative Tasks: '" ottendance '" lesson plans '" report cards
Records are not kept.
I Records are kept consistently. Grades current.
Professionalism: '" attire '" attitude '" presentation
Not appropriate to the assignment.
Inconsistently meets the standards appropriate to the assignment.
Consistently meets the standard that is appropriate to the assignment.
Always setting and exceeding the standard that is appropriate to the assignment.
Professional Development
Does not attend PD or is disruptive during PD activities.
Attends PD but does not actively participate.
Attends PD and actively participates.
Involved in numerous professional and extracurricular activities related to instruction.
Service to Profession: '" mentorship '" volunteerism '" leadership,
Makes no effort to be involved or share professionalism.
Limited involvement in professional activities.
Actively involved in professional activities and supports collaboration with other staff.
Actively involved in professional activities and supports collaboration with other staff outside of professional and contractual expectations.
Communication:
Does not communicate with parents, students or staff in a timely manner.
Limited communication with parents, students and staff.
Consistently communicates with parents, students and staff in a timely manner.
Utilizes all opportunities to communicate with parents, students and staff.
'" written '" or electronic
Comments:
Ineffective
Student Growth
Management/Environment
Professionalism
Overall Performance
Comments:
Minimally Effective
Effective
Highly Effective
General Classifications Classroom Visits • Number of visits: •
Approximate length of visits:
•
Number of pre/post conferences:
Probationary/Non-Tenured (please check) st
1 year
2nd year
3rd year
4th
year
th
5 year Tenured Evaluator's Comments:
Teacher's Comments:
Date:
PERSONNEL
4111.1 AR
GRAND BLANC COMMUNITY SCHOOLS TEACHER EVALUATION Public Acts 100-103 made significant revisions to the teacher evaluation process. These revisions include mandating new performance categories (Highly Effective, Effective, Minimally Effective, and Ineffective), lengthening the probationary period, making staffing decisions based on performance, mandating that student growth be a portion of the overall evaluation, and providing more flexibility on the format and timing of the evaluation process. 1. The performance of all teachers both probationary and tenured shall be evaluated in writing annually. 2. At the end of the school year, each teacher shall be assigned a year-end performance evaluation rating (“Year-End Evaluation”) of one of the following: a. Highly Effective, b. Effective, c. Minimally Effective, or d. Ineffective. 3. The Year-End Evaluation shall be based upon an assessment of the following evaluation criteria (“Criteria”) and shall be completed in accordance with the Grand Blanc Community Schools Assessment of Teaching booklet evaluation tool. a. Individual performance shall be the majority factor in making the assessment, and shall consist of, but is not limited to, all of the following: a. Evidence of student growth, which shall be the predominant factor in assessing the individual performance of an employee. b. The teacher’s demonstrated pedagogical skills, including at least a special determination concerning the teacher’s knowledge of his or her subject area and the ability to impart that knowledge through planning, delivering rigorous content, checking for and building higher-level understanding, differentiating, and managing a classroom; and consistent preparation to maximize instructional time. c. The teacher’s management of the classroom, manner and efficacy of disciplining pupils, rapport with parents and other teachers, and ability to withstand the strain of teaching. d. The teacher’s attendance and disciplinary record, if any. 1
b. Significant, relevant accomplishments and contributions. This factor shall be based on whether the individual contributes to the overall performance of the school by making clear, significant, relevant contributions above the normal expectations for an individual in his or her peer group and having demonstrated a record of exceptional performance. c. Relevant special training. This factor shall be based on completion of relevant training other than the professional development or continuing education that is required by the employer or by state law, and integration of that training into instruction in a meaningful way. 4. Student growth shall be measured by national, state, or local assessments and other objective criteria as directed by or approved by the Superintendent or his/her designee. 5. If there are student growth and assessment data available for a teacher for at least 3 school years, the annual year-end evaluation shall be based on the student growth and assessment data for the most recent 3-consecutive-school-year period. If there are not student growth and assessment data available for a teacher for at least 3 school years, the annual year-end evaluation shall be based on all student growth and assessment data that are available for the teacher. 6. In addition to the Criteria measuring effectiveness, the Year-End Evaluation for teachers will be based on multiple classroom observations conducted prior to June 1 and shall include an assessment of the teacher’s progress in meeting the goals of his or her Individualized Development Plan (“IDP”), if applicable. 7. The District recognizes that it may not be possible to base a Year-End Evaluation on multiple observations in all situations, which may include, but are not limited to situations in which a teacher is granted a leave of absence during a school year. In such cases, the District shall base the teacher’s Year-End Evaluation on any observations conducted during the current academic year and which are available at the time and other relevant information consistent with this Regulation. 8. Beginning with the 2013-2014 school year, Student Growth Data shall constitute the percentages of the teacher’s overall year-end evaluation as required by statute. Unless amended by statute, Student Growth Data shall constitute the following percentages: a. 2013-2014 – 30% b. 2014-2015 – 40% c. 2015-2016 – 50%. 9. Evaluation of a teacher in relation to his/her assignment is a continuous process and shall be conducted by an Evaluator(s) as designated by the Superintendent. 10. All monitoring or observation of the teacher shall be conducted openly and with the knowledge of the teacher.
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11. Teacher evaluations prepared by the Evaluator(s) shall not be limited to the observations of the classroom visitations/observations but may also include all aspects of the teacher as a professional staff member. Any observation of a teacher that is used in an evaluation shall be documented and provided to the teacher with the final evaluation. 12. Classroom observations shall include a review of the teacher’s lesson plan and the state curriculum standard being used in the lesson and a review of pupil engagement in the lesson. 13. Prior to the submission of the Year-End Evaluation the teacher will receive a copy of the evaluation and within 3 days of receiving the evaluation the teacher may request a conference to be held with the Evaluator(s) to discuss the evaluation. Within five (5) days of receiving the evaluation, the teacher may submit comments (written) to be attached to the Year-End Evaluation. 14. Copies of the Year-End Evaluations and any written reports regarding classroom observation(s) shall be provided to the Personnel Office by June 1 of each year. 15. In the event a teacher works in more than one building (“Itinerant Personnel”), the Director of Special Education shall be the person responsible for filing the Grand Blanc Community Schools Assessment of Teaching booklet with the Personnel Office. However, input from all affected administrators shall be incorporated into the final report. The Director of Special Education shall hold the final evaluation conference. If the final evaluation has a negative recommendation, all affected administrators shall be involved in the evaluation summary and conferences. 16. It is believed that probationary teachers generally become more effective as they spend more time in the classroom. Accordingly, first and second year probationary teachers may receive lower evaluation ratings at a disproportionate rate when compared with tenured teachers. It is expected that as such probationary teachers demonstrate professional growth, the teachers’ year-end evaluation labels will improve over time. 17. All probationary teachers as defined by MCL 38.81 will be provided with an Individualized Development Plan (IDP) at the beginning of each year during the teacher’s probationary period. 18. Any tenured teacher who receives a Year-End Evaluation rating of Minimally Effective or Ineffective on his/her year-end performance evaluation conducted pursuant to this Regulation, and who the District wishes to retain, shall be provided with an IDP developed by the administrator with a specific focus. The IDP will include a purpose, and a set of goals. The purpose will include the specific rationale for implementation, including statements of concern. The goals will list a detailed plan for the teacher, as well as, support given by the administrator. a. An IDP resulting from an “Ineffective” or “Minimally Effective” year-end performance evaluation rating shall require that the teacher make progress towards the individual development goals as set forth in the IDP within a specific time period, as set by the administrator. In no event shall the IDP as provided under this paragraph, exceed 180 days.
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b. At any time that an issue or concern regarding the performance of a teacher occurs, the District may place the teacher on an IDP. c. Nothing contained within this Regulation shall limit the District’s ability to place a tenured teacher on an IDP at any time a concern arises. 19. If a teacher is rated “Ineffective” on 3 consecutive annual Year-End Evaluations, the District shall dismiss the teacher from his or her employment. This paragraph does not affect the ability of the District to dismiss an ineffective teacher from his or her employment regardless of whether the teacher is rated as ineffective on 3 consecutive annual year-end evaluations. 20. Pursuant to Section 1249(2)(j) of the Revised School Code, a tenured teacher who receives a YearEnd Evaluation of Ineffective may, within twenty (20) days of receiving that Ineffective rating, request in writing a review of the evaluation and rating by the Superintendent. The Superintendent shall review the evaluation and may within his or her sole discretion make any modification based on that review. A review under this section may not be requested more than twice in a three (3) schoolyear period.
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PERSONNEL
4111.2 AR
GRAND BLANC COMMUNITY SCHOOLS TEACHER LAYOFF & RECALL The following shall apply to all certificated teachers, as defined by section 1 of article I of 1937 (Ex Sess) PA 4, MCL 38.71, employed by Grand Blanc Community Schools (“District”). 1. Public Act 102 of 2011 places an obligation on the Grand Blanc Community Schools (“District”) to develop and implement a policy that provides that all personnel decisions when conducting a staffing or program reduction or any other personnel determination resulting in the elimination of a position, when conducting a recall from a staffing or program reduction or any other personnel determination resulting in the elimination of a position, or in hiring after a staffing or program reduction or any other personnel determination resulting in the elimination of a position, be based on retaining effective teachers. MCL 380.1248. 2. Public Act 103 of 2011 places all decisions regarding the development and implementation of a staffing policy pursuant to MCL 380.1248 as well as all decisions regarding teacher placement and assignment with the District. MCL 423.215(3)(j), (k). 3. Teacher effectiveness shall be based upon the year-end performance evaluation as conducted pursuant to the Grand Blanc Community Schools Administrative Regulation – Teacher Evaluation. At the end of the school year, each teacher shall be assigned a year-end performance evaluation rating (“Year-End Evaluation”) of one of the following: a. Highly Effective, b. Effective, c. Minimally Effective, or d. Ineffective. 4. It is hereby recognized that it is within the discretion of the District to reduce staff when: a. There is a decrease in student enrollment in the district. b. There is a decrease in the revenues of the school district. c. Available revenues are not sufficient to meet additional costs (but excluding cost increases due to new staff positions and programs, except those required by law). d. The Board deems it necessary to make program cuts.
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5. When it is determined by the District that it is necessary to conduct a staffing and/or program reduction or any other personnel determination that results in the elimination of a position the following procedure shall be followed: a. Whenever possible, notice of discontinuance of service for layoff in the Fall semester shall be given by June 30. However, nothing in this Regulation precludes the District from making reductions in personnel or program at any time. b. Any teacher who would have qualified for retirement during the reduction year and who intends to retire in the following year may be permitted to teach that year so as to acquire the needed service upon request and at the sole discretion of the Superintendent or his/her designee. c. Nothing contained herein shall be construed to limit the District’s right to issue layoffs in accordance with this Regulation, the Revised School Code, and the Teachers’ Tenure Act. 6. Reduction of certified personnel will be made according to effectiveness, certification, and qualification in the following order: a. Teachers rated ineffective on their most recent year-end performance evaluation. b. Teachers rated minimally effective on their most recent year-end performance evaluation, provided there are qualified, certified teachers rated effective or highly effective to assume the remaining positions/assignments c. Teachers rated effective on their most recent year-end performance evaluation, provided there are qualified, certified teachers rated Highly Effective to assume the remaining positions/assignments. d. Teachers rated highly effective on their most recent year-end performance evaluation, provided there are other qualified, certified teachers rated Highly Effective to assume the remaining positions/assignments. 7. A probationary teacher who is rated as Effective or Highly Effective on his/her most recent annual yearend performance evaluation is not subject to being laid off by a teacher on continuing tenure solely because the other teacher has continuing tenure. 8. It is believed that probationary teachers generally become more effective as they spend more time in the classroom. Accordingly, first and second year probationary teachers may receive lower evaluation ratings at a disproportionate rate when compared with tenured teachers. It is expected that as such probationary teachers demonstrate professional growth, the teachers’ year-end evaluation labels will improve over time. 9. In no event shall this administrative regulation be applied in such a manner that a teacher who has been rated as Ineffective on his/her most recent year-end performance evaluation is retained over a teacher who is evaluated as Minimally Effective, Effective, or Highly Effective.
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10. The Board’s decision as to any pre-requisite qualifications for the purpose of the placing teachers within assignments, positions, or subject areas shall be final. The Board shall not act in an arbitrary or capricious manner in exercising its rights under these provisions. a. To be “qualified,” a teacher must possess a declared major in the predominant subject area of assignment and deemed “Highly Qualified” as defined by the Michigan Department of Education and in accordance with the No Child Left Behind Act. b. The District may require additional qualifications for individual positions as deemed necessary by the Superintendent, or his/her designee. c. “Certified” shall be defined as a state recognized valid teacher certificate. A teacher will be considered certified for only those areas listed and university-verified as of June 30. 11. Notice of changes in certification(s), endorsement(s) or qualifications(s) shall be conducted as follows: a. Prior to June 30, of each school year, teachers who intend to secure additional endorsement(s), certification(s) or additional qualification(s), shall notify the Personnel Office in writing and include the change sought, the university involved or training involved, and the expected completion date. b. Any teacher who has submitted a written intent as set forth in subsection (a) above, shall supply the Personnel Office with a letter of endorsement recommendation from the teacher certification office of the university or training entity that all work has been completed, and if required, that recommendation by the university will be made to the Michigan Department of Education and Certification Office to be effective by the beginning of the subsequent school year. c. In the case of such additional certification(s) and endorsement(s), prior to one week before the first teacher workday of the subsequent school year, the teacher must present to the Personnel Office an official certificate indicating any such change in certification or endorsement. d. If the teacher does not present to the Personnel Office the actual Michigan Department of Education certificate one calendar week before the first teacher work day, the teacher shall be laid off. In the event of a total lapse in certification, the teacher’s continued employment will be determined in accordance with Paragraph 17 of this Regulation. e. For purposes of layoff or recall, the change in certification, endorsement and qualification procedure and timeline must be adhered to strictly and specifically. Failure by a teacher to follow the above listed procedure and timeline shall result in the delay of recall or reassignment, until the following year and the above listed procedure has been met, except that should a vacancy or new position arise after the opening of school, then any valid certification, endorsement or qualification shall be recognized in the recall process. f.
Teachers shall meet certification requirements to be considered for placement in a new area of certification for the following year.
12. Laid Off Personnel 3
a. When a teacher is not able to accept a position upon notification by the District because of: (1) not being able to be released from a contract with another district; (2) illness; or (3) an educational commitment, layoff status shall be extended upon written request to the Personnel Office. b. Subject to Paragraph 11(e), in the event there is not a position opening available for a laid off teacher, then layoff status will be extended until a position is available, if written intent to return is made to the Personnel Office by March 15 of each year. c. The laid off teacher shall receive no insurance benefits at District expense, except that if a teacher is laid off during the school year, the premiums shall be paid in accordance with the provisions of an applicable collective bargaining agreement through the quarter in which the layoff becomes effective or if a teacher is laid off at the end of the school year, the premiums shall be paid through the summer. Provision will be made where possible that teachers may continue, at their own expense, insurance coverage at the group rate for the duration of the layoff. d. The teacher's seniority shall not accumulate, but shall remain frozen. Layoff shall not result in the loss of accrued benefits such as accumulated sick leave or credit for previous years of service. Upon return to the District, the teacher shall assume the step position on the salary schedule which the teacher would have held had the teacher been actively employed in the district to a maximum of one (1) year's credit. e. Except as may otherwise be provided herein, teachers shall possess recall rights for up to three (3) years from the date of layoff. 13. Recall of Certified Personnel Who Are Members of the Bargaining Unit: a. A list of people eligible for recall including teachers on layoff and teachers on leave of absence shall be maintained by the Personnel Office. b. To be eligible for recall the teacher shall: 1.
Have maintained a current address with the Personnel Office.
2.
Have notified the Personnel Office by March 15 of intent to return to active employment.
14. Teachers shall be recalled in inverse order of layoff for position openings for which they are certified and qualified as follows: a. Teachers rated Highly Effective on their most recent year-end performance evaluation, provided such teachers are highly qualified and certified to assume the positions/assignments; b. Teachers rated Effective on their most recent year-end performance evaluation, provided such teachers are highly qualified and certified to assume the positions/assignments; c. Teachers rated Minimally Effective on their most recent year-end performance evaluation, provided such teachers are highly qualified and certified to assume the positions/assignments;
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d. Teachers rated Ineffective on their most recent year-end performance evaluation, provided such teachers are highly qualified and certified to assume the positions/assignments. 15. Recalls from layoff will be processed after reviewing staff reassignments, both voluntary and involuntary, as well as returns from leave. 16. In order to be eligible for recall, a teacher must possess the necessary certification and qualifications as well as the present physical ability to assume the position/assignment at the time the recall offer is made. Teachers who do not possess the present physical ability to assume a vacant position/assignment shall continue to remain on layoff subject to the conditions contained herein. Exceptions may be made, subject to the approval of the Deputy Superintendent, if the recalled teacher, at the time of recall is eligible for long-term disability benefits through the insurance policy in force in the school district. 17. Sections 1231 and 1532 of the Revised School Code and the Administrative Rules of the Michigan Department of Education prohibit the District from employing uncertified teachers in instructional positions. It is the obligation of every teacher in the District to maintain a current, valid teaching certificate on file with the Personnel Office. If a teacher’s certificate or endorsement for the position to which the teacher has been assigned has lapsed, or is otherwise not valid for the assignment, the teacher is not eligible for employment. A teacher not eligible for employment due to an invalid teaching certificate or endorsement shall be considered discharged. 18. If a position exists within the District for which the teacher is qualified and certified pursuant to this Agreement, the teacher shall be notified by certified mail. Within five (5) days of receipt of a written offer to return to employment, the teacher shall accept the position by replying in writing or shall request an extension of layoff status, or it shall be determined that the teacher has terminated his/her employment and loses all previously acquired seniority. 19. In the event that a personnel decision conducted pursuant to this Regulation, involves two or more teachers with equal Year-End Evaluation(s) from the Ineffective, Minimally Effective, Effective or Highly Effective categories and all other factors are equal, seniority, as defined in the current Collective Bargaining Agreement shall be used as the “tie-breaker.”
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PERSONNEL
4111.3 AR
GRAND BLANC COMMUNITY SCHOOLS TEACHER PLACEMENT AND ASSIGNMENT 1. According to statute, teacher assignment and placement is within the discretion of the District. MCL 423.215(3)(j). Decisions regarding the placement and/or assignment of teachers shall be made on the basis of the best interest of the District as well as the certification, experience and performance evaluation for each respective teacher. The performance evaluation shall be consistent with the requirements of MCL 380.1249. 2. Insofar as possible, teachers will be assigned to teach in their area of specialization, and teachers’ desires and opinions will be taken into consideration regarding changes in assignment in the various grades, but all placement and assignment decisions are within the sole discretion of the District. All decisions pursuant thereto shall be final. 3. To the extent possible and consistent with the certifications, endorsements, and qualifications of its teachers, the District shall place and/or assign teachers in the following order: a. Teachers rated Highly Effective on their current year-end performance evaluation, provided such teachers are highly qualified and certified to assume the positions/assignments; b. Teachers rated Effective on their current year-end performance evaluation, provided such teachers are highly qualified and certified to assume the positions/assignments; c. Teachers rated Minimally Effective on their current year-end performance evaluation, provided such teachers are highly qualified and certified to assume the positions/assignments; and d. Teachers rated Ineffective on their current year-end performance evaluation, provided such teachers are highly qualified and certified to assume the positions/assignments. 4. Since pupils are entitled to be taught by teachers who are working within their area of competence, teachers shall not be assigned, except in accordance with the regulations of the No Child Left Behind Act (NCLB) and the Michigan Department of Education to subjects and/or grades or other classes within the scope of their teaching certificates and/or their major or minor fields of study. 5. Notice of changes in certification(s), endorsement(s) or qualifications(s) shall be conducted as follows: a. Prior to June 30, of each school year, teachers who intend to secure additional endorsement(s), certification(s) or additional qualification(s), shall notify the Personnel Office in writing and include the change sought, the university involved or training involved, and the expected completion date. b. Any teacher who has submitted a written intent as set forth in subsection (a) above, shall supply the Personnel Office with a letter of endorsement recommendation from the teacher certification office of the university or training entity that all work has been completed, and if required, that 1
recommendation by the university will be made to the Michigan Department of Education and Certification Office to be effective by the beginning of the subsequent school year. c. In the case of such additional certification(s) and endorsement(s), prior to one week before the first teacher workday of the subsequent school year, the teacher must present to the Personnel Office an official certificate indicating any such change in certification or endorsement. d. If the teacher does not present to the Personnel Office the actual Michigan Department of Education certificate one calendar week before the first teacher work day, the teacher shall be laid off. In the event of a total lapse in certification, the teacher’s continued employment will be determined in accordance with Paragraph 6 of this Regulation. e. For purposes of layoff or recall, the change in certification, endorsement and qualification procedure and timeline must be adhered to strictly and specifically. Failure by a teacher to follow the above listed procedure and timeline shall result in the delay of recall or reassignment, until the following year and the above listed procedure has been met, except that should a vacancy or new position arise after the opening of school, then any valid certification, endorsement or qualification shall be recognized in the recall process. f.
Teachers shall meet certification requirements to be considered for placement in a new area of certification for the following year.
6. Sections 1231 and 1532 of the Revised School Code and the Administrative Rules of the Michigan Department of Education prohibit the District from employing uncertified teachers in instructional positions. It is the obligation of every teacher in the District to maintain a current, valid teaching certificate on file with the Personnel Office. If a teacher’s certificate or endorsement for the position to which the teacher has been assigned has lapsed, or is otherwise not valid for the assignment, the teacher is not eligible for employment. A teacher not eligible for employment due to an invalid teaching certificate or endorsement shall be considered discharged. 7. All teachers shall be given written notice of their tentative schedules for the forthcoming year as soon as practicable and under normal circumstances no later than June 30. Teachers affected by assignment changes after June 30, shall be notified as soon as practicable. Nothing in this section shall limit the District’s authority to make changes in assignments at any time. 8. Elementary Splits The Board will attempt to use the following guidelines in assigning teachers to elementary split-grade classrooms. It is recognized that while this is a goal of the Board, it may not always be possible to comply with the following. The Board will make a good faith attempt to comply with the following: a. Volunteers for split-grade classroom assignments will be sought. b. Principals should attempt to avoid assigning teachers to split-grade classrooms for two successive years unless the teacher consents to the assignment. 2
c. Beginning teachers just out of college with no teaching experience will not be assigned to split-grade classrooms, if possible. d. Teachers who have been on lay-off for two or more years generally will not be placed in split-grade classrooms upon call-back. 9. A teacher desiring a change in a full time teacher assignment may make his/her desire known to the Personnel Office in writing, or such other form as may be provided, stating the reasons for a specific position desired. Such written statement shall be considered as an application at such time the position requested becomes vacant. Such requests shall be made in accordance with the following schedule: a. For openings which may occur in the second semester of the current school year - file request not later than November 15 of that year. b. For openings which may occur after the close of the current school year, but prior to the beginning of the ensuing school year - file request not later than March 15 of the current school year. 10. Part-time employees wanting a full time position for the next school year shall make such requests in accordance with the following schedule: a. For openings which may occur in the second semester of the current school year – file requests not later than November 15 of that year. b. For openings which may occur after the close of the current school year but prior to the beginning of the ensuing school year – file requests not later than March 15, of the current school year. 11. While the right of determination to assign or transfer a teacher is vested in the District, the District and its representatives will make a reasonable effort to hold prior discussion with said teacher, nor for purposes of punishment, prior to assigning or transfering a teacher.
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PERSONNEL
4111.4 AR
GRAND BLANC COMMUNITY SCHOOLS TEACHER DISCIPLINE AND DISCHARGE Except as otherwise provided within MCL 38.101a of the Teachers’ Tenure Act, the discharge, demotion or discipline of any employee whose employment is regulated by MCL 38.71 to 38.191 hereinafter “Teacher,” may be made only for a reason that is not arbitrary or capricious. Any such discipline, reprimand, suspension, or discharge imposed by the District shall be subject to the procedures as set forth herein: 1.
Written notice will be given by the administration to the Teacher of any incident, complaint, or charge that may form the basis for the investigation and any potential disciplinary action.
2.
If the complaint alleges child abuse or neglect, the matter shall be reported to Child Protective Services.
3.
The Teacher shall be provided with written notice of the time, date, and location of the meeting to provide the Teacher with an opportunity to respond.
4.
A Teacher represented by an exclusive bargaining agent under the Public Employment Relations Act shall, upon request, be entitled to union representation at any investigative meeting that the Teacher reasonably believes could result in disciplinary action.
5.
The Superintendent (or designee) is authorized to place a Teacher on administrative leave pending the completion of a disciplinary investigation of the alleged or suspected offense, infraction or misconduct. Administrative leave under this provision is not regarded as a disciplinary measure or penalty.
6.
If criminal charges are filed against a teacher before or during the pendency of a disciplinary investigation, a probationary teacher may be placed on unpaid leave during the pendency of the investigation after notice and an opportunity to be heard. Under these circumstances, a tenured teacher’s salary shall not be discontinued other than through observance of the pertinent standards and procedures specified in the Teachers’ Tenure Act.
7.
If it is determined that the Teacher has engaged in an offense, infraction, misconduct, or other behavior warranting discipline, the administration’s decision as to the level of discipline shall be guided by the following principles: a.
The adequacy and credibility of the evidence derived from investigation.
b.
The seriousness of the offense, infraction or misconduct. 1
c.
The Teacher’s prior disciplinary and/or employment record.
d.
The existence of any relevant aggravating or mitigating factors.
8.
Disciplinary measures may include but are not limited to: oral warning, written warning, written reprimand, unpaid suspension, and discharge. Nothing in this regulation shall require that the disciplinary measures identified herein be applied progressively or sequentially. The District reserves the right, in its sole discretion, to apply disciplinary sanctions it deems appropriate to the specific set of circumstances or facts.
9.
It shall not be arbitrary or capricious to discharge an employee for failure to pay the school district any monies owed to the school district. To implement a discharge for failure to pay the school district any monies owed the school district, the district will attempt to give the employee a notice of the monies owed, and ninety (90) calendar days to repay all such monies or have negotiated a mutually agreed upon payment schedule.
10.
The Superintendent (or designee) is delegated the authority under this regulation to determine the discipline a Teacher shall receive in all cases except: a.
The discharge of either a probationary or tenured Teacher;
b.
The non-renewal of a probationary Teacher;
c.
The demotion of a tenured Teacher as demotion is defined in the Teachers’ Tenure Act.
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PERSONNEL
4112.1
Hiring, Evaluation, and Promotion of Family Members No Grand Blanc Community Schools employee may participate in the -hiring, evaluation, or promotion of an immediate family member. No Grand Blanc Community Schools Board member may participate in the hiring, evaluation, or promotion of an immediate family member. The Board of Education prohibits the placement of employees in positions where they would be supervised by immediate family, or in which they would supervise immediate family. Deviations from this policy may occur, upon Superintendent's recommendation, only during times of teacher shortages. It is the policy of the Grand Blanc Board of Education to consider filling vacant positions in the district with the most qualified applicants. For the purposes of this policy, immediate family includes spouse, parent, child, brother, sister, whether natural, adopted, step or foster. Should two employees in the same school building become relatives by reason of marriage after their employment has commenced, at the discretion of the building or department supervisor, one of the employees will be given the option to transfer to another school building if an opening is available and is qualified. In addition, any time a new applicant is hired who is related to an existing employee, the School Board will be notified. This policy shall not supersede any provision to the contrary contained bargaining agreement.
Adopted September 19, 1977, Revised February 20.1984. May 22,2002. August 6,2007, June 21,2010
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the collective
PERSONNEL
4112.2
Contracts Involvin& Board Members The Grand Blanc Board of Education discourages Board members from deliberating or voting on a collective bargaining agreement that involves an immediate family member of a Board member. If the Board member received any economic benefits from a collective bargaining agreement, the Board member may not deliberate or vote on that collective bargaining agreement. The Board of Education may not enter int any other contract with an immediate family member of a Board member unless the Board has satisfied the requirement of Section 123 of the Political Ethics Act.
Adopted September 19,1977, Revised February 20,1984, May 22,2002
PERSONNEL
4113
Certification Teachers and administrators must be certified by the Department of Education, Lansing, Michigan. Every certified employee shal1 hold a valid credential, issued by the Michigan State Department of Education or a valid, temporary certificate. It is the responsibility of the employee to see that the credential is submitted to the district. The district will record the credential as required by law. It shal1 be the responsibility of the certified employee to see that his/her credential is renewed before
the date of expiration and to file the renewal with the district. A credential may be renewed during the year in which it expires; however this should be done at least six weeks prior to the date of expiration.
Adopted September 19, 1977, Revised February, 20, 1984, September 4, 1980. May 22,2002
PERSONNEL
4113.1
Career and Technical Education Certification It is consistent with the philosophy and objective of the Grand Blanc Board of Education to offer programs specifically designed to develop Careerlfechnical competency_ It shall be the policy of this district to operate reimbursable Career and Technical Education programs when the objectives of the program are consistent with the total philosophy and objecti ves of this district.
Adopted September 19, 1977, Revised May 22,2002
PERSONNEL
AR 4113.1
Career and Technical Education Personnel It shall be the practice of this district to staff every Career and Technical Education class with an instructorthat shall possess or be eligible to possess a valid Michigan Vocational teaching certificate for the occupational area concerned. It shall be the practice of this district to secure approval for reimbursement of all Career and Technical Education programs operated by this district from the State Department of Education, Division of Career and Technical Education. (Approval by the state contingent upon staffing the program with an instructor who meets requirement for vocational certification.)
Adopted September 19, 1977, Revised May 22,2002
PERSONNEL
4114
Requirements for Title I Teachers All teachers hired after the first day of the 2002-2003 school year for a Title supported program must be "highly qualified." "Highly Qualified" means: A.
Full State certification as a teacher or passed State teacher licensing exam and holds current license to teach; certification or license requirements many not be waived on emergency, temporary, or provisional basis;
B.
For elementary teachers new to the profession, this also requires: 1. 2.
C.
For secondary or middle school teachers new to the profession this also requires: 1. 2. 3.
D.
At least a bachelor's degree; Passing a rigorous State test on subject knowledge and teaching skills in reading, writing, math, and other areas of elementary curriculum (State certification test may suffice);
At least a bachelor's degree, and Passing a rigorous State test in each of the subject areas she/he will teach (State certification test may suffice), or For each academic subject taught, having an academic major, course work equivalent to an undergraduate major, a graduate degree, or advanced certification or credentialing
For elementary, middle, or secondary school teachers with prior experience, this also requires: 1. 2. 3.
At least a bachelor's degree, and Meets standards for new teachers (above), or Demonstrates competence in all academic subjects she/he teaches based on a uniform State standard of evaluation (standard for academic subject matter and teaching skills set by the State).
REQUIREMENTS FOR TEACHERS IN DISTRICT RECEIVING TITLE I FUNDING By the 2005-2006 school year, all teachers in a District receiving Title I funds shall be "highly qualified" as described above. The District must have a plan and show annual progress towards meeting these teacher qualification requirements. M.C.L.A. 380.1229, 380.1230, 380.1231, 380.1237, 380.1233, 380.623 20 U.S.c. 6319 & 7801
Adopted March 3, 2003
PERSONNEL
4114.1
Requirements for Title I Paraprofessionals Newly hired paraprofessionals - all paraprofessionals hired after the first day of the 2002-2003 school year for a Title I supported program must have a secondary school diploma or its recognized equivalent and one of the following: A.
Completed two (2) years study at an institution of higher education; or
B.
Obtained at least an associates degree; or
C.
Met a rigorous standard of quality and demonstrate through formal State or local academic assessment: 1. 2.
Knowledge of and the ability to assist In instructing, reading, writing, and mathematics: or Knowledge of and the ability to assist in instructing reading readiness, writing readiness, and mathematics readiness, as appropriate.
Existing paraprofessional - All current paraprofessional working for a Title I supported program must:
A.
Have a secondary school diploma or its recognized equivalent;
B.
Not later than January 8,2006, meet the requirements for newly hired paraprofessionals as described above.
Exceptions - These requirements do not apply to a paraprofessional:
A.
Who is proficient in English and a second language and serves as a translator primarily to enhance the participation of children in Title I programs; or
B.
Whose duties consist solely of conducting parental involvement activities.
Parapfessional duties - Paraprofessionals working for a Title I supported program maybe assigned to: A.
Provide one-on-one tutoring for eligible students during times when the teacher would not otherwise be instructing the student;
B.
Assist with classroom management, such as organizing instructional and other materials;
C.
Provide assistance in a computer laboratory;
D.
Provide support in a library or media center;
E.
Conduct parental involvement activities;
PERSONNEL
Continued
4114.1
F.
Act as a translator;
G.
Provide instructional services to students, if working under the direct supervision of a teacher;
H.
Perform 1imited duties beyond classroom instruction or that do no benefit program participants, so long as those duties are also assigned to non-Title I paraprofessionals. Title I paraprofessionals may not be assigned to more of these duties, proportional to their total work time, than the amount assigned to similar non-Title I paraprofessionals in the same schoo1.
M.C.L.A. 37.2101 et seq., 380.1230 20 U.S.C. 6319
Adopted March 3. 2003
PERSONNEL
4121
Substitute Teachers The Superintendent of Schools, or his/her designee, shall be responsible for maintaining a list of qualified substitute teachers who will be available when members of the regular teaching staff are absent. Individuals selected for these duties are subject to background investigations which include an inquest of State and Federal records, both of which must be free of unlawful acts. The Superintendent of Schools, or his/her designee, shall establish a procedure to be followed for securing substitutes and reporting absences, and make this procedure known to all members of the professional staff. The Superintendent of Schools, or his/her designee, shall be responsible for reviewing evaluations of substitute (guest) teachers, and subsequently, releasing individuals not meeting the district's standard of performance.
Adopted September 19, 1977, Revised June 3,2002
PERSONNEL
4131
Professional Growth All employees may be provided opportunities for the development of increased competence beyond that which they may attain through the performance of their assigned duties. In light of their impact upon the lives of students and in keeping with the breadth of experience and depth of training which they possess, opportunities for the professional staff may be especially rich and varied. The Superintendent may provide the staff with opportunities in areas such as the following: •
Visits to other classrooms and schools
•
Conferences involving other personnel from the district, county, state, region, or nation
•
Membership on committees drawing personnel from such sources
•
Training workshops offered within the district
Adopted September 19,1977, Revised April 15, 2002
PERSONNEL
4132
Publication or Creation of Materials It is the intent of the Grand Blanc Board of Education that all books, materials, devices, or products which result from the regular prescribed duties of school district employees should remain the property of the district, and that the district shall retain all rights and privileges to the ownership thereof.
Adopted September 19, 1977, Revised April 15, 2002
PERSONNEL
4132.1
Use of Facilities and/or Equipment by Employees Grand Blanc school facilities and/or equipment shall not be used by school employees for private or individual gain.
Adopted September 19,1977, Revised April 15, 2002
PERSONNEL
4132.2
Part- Time Employment The Grand BJanc Board of Education discourages any part-time employment which interferes with the satisfactory performance of duties of a full-time Grand Blanc school employment.
Adopted September 19, 1977, Revised April 15,2002
PERSONNEL
4132.3
Use of District Data for Personal Gain No Grand Blanc school district employee shall use materials, information, or records of the district for private or personal gain.
Adopted September 19,1977, Revised April 15, 2002
PERSONNEL
4133
Travel An authorized employee, upon approval of the Superintendent, shall be reimbursed for use of his/her personal automobile for travel in the performance ofhislher school duties at a rate determined by the Grand Blanc Board of Education.
Adopted September 19, 1977, Revised April 15, 2002
PERSONNEL
4147
Gifts to School Personnel Students and their parents will be discouraged from the presentation of gifts to district employees. Any gift given must be inexpensive and token in nature. The Board shall always welcome Jetters to staff members expressing gratitude or appreciation.
Adopted September 19, 1977, Revised February 20.1984. April 15, 2002
PERSONNEL
4148
Recoflnition Awards The Board recognizes the value of recognition awards made to employees and volunteers. Such recognition encourages the value of commitment to public service. Awards of nominal cost may be given to employees, volunteers, and members of the public to recognize public service.
Adopted March 15. 2004
PERSONNEL
4149
Meals and Refreshments Coffee, food and other office refreshments may only be provided in connection with a public or business meeting. The District may furnish refreshments or meals during professional development or business meetings if the following conditions are met: 1.
The refreshments/meals are furnished for the convenience of the District.
2.
Participants are required to stay at the meeting location throughout the duration of the meeting. (i.e. participants are not provided time during the meeting to leave the premises for lunch or breaks).
3.
If a meal is provided, professional development or business takes place before and after the meal.
Refreshments and food may be provided for employees or volunteers when working an extended period of time outside of regular work hours.
Adopted March 15, 2004
PERSONNEL
4150
Family and Medical Leave Policy
PURPOSE:
To define the policy and procedure of Grand Blanc Community Schools (the "District") with regard to leave under the Family and Medical Leave Act ("FMLA").
GENERAL:
Employees who have been employed for at least one (1) year, and for at least 1,250 hours during the preceding 12-month period are eligible for family or medical leave. For employees not eligible for family or medical leave, the District will review business considerations and the individual circumstances involved. Except for those employees designated as "key employees," employees will be returned to the same or to an equivalent position upon their return from family or medical leave. Family or medical leave will be unpaid leave. If family or medical leave is requested for an employee's own serious health condition, the employee must use all of his/her accrued paid vacation leave, sick leave or personal leave concurrently with the leave. The remainder of the family or medical leave period will then consist of unpaid leave. Additionally, if family or medical leave is requested for any permissible reason besides an employee's own serious health condition, an employee m!-,st use all of hislher accrued paid vacation or personal leave concurrently with the family or medical leave. The remainder of the family or medical leave period will then consist of unpaid leave.
REASONS FOR LEAVE:
All employees who meet the applicable time-of-service requirements may be granted a total of twelve (12) weeks of unpaid family leave and paid sick, vacation, and personal leave combined during a rolling 12-month period measured backward from the date family or medical leave is taken and continuous with each additional family or medical leave day taken. An employee can take family or medical leave for the following reasons: 1. the birth of the employee's child and in order to care for the child; 2. the placement of a child with the employee for adoption or foster care; 3. to care for a spouse, child or parent who has a serious health condition; or 4. a serious health condition that renders the employee incapable of performing the functions of his/her job.
PERSONNEL
4150 The entitlement to family or medical leave for the birth or placement of a child for adoption or foster care will expire twelve (12) months from the date of the birth or placement.
APPLICATION FOR LEAVE:
In all cases, an employee requesting family or medical leave must complete the attached "Application for Family and Medical Leave" (Attachment #1) and return it to the Director of Personnel. The completed application must state the reason for the family or medical leave, and the starting and ending dates of the family or medical leave.
NOTICE OF LEAVE:
An employee intending to take family or medical leave because of an expected birth or placement, or because of a planned medical treatment, must submit an application for leave at least thirty (30) days before leave is to begin. If leave is to begin within thirty (30) days, an employee must give notice to his/her immediate supervisor and to the Director of Personnel as soon as the necessity for family or medical leave arises.
MEDICAL CERTIFICATION OF LEAVE:
An application for family or medical leave based on the serious health condition of the employee or the employee's spouse, child or parent must also be accompanied by a "Medical Certification Statement" (Attachment #2) completed by the applicable health care provider. The certification must state the date on which the health condition commenced, the probable duration of the condition, and the appropriate medical facts regarding the condition. The Board may require a second or third opinion (at its expense). If the employee is needed to care for a spouse, child or parent, the certification must include an estimate of the amount of time the employee will be needed. If the employee has a serious health condition, the certification must state that the employee cannot perform the functions of his/her job.
BENEFITS COVERAGE DURING LEA VE:
During a period of family or medical leave, an employee will be retained on the District's health plan under the same conditions that applied before leave commenced. To continue health coverage, the employee must continue to make any contributions that he/she made to the plan before taking leave. Failure of the employee to pay his/her share of the health insurance premium may result in loss of coverage. If the employee fails to return to work after the expiration of the family or medical leave, the employee will be required to reimburse the District for payment of health insurance premiums during the family or medical leave, unless the failure to return is due to the
2
PERSONNEL
4150
recurrence, onset or continuation of a serious health condition or because of circumstances beyond the employee's control. Additionally, a failure to return to work at the end of a leave may be treated as a resignation unless an extension has been agreed upon and approved in writing by the Board. An employee who takes family or medical leave is entitled to changes in benefit plans immediately upon return from leave or to the same extent they would have qualified if no leave had been taken, except those which may be dependent upon seniority or accrual during the family or medical leave period. An employee who takes family or medical leave will not lose any seniority or employment benefits that accrued before the date leave began.
RESTORA TION TO EMPLOYMENT:
An employee eligible for family or medical leave, with the exception of those employees designated as "key employees" will be restored to hislher former position or to a position with equivalent pay, benefits, and other terms and conditions of employment. The District cannot guarantee that an employee will be returned to hislher original job. A determination as to whether a position is an "equivalent position" will be made by the District.
RETURN FROM LEAVE:
An employee must complete a "Notice of Intention to Return from Family or Medical Leave" (Attachment #3) before he or she can be returned to active status. If an employee wishes to return to work prior to the expiration of a family or medical leave of absence, notification must be given to the employee's supervisor at least two (2) business days prior to the employee's planned return. An employee who requests an extension of family or medical leave must submit a written request for an extension to hislher immediate supervisor, as soon as the employee realizes that the extension is needed. The request for extension of leave should indicate that the extension is due to the continuation, recurrence, or onset of a serious health condition of the employee, or the employee's spouse, child or parent.
Nothing contained in the above FMLA policy should be construed to eliminate or limit any express right or protection an employee has under a collective bargaining agreement with the District. However, to the extent that the applicable collective bargaining agreement does not contain an express contradictory provision or an express additional protection, the provisions of the above FMLA shall govern.
Adopted March 7, 2005
3
Grand Blanc Community Schools Family and Medical Leave Policy 4150 Attachment # 1
Application for Family or Medical Leave Name: __________________________
Department__________
CurrentAddress: _________________________________ Start Date of Anticipated Leave: ____________________________ Expected Date of Return to Work: _____________________________ Reason for Leave (Explain): ________________________________
NOTE:
A leave request based on an employee's serious health condition or the serious health condition of an employee's spouse, child or parent must be accompanied by a verifying medical certification from a physician.
I hereby authorize Grand Blanc Community Schools to contact my physician to verify the reason for my requested leave or for any other information concerning my requested family and medical leave. I understand that a failure to return to work at the end of my leave period may be treated as a resignation unless an extension has been agreed upon and approved in writing by Grand Blanc Community Schools. Signature: _______________
APPROVED BY:
Supervisor
Director of Personnel
Adopted March 7. 2005
Date:_ _ _ _ _ _ _ _ _ _ __
Grand Blanc Community Schools Family and Medical Leave Policy 4150 Attachment #2
Certification of Physician or Practitioner (Optional Form WH·380) Certification of Health Care Provider (Family and Medical Leave Act of 1993) L
Employee's Name ________________________________
2.
Patient's Name: (if different from employee) _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ __
3.
The attached sheet describes what is meant by a "serious health condition l " under the Family and Medical Leave Act. Does the patient's condition l qualify under any of the categories described? If so, please check the applicable category. (1)
(2)
(3) _
(4) _
(5) _
(6)
none of the above
4.
Describe the medical facts which support your certification, including a brief statement as to how the medical facts meet the criteria of one of these categories:
5.
a.
State the approximate date the condition commenced, and the probable duration of the condition (and also the probable duration of the patient's present incapacity if different): _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ __
b.
Will it be necessary for the employee to take work only intermittently or to work on a less than full schedule as a result of the condition (including for treatment described in Item 6 below)? _ _ __ If yes, give the probable duration:
6.
c.
If the condition is a chronic condition (condition #4) or pregnancy, state whether the
a.
If additional treatments will be required for the condition, provide an estimate of the probable number of such treatments. _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ __
patient is presently incapacitated2 and the likely duration and frequency of episodes of incapacity2:
If the patient will be absent from work or other daily activities because of treatment on an
intermittent or part-time basis, also provide an estimate of the probable number and interval between such treatments, actual or estimated dates of treatment if known, and period required for recoveryifany: _________________________________
I Here and elsewhere on this fonn. the infonnation sought relates only to the condition for which the employee is taking FMLA leave. 2 "Incapacity," for purpose of FMLA, is defined to mean inability to work. attend school or perfonn other regular daily activities due to the serious health condition, treatment therefor, or recovery therefrom.
Grand Blanc Community Schools Family and Medical Leave Policy 4150 Attachment #2
b.
If any of these treatments will be provided by another provider of health services
(e.g., physical therapist), please state the nature of the treatments:
7.
8.
c.
If a regimen or continuing treatment by the patient is required under your supervision, provide a general description of such regimen (e.g., prescription drugs, physical therapy requiring special equipment):
a.
If medical leave is required for the employee's absence from work because of the employee's own condition (including absences due to pregnancy or a chronic condition), is the employee unable to perform work of any kind? _ _ _ _ _ __
b.
If able to perform some work, is the employee unable to perform anyone or more of the essential functions of the employee's job (the employee or the employer should If yes, please supply you with information about the essential job functions)? list the essential functions the employee is unable to perform:
c.
If neither a. nor b. applies, is it necessary for the employee to be absent from work for treatment?
a.
If leave is required to care for a family member of the employee with a serious health condition, does the patient require assistance for basic medical or personal needs or safety, or for transportation?
b.
If no, would the employee's presence to provide psychological comfort be beneficial to the patient or assist in the patient's recovery? _ _ _ _ _ _ _ _ _ _ _ __
9.
If the patient will need care only intermittently or on a part-time basis, please indicate the probable duration of this need: _ _ _ _ _ _ _ _ _ _ _ _ _ _ __
(Signature of Health Care Provider)
(Type of Practice)
(Address)
(Telephone number)
To be completed by the employee needing family leave to care for a family member:
.1""""
State the care you will provide and an estimate of the period during which care will be provided, including a schedule if leave is to be taken intermittently or if it will be necessary for you to work less than a full schedule:
(Employee signature)
(Date)
Grand Blanc Community Schools Family and Medical Leave Policy 4150 Attachment #2
A "Serious Health Condition" means an illness, injury, impairment, or physical or medical condition that involves one of the following: 1.
Hospital Care Inpatient care (i.e., an overnight stay) in a hospital, hospice or residential medical care facility, including any period of incapacitl relating to the same condition), that also involves:
2.
Absence Plus Treatment (a) A period of incapacitl of more than three consecutive calendar days (including any subsequent treatment or period of incapacity 2 relating to the same condition), that also involves:
i.
Treatmene two or more times by a health care provider, by a nurse or physician's assistant under direct supervision of a health care provider, or by a provider of health care services (e.g., physicaJ therapist) under orders of, or on referral by, a health care provider; or
ii. Treatment by a health care provider on at least one occasion which results in a 4 regimen of continuing treatment under the supervision of the health care provider. 3.
Pregnancy Any period of incapacity due to pregnancy, or for prenatal care.
4.
Chronic Conditions Requiring Treatments A chronic condition which:
5.
1.
Requires periodic visits for treatment by a health care provider, or by a nurse or physician's assistant under direct supervision of a health care provider.
2.
Continues over an extended period of time (including recurring episodes of a single underlying condition): and
3.
May cause episodic rather than a continuing period of incapacity2 (e.g., asthma, diabetes, epilepsy, etc.).
PermanentILong-Term Conditions Requiring Supervision A period of incapacity 2 which is permanent or long-term due to a condition for which treatment may not be effective. The employee or family member must be under the continuing supervision, but need not be receiving active treatment by, a health care
3 Treatment includes examinations to determine if a serious health condition exists and evaluations of the condition. Treatment does not include routine physical examinations, eye examinations, or dental examinations. 4 A regimen of continuing treatment includes, for example, a course of prescription medication (e.g., an antibiotic) or therapy requiring special equipment to resolve or alleviate the health condition. A regimen of treatment does not include the taking of over-the-counter medications such as aspirin, antihistamines. or salves; or bed-rest. drinking fluids. exercise. and other similar activities that can be initiated without a visit to the health care provider.
Grand Blanc Community Schools Family and Medical Leave Policy 4150 Attachment #2
provider. Examples include Alzheimer's, a severe stroke, or the terminal stages of a disease.
6.
Multiple Treatments (Non-Chronic Conditions) Any period of absence to receive multiple treatments (including any period of recovery therefrom) by a health care provider or by a provider of health care services under orders of, or on referral by, a health care provider, either for restorative surgery after an accident or other injury, or for a condition that would likely result in a period of incapacity2 of more than three consecutive calendar days in the absence of medical intervention or treatment, such as cancer (chemotherapy, radiation, etc.), severe arthritis (physical therapy), kidney disease (dialysis).
Optional Medica1 Certification Statement for the Illness of a Family Member Medical Certification Statement (Illness of Employee's Family Member)
NameofEmployre: _____________________________________________________ Name of III Family Member: ___________________________________ Date Condition Began: _________________________________________ Date Condition Ended (or is expected to end): ________________________ Medical facts regarding the condition: _____________________________
Explanation of extent to which employee is needed to care for the ill spouse, child or parent:
Health Care Provider Signature: ________________________________
Date: _______________________
Office Phone: _ _ _ _ _ _ __
Medical Release I authorize the release of any medical information necessary to process the above request. Patient's Signature: _____________________ Adopted March 7, 2005
Date:___________
Grand Blanc Community Schools Family and Medical Leave Policy Attachment #3
Optional Notice of Intention to Return From Leave
Notice of Intention to Return From Leave Name: ___________________________________________________________________ Supervisor: _______________________________________________________________ DateLeaveCommenced: _____________________________________________________ Date of Planned Return: ____________________________________________________ I understand that my restoration to employment is subject to the following conditions: 1.
As a condition of restoration, each employee must provide a written certification from his or her health care provider that the employee is able to resume working.
2.
Appropriate attempts will be made to restore an employee returning from leave to his or her original position. If the employee's original position is unavailable, the employee will be placed in a position commensurate with any statutory obligations or in accordance with the applicable collective bargaining agreement.
3.
An employee returning from family and medical leave shall not be entitled to the accrual of any seniority or employment benefits during the period of leave, unless the applicable collective bargaining agreement provides otherwise.
Employee's Signature
Date
I have examined _______________________________ and can certify that [Employeej
she/he is fully able to resume working.
Health Care Provider's Signature Adopted March 7, 2005
Date
PERSONNEL
4152.1
Involuntary Leave!Mental or Physical Illness The Superintendent may request, at no expense to the individual, a physical or mental examination for any member of the staff. The results may be used to determine the need for an involuntary leave.
Adopted September ]9, 1977, Revised April ]5,2002
PERSONNEL
4153
Cancellation of School Due to Inclement Weather The Superintendent will decide when it becomes necessary to close school because of an inability to transport children safely on schoo] buses. The announcement will be carried over the local radio and TV stations, highlighted on the district's webpage, and included on the school district voice mail system. On those days when it is necessary to close school because of inclement weather, all adult and community activities sponsored by the district will cease because of closed buildings.
Adopted September, 1979, Revised November, 1982, April 15, 2002
PERSONNEL
AR 4153
Inclement Weather Procedure It is the desire of the Grand Blanc Board of Education and the administration to operate school each of the days scheduled on the official school calendar.
The district will make a concerted effort to provide snow removal service throughout the night in the event of heavy snowfall in an attempt to provide adequate parking spaces for staff and provide free access to buildings by buses. On those rare days when it becomes necessary to close school because of an inability to transport children safely on school buses, an announcement will be made over local radio and TV stations, highlighted on the district webpage and included on the district voice mail system. When it becomes necessary to close school, either before it begins in the morning or during the school day, all adult and community evening classes, athletic practices, and home contests will cease. Athletic acti vities which are scheduled away from the district will be canceled unless the building principal, athletic director or Superintendent decide otherwise. In these instances, the decision of the Superintendent will be final. When school is dosed to students because of inclement weather, teachers are not expected to report to work, unless directed to do so. Any direction for teachers to report for work will be carried over early morning broadcasts and local radio and TV stations. The procedure used for making the decision to close school restS' with the Superintendent.
Adopted September, 1979. Revised November, 1982. April 15. 2002
PERSONNEL
4201
Attendance at School Sponsored Reli&ious Meetin& Students are permitted to conduct non-curriculum related meetings only during non-instructional time and only under specific conditions. School employees may attend such student meetings only in a 'non-particpatory capacity." School employees may attend and/or monitor student sponsored religious meetings but may not lead or conduct the meeting of prayer.
Adopted September 16,1985, Revised April 15,2002
PERSONNEL
4205
Acquired Immune Deficiency Syndrome The Acquired Immune Deficiency Syndrome (AIDS) or AIDS-Related Complex (ARC) is a very serious disorder. Persons with AIDS have developed, as a result of their infection, a defect in the functioning of their immune system. They are, therefore, susceptible to certain types of opportunistic infections, rare malignancoes, and may be, theoretically, contagious. The Board of Education of Grand Blanc Community Schools recognizes that an increasing number of AIDS or ARC cases will require Grand Blanc Community Schools to face the issue of what to do regarding victims of AIDS!ARC. All persons privileged with any medical information that pertains to students or staff members regarding AIDS!ARC shall be required to treat all proceedings, discussions, and documents as confidential information. No information regarding students or staff with AIDS!ARC shall be released by district personnel without the student's, parent's, or guardian's, or staff member's permission. The following guidelines (Administrative Regulations) are established to ensure that proper procedures are taken to protect students and staff in the community.
Adopted September 2.1986. Revised September 4, 1990. April 15. 2002
PERSONNEL
AR 4205
Acquired Immune Deficiency Syndrome 1.
If a student/staff member with AIDS/ARC arrives at a school facility exhibiting symptoms of illness, fever, cough, respiratory disorder, or diarrhea, the parent/guardian/other designee shall be notified and the individual may be requested to leave the school setting.
2.
Blood or other body fluid emanating from an AIDS/ ARC patient shall be treated cautiously and in accordance with procedures set forth in Appendix A.
3.
The Genesee County Health Department primary care physician and parent/guardian/other designee shall be requested to inform school officials when they have knowledge that a student/staff member has AIDS/ARC. Selected persons within the district shall have knowledge of the patient's condition including the principal, county health nurse, classroom teacher(s), and other appropriate staff. These persons shall be provided information concerning such precautions as may be necessary; they should be made aware of confidentiality requirements. Specifically, the district shaH respect the right to privacy of the individual.
4.
The school officials, primary care physician, other physicians, county health department, and parent/guardian/other designee shall work together in dealing with issues which arise regarding the individual's attendance at school/work.
5.
The county health nurse, social worker or other person(s) may be identified as an advocate to assist in problems arising with students/staff members. The advocate may serve as a liaison with the primary care physician, provide educational materials for the student/staff member; and/or serve as a focal point for questions and consti tute an impartial party to whom all sides can relate.
6.
The Genesee County Health Department shaH be requested to identify a contact person who is knowledgeable about AIDS/ARC to work with the advocate or others with questions.
7.
The fact that students/staff members may be afflicted with AIDS shall not excuse employees of the district from being required to carry out their normal duties by job assignments with the afflicted students/staff members.
PERSONNEL
Continued
AR 4205
The school district, at its discretion, may require an evaluation process for individuals who present a potentially serious health problem to themselves and/or others. It is recommended that the evaluation be made by a team comprised of the following individuals: 1.
A physician who is treating the affected individual.
2.
A physician appointed by the Superintendent with expertise in the communicable disease under consideration who shall chair the team.
In addition, the following individuals shall be included as resource on the team: 1.
A school nurse appointed by the Superintendent
2.
Assistant Superintendent for instruction
3.
Any other appropriate individual as named by the Superintendent
4.
The employee's supervisor or student's principal
This review team shall perform the following duties: 1.
The team shall make a written recommendation to the Superintendent as to whether the affected student/employee should continue to be involved in the public school setting. In making this determination, the team shall consider: a). The physical condition of the student/employee b). The expected type of interaction
Adopted September 2, 1986, Revised September 4, 1990, April 15, 2002
PERSONNEL
4210
Child Abuse and/or Ne2iect It is the policy of the Grand Blanc Community Schools to act in accordance with all requirements as set forth in the Child Protection Act, Public Act No. 238 of 1975. The school district also recognizes its responsibility, in appropriate cases, to independently investigate cases of alleged abuse and/or neglect of students attending Grand Blanc Community Schools. Therefore, the following policy guidelines and requirements are promulgated as authorized by the Child Protection Act of 1975, and the School Code of 1976, Section 1300.
1.
II.
DEFINITIONS A.
"Student" means a person under 18 years of age enrolled in the Grand Blanc Community Schools as a student.
B.
"Abuse" means harm or threatened harm to a student's health or welfare by a person responsible for the student's health or welfare which occurs through non-accidental physical or mental injury; sexual abuse; sexual exploitation, or maltreatment.
C.
"Neglect" means harm to a student's health or welfare by a person responsible for the student's health or welfare which occurs through negligent treatment, including the failure to provide adequate food, clothing, shelter, or medical care.
D.
"Sexual abuse" means engaging in sexual contact with or sexual penetration [as defined in Section 520a of the Michigan penal code, Act No. 328 of the Public Acts of 1931, being Section 850.520a of the Michigan Compiled Laws], of a student by a person responsible for the student's health or welfare.
E.
"Person responsible for the student's health or welfare" includes, but is not limited to, a parent, legal guardian, step-parent, or any other individual to whom a parent or legal guardian delegates the care of the student. For purposes of this policy, this shall also include all employees of the Grand Blanc School District.
REPORTING SUSPECTED CHILD ABUSE AND/OR NEGLECT A.
Any employee and lor volunteer of the Grand Blanc Community Schools who has reasonable cause to suspect abuse and/or neglect of a child attending the Grand Blanc Community Schools shall immediately notify the building principal or other authorized administrator of the building to which the student is assigned of the statements, observations, or other relevant information upon which the suspicion is based. If the building principal is not available, the report shall be immediately made to the Superintendent of Schools. In no event shall the initial reporting be delayed more than 24 hours after the employee and/or volunteer first becomes aware (or should have been aware) of the suspected abuse and/or neglect.
PERSONNEL
4210 Continued
In detennining whether there is "reasonable cause to suspect" abuse and/or neglect, individual employees and/or volunteers are not responsible for determining, or authorizing to attempt to detennine, whether abuse and/or neglect has actually occurred. The responsibility and authority for making such determination is delegated to the Genesee County Family Independence Agency and, in appropriate cases, to the designated administrative staff of the Grand Blanc Community Schools. The responsibility of individual employees and/or volunteers of Grand Blanc Community Schools is to immediately report any statements, observations, or relevant infonnation of any kind which might reasonably suggest the possibility of abuse and/or neglect.
III.
B.
Upon the direction of the building principal (or other authorized administrator), the reporting employee and/or volunteer shall, not later than 24 hours after the request by the building principal, produce a written and signed statement setting forth in detail the infonnation upon which the suspicion of child abuse and/or neglect is based.
C.
It shall be the responsibility of the building principal to whom the report of suspected child abuse and/or neglect is made to prepare and file any notices, including notifying the Genesee County Family Independence Agency under the Michigan Child Protection Act or other relevant statutory provisions.
INVESTIGATIONS OF REPORTS OF ABUSE AND/OR NEGLECT A.
All employees and/or volunteers of the Grand Blanc Community Schools shall cooperate fully and completely with Authorized Representatives of the School District investigating reports of suspected child abuse, neglect, or other improper conduct.
B.
All employees and/or volunteers of the Grand Blanc Community Schools shall cooperate fully and completely with authorized representatives of the Genesee County Family Independence Agency or police officers investigating reports of child abuse and/or neglect; provided, however, that employees and/or volunteers shall neither pennit such persons (or any other persons) to interview students under their supervision or discuss any students with such persons unless and until the appropriate building principal or other authorized administrator has been notified of the requested meeting/interview and has explicitly approved same.
C.
All requests for potentially confidential or pri vileged infonnation made by any person (including subpoenas for testimony or production of records) shall be immediately (and in all cases prior to disclosure of any such infonnation) reported to the appropriate administrator by the school employee and/or volunteer to whom such request was made.
PERSONNEL
4210 Continued
No employee and/or volunteer of the Grand Blanc Community Schools shall di sclose to any person (other than authorized representati ves of the school district, authorized representatives of the Genesee County Family Independence Agency, or the police, as provided above) any information regarding any student which may be confidential or privileged at law under the "Family Educational Rights and Pri vacy Act" (20USC S 1232g), the "Education of the Handicapped Act" (20USC SS 1401, et seg), the "Mandatory Special Education Act" (MCLA 380.1701 et seg) or the "Disclosure of Student's Records of Communication Act" (RJA 600.2165). Provided, however that disclosure may be made pursuant to, and in strict conformance with, the explicit approval of the building principal of the building to which the student is assigned or other authorized administrator.
IV.
V.
CONFIDENTIALITY AND IMMUNITY A.
Under the provision of the Michigan Child Protection Act, the identity of any person making or assisting in the making of a report of suspected child abuse and/or neglect is deemed confidential and subject to disclosure only with the consent of the reporting person or by judicial process.
B.
Under the provisions of the Michigan Child Protection Act, any person who, in good faith, makes or assists in the making of a report of suspected child abuse and/or neglect is deemed immune from either civil or criminal liability for their participation in making such report.
C.
It is the policy of the Grand Blanc Community Schools to keep confidential, to the extent permitted by law, all information regarding reports and investigations of suspected child abuse and/or neglect.
CONSEQUENCES OF FAILURE TO REPORT SUSPECTED CHILD ABUSE AND/OR NEGLECT A.
Under the provision of the Michigan Child Protection Act, any person required to report an instance of suspected child abuse and/or neglect who fails to do so is both 1) guilty of a misdemeanor, and 2) liable in civil court for any damages proximately caused by their failure to report.
B.
Under the provisions of the policy, the Grand Blanc Community Schools will deem any failure by an employee and/or volunteer to report an instance of suspected child abuse and/or neglect to be both insubordination and deliberate disregard for the safety and welfare of students and, as such, to be grounds for severe disciplinary sanctions, including discharge from employment.
PERSONNEL VI.
4210 Continued
ADMINISTRATIVE POLICY DIRECTIVES It shall be the responsibility of the Superintendent of Schools to promulgate, and when appropriate, to, from time to time, revise administrative policy directives to building principals and/or other employees and/or volunteers, for the purpose of setting forth specific guidelines and procedures for complying with any duties imposed upon such employees under either the Michigan Child Protection Act or this board policy.
Adopted October 7, 1991, Revised April 15,2002
PERSONNEL
AR 4210
Child Abuse and/or Nealect These administrative regulations are issued to provide the administrative staff of the Grand Blanc Community Schools, including building principals in particular, specific procedures to follow in responding to cases of suspected child abuse and/or neglect involving either 1) students attending Grand Blanc Community Schools or 2) employees or volunteers of the Grand Blanc Community Schools.
1.
DEFINITIONS A.
"Student" means a person under 18 years of age enrolled in the Grand Blanc Community Schools as a student.
B.
"Abuse" means harm or threatened harm to a student's health or welfare by a person responsible for the student's health or welfare which occurs through non-accidental physical or mental injury; sexual abuse; sexual exploitation, or maltreatment.
C.
"Neglect" means harm to a student's health or welfare by a person responsible for the student's health or welfare which occurs through negligent treatment, including the failure to provide adequate food, clothing, shelter, or medical care.
D.
"Sexual abuse" means engaging in sexual contact with or sexual penetration [as defined in Section 520a of the Michigan penal code, Act No. 328 of the Public Acts of 1931, being Section 850.520a ofthe Michigan Compiled Laws], of a student by a person responsible for the student's health or welfare.
E.
"Person responsible for the student's health or welfare" includes, but is not limited to, a parent, legal guardian, step-parent, or any other individual to whom a parent or legal guardian delegates the care of the student. For purposes of this policy, this shall also include all employees of the Grand Blanc School District.
F.
"Responsibilities of employees and volunteers in cases of suspected child abuse and/or neglect" means the policy so entitled as simultaneously adopted by the Board of Education.
PERSONNEL
II.
AR 4210 Continued
G.
"Administrator" means the building principals of the building at which a student, employee, or volunteer implicated in a case of suspected child abuse and/or neglect is enrolJed or assigned. In cases where the building principal is absent, all responsibilities imposed hereunder shall be transferred to the employee duly designated to "cover" for the building principal.
H.
"PIA" means the Genesee County Family Independence Agency.
REPORTING SUSPECTED CHILD ABUSE AND/OR NEGLECT Immediately upon receiving notice, oral or written, or statements, observations or other relevant information or any kind which might reasonably suggest the possibility of child abuse and/or neglect involving either 1) a student of Grand Blanc Community Schools or 2) an employee or volunteer of Grand Blanc Community Schools, the administrator shall do all of the following: A.
Notify the Office of the Superintendent and provide updated reports on all developments in the case thereafter in a timely fashion.
B.
Where appropriate and reasonably possible, contact the reporting person and any school personnel (including students) directly to obtain a complete understanding of the nature of the circumstances giving rise to the suspicion of child abuse and/or neglect. The administrator should keep a comprehensive record of all contacts made and of all information received while pursuing this objective.
C.
Make an oral report, by telephone or in person, to the appropriate representative of the FlA. Such report shan be made at the earliest reasonable opportunity, allowing an appropriate period for the initial investigatory process described in paragraph ll-B above. However, in no case shall the investigation or any other intervening activity be permitted to delay the making of the initial oral report with the PIA beyond one business day from the time of receipt of notice (of suspected abuse) by the building principal and in any case where it appears that the safety and/or welfare of a student may be imminently threatened, such oral report shall be made at the earliest feasible opportunity.
D.
Within 72 hours of making the oral report, prepare and file with the PIA and with the Office of the Superintendent a written report which shall contain an of the following: 1.
Name ofthe child(ren) involved and age(s).
2.
Description ofthe suspected abuse/neglect and the circumstances upon which the suspicion of abuse/neglect is based.
PERSONNEL
III.
AR 4210 Continued
3.
Names and addresses (if known) of the child's parents, guardian, and/or person(s) with whom the child lives.
4.
Specific identity of the person(s) originally providing the information upon which the suspicion of abuse/neglect is based, together with express statement advising PIA that school district policy is to keep the identity of the reporting person, together with all the information regarding implicated students, confidential to the extent permitted by law.
INVESTIGATION OF REPORTS OF ABUSE AND lOR NEGLECT L
In any case where it appears that an employee, volunteer, or student of the Grand Blanc Community Schools may become implicated as a perpetrator or facilitator of suspected child abuse and/or neglect, the administrator shall be responsible for independently (of PIA and/or the police) investigating and documenting all relevant evidence so as to permit the school district to determine whether disciplinary sanctions of any kind may be appropriate.
A.
All such investigations shall be conducted under the direct supervision of the Office of the Superintendent who shall be continuall y provided with updates of all activities and developments in the case.
B.
During such investigations, reasonable attempts should be made to obtain written statements from potential witnesses at the time of being interviewed; provided, however, that reluctance of a student to make a written statement shall not be considered to be conclusive evidence of non-credibility.
C.
During interviews, the administrator should, whenever reasonably feasible, attempt to have an adult witness (other than the administrator) present to corroborate the notes taken by the administrator. Care should be taken, however, to avoid intimidating or frightening the student witnesses by the sheer number of adult "authority figures" present during interviews.
D.
Where practical the administrator may elect to use information obtained from student witnesses while "sitting in" or PIA interviews in lieu of conducting separate interviews, especially where it is apparent that multiple interviews might be excessively traumatic for the student. In such event, however, the administrator must take his/her own comprehensive notes, since FIA personnel may not be available as witnesses in subsequent school disciplinary proceedings. The administrator should explicitly explain the above-described procedure to the prospective interviewer from PIA and/or the police prior to commencing any student interview.
PERSONNEL 2.
IV.
AR 4210 Continued
In cases where PIA or police personnel investigating cases of suspected child abuse and/or neglect (whether or not such cases involve any Grand Blanc Community Schools' staff) demand to interview students on school premises, the administrator shall do all of the fol1owing: A.
Notify the Office of the Superintendent immediately.
B.
Attend and monitor student and/or employee interviews personally or by appropriate administrative designee, and take comprehensive written notes of the proceedings. During the interview the admi nistrator should ensure that the student is not unreasonably or insensitively subjected to harassment, intimidating behavior or inappropriate techniques or interrogation. If the administrator has any questions as to the propriety of the interrogation, he/she should temporarily adjourn the interview and seek guidance from the superintendent and/or school attorney before proceeding. PIA personnel may interview students or employees without the administrator present if they so insist.
c.
Within the limitations set forth here, generally cooperate with authorized representatives of PIA or the police in their investigations. However, in no event shall a student be subjected to a search at school which requires that the student remove his or her clothing to expose his buttocks or genitals, or her breasts, buttocks, or genitals unless the authorized representative has obtained and offers for inspection an order duly issued by a court of competent jurisdiction expressly authorizing such a search. Such court orders must be reviewed and approved by the Superintendent of Schools or the school attorney prior to commencement of any such search.
PROMOTING EMPLOYEE AWARENESS OF RESPONSmILITIES All building principals shall take appropriate steps to ensure that all employees and volunteers assigned to their buiJdings are made aware of and understand theirresponsibilities as set forth in the Board of Education's policy establishing responsibilities of employees and/or volunteers regarding suspected child abuse or neglect. Such steps shall include, but not be limited to, providing each employee and volunteer with a personal copy of said policy and ensuring that any staff members with questions as to the meaning of said policy have an adequate and timely opportunity to have their questions answered.
Adopted October 7, 1991, Revised April 15, 2002
PERSONNEL
4300
DrU2-Free Work Environment The Grand Blanc School District is committed to providing a drug-free workplace and learning environment for employees and students. It seeks, therefore, to establish and maintain an educational setting which meets the requirements set forth in the Drug Free Workplace Act of 1988, 41 uses 701 et seq. For purposes of implementing this policy "illegal drugs" shall mean: A.
All dangerous controlled substance as so designated and prohibited by Michigan statute;
B.
All chemicals which release toxic vapors;
C.
All alcoholic beverages;
D.
Any drug which (1) is not legally obtainable; (2) may be legally obtainable but has not been legally obtained; (3) is being used in a manner or for a purpose other than as prescribed.
The district's policy is to employ a work force free from use of illegal drugs and abuse of alcohol on the ,"'" job. In compliance with the Act, the Board has established a drug free awareness program to inform employees of the dangers of drug abuse, available drug counseling and assistance programs, and the district's intent to maintain a drug free workplace. The Board prohibits the unlawful manufacture, possession, use, distribution, or dispensation of any illegal drugs by any member of the district's professional support staff at any time while on district property or while involved in any district-related activity or event. Any staff members who violate this policy shall be subject to disciplinary action, which may include termination even for a first offense, in accordance with the district programs and rules set forth below:
A.
GROUNDS FOR TERMINATION OR DISCIPLINE Illegal Drug Use Any employee, while working at the site, or while engaged in the special duties of an educator, who appears to have violated this policy and to have consumed illegal drugs, as defined above, will not be allowed to work, and will be subject to disciplinary action in accordance with district guidelines and the terms of any applicable collective bargaining agreement. The procedures for determining violations of this policy are outlined in Section B below.
PERSONNEL B.
Continued
4300
GENERAL PROCEDURES 1.
If possible, the employee's supervisor should first seek another individual's observation to confirm the employee's status. The supervisor should consult privately with the employee to determine the cause of the behavior, including whether the use of illegal drugs has occurred. If, in the opinion of the supervisor, the employee is in violation of this policy, the employee shall be immediately suspended from the workplace pending further investigation. The employee should be sent home or to a medical facility by taxi or other safe transportation altemati ve, depending on the determi nation of the observed impairment, accompanied by a supervisor or another employee if necessary. An impaired employee should not be allowed to drive.
2.
Further, staff persons must notify administration of any criminal drug statute conviction they may have received for a violation occurring in the workplace no later than five days after the conviction.
3.
The administration shall notify the granting agency of the conviction of the employee for a drug statute violation in the workplace within ten days of receiving notice of conviction, and shall impose appropriate sanction on the employee within 30 days following conviction for a drug offense in the workplace. (For purposes ofnotice to employee, the Board ofEducation should further designate which administrator is to recei ve notice of a conviction, initiate sanctions, and notify the granting agent of a conviction by an employee for a drug statute violation in the workplace. That administrator will be the Superintendent of Schools.)
C.
PREFERRED ASSISTANCE PROGRAM The district maintains a Preferred Assistance Program (PAP) which provides help to employees and their families who suffer from alcohol or drug abuse. However, it is the responsibility of each employee to seek assistance from the PAP before alcohol and drug problems lead to disciplinary actions. Once a violation of the district's drug free workplace policy occurs, subsequent use ofthe PAP on a voluntary basis will not necessarily lessen disciplinary action and may, in fact, have no bearing on the determination of appropriate disciplinary action. The employee's decision to seek prior assistance from the PAP will not be used as a basis for disciplinary action and will not be used against the employee in any disciplinary proceedings. However, using the PAP will not be a defense to imposition of a disciplinary action where facts proving a violation of this policy are obtained outside of the PAP.
A copy of this policy statement will be distributed to every employee.
PERSONNEL
Continued
4300
GRAND BLANC SCHOOLS PROHIBITION AGAINST UNLAWFUL POSSESSION, USE, OR DISTRIBUTION OF ILLICIT DRUGS AND ALCOHOL It is the policy of the Grand Blanc Board of Education, consistent with the Drug Free Schools and Communities Act Amendments of 1989, to prevent the unlawful possession, use or distribution of illicit drugs and alcohol by students and employees on school premises or as part of any school activities.
In order to carry out its commitment against the unlawful possession, use, or distribution of illicit drugs and alcohol, the Board will: 1.
Provide age-appropriate, developmentally based drug and alcohol education and prevention programs for all students from early childhood through Grade 12;
2.
Inform students that the unlawful possession and use of illicit drugs and alcohol are not only wrong but also harmful to their health;
3.
Administer standards of conduct which apply to students and employees which clearly prohibit unlawful possession, use, distribution of illicit drugs and alcohol by students and employees on school premises or as any part of school activities, and also prohibit being under the influence of illicit drugs or alcohol on school premises or at any school activity;
4.
Administer standards of student conduct which provide for disciplinary sanctions consistent with the law up to and including expulsion and referral for prosecution. Sanctions may also include the required successful completion of an appropriate rehabilitation program;
5.
Administer standards of employee conduct which provide for disciplinary sanction consistent with the law and applicable collective bargaining agreements, up to and including termination of employment and referral for prosecution. Personnel action may include the required successful completion of an appropriate rehabilitation program;
6.
Provide students and employees with information about drug and alcohol counseling and rehabilitation and re-entry programs which may be available to students and employees;
7.
Provide appropriate information to students, parents, and employees, describing the applicable standards of conduct and disciplinary sanctions which my be imposed for violation(s) of this policy;
8.
Notify students, parents, and employees that compliance with the standards of conduct regarding use or possession of illicit drugs and alcohol is mandated by the law with which this policy complies.
PERSONNEL
Continued
4300
9.
Review the program biennially to determine its effectiveness, to assess whether changes are needed, and to ensure consistent enforcement of disciplinary sanctions.
10.
Referrals for rehabilitation or discipline for substance abuse will be handled on a confidential basis.
Adopted November 20. 1989. Revised February 18.1991
PERSONNEL
4400
Employee Health and Safety The Grand Blanc Board of Education is concerned for the safety of students, staff, and the general public and shall attempt to comply with all federal and state statutes and regulations to protect them from hazards that may result from industrial accidents beyond the control of district officials, from the presence of asbestos materials used in previous construction; and from hazardous materials in the district. The Board shall appoint a district employee to serve as the designated person who shall carry out the requirements of the Asbestos Hazard Emergency Response Act (AHERA), the Michigan Occupational Safety and Health Act, and the Michigan Right-to-Know rules and regulations. The Superintendent may appoint a person(s) to develop and implement the district's approved asbestos management plan which shall ensure proper compliance with federal and state laws and the appropriate instruction and inservice of staff and students. The Board shall, through either a separate contract, a subclause to an existing contract, or as a part of a negotiated master contract, defend, hold harmless, and indemnify current and former district employees who have been assigned the responsibilities related to the AHERA regulations from any and all demands, claims, suits, actions, and proceedings brought against those individuals as agents andloremployees ofthe ,.... Board, provided that any such incidents arose while those individuals were acting within the scope of their respective employment contracts and were not intentional, negligent, or criminal acts.
Adopted September 4, 1990, Revised Ju/yI5, 2002
PERSONNEL
4400.1
Work Place Safety All members of the staff are responsible for maintaining a safe work environment and participating in investigations as necessary. Reasonable action will be taken to ensure that persons involved in an investigation, or in providing information during an investigation do not suffer any form of retaliation, because of their good faith participation. Steps to avoid retaliation may include placing a party to the investigation on administrative leave or other reasonabJe action. Additional steps may be taken to address workplace safety issues. It is the Board's desire to create and maintain an environment free from disruptive, threatening, and violent behavior. The Board will not tolerate inappropriate or intimidating behavior within the workplace (see examples below).
PROCEDURE The Board will respond appropriately to every reported incident of disruptive, threatening, or violent behavior. A.
Definitions: Examples of inappropriate behavior by staff members include but are not limited to: 1.
Behavior that distracts, interferes with, or prevents normal work functions or activities. This behavior includes but is not limited to yeJIing, using profanity or VUlgarity, verbally abusing others, making inappropriate demands for time and attention; making unreasonable demands for action (demanding an immediate appointment or a response to a complaint on the spot) or refusing a reasonable request for identification.
2.
Behavior that includes physical actions short of actual contact/injury (e.g., moving closer aggressively), oral or written threats to a person or property, whether in person, over the telephone or through over means of communication.
3.
Behavior that includes physical assault, with or without weapons, behavior that a reasonable person would interpret as being violent, (e.g., throwing things, pounding on a desk or door, or destroying property), and specific threats to inflict physical harm.
4.
Behavior(s) which create incidents that, are stressful or traumatic that interferes with an individual's or group of individual's ability to effectively function in his/her educational or work environment.
PERSONNEL B.
Continued
4400.1
Reporting: When appropriate, complaints under this policy may be reported to the local law enforcement agencies, by the Board's administrative representatives. All reports or complaints under this policy will be investigated and include confidentiality where appropriate. Once an investigation is complete, a recommendation on how to handle the complaint will be submitted to the Superintendent for disposition. Some behaviors may also be prohibited under criminal law, and where appropriate, the Superintendent wil1 report such cases to the proper authorities and shall inform the Board of such report(s). Counseling for staff may be available through the EAP for both the victim and any others within the School District affected by a violent traumatic incident.
C.
Protective Orders: Members of the staff who have obtained a protective order should supply a copy of the order to the Superintendent. Other parties may also be informed when deemed necessary for the safety of the School District personnel.
D.
Discipline/Corrective Steps: Staff who violate this policy may be subject to discipline up to and including discharge.
Adopted March 3, 2003
PERSONNEL
4400.2
Weapons The Board of Education prohibits professional staff members from possession, storing, making, or using a weapon in any setting that is under the control and supervision of the District for the purpose of school activities approved and authorized by the District including, but limited to, property leased, owned, or contracted for by the District, a school-sponsored event, or in a District vehicle. •
Without the permission of the Superintendent
The term "weapon" means any object which, in the manner in which it is used, is intended to be used, or is represented, is capable of inflicting serious bodil y harm or property damage, as well as endangering the health and safety of persons. Weapons include, but are not limited to, firearms, guns of any type, including air and gas-powered guns (whether loaded or unloaded), knives, razors, clubs, electric weapons, metallic knuckles, martial arts weapon, ammunition, and explosives. The Superintendent shall refer a staff member who violates this policy to law enforcement officials. The staff member will also be subject to disciplinary action, up to and including termination, as permitted by applicable Board policy and the terms of existing collective bargaining agreements. IfII'1""-
Exceptions to this policy include: •
Weapons under the control of law enforcement personnel;
•
Items approved by a principal as part of a class or individual presentation under adult supervision, if used for the purpose of and in the manner approved; (Working firearms and ammunition shall never be approved).
•
Theatrical props used in appropriate settings;
•
Starter pistols used in appropriate sporting events.
Staff members shall report knowledge of dangerous weapons and/or threats of violence by students, staff members, or visitors to their administrator/supervisor. Failure to report such information may subject the staff member to disciplinary action, up to and including termination.
Adopted March 3, 2003
PERSONNEL
4401
Employee Medical Records In accordance with the American with Disabilities Act of 1990, as amended, medical information regarding employees shall be segregated from other personnel files. These medical records shall remain confidential and wi11 be released only in accordance with this statute.
Adopted November 4, 1996, Revised July 15, 2002
PERSONNEL
4402
Health Insurance Portability and Accountability Act Purpose The Grand Blanc Community Schools (the "District") shall limit the dissemination of protected health infonnation in accordance with and to the extent required by the Health Insurance Portability and Accountability Act of 1996, its accompanying regulations, and applicable state or local law.
Hybrid Entity The District hereby designates itself as a hybrid entity, as that tenn is defined in the HIPAA regulations, 45 CPR 164.103 with the following health care components: any Flexible Spending Account, any health plan which would otherwise be designated as a covered entity and any portions of its curricular program which would otherwise be designated as covered entities.
Designation of Privacy Official The Director of Personnel is hereby designated as the District's Privacy OfficiaL She/he may designate such individuals as deemed necessary to realize the purpose of this policy.
Delegation of Responsibility The Privacy Official, in conjunction with the District's Business Manager shall develop procedures to implement this policy.
Adopted February 2. 2004
PERSONNEL
44~
GRAND BLANC COMMUNITY SCHOOLS Local Wel1ness Policy 2006-2007 School Year
A Three Year Plan
Whereas, children need access to healthful foods and opportunities to be physically active in order to grow, learn, and thrive; Whereas, good health fosters student attendance and education; Whereas, obesity rates have doubled in children and tripled in adolescents over the last two decades, and physical inactivity and excessive calorie intake are the predominant causes of obesity; Whereas, heart disease, cancer, stroke, and diabetes are responsible for two-thirds of deaths in the United States, and major risk factors for those diseases, including unhealthy eating habits, physical inactivity, and obesity, often are established in childhood; Whereas, 33% of high school students do not participate in sufficient vigorous physical activity; Whereas, only 2% of children (2 to 19 years) eat a healthy diet consistent with the five main recommendations from the Food Guide Pyramid; Whereas, school districts around the country are facing significant fiscal and scheduling constraints; and Whereas, community participation is essential to the development and implementation of successful school wellness policies;
Therefore,
the Grand Blanc Community School District is committed to providing schoo] environments that promote and protect children's health, well-being, and ability to learn by supporting healthy eating and physical activity. Moreover, the district is committed to creating a healthy school environment that enhances the development of lifelong wellness practices to promote healthy eating and physical activities that support student achievement. NUTRITION EDUCATION
Every year all students K through 12th grade shall receive nutrition education that is aligned with the Michigan Health Education Content Standards and Benchmarks. Nutrition education that teaches the knowledge, skills, and values needed to adopt healthy eating behaviors shall be integrated into the curriculum. Nutrition education information shall be offered throughout the school district including, but not limited to, school dining areas and classrooms. Staff members who provide nutrition education shall have the appropriate training.
PERSONNEL
4403
NUTRITION STANDARDS
Grand Blanc Schools shall ensure that reimbursable school meals meet the program requirement and nutrition standards found in federal regulations. Grand Blanc Schools shall encourage students to make nutritious food choices. Grand Blanc Schools shall monitor all food and beverages sold or served to students including those available outside the federally regulated child nutrition programs. Grand Blanc Schools shall consider nutrient density and portion size before permitting food and beverages to be sold or served to students. Each school building in the district shall offer and promote the following food and beverages in all venues outside federally regulated child nutrition programs (This is food and beverages outside of the school lunch and breakfast programs.): • All beverages will be sold in single serving sizes 20 oz. or less. • Snacks and other accompaniments sold should meet a standard single serving size. • There shall be no selling of products with Qnutritional value a USDA standard. • No more than 50% ofa program's food items can be candy The district shall monitor food service distributors and snack vendors to ensure that they provide healthy food and beverage choices that comply with this policy's purpose in all venues. The district shall serve healthy food at school parties. Notices shall be sent to parents/guardians either separately or as part of a school newsletter, reminding them of the necessity for providing healthy treats for students and/or encouraging the use of non-food treats for classroom birthday or award celebrations. The district shall require healthy fundraisers as alternatives to fundraising that involve selling food items of 0 nutritional value. Example: Sales of candy items with 0 nutritional value for school or grade level fundraising shall be replaced with food items with nutritional value or non food items such as candles, wrapping paper, greeting cards, etc. Sales of carbonated beverages will not be permitted on school grounds during the school day. However, these items may be permitted at special events that begin after the conclusion of the instructional day. The Grand Blanc Schools superintendent and the district's Wellness committee shall continually evaluate vending policies and contracts. Vending contracts that do not meet the intent and purpose of this policy shall be modified accordingly or not renewed, as the superintendent and the Board of Education see fit and pursuant to legal requirements. PHYSICAL EDUCATION AND PHYSICAL ACTIVITY OPPORTUNITIES
Grand Blanc Schools shall offer physical education opportunities that include the components of a quality physical education program. Physical education shall equip students with the knowledge, skills, and values necessary for lifelong physical activity. Physical education instruction shall be aligned with the Michigan Physical Education and Health Content Standards and Benchmarks.
PERSONNEL
4403
Every year, all students, K-12, shall have the opportunity to participate regularly in supervised physical activities, either organized or unstructured, intended to maintain physical fitness and to understand the short and long term benefits of a physically active and healthy lifestyle. OTHER SCHOOL-BASED ACTIVITIES DESIGNED TO PROMOTE STUDENT & STAFF WELLNESS
Grand Blanc Schools shall implement other appropriate programs that help create a school environment that conveys consistent wellness messages and is conducive to a healthy lifestyle. The Grand Blanc Community Schools shall encourage and promote the development of wellness programs to help employees reduce their health risks. IMPLEMENTATION AND MEASUREMENT
Grand Blanc Schools' superintendent shall implement this policy and measure how well it is being managed and enforced. The Grand Blanc Schools' superintendent shall develop and implement administrative rules and guidelines consistent with this policy. Input from teachers (including specialists in health and physical education), parents/guardians, students, representatives of the school food service program, school board members, school administrators, and the public shall be considered before implementing such rules. A sustained effort is necessary to implement and enforce this policy. The superintendent shall present current data to the local school board annually on the school district's programs and efforts to meet the purpose and intent of this policy.
, -.
..
Adopted May 1, 2006
PERSONNEL
4405
Bloodborne Patho2ens The following exposure control plan is in compliance with the Occupational Safety and Health Administration's (OSHA) Bloodbome Pathogens Standard, 29 CFR 1910.1030. The Grand Blanc Community Schools provides protection from bloodbome pathogens by identifying employees at risk for occupational exposure and providing for their safety as outlined in this plan. Employees identified in the exposure determination wiIl receive training as it relates to their tasks. A copy of the OSHA Standard (29 CPR 1910.1030) is available to any employee by contacting the district's personnel office. Compliance with the OSHA Standard on bloodbome pathogens is the responsibility of the Grand Blanc Community Schools.
I.
EXPOSURE CONTROL PLAN A.
Exposure Determination
L Job Classifications The provision of first aid to students and/or employees (with potential for occupational exposure) is considered a collateral duty. Job classifications in which any employee is potentially at risk for occupational exposure, or contact with blood and other potentially infectious materials include: Administrators Food Service Employees Extra Curricular Advisors/Sponsors Community Education Employees
Custodians Bus Drivers Teachers Coaches
Aides Noon Supervisors School Secretaries
2. Tasks and Procedures The tasks/procedures of staff listed previously may include, but are not limited to, the following examples: a. Minor injuries that occur within a school setting (i.e., bloody nose, scrape or minor cut) b. Initial care of injuries that require medical or dental assistance (i.e., damaged teeth, broken bone protruding through the skin or severe lacerations c. Care of students with medical needs (i.e., tracheostomy, colostomy and injections) d. Care of students who need assistance in daily living skills, such as toiIeting, dressing, handwashing, feeding and menstrual needs e. Care of students who exhibit behaviors that may injure themselves or others (i.e., biting, hitting and scratching)
PERSONNEL
AR 4405
f. Care of an injured person in laboratory setting, vocational setting or art class g. Care of injured person during a sport activity h. Cleaning tasks associated with body fluid spills 3.
Procedures for Evaluation of Exposure Incidents Provisions for post-evaluation and follow-up is found in (m) (B)
II. SCHEDULE AND METHOD OF IMPLEMENTA TION A.
Universal Precautions Universal precautions shall be observed in order to prevent contact with blood or other potentially infectious materials (OPIM). An blood or other potentially contaminated body fluids shall be considered infectious.
"...
B.
Engineering and Work Practice Controls Engineering and work practice controls are designed to eliminate or minimize employee exposure. Engineering controls are examined and maintained or replaced when an exposure incident occurs. An exposure incident is defined as contact with blood or other potentially infectious materials on an employee's non-intact skin, eye, mouth, or other mucous membrane or by piercing the skin or mucous membrane through such events as needlesticks. An exposure incident investigation form shall be completed each time an incident occurs.
C.
Specific Exposure Control Methods Reducing Risk
L Handwashing a. The district shall provide handwashing facilities which are readily accessible to employees, or when provision for handwashing facilities is not feasible, the district shall provide either an appropriate antiseptic hand cleanser in conjunction with clean cloth/paper towels or antiseptic towelettes. b. Employees shall wash hands or any other skin with soap and water, or flush mucous membranes with water immediately or as soon as feasible following contact of such body areas with blood or other potentially infectious materials. c. Employees shall wash their hands immediately or as soon as feasible after removal of gloves or other personal protective equipment. When antiseptic hand cleaners ortowelettes are used, hands shall be washed with soap and running water as soon as feasible.
PERSONNEL
AR 4405
2. Housekeeping and Waste Procedures a. All equipment, materials, environmental and working surfaces shaH be cleaned and decontaminated after contact with blood or other potentially infectious materials. b. Materials such as paper towels, gauze squares or clothing, used in the treatment of blood or OPIM spil1s that are blood-soaked or caked with blood shaH be bagged, tied and designated as a bio-hazard. c. Contaminated sharps, broken glass, plastic or other sharp objects shall be placed into appropriate sharps containers (puncture resistant, bio-hazard-Iabeled and leakproof). Disposal wil1 be in compliance with Michigan Medical Waste Rules. 3. Work Practices a. Personal protective equipment wil1 be made available in designated locations. (1) Disposable gloves are to be used when blood contact is anticipated. Such gloves may not be washed or re-used. (2) Utility gloves to be used when blood contact is possible. Such gloves may be washed and re-used when their ability to function as a barrier is not compromised. (3) CPR resuscitation masks (one-way valve design) are to be used during any event requiring mouth-to-mouth breathing. In addition, masks in combination with eye protection devices, shal1 be worn whenever splashes, spray, spatter or droplets of blood or other potential1y infectious materials may be generated.
11 Housekeeping a. The Grand Blanc Community Schools wi11 assure that the facility is maintained in a clean and satisfactory condition. b. Blood spill management (1) Put on gloves (2) Remove organic material with multiple towels (3) Spray with approved tuberculocidal disinfectant (4) Wipe surface with paper towels (5) Discard paper towels and used disposable gloves in designated container (6) Wash hands
PERSONNEL
AR 4405
III. HEPATITIS B VACCINATION AND POST-EXPOSURE EVALUATION AND FOLLOW-UP A
B.
Hepatitis B vaccine for employees whose primary job is not the rendering of first aid. Any first aid rendered by such an employee is rendered only as a collateral duty responding solely to injuries resulting from workplace incidents, generally at the location where the incident occurred. 1.
The district shall provide the Hepatitis B vaccine or vaccination series to those un-vaccinated employees whose primary job assignment is not the rendering of first aid only in the case that they render assistance in any situation involving the presence of blood orOPIM. (See Appendix C - A.R.)
2.
All first aid incidents involving the presence of blood or OPIM shall be reported to the district's personnel office by the end of the work day on which the incident occurred. (See Appendix B - A.R.)
3.
The full Hepatitis B vaccination series shall be made available as soon as possible, but in no event later than 24 hours, to all un-vaccinated first aid providers who have rendered assistance in any situation involving the presence of blood or other potentially infectious materials. (See Appendix C AR.)
Post-Exposure Evaluation and Follow-up 1.
Any occurrence resulting in specific eye, mouth, other mucous membrane, non-intact skin, or parenteral contact with blood or other potentially infectious materials (i.e., semen, vaginal secretions, pleural fluid, cerebrospinal fluid, synovial fluid, saliva in dental procedures, amniotic fluid, pericardial fluid, any body fluid visibly contaminated with blood) wi1l be considered an occupational exposure (Le., human bite, "needlestick" injury and unprotected contamination by blood). Any non-employee (student or other) with similar contamination will be referred to their private physician or an emergency department.
2.
Immediate Steps a.
Cleanse wound and administer first aid as appropriate.
b.
Complete Incident Report and send it to the district's personnel office. (See Appendix B - A.R.)
PERSONNEL 3.
AR 4405 Medical Evaluation Following a report of an exposure incident, the district shall make immediately available to the exposed employee a confidential medical examination and follow-up. a.
The employee will provide the Incident Report to the health care professional. (See Appendix B - A.R.)
b.
The health care professional will provide a written opinion to the Grand Blanc Community Schools within 15 days of the completion of the evaluation including: (1) (2)
(3)
(4)
4.
IV.
Demonstrated employee immunity indicating a need or not for the Hepatitis B vaccination series. Information as to whether the employee received or refused the Hepatitis B vaccination series. Whether the employee had been informed of results of the evaluation. That the employee has been told about any medical condition resulting from exposure to blood or other potentially infectious materials which require further evaluation or treatment.
Medical Recordkeeping a.
Employee record of incident (Exposure Report to Bloodborne Pathogens) wiIl be maintained in a Medical Records File (See Appendix D - A.R.) in a confidential manner by the district's personnel office. No disclosure of information will occur within or outside the workplace except with employee's written consent.
b.
Healthcare professional written opinion and documentation of employee receipt of written opinion wi11 be maintained for at least 30 years beyond the employee's termination date.
c.
Record of post-exposure evaluations and follow-up determined to be "exposure" will be logged on OSHA 200 Report Form.
COMMUNICATION ABOUT HAZARDS TO EMPLOYEES A.
Labels and Signs 1.
Bio-hazard labels are affixed to "sharps" containers.
2.
No further labeling required as determined by absence of regulated waste.
PERSONNEL B.
AR 4405
Information and Training 1.
Each employee of the Grand Blanc Community Schools will participate in a training program provided at no cost to the employee. (See Appendix E A.R.)
2.
3.
,...
.
4.
Training shall be provided at the time of initial assignment to tasks when occupational exposure may take place and at least annually thereafter. a.
Annual training for all employees with occupational exposure shall be provided within one (1) year of their previous training.
b.
Additional training when changes such as modification of tasks or procedures affect the employees occupational exposure. The additional training may be limited to addressing the new exposures created.
Training contents
a.
OSHA Standard (29 CFR 1910.30) and the Grand Blanc Community Schools' Bloodbome Pathogens Policy.
b.
Bloodbome pathogen transmission.
c.
Universal precautions.
d.
Post-exposure evaluation and follow-up (Hepatitis B vaccine).
epidemiology,
symptoms,
modes
of
Training Records a.
Training records will be kept for 3 years from the date when training occurred. Access to training records is allowed to the employee, employee representative, to the OSHA Director and Assistant Secretary. Information will include: (1) Date of training
(2) Contents/Summary of training (3) Names of employees attending (with signature) (4) Names and qualifications of persons conducting the training
.,....
Adopted March 1, 1993, Reviewed April 15, 2002
PERSONNEL I.
AR 4405
Housekeeping and Waste Procedures A.
The Grand Blanc Community Schools shall ensure that the work site is maintained in a clean and sanitary condition. The district shall determine and implement an appropriate written schedule for cleaning and method of decontamination based upon the location within the facility (ies), type of surface to be cleaned, type of soil present, and tasks or procedures being performed. (See Appendix A.)
B.
All equipment, materials, environmental and working surfaces shall be cleaned and decontaminated after contact with blood or potentially infectious materials. 1.
Contaminated work surfaces shall be decontaminated with an appropriate disinfectant immediately. After completion of procedures/tasks/therapy, or as soon as feasible, when surfaces are overtly contaminated or after any spill of blood or other potentially infectious materials, and at the end of the school day if the surface may have become contaminated since the last clean.
2.
Protective coverings, such as plastic wrap, aluminum foil, or imperviously backed absorbent paper used to cover equipment and en vironmental surfaces, shall be removed and replaced as soon as feasible when they become contaminated with blood or OPIM, or at the end of the school day if they have become contaminated since the last cleaning.
C.
All bins, pails, cans, and similar receptacles intended for reuse, which have a reasonable likelihood of becoming contaminated with blood or other potentially infectious materials, shall be inspected and decontaminated on a regularly scheduled basis and cleaned and decontaminated immediately as soon as feasible upon visible contamination.
D.
Materials such as paper towels, gauze and clothing used in the treatment of blood or OPIM spills that are blood-soaked or caked with blood shall be bagged, tied and designated as a bio-hazard. The bag shall then be removed from the sight as soon as feasible and replaced with a clean bag. In the district, bags designated as bio-hazard (contaminated blood or OPIM contaminated materials shall be red in color or fixed with a bio-hazard label). On the advise of the Michigan Office of Safety and Health (MiOSH) bio-hazardous waste for our policies purposes shall only include items that are blood-soaked, caked with blood or contain liquid blood that could be wrung out of the item. This would also include items such as sharps, broken glass or plastic on which there is fresh blood.
E. The building custodian shall respond immediately to any major blood or OPIM incident so that it can be cleaned, decontaminated and removed immediately. A major or OPIM incident is one in which there will be bio-hazardous material for disposaL
PERSONNEL
AR 4405
F. In the district there shall be a marked bio-hazard container in the custodial area for the containment of all individual bio-hazard designated bags. Appropriate disposal of the contents ofthis containeris as follows: (To be determined by district committee approving guidelines for waste disposal and in conformance with MiOSH standards).
O. In the event that regulated waste leaks from a bag or container, the waste shall be placed in a second container and the area shall be cleaned and decontaminated. H. Broken glass shall not be picked up directly with the hands. It shall be cleaned upon using mechanical means such as a brush and dustpan, tongs or forceps. Broken glass shall be containerized. The custodian shall be notified immediately or through verbal or written notification before scheduled cleaning. I.
I"""
Contaminated sharps, broken glass, plastic or sharp objects shall be placed into appropriate sharps containers. In the district, the sharps containers shall be closable, puncture resistant, labeled with a bio-hazard label and leakproof. Containers shall be maintained in an upright position. Containers shall be easily accessible to staff and located as close and feasible to the immediate area where sharps are used or can be reasonabl y anticipated to be found (i .e., art classes, industrial arts areas, classroom where dissections occur, etc.). If an incident occurs where this contaminated material is too large for sharps container, the custodian shall be contacted immediately to obtain an appropriate bio-hazard container for this material. 1. Reusable sharps that are contaminated with blood or other potentially infectious material shall not be stored or processed in a manner that requires employees to reach by hand into the containers where these sharps have been placed. Sharps should be washed in soapy water with a long handle brush, rinsed and air dried.
2. In this district, the head custodian shall contact the building and grounds crew when the sharp containers become 3/4 full so that it can be disposed of properly. Conformance with local health department standards and waste disposal company standards. 3. Contaminated needles shall not be bent, recapped, removed, shirred or purposely broken. 1. Disposal of all regulated waste shall be in accordance with applicable regulations of the United States.
K. Employees are prohibited from eating, drinking, smoking, applying cosmetics or lip balm and handling contact lenses where there is reasonable likelihood of exposure to bloodborne pathogens. L. Employees shall not share water bottles, makeup, reeds from wind instruments or allow students to do so. Employees should be warned against putting toothpicks, pens, pencils or other potentially contaminated sharp items in their mouths.
PERSONNEL
AR 4405
M. Food and drink shal1 not be kept in refrigerators, freezers, cabinets or on shelves, countertops or benchtops where blood or other potentially infectious materials are present. N. All procedures in vol ving blood or potentially infectious materials shall be performed in such a manner as to minimize splashing, spraying, splattering and generation of droplets of these substances. Mouth pipettinglsuctioning of blood or open is prohibited (i.e., sucking out snakebites, etc.). O. Specimens of blood or other potentially infectious material shall be placed in containers which prevent leaking during collection and handling, processing, storage, transport or shipping. These containers shall be labeled with a bio-hazard symbol or are red in color. P. Equipment which may become contaminated with blood or other potentially infectious material is to be examined prior to servicing and shipping and is to be decontaminated if feasible. If not feasible, a readily observable bio-hazard label stating which portions are contaminated is to be affixed to the equipment. This information is to be conveyed to all effected employees, the service representative and/or manufacturer as appropriate prior to handling, servicing or shipping. Equipment to consider: Students communication device, and vocational equipment needing repair after an exposure incident. Q. Contaminated laundry shall be handled as little as possible with a minimum of agitation. Gloves must be worn when handling contaminated laundry. Contaminated laundry shall be bagged or containerized at the location where it was used and shall not be sorted or rinsed at the location of use. Containers must be leak-proof if there is reasonable likelihood of soaked-through or leakage. All contaminated laundry shal1 be placed and transported in bags or containers that are bio-hazard labeled or colored red. In this district contaminated laundry shall be placed in the appropriate area determined by the district committee developing guidelines for cleaning, decontamination and waste disposa1. Any contaminated laundry that is sent to a commercial establishment for cleaning shall also meet the above requirements for bio-hazardous material.
II. Exposure Incident An exposure incident is defined as contact with blood or other potentially infectious materials on an employee's non-intact skin, eye, mouth or other mucus membrane or by piercing the skin or mucus membrane through such events as needle sticks. When this occurs an Exposure Incident Investigation form shall be completed each time an incident occurs (see Appendix B). Appropriate procedures such as hand washing noted in the policy shall be followed after such an incident occurs.
III. Personal Protective Equipment A. Gloves shall be worn when it can be reasonably anticipated that an employee may have hand contact with blood and other potential infectious materials, mucus membranes and non-intact skin; and when handling and touching contaminated items or surfaces.
PERSONNEL
AR 4405
B. Disposable gloves shall be replaced as soon as practical when contaminated or soon as feasible if they are torn, punctured or when the ability to function as a barrier is compromised. Disposable gloves shall not be washed or decontaminated for reuse. C. Hypo-allergenic gloves, glove liners, powerless gloves or other similar alternatives shall be readily available and accessible to those employees who are allergic to the gloves normally provided. D. Utility gloves may be decontaminated for re-use if the integrity of the glove is not compromised. However, they must be discarded if they are cracked, peeling, torn, punctured or exhibit other signs of deterioration or when their ability to function as a barrier is compromised. E. Masks in combination with eye protection devices such as goggles or glasses with solid side shields or chin-length face shields shall be worn whenever splashes, spray, spatter or droplets of blood or other potentially infectious materials may be generated, and eye, nose, mouth contamination can be reasonably anticipated (Le., custodian clean a clogged toilet or aides performing a suctioning or tube feeding). "...
F. The district shall clean, launder and dispose of personal protective equipment at no cost to the employee. O. This district shall repair or replace personal protective equipment as needed to maintain its effectiveness at no cost to the employee. H Personal protective equipment shall be removed prior to leaving the work area. When personal protective equipment/supplies are removed, they shall be placed in an appropriately designated area or container for storage, washing, decontamination or disposal. This container shall be labeled with a red bio-hazard symbol. I. The garment(s) is penetrated by blood or other potential infectious materials, the garment(s) shall be removed immediately or as soon as feasible.
J. The district shall ensure that the employee uses appropriate personal protective equipment. If an employee temporarily and briefly declines to use personal protective equipment because it is in his/her judgment that in the particular incident it would impose an increased hazard to the employee or others, the district shall investigate and document the circumstances in order to determine whether changes can be instituted to prevent such occurrences in the future (See Appendix B).
PERSONNEL
AR 4405
APPENDIX A
The following is an example from the Allegan Intermediate School District's Temporary Standard On Control and Transmission of Bloodborne Pathogens In School of a written procedure for handling contaminated laundry in a school setting:
SOILED LAUNDRY - ALL DEPARTMENTS 1. Personnel handling contaminated laundry will wear gloves. 2. All soiled linens will be immediately placed in a red plastic bag and securely tied. All soiled linen bags will be placed in plastic lined linen carts in various work units. 3. Classroom personnel will be responsible for transporting soiled linen bags to the laundry care location. 4. Bags containing linen heavily soiled with blood, feces or other highly contaminated material will be labeled as such. If it is felt that the outside of the red bag may be contaminated, that bag should be "double bagged" into another red bag.
PERSONNEL
AR 4405 APPENDIXB GRAND BLANC CO~IMUNITY SCHOOLS INCIDENT REPORT FORM
Date of Incident,_ _ _ _ _ _ _ _ _ _Social Security No: (if any)_ _ _ _ _ _ __ Time:_ _ _ _ _ _ _ _,a.m.lp.m.
Birthdate:_ _ _ _ _ _ _ _ _ _ __
Employee Involved: _ _ _ _ _ _ _ _ _ _ _ _ _ _ _Age:_ _Sex: F_ _M_ _ Home Address:
Telephone:_ _ _ _ _ __
SourcelIndividual (If Known and applicable)_ _ _ _ _ _ _ _ _ _ _ _ _ _ _ __
,..,
Nature of Incident
Part of Body Injured
Abrasion Amputation Asphyxiation Bite Bruise Burn Concussion Cut Dislocation Fracture Scratch Shock (elec) Sprain
Abdomen Anhle_ _R_ _L___ Arm R_ L_ _ Back Chest Ear R- - L Elbow _ _R_ _L_ _ L_ _
Eye R Face L_ _
Finger_ _R R_ _L
Foot _ _L Hand R
(indicate Right or Left where applicable)
Head R_ _L Knee Leg R_ _L Mouth Nose Scalp Tooth
Wrist R L
Other (Specify)
Potentially Infectious Materials Involved: Ty~:
_______________________
Sou~e
_ _ _ _ _ _ _ __
Circumstances (What was occurring at the time of the incident)_ _ _ _ _ _ _ _ __
PERSONNEL
AR 4405
How was incident caused: (accident, equipment malfunction, etc. List any tool, machine, or equipment involved)._ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ __
Personal protective equipment being used at the time of the incident: _ _ _ _ _ _ __
Actions taken (decontamination, clean-up, reporting, etc.)._ _ _ _ _ _ _ _ _ _ _ __
Recommendations for avoiding repetition of incident:_ _ _ _ _ _ _ _ _ _ _ _ _ __
First aid given Yes_ _No_ _By whom,_ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ __ ."..
Taken home Yes _ _No_ _By Whom._ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ __ Taken to physician Yes_ _No_ _ By Whom,_ _ _ _ _ _ _ _ _ _ _ _ _ _ _ __ Name of physician and address, _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ __ Taken to hospital Yes _ _No_ _ By Whom,_ _ _ _ _ _ _ _ _ _ _ _ _ _ _ __ Name of Hospital_ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ __ Was family/relative notified of accident Yes_ _No_ _How_ _ _ _ _ _ _ _ _ __ Name of person notified_ _ _ _ _ _ _ _ _ _ _ _ _ _ by Whom_ _ _ _ _ _ _ __ Witness _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ __ ~
Witness 2._ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ __ Signature of person completing report
Date completed Immunization History of Employee: Tetanus (Most recent date)_ _ _ _ _ _ _ _ _ _ __ Hepatitus B (Most recent date)_ _ _ _ _ _ _ _ __
PERSONNEL
AR 4405 APPENDIXC
HEPATITIS B VACCINATION RECORD OR DECLINATION STATEMENT I understand that due to my occupational exposure to blood or other potentially infectious materials I may be at risk of acquiring Hepatitis B virus (HBV) infection. I have been given information on the Hepatitis B vaccine, including information on its efficacy, safety, method of administration, the benefits of being vaccinated, and that the vaccine and vaccination will be offered free of charge.
OPTIONl I, _ _ _ _ _ _ _ _ _ _ _ _ _ _have completed the following inoculations using: _ _Recombivax-HB Vaccine --Inoculation 1 date: _ _ _ __ --Inoculation 2 date: _ _ _ __ --Inoculation 3 date: _ _ _ __
or
_ _Enerix-B Vaccine Given at:_ _ _ _ __ Given at: _ _ _ _ __ Given at: _ _ _ _ __
OR
____See attached medical form for additional information
OPTION 2 I have been given the opportunity to be vaccinated with Hepatitis B vaccine at no charge to myself. I decline the vaccination at this time, I understand that by declining this vaccine, I continue to be at risk of acquiring Hepatitis B, a serious disease. If, in the future, I continue to have occupational exposure to blood or other potentia11y infectious materials and I want to be vaccinated with Hepatitis B vaccine, I can receive the vaccination series at no charge to me.
I have been informed about Hepatitis B and the vaccine and at this time I am choosing: ___t,0 complete the vaccination series (option 1) ___to decline the vaccination series at this time (option 2) Employee Name (please print)_ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ __ Employee Signature,_ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ __
Dare_______________________________
PERSONNEl.l
AR 4405
APPENDIXD EMPLOYEE MEDICAL RECORD CHECKLIST
NAME:___________________________________________________________ SOC~SECURITYNUMBER:
_________________________
BumuDING:_________________________________________ JOB CLASSIFICATION: _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ __ Copy of employee's Hepatitis B vaccination record or declination form (See Appendix C, A.R. 1). Attach any additional medical records relative to Hepatitis B.
Brief description of exposure incident: _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ __
,...
Date:_ _ _ _ _ _ _ _ _ _ _ _ __
Log and attach all results of examinations, medical testing. and follow-up procedures:
Log and attach this district's copy of information provided to the healthcare professional:
______Accident report (See Appendix A - A.R.)
____---'Results of the source individual's blood testing, if available
Log and attach this district's copy of the healthcare professional's written opinion.
PERSONNEL
AR 4405
APPENDIXE
INFORMA TION AND TRAINING OF EMPLOYEES
WITH
POTENTIAL EXPOSURE TO BLOODBORNE PATHOGENS
Date(s) of Training:_ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ __ Trainer(s) Name and Qualifications: _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ __ Names and Job Titles of An Employees Attending This Training: (Attached) Agenda and/or Materials Presented to Training Participants Include: _ _An accessible copy of the text of the OSHA Standard.
_ _A general explanation of the epidemiology and symptoms of bloodborne diseases.
_ _An explanation of the modes of transmission of bloodborne pathogens.
_ _An explanation of the exposure control plan and the means by which employees can obtain
",.... a copy of the written plan. _ _An explanation of the appropriate methods for recognizing tasks/activities that may involve exposure to blood and other potentially infectious materials. explanation of the use and limitations of methods that wiI1 prevent or reduce exposure: i.e., engineering controls, work practices, and personal protective equipment. _ _Information of the types, proper use, location, removal, handling, decontamination and disposal of personal protective equipment. _ _An explanation of the basis for selection of personal protective equipment. _ _Information on the HBV vaccine, its efficacy, safety, method of administration, benefits of vaccination and provision at no cost to the employee. _ _Information on the appropriate actions to take and persons to contact in an emergency involving blood and other potentially infectious materials. _ _An explanation of the procedure to follow if an exposure incident occurs, the method of reporting and the medical follow-up that is available. _ _Information on the post-exposure evaluation and fo]]ow-up that is provided. _ _An explanation of the signs, symbols and color-coding of bio-hazards. _ _A question and answer session between the trainer(s) and employee(s). _ _Provision of a list of contacts with the school districts and the health community that can be resources to the employees if they have questions after training.
Signature of Training Coordinator: _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ __
March 1.1993. Reviewed April 15, 2002
PERSONNEL
AR 4405 BLOODBORNEPATHOGENSPOLICY
NEED TO .... Approve proposed policy (including administrative regulations) - See handout Plan in service for employees (secure a qualified trainer) - Note: Must be done yearly for employees/keep log of attendees/done on company time or paid. Order materials (i.e., gloves, collection bags, clean-up kits, etc.) Prepare signs posted in locations explaining process for handling bloodbome incidents Designate containers for blood spills Contacting waste collection company to determine process for disposing (i.e., how do hospitals dispose of "sharps" and "blood materials"?) Develop forms Incident Report (See Personnel 4405 A.R.) Employee Medical Record Checklist (See Personnel 4405 A.R.) Hepatitis B Vaccination Record or Declination Statement (See Personnel 4405 A.R.) Inservice Log {keep on file} (See Personnel 4405 A.R.) Inservice Agenda {keep on file} - to be developed by trainer
",..
-
Copies of the law on file - See handout
-
A district committee needs to be formed to approve guidelines for cleaning, decontamination and waste disposal. Administrative regulations provide a "draft" for discussion purposes providing a guideline.
PERSONNEL "..
4406
Electronic Communications Electronic Communication technology has become a fundamental tool in many aspects of school operations. The Board of Education recognizes that computers, networks, telecommunications. distance learning and other new technologies have shifted the ways that information may be accessed, communicated and transferred by most members of society, including school employees and students. The Board supports access to information resources, traditional and non-traditional, which are appropriate for carrying out job responsibilities. The Board recognizes it is obliged to remind employees that use of these tools is limited to those purposes which are appropriate and useful for accomplishing the Mission and Objectives of the Grand Blanc Community Schools. In the past, instructional and other informational sources could usually be screened by the Board of Education and administration prior to its use to assure quality, integrity and appropriateness. Such prior screening ofmaterials now available through electronic communications sources is not always possible. However, the Grand Blanc Schools makes precautions in school settings to limit staff and student access to inappropriate materials, such as pornography, which now may be obtained through electronic sources. Because such sources cannot always be monitored by school supervisory personnel, the onus for selecting appropriate materials and information, and otherwise behaving in a responsible manner, falls to the employee. The attached forms and agreements emphasize the standards to which employees are held in this regard. Users ofthe district's mainframe software, Schools Open, must adhere to their authorized privileges. Any unauthorized use or inappropriate use will result in the cancellation of privileges and/or disciplinary action. Forms and agreements specified in AR 4406 must be signed. They underscore that each user understands his or her obligation to behave in a responsible manner when using these district resources. To access electronic and technological information sources in the Grand Blanc Schools, users (student, staff, volunteers, etc.) are required to complete and submit the Employee Electronic Communications Use Agreement form (sample copy included). Computers, networks, telecommunication, distance learning and all other forms oftechnology-based communication and information research and retrieval shall be available to employees who are trained and agree to the acceptable use policy(ies) ofthe Grand Blanc Community Schools. Related issues for students are also covered in the Student Rights and Responsibility Handbook, ofthe Grand Blanc Community Schools.
Adopted September 5, 2000, Revised June /7, 2002, September 20, 2004, June 6, 2005 CA-03
Grand Blanc Community Schools AR 4406 Employee Electronic Communications Use Agreement Acceptable Use Q
Access to electronic communications is an important tool for many Grand Blanc Schools employees. However, the use of telecommunications must be consistent with the Mission and Objectives of Grand Blanc Community Schools. Transmission of any material in violation of any federal or state regulation is prohibited. This includes, but is not limited to: copyrighted material, material that is threatening or obscene, and material protected by trade secret. Use for personal or commercial activities, product advertisement or political lobbying is prohibited.
Privileges Q Q
Q
Computers and all related telecommunications resources, including the Internet, are to be used in an appropriate manner and only for educational or other job related purposes. Access is a privilege, not a right. Access entails responsibility. Therefore, unauthorized or inappropriate use of any telecommunications resources may result in denial, revocation, or suspension of employee access to use of district telecommunications resources andlor disciplinary action. Please be advised that all school computers are the exclusive property of Grand Blanc Community Schools, and that the District may access andlor seize any and all information contained therein at any time. Consequently, employees should have no expectation of privacy when using the school district computers.
Network Etiquette Q Q Q Q
Q Q Q
Polite, professional language is required at all times. Do not reveal personal information such as addresses, telephone numbers, or other personally identifiable information of students, colleagues, or yourself Accessing or engaging in non-educational chat and talk sessions or other non-educational electronic communications IS prohibited. Unauthorized use may result in the cancellation of privileges andlor disciplinary action. Be aware that electronic mail (e-mail) is not guaranteed to be private. District systems supervisors have access to all e-mail. The school network serves thousands of other users so it should only be used in a way that will not disrupt its use for fellow users. Plagiarism, trespassing, vandalism, violations of privacy or safety, and similar activities are prohibited and may result in cancellation of privileges andlor disciplinary action. Grand Blanc Community Schools denies any responsibility for the accuracy or quality of information obtained through Internet sources.
Security Security on any computer system is high priority, especially when the system involves many users. If a staff user believes he or she has identified a security problem on the system, immediate notification of a system administrator is required. Do not use another individual's account without written permission from that individual. Attempting to log on to any network as a system administrator, hacking or any attempt to otherwise compromise system security is strictly prohibited and will result in the cancellation of privileges andlor disciplinary action
GBH-TV Comcast Channel 18 GBHTVlChannel 18 is intended to provide information, educational resources, and school taped assemblies and events to the Grand Blanc Community. As an employee of Grand Blanc Community Schools, I understand I may appear in videos produced by the school system. Examples include but are not limited to classroom activities, assemblies, or similar events. These productions will be broadcast over the district's cable channel GBH-TV (Channel 18), and are intended to inform students, parents and other members of the Grand Blanc community about their school system. Ownership of these video productions resides with the Grand Blanc Community Schools.
I have read and will abide by the terms of this Electronic Communications Use Agreement.
Signature:
------------------------------------ Date: ------------
PrintNrume: ____________________________
Adopted September 5. 2000. Revised June 17, 2002. September 20. 2004, June 6. 2005. August 6, 2007
PERSONNEL
4500
Sexual Harassment Sexual harassment is a form of misconduct which undermines the integrity of the employment relationship. All employees must be allowed to work in an environment free from unsolicited and unwelcome sexual overtures. Sexual harassment does not refer to occasional compliments. It refers to behavior which is not welcome, which is personally offensive, which weakens morale, and which, therefore, interferes with the work effectiveness of its victims and their co-workers. Sexual harassment may include actions such as the following: 1.
Sex-oriented verbal "kidding" or abuse.
2.
Subtle pressure for sexual activity.
3.
Physical contact such as patting, pinching, or constant brushing against another person's body.
4.
Demands for sexual favors, accompanied by implied or overt promises of preferential treatment or threats concerning an individual's employment status.
Sexual harassment may occur at three levels: 1) among peers or co-workers; 2) between supervisors and subordinates; and 3) imposed by non-employee or employees. Sexual harassment as described above is considered a prohibited personnel practice in the Grand Blanc Community Schools. Individuals who experience sexual harassment from co-workers or others should make it clear that such behavior is offensive to them and may file a complaint with the complaint office who has been designated by the superintendent. In fulfilling its obligation to maintain a positive and productive environment and to protest its employees from offensive sexual behavior, the district will make very attempt to halt any harassment of which it becomes aware by calling attention to this policy and/or by more direct disciplinary action if necessary, including reprimands, suspension, demotion, or dismissal.
The district's legal counsel shall serve as the complaint officer to hear complaints of sexual harassment and shall issue procedures for registering and hearing such complaints. Any employee who engages in sexual harassment shall be reprimanded and counseled to refrain from such conduct. Any employee who continues to engage in such conduct shall receive progressively severe discipline up to and including discharge.
Adopted October 7, 1991
PERSONNEL
AR 4500
Sexual Harassment The district's legal counsel * shall serve as the sexual harassment compliant officer for the district who shall be vested with the authority and responsibility for processing all sexual harassment complaints in accordance with the procedures that follows: Any incident of sexual insult, intimidation, or harassment in any form shall be promptly reported to the employee's immediate supervisor, or the building principal in the case of students. The immediate supervisor or principal shall report such incidents to the district complaint officer. In the alternative, the complainant may report the incident directly to the district's complaint officer. The complaint officer shall attempt to resolve the problem in an informal manner through the following steps: 1.
The complaint officer shall confer with the charging party in order to obtain a clear understanding of that party's statement of the facts;
2.
The complaint officer shall attempt to meet with the charged party in order to obtain a response to the complaint;
3.
The complaint officer may hold as many meetings with the parties as is necessary to gather facts; and
4.
On the basis of the complaint officer's perception of the situation, he/she may: a.
Attempt to resolve the matter informally through conciliation; or
b.
Report the incident and transfer the record to the Superintendent and so notify the parties by certified mail.
After reviewing the record made by the complaint officer, the Superintendent may attempt to gather any more evidence necessary to decide the case, and thereafter impose any sanctions deemed appropriate, including a recommendation to the board for termination or expUlsion. All matters involving sexual harassment complaints shall remain confidential to the greatest extent possible. *The district's sexual harassment officer will be made known to all employees.
Adopted October 7, 1991
PERSONNEL
AR 4500
HARASSMENT REPORT FORM - Employee Statement of Policy Prohibiting Harassment
Grand Blanc Community Schools maintains a firm policy prohibiting all forms of discrimination. All persons are to be treated with respect and dignity. Harassment by any person - male or female - which creates an intimidating, hostile or offensive environment. will not be tolerated under any circumstances. Complainant:._ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ __ Home Address: _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ __ Work Address:. _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ __ Home Telephone: _ _ _ _ _ _ _ __
Work telephone: _ _ _ _ _ _ _ __
Date of alleged incident(s): _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ __ Name of person you believe harassed you: _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ __ List any witnesses that were present: _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ __ Where did the incident occur?_ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ __ Describe the incident(s) as clearly as possible, including; such things as the times, frequency of incident(s); location and circumstance of the incident(s); what force, if any, was used; any verbal statements (i.e. threats, requests, demands); what, if any, physical contact was involved; what did you do to avoid the situation; names of others who you believe were subjected to similar treatment, etc. (Attach additional pages if necessary:
List any other individual you have spoken to about the harassment, particularly if you have spoken to a supervisory level person, and provide the date(s) you spoke to this person.
Please indicate what type of resolution you would find acceptable to correct this harassment
problem.
This Complaint is filed based on my honest belief that _ _ _ _ _ _ _ _ _ _ _ _ __
sexually harassed/discriminated against me. I herby certify the information I have provided in this
Complaint is true, correct and complete to the best of my knowledge and belief.
Complainant Signature: _ _ _ _ _ _ _ _ _ _ _ _ Date:_ _ _ __
Received by: _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ Date:_ _ _ __
PERSONNEL
AR 4500
HARASSMENT REPORT FORM - Student Statement of Policy Prohibiting Harassment Grand Blanc Community Schools maintains a firm policy prohibiting all forms of discrimination. All persons are to be treated with respect and dignity. Harassment by any person - male or female - which creates an intimidating, hostile or offensive environment, will not be tolerated under any circumstances. Student:_ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ __ Home Address: _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ __ Parent's Name: _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ __ Home Telephone: _ _ _ _ _ _ Parent work telephone: _ _ _ _ __ Date of alleged incident(s): _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ __ Name of person you believe harassed you: _ _ _ _ _ _ _ _ _ _ __ List any witnesses that were present: _ _ _ _ _ _ _ _ _ _ _ _ __ Where did the incident occur?_ _ _ _ _ _ _ _ _ _ _ _ _ _ _ __ Describe the incident(s) as clearly as possible, including; such things as the times, frequency of incident(s); location and circumstance of the incident(s); what force, if any, was used; any verbal statements (i.e. threats, requests, demands); what, if any, physical contact was involved; what did you do to avoid the situation; names of others who you believe were subjected to similar treatment, etc. (Attach additional pages if necessary:
Please indicate what type of resolution you or your parents would find acceptable to correct this problem. This Complaint is filed based on my honest belief that _ _ _ _ _ _ __ has harassed me. I herby certify the information I have provided in this Complaint is true, correct and complete to the best of my knowledge and belief. Student Signature: _ _ _ _ _ _ _ _ _ _ _ _ _ _ Date:_ _ _ __ Received by: _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ Date:_ _ _ __
PERSONNEL
4501
Smokina in School Facilities PHILOSOPHY STATEMENT: To ensure the highest standards of learning as well as the safety, health, and well-being of students and employees the Grand Blanc Community School District enforces Enrolled Senate Bill 459, the Tobacco-Free Schools Law with a policy which will: aid students and employees to abstain from use of all tobacco products; intervene early when use is detected; take corrective disciplinary action when necessary; and make accessible aftercare support for students.
POLICY DIRECTION: Staff and students have a right to work in or to attend school in an environment free of second hand smoke. The district has the responsibility to enforce compliance with the law by prohibiting the use of any tobacco product on school property. The Grand Blanc Community School District will be in compliance with the legal requirements and acknowledge their health responsibility to: provide a healthier environment in which students can learn and staff can work; limit the possibiJity of students seeing adult role models smoke; work cooperatively with applicable law enforcement agencies; and to promote healthier behaviors among staff and students. The Grand Blanc Community School District shall establish and maintain an assistance program and provide available resources to aid staff and students who currently use tobacco products to successfully address this hannful involvement and eliminate this behavior. The Grand Blanc Community School District will work cooperatively with the student, employee, parent(s), and community resource personnel, to support assistance in non-use of tobacco products. There will be no use of tobacco products at any time inside any district buildings or vehicles owned or operated by the Grand Blanc Community School District. Additionally, there will be no use of tobacco products outside on any school property, except during weekends, on holidays, and after 6:00 p.m. on school days, and only in designated areas. The use of tobacco by any persons in violation of this policy will result in disciplinary action as outlined in the administrative regulations. and for students as outlined in the Student Rights & Responsibilities Handbook.
Adopted October4, 1993
PERSONNEL
AR 4501
SmokinK in School Facilities Board of Education Policy on "Regulatory Use of Tobacco Products on School Property" in
compliance with The Tobacco-Free School Law stipulates that there wil1 be no use of tobacco
products at any time inside any district buildings or vehicles owned or operated by the Grand Blanc
Community School District, and additionally there will be no use of tobacco products on any school
property, except during weekends, on holidays and after 6:00 p.m. on school days and only in
designated areas.
The use of tobacco products by school employees in violation of Policy 1021 may result in the
following:
First offense:
(Shall result in one or more of the following actions being taken)
1. 2. 3.
Warning - review non-smoking on school property law with the violator Referral to district endorsed smoking clinic * Written complaint filed withlby appropriate law enforcement agency
Second & third offenses
(Shall result in one or more of the following actions being taken)
1 2.
Referral to district endorsed smoking clinic. * Written complaint filed with\by appropriate law enforcement agency
Fourth offense & beyond:
(Shall result in one or more the following actions being taken)
1. 2. 3. 4. 5.
Referral to district endorsed smoking clinic Written complaint filed withlby appropriate law enforcement agency Written reprimand Suspension without pay Employee dismissal recommendation
Adopted October4, 1993
PERSONNEL
4502
Gunfree Schools No employee shall carry, or otherwise possess, a weapon or dangerous weapon on school premises without prior written approval of the superintendent. As used in this policy, a weapon or dangerous weapon includes: a firearm *; gun; revolver; pistol; dagger; dirk; stiletto; knife with a blade over 3" in length; pocket knife opened by a mechanical device; iron bar; brass knuckles; or any other device defined by state of federal agencies to constitute a weapon or dangerous weapon. Any employee who violates this rule shall be subject to a disciplinary action up to and including termination of employment. Where the employee is governed by a collective bargaining agreement, discipline shall be in accordance with the procedures set forth therein.
*The definition ofa "firearm" means any weapon (including a starter gun) which will or is designated to or may readily be converted to expel a projectile; or any destructive device which includes any explosive, incendiary, or poison gas; (a) bomb; (b) grenade; (c) rocket having a propellant charge ofmore thanfourounces; (d) missile having an explosive or incendiary charge ofmore than one-quarter ounce, or (e) mine.
Adopted February 20, 1995, Revised July 15, 2002
