Employee Handbook

Employee Handbook

Dohn Community High School

 

Introduction

 

The employee handbook is designed to answer questions regarding your job and make you aware of the school rules, procedures, policies, fringe benefits and other matters of interest to you.

 

The information found in this handbook, or any future additions or revisions, does not constitute an agreement or any contractual rights in favor of employment for any specific period of time. 

 

The policies and procedures found in this handbook are subject to change by the Dohn Community High School Board of Trustees.

 

All employees are urged to read this handbook. Questions concerning its content should be directed to the Superintendent. 

 

Certain information found in the Board Policy book have been omitted from this handbook

 

Each topic in this Handbook is based on Board-adopted policy. For easy reference, the policy number is listed to the left of the topic heading. The Board Policy book can be found in the Superintendent’s Office.

 

All staff members are expected to sign the attached form indicating you have received a copy of this handbook.

 

 

 

 

 

 

 

 

 

 

Employee Handbook
Dohn Community High School

 

2012-2013

 

Table of Contents

 

Policy Number                                               Policy                                                                                              Page

GENERAL INFORMATION

305                                        Non-Discrimination Policy . . . . . . . . . . . . . . . . . . . . . . . . . . . .              5            

306                                        Harassment Policy . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .                5

307                                         Immigration Law Compliance Policy . . . . . . . . . . . . . . . . . . .           7

 

EMPLOYMENT AT DOHN COMMUNITY HIGH SCHOOL

            311                                          Employment Status . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .             7

                312                                         Employment Contracts . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .             7

                313                                         Salaries . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7

 

EMPLOYEE QUALIFICATIONS

            316                                         Teachers . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .   7

                316.1                                      Ohio Resident Educator Program . . . . . . . . . . . . . . . . . . . . . .           8

                317                                         Educational Assistants/Paraprofessionals . . . . . . . . . . . . . .           8

                318                                         Other Employees . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .                9

                319                                         Employment of Substitute Teachers . . . . . . . . . . . . . . . . . . .            10

 

EMPLOYMENT STATUS/PERSONNEL FILES

            321                                         Full-Time Employees . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10

                322                                        Part-Time Employees . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10

                323                                         Outside Activities . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10

                324                                        Personal Information and Access to Personnel Files . . . . .        10

                324.1                                     Personal Information Procedures . . . . . . . . . . . . . . . . . . . . . .            11

                324.2                                    Appendix Notice and Rights of Individual Subject to

                                                                                Personal Information System . . . . . . . . . . . . . . . . . . .           13

                325.1                                     Public Records . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14

                325.2                                     Student Records . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .                 14

                325.3                                     Confidential Records . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .               14

                326                                        Board-Staff Communications . . . . . . . . . . . . . . . . . . . . . . . . . .             14

 

ETHICAL BEHAVIOR

            330.1                                      General Ethical Behavior . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .              15

                331                                         Use of Alcohol and Drugs . . . . . . . . . . . . . . . . . . . . . . . . . . . . .               15

                331.1                                      Use of Over-the-Counter Medicine and Authorized Use

                                                                    of Prescription Medicine . . . . . . . . . . . . . . . . . . . . . . . . . . .                15

                331.2                                      Prohibitions . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .     16

Policy Number                                               Policy                                                                                              Page          

331.3                                      Searches . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16

331.4                                     Consequences for Violation of this Policy . . . . . . . . . . . . . . . .       17
                331.5                                      Testing . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .                17

                331.6                                      Types of Testing . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .              17

                331.7                                      Medical Examinations . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .             18

                332                                         Tuberculin Testing – All Employees . . . . . . . . . . . . . . . . . . . . .         18

                333                                         Weapons in the Workplace . . . . . . . . . . . . . . . . . . . . . . . . . . . .            19

                334                                        Homeland Safety Declaration Regarding Material

    Assistance/Non-assistance to a Terrorist Organization . .   20

                335                                         Mandatory Reporting of Misconduct by

    Licensed Employees . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .            21

                341                                         Staff/Student Relationship . . . . . . . . . . . . . . . . . . . . . . . . . . . . .           22

342                                        General Safety Rules . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .             23

343                                        Reporting Accidents . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .            23

344                                        Injuries . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .               23

345                                        Special Medical Needs . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .           23

346                                        Student Abuse and Neglect . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .        24

347                                        Student Transportation by Private Vehicle . . . . . . . . . . . . . . .      25

348.1                                     Emergency School Evacuation . . . . . . . . . . . . . . . . . . . . . . . . . . .         26

348.2                                    Emergency School Closing/Inclement Weather . . . . . . . . . . .    26

 

SCHOOL STAFFING, ORGANIZATION AND TRAINING

351                                         General Policy . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .              26

352                                        Staff Development . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .            26

353                                         Performance Evaluation of Staff . . . . . . . . . . . . . . . . . . . . . . . . . .       26

354                                        Performance Coaching . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .            27

355                                        Reduction of Staff . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .              27

361                                         Employee Discipline . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .              27

362                                        Disciplinary Procedures . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .              28

363                                         Termination . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 28

364                                        Resignation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .                29

365                                        Whistleblower Policy . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .               29

 

COMPENSATION AND BENEFITS

371                                         General Policy . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .              30

372                                         Scheduling . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .               30

373                                         Recording Work Time . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .             30

374                                        Overtime Pay . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .                 30

375                                         Salary Deduction Policy . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .              31

 

TIME OFF FROM YOUR JOB

381                                         Personal and Sick Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .            31

382                                        Paid School Holidays . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .              32

383                                         Medical Leave of Absence . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .            32

 

Policy Number                                               Policy                                                                            Page

384                                        Jury Duty and Military Leave . . . . . . . . . . . . . . . . . . . . . . . . . . .          32

385                                        Family Leave (FMLA) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .              32

386                                        Serious and Communicable Diseases Policy . . . . . . . . . . . . .         35

387                                         Military Leave for Family Members    . . . . . . . . . . . . . . . . . . . . . 35a

 

MISCELLANEOUS POLICIES

391.1                                      Health Insurance and Annuities . . . . . . . . . . . . . . . . . . . . . . . .          36

391.2                                     Workers’ Compensation Insurance . . . . . . . . . . . . . . . . . . . . .          36

391.3                                      STRS/SERS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .              37

391.4                                     Unemployment Compensation . . . . . . . . . . . . . . . . . . . . . . . . . .         37

392                                        Staff Dress and Grooming/Staff School Uniforms . . . . . . . . . .   37

393                                         Student Activities . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .            37

394                                        Fund Raising Activities and Projects . . . . . . . . . . . . . . . . . . . . .       37

395.1                                     Purchase of Supplies and Materials, Equipment . . . . . . . . . .     37

395.2                                     Leases and Contracts . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .            38

396                                        Staff Gifts . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .                38

397                                         Care of Materials, Equipment and School Property . . . . . . .    38

397.1                                      Use of Electronic Equipment . . . . . . . . . . . . . . . . . . . . . . . . . . . .         39

397.2                                     Acceptable Uses of the School’s Equipment . . . . . . . . . . . . . . .    39

397.3                                     Unacceptable Uses of the School’s Equipment . . . . . . . . . . . .    39

398                                        Communication . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .             39

398.1                                     Software and Copyright Issues . . . . . . . . . . . . . . . . . . . . . . . . . . .       39

398.2                                     Security . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .              40

398.3                                     Violations . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .              41

399                                        Copyright Policy . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .           41          

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

GENERAL INFORMATION

305: Non-Discrimination Policy: Dohn Community High School is an Equal Opportunity Employer. It is our policy to administer all of our employment practices including those pertaining to recruitment, hiring, placement, transfer, promotion or compensation (wage rate), layoff or termination, and selection for training in a non-discriminatory manner without regard to age, color, gender/sex, national origin, disability, race, religion, military or veteran status, genetic information, sexual orientation, or on any other basis prohibited by federal, state, or local law. Dohn Community High School will also make reasonable accommodation for qualified individuals with known disabilities unless doing so would result in an undue hardship.

 

Any employee with a question or concern about discrimination in the workplace is encouraged to bring their concern to the attention of the Superintendent or his or her designee. No reprisal will be permitted for raising concerns or making a report. Anyone determined to have engaged in discrimination or retaliation for a report of discrimination will be subject to disciplinary action, up to and including termination of employment.

 

Adopted by the DCHS Board of Trustees March 14, 2011

 

306: Harassment Policy: The school strives for a work environment in which all individuals are treated with respect and dignity. Each individual has the right to work in an atmosphere which promotes equal opportunities and prohibits discriminatory practices and harassment based upon age, color, disability, national origin, race, religion, or gender/sex, military or veteran status, genetic information, or sexual orientation. Harassment, whether verbal, physical, or environmental, is unacceptable and will not be tolerated.

 

Adopted 3/14/2011 by the Dohn Community High School Board of Trustees

 

306.2: Definition of Harassment: For the purpose of this policy, harassment is defined as unwelcome or unwanted conduct of an offensive nature (whether verbal, visual, or physical) when: 1. submission to or rejection of this conduct by an individual is used or threatened to be used as a factor in decisions affecting hiring, evaluation, promotion, or other aspects of employment; or 2. This conduct has the purpose or effect of unreasonably interfering with an individual’s employment performance or creating an intimidating, abusive, hostile, or offensive work environment.

 

Examples of harassment include, but are not limited to: unwanted sexual advances; demands for sexual favors in exchange for favorable treatment or continued employment; repeated jokes which include offensive references to age, disability, national origin, race, religion, or gender; unwelcome flirtations, advances, or propositions; verbal abuse of a sexual nature; graphic, verbal commentary about an individual ‘s body, sexual prowess, or sexual deficiencies; leering; whistling; touching; pinching; assault; coerced sexual acts; suggestive, insulting, threatening, or obscene comments or gestures; dissemination or display in the workplace of objects, written material, pictures which include offensive references to age, color, gender/sex, disability, national origin, race, religion, military or veteran status, genetic information, sexual orientation;; asking questions about sexual conduct; racial or ethnic slurs or epithets.

Harassment is unacceptable in the workplace itself and in other work-related settings, such as business trips, meetings, or business-related social events.

 

Harassment is unacceptable in the workplace itself and in other work-related settings, such as business trips, meetings, or business-related social events.

 

Adopted 3/14/2011 by the Dohn Community High School Board of Trustees

 

306.3 Individuals Covered Under the Policy: This policy protects all employees. The school will not tolerate, condone, or allow harassment, whether engaged in by fellow employees or other non-employees who conduct business with the School. The School encourages reporting of all incidents of harassment, regardless of who the offender may be.

 

306.4 Reporting a Complaint: The School encourages all individuals who believe they are being harassed to firmly and promptly notify the offender that his or her behavior is unwelcomed. The school does, however, recognize that, in some instances, power and status disparities between the alleged harasser and the individual may make such a confrontation impossible. In the event that such informal, direct communication between individuals is either ineffective or impossible, the following steps should be followed in reporting a harassment complaint. A complaint may be filed by one experiencing or witnessing harassment.

 

A. Notification of Appropriate Staff: Individuals who believe they have been subjected to harassment should report the incident to the Principal. When appropriate, Principal will immediately consult with the Superintendent. If the Principal is allegedly involved in the incident, the individual should go directly to the Superintendent. If the Superintendent is allegedly involved in the incident, then the individual should report the incident directly to the President of the Board of Trustees.

 

The School encourages prompt reporting of complaints so that rapid response and appropriate action may be taken, but no limited time frame applies. Late reporting of complaints will not in and of itself preclude the School from taking remedial action.

 

B. Protection Against Retaliation: The School will not in any way retaliate or permit retaliation against any individual who makes a good faith report of harassment or who assists or cooperates in an investigation thereof. Retaliation is a serious violation of this harassment policy and should be reported immediately. Any person found to have violated this policy by retaliating against another individual for making a report of harassment or for assisting or cooperating in the investigation thereof will be subject to the same disciplinary action provided for harassment offenders.

 

C. Investigating the Complaint: Any allegation of harassment brought to the attention of the School will be thoroughly and promptly investigated. Confidentiality will be maintained where possible throughout the investigatory process to the extent practical and appropriate under the circumstances.

 

D. Resolving the Complaint:  Individuals found to have engaged in misconduct constituting harassment will be disciplined, up to and including discharge. Appropriate actions will be determined by the School. For example, action may include reprimanding the offender, documenting the occurrence in the personnel file, referral to counseling, withholding of a promotion, demotion, reassignment, temporary suspension without pay, of termination of employment.

 

Although the School’s ability to discipline a non-employee harasser (e.g. customer, supplier) is limited by the degree of control, if any, that the School has over the alleged harasser, any individual who has been subjected to harassment b y such an individual should still file a complaint and be assured that the School will take those actions it deems appropriate to end any harassment.

 

 

307: Immigration Law Compliance Policy: Dohn Community High School is committed to employing only United States citizens and aliens who are authorized to work in the United States and does not unlawfully discriminate on the basis of citizenship or national origin.

 

In compliance with the Immigration Reform and Control Act of 1986, each new employee, as a condition of employment, must complete the Employment Eligibility Verification form I-9 and present documentation establishing identity and employment eligibility. Former employees who are rehired must also complete the form if they have not completed an I-9 with Dohn Community High School within the past three years, or if their previous I-9 is no longer retained or valid.

 

EMPLOYMENT AT DOHN COMMUNITY HIGH SCHOOL

311: Employment Status: Some Dohn employees may have an “employment-at-will” relationship. This means that the employee is free to leave Dohn Community High School at any time, with or without reason, and that the School has the same right to end its employment relationship with that employee. No one at Dohn Community High School has authority to make a contrary agreement with you except the Superintendent or his/her designee. Any such contrary agreement must be a formal written document and signed by the Superintendent or his/her designee.

 

 

312: Employment Contracts: Employment contracts or letters are issued to some full time employees. Supplemental contracts are issued to employee’s who perform duties in addition to their regularly contracted services. Hourly-rated employees are not issued annual contracts and they are considered to be casual employees and are paid on a time sheet basis. All contracts are subject to final approval by the Board and may be either “At Will” contracts or otherwise as stated therein.

 

313: Salaries: The annual salary of each employee will be paid in 24 equal twice-monthly payments unless they begin their service after the start of a new school year and in that instance the salary will be paid in equal installments through the end of the year. Payday shall be on the 15th and 30th day of each month. When payday falls on a weekend or a holiday, the payday will be the last regular workday before the weekend or holiday.

 

EMPLOYEE QUALIFICATONS

 

316: Teachers: Prior to employment, teaching applicants must submit the following documents:

A. Application for employment; B. Evidence of a Bachelors Degree or higher; C. Certified transcripts from an accredited college or university attended by the teacher; D. Copy of the diploma issued by an accredited college or university; E. A current Teaching Certificate or License issued by the Ohio Department of Education; F. References and recommendations for employment; and G. An application for the completion of a Bureau of Criminal Identification and Investigation and FBI criminal background check as required by Ohio law. New employees are employed on a conditional basis pending receipt of a satisfactory background check. Every employee must undergo a criminal background check. Certain convictions as outlined in Ohio Law will prohibit an individual from being employed in a public school. A listing of disqualifying offenses may be obtained by the School’s office.

 

Teachers must possess physical and mental health so as to be able to fulfill the conditions of employment or the continuation of employment.

 

Teachers may be required to possess such other experience, training or special skills as may be required by the Board or the School administration for any specific position, including but not limited to all those required by federal and state laws.

 

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316.1: Ohio Resident Educator Program Policy: Effective January 1, 2011*, the school shall institute the Ohio Resident Educator Program which is a four year, entry-level program for classroom teachers. The school shall comply with the requirements of the Program, which shall include the following components:

1. mentoring by teachers who hold a lead professional educators license issued under Ohio law;

2. counseling to ensure that program participants receive needed professional development; and

3. measures of appropriate progression through the Program.

Every Employee who holds a Resident Educator License or an Alternative Resident Educator License issued under Ohio law must participate in the Teacher Resident Educator Program. Successful completion of the Program is required to qualify for a Processional Educator License issued under Ohio law.

 

*Until June 30, 2011, the School shall participate in the Transition Resident Educator Program which includes instructional mentoring from a trained mentor, and formative assessment over the course of one academic year. The mentor and the Chief Executive Officer will then sign the Resident Educator’s Application for a Professional Educator License. Educators eligible for the Transition Resident Educator Program include those under a two-year provisional license, those under a teaching contract if they have at least .25 FTE and are teaching in their area of licensure.

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317: Educational Assistants/Paraprofessionals: An educational assistant/paraprofessional is a nonteaching employee who directly assists a teacher by performing duties for which a teaching license is not required.  Prior to employment educational assistants/paraprofessional applicants must submit the following documents: A. Application for employment; B. Written references and recommendations for employment; C. Copy of a valid educational aide permit or paraprofessional license issued by the State Board of Education; D. An application for the completion of a Bureau of Criminal Identification and Investigation and FBI criminal background check as required by Ohio law. New employees are employed on a conditional basis pending receipt of a satisfactory background check.  Every employee must undergo a criminal background check. Certain convictions as outlined in Ohio Law will prohibit an individual from being employed in a public school. A listing of the disqualifying offenses may be obtained from the School’s office.

 

An educational assistant/paraprofessional must be under the supervision and direction of an assigned teacher at all times in the performance of their duties, although such duties need not necessarily be performed in the physical presence of the teacher except as otherwise stated in this policy.  An educational assistant/paraprofessional working for the School in a Title I supported program may be assigned to duties consistent with any of the following:

A. providing one-on-one tutoring for eligible students during times when the teacher would not otherwise be instructing the student.

B. assisting with classroom management, such as organizing instructional and other materials;

C. providing assistance in a computer laboratory;

D. providing support in a library or media center;

E. conducting parental involvement activities;

F. acting as a translator;

G. providing instructional services to students, if working under the direct supervision of a teacher. An educational assistant/paraprofessional will be considered working under the “direct supervision” of a teacher if:

1. the teacher plans the instructional activities that the educational assistant/paraprofessional carries out;

2. the teacher evaluates the achievement of the student with whom the educational assistant/paraprofessional is working; and

3. the educational assistant/paraprofessional works in close and frequent physical proximity to the teacher.

 

Non-teaching employees whose functions are solely secretarial and clerical and who do not perform duties as educational assistants are not required to hold a license even though they work under the direction of a teacher.

 

Educational assistants/paraprofessionals are prohibited from divulging personal information concerning any pupil in the school which was obtained or obtainable while employed, except to the teacher to whom assigned, or the school administrator in such teacher’s absence, or when required to testify in a legal proceeding.

 

 

318. Other Employees: Prior to employment applicants for other positions must submit the following documents: A. Application for employment; B. Written references and recommendations for employment; C. Copies of any specific license or certificate as may be required by law or by the Board or the School administration for the position sought; D. An application for the completion of a criminal background check as required by Ohio Revised Code 109.572 and 3319.39. New employees will be employed on a conditional basis pending receipt of a satisfactory background check. Every employee must undergo a criminal background check. Certain convictions as outlined in Ohio Law will prohibit an individual from being employed in a public school. A listing of the disqualifying offenses may be obtained from the School’s office.

 

Employees must posses both physical and mental health to be able to fulfill the duties of employment or the continuation of employment.

 

Employees may be required to posses such experiences, training or special skills as may be required by the Board or the School administration for the position.

 

319: Employment of Substitute Teachers: Substitute teachers must possess a valid substitute teacher certificate issued by the Ohio Department of Education. If an applicant can provide evidence that application for a substitute teacher certificate has been made, that person may be employed conditionally for up to 60 days pending receipt of the certificate. If a certificate is not obtained within that period of time, employment will be terminated. All substitute teachers must make application for a criminal background check required by Ohio Revised Code 109.572 and 3319.39. Every employee must undergo a criminal background check. Certain convictions as outlined in Ohio Law will prohibit an individual from being employed in a public school. A listing of the disqualifying offenses may be obtained form the School Superintendent’s office or from his/her designee. New substitute teachers are employed on a conditional basis pending receipt of a satisfactory background check.

321: Full-Time Employees: A full-time employee is one who is expected to regularly work an average of no less than 40 hours per week.                                                                                                                                                                                                                          

322: Part-Time Employees: A part-time employee is one who is expected to work less than an average of 40 hours per week. Based upon scheduling needs and fluctuating work demands Dohn Community High School may employ temporary or seasonal employees. While all policies and procedures will apply equally to temporary and seasonal employees, no fringe benefits are offered to part-time employees.

 

 

323: Outside Activities: During School hours employees are prohibited from engaging in personal activities and associations that may be in conflict with the interests of the Dohn Community High School. Examples of such activities include, but are not limited to private enterprises with competitors or vendors campaigning for a candidate for political or elected office, and soliciting fees for private tutoring of students. Staff members who have any questions regarding a potential conflict of interest should confer with the Superintendent or his/her designee.

324: Personal Information and Access to Personnel Files: “Personal Information” is any information describing anything about a person who is an employee of the School or about actions done to or by, or about personal characteristics of such an employee, if such Personal Information can be retrieved from a system by a name or other identifying number or symbol assigned to such employee.

The School maintains personnel files on each employee. These files may contain the following Personal Information: application for employment; resume; copies of personal references; job evaluations; professional credentials or certification; copies of performance appraisals; disciplinary warning notices; letters of recommendations; criminal background reports and any notices, writings or reports related to the Employee.

To ensure that personnel files are accurate, relevant, timely and complete at all times, it is the responsibility of each Employee to promptly notify the School of any changes in name, telephone number, home address, marital status, change in legal name addition or deletion of dependents, change in beneficiaries, change in Federal or State tax deductions, scholastic achievements, the individuals to notify in case of an emergency, or any other Personal Information. Personal Information shall be updated annually by the Chief Executive Officer or his/her designee.

 

Personnel files are the property of the School, and access to the information they contain is restricted. This is subject only to applicable requirements of public records law. Generally, if the School’s governing authority has a legitimate reason to review information in a file, then it is allowed to do so. The Chief Executive Officer is directly responsible for the Personal Information systems and may adopt further procedural rules consistent with this policy. No Personal Information may be accessed without first completing a written request to the Chief Executive Officer. The Chief Executive Officer may grant blanket access to all or part of the Personal Information systems for employees whose jobs require such access. All employees granted access to any Personal Information in the files shall be informed of the substantive provisions of the policy and accompanying appendices. In an effort to protect Personal Information in the system from unauthorized modification, destruction, use or disclosure, the Chief Executive Officer shall keep a log of authorized parties and specific access granted, and all Personal Information systems shall be password protected.

 

The School shall maintain and use only Personal Information that is necessary and relevant to the functions that the School is required to perform and shall eliminate Personal Information when it is no longer necessary and relevant to those functions.

 

If an Employee is asked to supply Personal Information to be maintained in the School’s personnel files, the School shall inform the Employee whether that information is legally required, or whether the Employee may refuse to provide the Personal Information.

 

The Chief Executive Officer shall establish disciplinary measures for the unauthorized use of information contained in the system which shall include but not limited to the following: reprimand; suspension or administrative leave with or without pay; termination; referral to authorities for prosecution.

Procedural rules regarding the operation of the Personal Information System are found in Appendix 324.1 Personal Information Procedure. Each employee shall be informed of the rules contained in Appendix 324.1 Personal Information Procedure.

 

Appendix 324.1 Personal Information Procedure: It is necessary for the orderly operation of the School to prepare a personal information system for the retention of appropriate files bearing upon an employee’s duties and responsibilities to the School and the School’s responsibilities to the employee.

 

The Board requires that accurate, necessary and relevant records exist concerning an employee’s qualifications for the job held in compliance with Federal State, and local benefit programs, conformance with School rules, and job performance, including, but not limited to completed evaluations of the employee. Such records shall be maintained and secured in compliance with Ohio law.

 

Certain information concerning School employees is confidential, to be reviewed only under conditions which guarantee protection of both the School’s right to access information and the employee’s right to unnecessary invasion of privacy. Most information in the personnel files, however, is not confidential and is available for inspection in accordance with Ohio law. The School shall, however, refrain from disclosing an employee’s social security number when releasing personnel records.

 

Initial Employment

Upon employment, each employee is to submit for the:

A. Personnel File

A completed employment application form

A copy of a current, valid license, if applicable

Transcripts, if applicable

B. Payroll File

W-4 forms

Completed forms for life and disability insurance without medical examination portion

Completed annuity forms

Payroll deduction authorization

Accumulated sick leave, if applicable

I-9 form

C. Confidential File

Application for health insurance

Criminal history record check

 

Professional staff members shall also be responsible upon employment, for providing a complete transcript of their education and records of all prior teaching experience.         

All information concerning employees’ health status, including mental or physical examinations and treatments are to be kept in a confidential file. Access is limited to the employee, the employee’s supervisor, the Superintendent and other central office administrators who have a supervisory relationship to the employee and others authorized by law. A log will be kept of each individual granted access to an employee’s personnel file.

 

CONTENTS

During the period of employment the following data shall be maintained in personnel files:

A. Current correct name, address, and telephone number

B. Current data on education completed, including transcripts of all academic work

C. An accurate record of work experience

D. Proof of fulfillment of requirements for change in salary classification

E. Current data pertaining to certificates required by the State.

F. Proof of discharge from military service.

G. Rate of compensation

H. Competed evaluations

I. Disciplinary incidents

 

Employees who wish to review their own personnel file shall make no alterations or additions to the record nor remove any material.

 

Employees who wish copies of material in their personnel file shall receive such copies free of charge.

 

Upon the request of the employee, the School shall investigate the accuracy of his/her personnel file and either delete the disputed information or include in the file a statement by the employee that he/she disputes the information. If information is deleted or a statement of protest is made by an employee, the employee may request the School to notify any person of such deletion of protest. If there is a breach of security in any computerized data system which creates a material risk of identity theft or other fraudulent activity, the School shall notify the affected employees.

 

Appendix 324.2

NOTICE AND RIGHTS OF INDIVIDALS SUBJECT TO PERSONAL INFORMATION SYSTEM

The following is a list of the types of personal information the School maintains in a personal information system.

Staff: social security number, medical information, background checks

Students: all educational records except as otherwise consented to by guardians or designated as directory information, if any

Parent/Guardian: any social security number or medical information in student files, any volunteer background checks

Other:

 

Personal information maintained in the system may be used in the following ways: Only as allowed pursuant to privacy and public records laws such as for parties designated by policy as those with a legitimate educational interest.

 

The following individuals are designated users with access to the personal information system:

Staff Personal Information: School administrators or as otherwise required by law.

Student Personal Information: School officials with a legitimate educational interest as defined in the Student Records and Release of Information Policy, the Ohio Department of Education as defined in the Student Records and Release of Information Policy, the Sponsor if required in the School’s Charter Contract or by policy.

Other:

 

You, your legal guardian, or your attorney have the right to inspect all personal information in the system pertaining to you. Upon your request to inspect your personal information maintained in the system, the School will provide, at cost, copies of your personal information to you.

 

You have the right to have another individual accompany you when reviewing your personal information.

 

If you dispute the accuracy relevance timeliness or completeness of your personal information maintained in the system, you may request the Board to investigate the current status of the information. The Board shall follow the procedures outlined in Ohio law in responding to such a request.

325.1: Public Records: Public records are recorded accounts or information that are kept by the School for the conduct of School business and instruction. Any person may inspect the public records of the School during regular business hours of the office in which such records are kept, provided adequate advance notice is given to the custodian of the records. A school employee or representative will be presented during the inspection of the records. A person may purchase copies of the School’s public records upon payment of a fee, which is equal to the exact cost of making the copies. The School’s public records may not be removed from the School except by a School employee who is authorized to do so.

 

 

325.2: Student Records: Student records will be collected and maintained in the School office. These records shall be available only to Students, their Parents, legal guardians, or School officials who have a legitimate educational or instructional purpose for the records. Both Parents shall have equal access to their child’s records unless a court has ordered otherwise. Upon receiving notification that a student has transferred and when the new school requests student records, the School will forward the records to the new school. Copies may be made of a student’s record if requested by a Parent or court appointed guardian. The Superintendent or his/her designee shall maintain a log of persons who have accessed School records and the specific record(s) which were inspected or copied. A School employee shall be present during the inspection of the records.

 

See also Policy 294 Student Records and Release of Information in the Board Policy book.

325.3: Confidentiality of Records: If the Dohn Community High School receives information as confidential from a public agency the School will maintain the confidentiality of such information unless directed to do otherwise by a court of law, to the fullest extent permitted by law.

 

 

326. Board-Staff Communications: Staff members report directly to the Principal regarding administrative and instructional issues.  The Principal reports to the Superintendent, and the Superintendent reports to the Board on all issues which affect the operation of the School, and on any other concerns regarding the School.

 

All communications from Dohn Community High School staff members to the Board should be submitted through the Principal. This procedure shall not deny any employee the right to appeal to the Superintendent or the Board through established procedures. The appropriate forms to initiate a communication form an employee may be obtained from the Principal or the Superintendent.

 

 

330.1: General Ethical Behavior: The Dohn Community High School requires exemplary moral and ethical standards of conduct by its employees. The Board also requires that all employees maintain high standards in interpersonal relationships with other employees, parents, visitors and with students.

 

A public school teacher may not (1) authorize or use his/her position as a teacher to secure authorization of a contract of the Board in which he/she or their family members or business associates have an interest; (2) profit from a School contract he/she authorize unless it was awarded t the lowest and best bidder after a competitive bid, or, (3) have an interest in the profits or benefits of a School contract other than his/her own employment contract.

 

 

331. Use of Alcohol and Drugs: Persons subject to the terms of this policy and the testing procedures are as follows:

A. All employees of the School and its subsidiaries.

B. All employees of temporary employee agencies or employees leasing services assigned to perform work for or on behalf of the School or its subsidiaries.

C. All employees of contractors providing services at School locations or at other locations on behalf of the School.

D. All applicants for employment with the School and its subsidiaries.

The policy of the School prohibits possession of, use of, or being under the influence of alcohol or illegal drugs or other controlled substances during working hours, on School property, at School programs, or School activities in any facility maintained by the School, or in School-supplied vehicles.

 

Employees of the School and its subsidiaries are its most valuable resource and for that reason, their health and safety is of paramount concern. The School will not tolerate any alcohol or drug use which imperils the health and well-being of its employees or threatens its business. The use of illegal drugs and abuse of other controlled substances, on or off duty, is inconsistent with the law-abiding behavior expected of all our employees. Employees who use illegal drugs or abuse other controlled substances, on or off duty, pose a risk to their own health and safety, as well as that of other employees. Such employees also tend to be less productive, less reliable, and prone to greater absenteeism resulting in the potential for increased cost, delay, and risk in the School’s business. Employees have the right to work in a drug-free environment. In addition, alcohol and drug abuse inflicts a toll on the nation’s productive resources and the health and well-being of American workers. The School is, therefore, committed to maintaining a safe workplace, free from the influence of alcohol and drugs.

 

 

331.1 Use of Over-the-Counter Medicine and Authorized Use of Prescription Medicine: Employees using over-the-counter medication or medication prescribed by a physician are expected to discuss potential side effects with a physician. An employee using any drug which may alter his or her physical or mental ability must report this treatment to the Principal or his/her designee, who, along with the Superintendent, will determine whether the School should temporarily change the employee’s job assignment during the period of treatment.

 

 

331.2 Prohibitions: The School’s policy prohibits the following:

A. Use, possession, manufacture, distribution, dispensation, or sale of illegal drugs, alcoholic beverages, and tobacco products on School premises or School business, in School-supplied vehicles, or during working hours.

B. Unauthorized use or possession, or any manufacture, distribution, dispensation, or sale of a controlled substance on School premises or any facility maintained by the School, in School-supplied vehicles, or during working hours.

C. Use, manufacture, distribution, dispensation, possession, storage, or any sale of alcohol or illegal drugs or controlled substances on School premises or School business, in School-supplied vehicles, or during working hours.

D. Being under the influence of alcohol or a controlled substance or illegal drugs, on School premises or School business or at any facility maintained by the School, in School-supplied vehicles, or during working hours.

E. Use of alcohol off School premises that adversely affects the individual’s work performance, his own or others’ safety at work, or which the School regards as adversely affecting its reputation in the community or with its customers.

F. Possession, use, manufacture, distribution, dispensation, or sale of illegal drugs off School premises.

G. Switching or adulterating any urine, blood, or other sample submitted for testing.

H. Refusing consent to testing or to submit a urine, blood, or other sample for testing when requested by management.

I. Refusing to submit to a search when requested by management in accordance with this policy.

J. Failure to adhere to the requirements of any alcohol or drug treatment or counseling program in which the employee is enrolled.

K. Arrest or conviction under any criminal drug law.

L. Arrest or conviction under any law prohibiting driving under the influence of alcohol or other drugs.

M. Failure to notify the School of any arrest or conviction under any criminal drug law or laws prohibited driving under the influence of alcohol or other drugs, within five (5) days of the arrest or conviction.

N. Refusing to sign a statement agreeing to abide by the School’s Alcohol and Drug Abuse Policy.

O. Refusing consent or refusing to submit to pre-employment testing.

 

 

331.3: Searches:

A. Whenever the School has reason to believe that an employee’s work performance or on-the-job behavior may be affected by alcohol or drugs, the School may search the employee, the employee’s locker, desk, or other School property under the control of the employee, as well as the employee’s personal effects or automobile on School property or any facility maintained by the School.

 

B. Whenever the School has reason to believe that an employee possesses alcohol or drugs on School premises, the School may search the employee, the employee’s locker, desk or other School property under the control of the employee, as well as the employee’s personal effects or automobile on School property or any facility maintained by the School.

 

 

331.4: Consequences for Violation of this Policy

A. Violation of the School’s Alcohol and Drug Abuse Policy may result in severe disciplinary action, including discharge, at the School’s sole discretion.

 

B. In addition to any disciplinary action, the School may, in its sole discretion, refer the employee to a treatment and counseling program for alcohol or drug abuse. The Superintendent shall determine whether an employee it has referred for alcohol or drug treatment and counseling should be temporarily reassigned to another position.

 

C. The School will promptly terminate any employee who tests positive for alcohol or drugs while undergoing treatment and counseling for alcohol or drug abuse, regardless of whether such treatment and counseling is voluntary or required by the school.

 

D. The results of, or an employee’s refusal to submit to, any chemical/drug/alcohol test described herein may, in addition to any disciplinary action imposed, disqualify an employee from receiving compensation and benefits under Ohio’s workers’ compensation laws.

 

 

331.5 Testing:

A. Whenever the School has reason to believe that an employee’s work performance or on-the-job behavior may be affected in any way by alcohol or drugs, the School may require the employee to submit a urine, blood, or other sample for testing.

 

B. The school will afford employees subject to testing the opportunity, prior to testing, to list all prescription and non-prescription drugs they have used in the last thirty (30) days and to explain the circumstances surrounding the use of such drugs.

 

C. Employees subject to testing must sign an approved form consenting to the testing and consenting to the release of the test results to the School. Refusal to sign the consent form will be considered refusal to be tested and will result in discharge and may result in denial of workers’ compensation benefits.

 

D. The School, prior to taking any action, will give all applicants and employees who test positive the opportunity to explain, in writing the test results.

 

 

331.6 Types of Testing: All employees are subject to the following types of testing:

A. Post-Accident Testing

1. Alcohol and drug testing is required of employees whose performance either contributed to an accident or cannot be completely discounted as a contributing factor to an accident. Because alcohol does not remain in the body for extended periods of time, testing will be done as soon as possible.

 

2. Reportable accidents that require testing include:

                a. Death of any person

                b. Bodily harm to any person resulting in one or more of the following:

                                (i) Loss of consciousness

                                (ii) Necessity to carry person from the scene

                                (iii) Necessity for medical treatment (beyond first aid)

(iv) Disability which prevents the discharge of normal duties or pursuit of normal activities beyond the day of the accident

                                c. Explosion or fire

                                d. Serious damage to the property of the School or others.

                                e. Any event that is serious in the judgment of the School requires testing

3. If any employee who is subject to post-accident testing is conscious, and refuses to be tested, that person will immediately be placed on suspension pending further disciplinary action.

                               

B. Other testing

1. Alcohol and drug testing of employees will be conducted when there is a reason to believe the employee is impaired from the use of alcohol or drugs. A decision to test will be based on specific physical behavior, behavioral, or performance indicators of possible alcohol or drug use. For example, repeated errors on the job, regulatory or School rule violations, or unusual time and attendance patterns, could provide evidence to test an employee based on reasonable cause.

 

2. Any employee who is tested will immediately be placed on suspension pending test results.

 

3. The school may conduct pre-employment testing.

 

 

331.7 Medical Examinations: Employees may be required to undergo medical examinations from time to time during their employment if, in the judgment of the School, such examinations are shown to be job-related and consistent with business necessity. A School-designated health care provider may perform examinations or the employee may be required to provide results of a medical examination from the employee’s health care provider. The School will maintain employee medical records in a file separate form other personnel records, and access to such medical information will be restricted as allowed or required by law.

 

 

332: Tuberculin Testing – All Employees

  1. New employees shall:
    1. Present documented evidence of having a negative tuberculin test (Mantoux Test 5 TU PPD preferred) within ninety (90) days before the first day of work;
    2. If known positive reactor, have a check x ray and other appropriate examinations revealing the absence of tuberculosis in a communicable state within ninety (90) days before the first day of work.
  2. Currently employed teachers, administration or staff shall:
    1. Present documented evidence of having a negative tuberculin test (Mantoux 5   TU PPD preferred) performed no earlier than September 1, 1974, and every third year thereafter;
    2. If a known positive reactor, have a chest X ray annually or if the person has completed a course of preventative therapy or adequate chemotherapy in accordance with guidelines prescribed by the Chief Executive Officer or his/her designee of the Ohio Department of Health, have a chest X ray at three (3) year intervals;
    3. Have additional tuberculosis screening at more frequent intervals at the discretion of the local board of health.

 

 

333: Weapons in the Workplace

 

Objective: To create a safe working environment for our employees and students by prohibiting the possession and/or use of weapons in the workplace. The School will not tolerate any weapon possession or use.

 

Scope: Persons subject to the terms of this policy are as follows:

  1. All employees of the School
  2. All substitute teachers working in the school
  3. All employees of contractors providing services on behalf of the school
  4. All applicants for employment with the School
  5. All other persons, including visitors, vendors, subcontractors, students etc.
  6. This policy applies to all persons, except law enforcement personnel on official business, regardless of whether the person is licensed to carry a weapon.

 

Policy: This policy prohibits possession and /or use of prohibited weapons at any time on School grounds, a School vehicle, or at a School sponsored event. However an individual with a valid concealed-carry license or temporary emergency license who is either a driver or passenger in a motor vehicle and who is dropping off or picking up a child in a school safety zone to have a loaded handgun if one of the following applies:

(1) The loaded handgun is in a holster on the person’s person;

(2) The loaded handgun is in a closed case, bag, box or other container that is in plain sight and that has a lid, cover or closing mechanism with a zipper, snap, or buckle, which lid, cover or closing mechanism must be opened for a person to gain access to the handgun; or

(3) The loaded handgun is securely encased by being stored in a closed glove compartment of vehicle console or in a case that is locked.

 

Prohibited weapons include any form of weapon and any form of explosive restricted under local, state or federal regulation. This includes all firearms, illegal knives or other weapons restricted by the law. If you have a question about whether an item is covered by this policy, please contact the Chief Executive Officer or his/her designee. You will be held responsible for making sure beforehand that any potentially covered item you possess is not prohibited by this policy.

Prohibitions: The School’s policy prohibits:

A. Use or possession of weapons on School grounds, on a School vehicle, or at a School sponsored event.

B. Use of possession of weapons while performing any task on the School’s behalf.

C. Refusing to submit to a search when requested by the School in accordance with this policy.

D. Refusing to sign a statement agreeing to abide by the School’s Weapon in the Workplace Policy.

E. Failing or refusing to report a known violation of this policy.

F. Failing or refusing to cooperate with any investigation relating to a possible violation of this policy.

 

Searches: The School reserves the right to conduct searches of any person, vehicle or object on School property at any time and for any reason. Pursuant to this provision, the School is authorized to search lockers, desks, purses, briefcases,  baggage  tool boxes, lunch sacks, clothing, vehicles parked on School property, and any other personal effect or item in which a weapon may be hidden. Additionally, the School may search a vehicle owned by it and used by a School employee, a vehicle owned by an employee that is being used to transport students on behalf of the School, and any other vehicle on School grounds or recently on School grounds, regardless of whether the vehicle is located on School grounds at the time of the search or request. The Chief Executive Officer or his/her designee may conduct searches. To the extent the search is requested by the Chief Executive Officer or his/her designee or his or her designee, the employee may refuse the search; provided, however that such refusal is a violation of this policy and may result in disciplinary action including termination of employment for refusal to cooperate. The school reserves the right to conduct searches on School grounds and to authorize searches by law enforcement on School grounds without the employee present.

 

Consequences For Violation of This Policy:

A. Violation of the School’s Weapons Policy may result in severe disciplinary action, including discharge, at the School’s sole discretion.

B. Using or possessing a weapon on School grounds in violation of this policy will be considered an act of criminal trespass and will be grounds for immediate removal from School grounds and may result in criminal prosecution.

 

If you become aware of anyone violating this policy, take no action and immediately report it to your supervisor or to the Chief Executive Officer or his/her designee.

 

 

334: Homeland Safety Declaration Regarding Material Assistant/Non-assistance to a Terrorist Organization: Dohn Community High School is a political subdivision or instrumentality of the State of Ohio. Therefore, all employees under final consideration for employment, who are hired after April 24, 2006 must complete the Homeland Safety Declaration Regarding Material Assistance/Non-Assistance to a Terrorist Organization for public employment. Hiring of an employee after April 24, 2006 is contingent upon the completion of the form. Additionally, any person , company, affiliated group, or organization or person who holds, owns or otherwise has controlling interest in a company, affiliated group or organization that conducts business in an aggregate amount greater than one hundred thousand dollars ($100,000), with the employer, must complete the Homeland Safety Declaration Regarding Material Assistance/Non-assistance to a Terrorist Organization Government Business and Funding Contracts Form.

 

 

335: Mandatory Reporting of Misconduct by Licensed Employees: The Board recognizes its responsibility to effectively address employee misconduct.

 

Definitions: “Licensed professional staff members” refers to employees who hold an educator’s license or certification with the Ohio Department of Education (ODE) (including the Treasurer and Business Manager),

Educational assistants (aides with a permit and paraprofessionals with a license from ODE), employees holding a one (1) year conditional teaching permit in the area of intervention specialist or seeking an alternative educators license, and those employees who do not hold a valid educator’s license but who are employed by the Board under a Pupil Activity Program Permit. For purposes of this policy, licensed professional staff members will be referred to as “employees.”

 

“Conduct unbecoming the teaching profession” is defined to mean:

A. Crimes or misconduct involving minors;

B. Crimes or misconduct involving school children;

C. Crimes or misconduct involving academic fraud;

D. Crimes or misconduct involving the school community

E. Making, or causing to be made, any false or misleading statement or concealing a material fact in obtaining the issuance or renewal of any educator licensing documents;

F. The violation of the terms and conditions of a consent agreement with the State Board of Education;

G. A plea of guilty to or a finding of guilt or conviction upon any offense enumerated under R.C. 3319.39.

 

The complete rule adopted by the State Board of Education can be found in the Board policy book

 

Reporting Professional Misconduct: The School’s Chief Executive Officer is responsible for reporting teacher misconduct to ODE. If the Chief Executive Officer is the employee who must be reported, the Board president or Chairperson must make the report. The School’s Chief Executive Officer must report misconduct by an employee of an operator who is working in the School.

 

Reports:  Reports must be filed about School and/or operator’s employees working in the School under the following circumstances:

A. When the Chief Executive Officer, Board president or chairperson knows that an employee has a guilty plea or conviction, or has been found to be eligible for intervention in lieu of conviction, for a pre-trial diversion program concerning a disqualifying or other criminal offense applicable to teachers.

B. When the Chief Executive Officer, Board president or chairperson has initiated termination or nonrenewal proceedings against, has terminated, or has not renewed the contract of the employee because the Chief Executive Officers or Board president or chairperson has reasonably determined that the employee has committed an act that is unbecoming to the teaching profession or a disqualifying criminal offense or other criminal offense applicable to teachers.

C. When the employee has resigned under threat of termination or nonrenewal for an act that is unbecoming to the teaching profession or a disqualifying or other criminal offense applicable to teachers.

D. When the employee has resigned because of or in the course of an investigation by the Board regarding whether the employee has committed an act that is unbecoming to the teaching profession or a disqualifying or other criminal offense applicable to teachers.

 

The report must be made to ODE and must include the name and social security number of the employee in question together with a factual statement. The making of a report does not itself create any legal presumption that the described misconduct or any related crime has in fact occurred.

 

A report must be kept in the employee’s personnel file. The State Board of Education may proceed to conduct an investigation to determine whether further action is warranted. If, after an investigation, ODE determines that the results of that investigation does not warrant initiating action, the Board must move such reports from the employee’s personnel file to a separate public file.

 

EMPLOYEE AND STUDENT CARE AND SAFETY

341: Staff Student Relationship: Staff members, because of their proximity to students, are frequently confronted with situations which, if handled incorrectly, could result in liability to the School and personal liability to the Staff member. Compliance with the following guidelines will minimize that possibility.

1. Each staff member shall maintain a standard of care for supervision, control and protection of students commensurate with assigned duties and responsibilities.

2. A staff member should not voluntarily assume responsibility for duties he/she cannot reasonable perform. Such assumption carries the same responsibilities as assigned duties.

3. A staff member shall provide proper instruction in the safety matters presented in assigned curriculum guides.

4. Each staff member shall immediately report to the Superintendent or his/her designee any accident or safety hazard he/she detects.

5. A staff member shall not send students on any personal errands.

6.A staff member shall not associate with students at any time in a manner which gives the appearance of impropriety, including but not limited to, the creation or participation in any situation or activity which could be considered abusive or sexually suggestive or involve illegal substances such as tobacco, alcohol, or drugs.

This provision should not be construed as precluding a professional or staff member from associating with students in private for legitimate or proper reasons.

7. If a Student comes to a staff member to seek advice or to ask questions regarding a personal problem related to sexual behavior, substance abuse, mental or physical health, and/or family relationships, the staff member may help the student make contact with certified or licensed individuals in the community or the facility who specializes in the assessment, diagnosis, and treatment of the student’s problem. Under no circumstances should a staff member attempt, unless properly licensed and authorized to do so, to counsel, assess, diagnose, or treat the student’s problem or behavior.

8. A staff member shall not transport students in a private vehicle without the approval of the Superintendent or his/her designee.

9. A student shall not be required to perform work or services that may be detrimental to his/her health.

10. Possession of weapons or any device designed to inflict bodily harm by any School employee, Student or visitor while on School grounds, on a School vehicle, or at a School sponsored event is prohibited and shall result in suspension or dismissal of the Student or the Staff member.

 

Pursuant to the Ohio laws, each staff member shall report immediately to the Principal any sign of suspected child abuse or neglect. The Principal shall follow required procedures for reporting suspected child abuse or neglect to proper legal authorities.

 

 

342: General Safety Rules: The School has written and posted fire, tornado and emergency safety procedures. These procedures are reviewed with the Students and Staff members. Students shall not be left unattended. If a teacher leaves the classroom another staff person must be left in charge.

 

In-class projects, experiments and similar activities, which could have some measure of potential danger, must first be approved by the Superintendent or his/her designee. If approved, the Staff member must provide intensive close supervision of the project.

 

Chemicals and chemical products shall be secured and placed in locked storage units.

 

 

343: Reporting Accidents: All accidents on School property, on School transportation and at School-sponsored events must be reported to the Principal or his/her designee immediately. An accident report form must be completed as soon as possible following the accident and turned into the Superintendent or his/her designee. These reports will be compiled, summarized and submitted to the Board quarterly.

 

 

344: Injuries: The main office shall have a first aid kid for treating minor injuries. Minor scratches and cuts may be attended to in the classroom or School office. When a student is more seriously injured, the Superintendent or his/her designee shall contact the parent or guardian. If medical treatment is indicated, appropriate steps shall be taken. The child’s health form should be taken form the file and be available for examination. Teachers shall not administer medication to students.

 

345: Special Medical Needs: Parents are responsible for notifying School officials if a student has any special medical needs. Dohn Community High School personnel will not address any needs requiring the services of a trained professional. In most instances, the special medical needs will result in limited participation in certain activities and classes rather than any treatment being administered. In all instances the Superintendent or his/her designee will make the final decision as to how the School will handle any special needs request.

 

346: Student Abuse and Neglect: Because of their sustained contact with school-age children, teachers and other employees are in a position to identify abused or neglected children. The School requires that every elementary, middle and high school teachers, counselors, psychiatrist, nurse or administrator complete at least four hours of in-service training in child abuse prevention, school safety, violence prevention, substance abuse and the promotion of positive youth development within two years of commencing employment in the School, and every five years thereafter. The School may develop its own curriculum or adopt the curriculum developed by the Ohio Department of Education for the in-service training. The School shall maintain records of staff participation in in-service child abuse detention.

 

Every School official, School employee, or employee assigned to the School who knows or has reasonable cause to suspect base on facts that would cause a person in a similar position to suspect, that a student under eighteen years of age (or a mentally retarded, developmentally disabled, or physically impaired student under twenty-one (21) years of age) has suffered or faces a threat of suffering any physical or mental wound, injury, disability, or condition of a nature that reasonably indicates abuse or neglect of the student, shall immediately report that knowledge or suspicion, by telephone or in person, to the public Children’s Service Agency or local law enforcement agency. She/He shall also notify the Chief Executive Officer or his/her designee.

 

All suspected cases are to be reported even if documentation is not available. The law provides protection for the reporting person who acts in good faith.

 

If the agency or officer receiving the report requests a written report, the Chief Executive Officer of his/her designee shall provide a written report containing the following information:

  1. The names and addresses of the student and the student’s parents or the person or persons having custody of the student, if known;
  2. The student’s age and current condition
  3. The nature and extent of the student’s known or suspected injuries, abuse or neglect, or of the known or suspected threat of injury, abuse, or neglect, including any evidence of previous injuries abuse, or neglect; and
  4. Any other information that might be helpful in establishing the cause of the known or suspected injury, abuse, or neglect, or of the suspected threat of injury, abuse, or neglect.

 

In addition, the Chief Executive Office or his/her designee may take color photographs of areas of trauma visible on the student and include them with the written report.

 

The identity of the reporting person shall be confidential, subject only to disclosure by consent or court order. Information concerning alleged child abuse of a student is confidential information and is not to be shared with any unauthorized person. A staff member who violates this policy may be subject to disciplinary action and/or civil and/or criminal penalties.

 

The Chief Executive Officer or his/her designee should be mindful of the possibility of physical or mental abuse being inflicted on a student by an employee. Any such instances, whether real or alleged, should be reported t the Chief Executive Officer or his/her designee who will investigate and take appropriate action in accordance with Board directives.

 

A report made under this policy is confidential under Ohio law. No person may disclose the contents of any report made under this policy except as provided above.

 

Failure to make a report required by this section or unauthorized disclosure of the contents of a report made under this section, may result in disciplinary action against the employee.

347: Student Transportation by Private Vehicle: The Board authorizes the incidental transportation by private vehicle of School students. Any such transportation must be approved in advance and in writing by the head administrator or his/her designee. The parent of the participating student will be given, upon request, the name of the driver, the owner of the vehicle, and the description of the vehicle.

 

No person shall be approved for the transportation of students in a private vehicle who is not an employee of this Board or its contracted Educational Management Company, if any; an approved volunteer; the parent of a student enrolled in the School; and the holder of a currently-valid license to operate a motor vehicle in the State of Ohio (“Approved Driver”).

 

No person shall be permitted to transport students if he/she does not possess and maintain automobile liability and personal injury insurance.

 

The responsibility of professional staff members for the discipline and control of students will extend to their transportation of students in a private vehicle. Drivers who are not professional staff members are requested to report student misconduct to the head administrator.

 

Guidelines for Transportation of a Student in a Private Vehicle

 

These guidelines are to be followed whenever an Approved Driver will be transporting students by a private vehicle whether it is in his/her vehicle or another private vehicle:

1. Determine that transportation by School vehicle is unavailable or not feasible.

2. Obtain written consent from each student’s parent using the Parental Consent for Transportation by Private Vehicle Permission Form (see Board Policy).

3. Submit the Request for Transportation by Private Vehicle form to the head administrator for his/her approval prior to the trip.   Attach the parent consent forms to the request form.

4. The Approved Driver shall keep a copy of each student’s Emergency Medical Authorization Form.

5. The Approved Driver shall provide the School office with a list of names of the students who will be riding in the vehicle.

 

This guideline does not apply if a School employee regularly uses his/her vehicle or another private vehicle to transport School students. In such a case, the School employee must comply with the Ohio Pupil Transportation Operation and Safety Rules of OAC 3301-83 et seq.

 

347-A: Parental Consent for Transportation by Private Vehicle Permission Form: Copies of the form are available in the Board Policy book, kept in the Superintendent’s office.

 

347-B: Request for Transportation by Private Vehicle: Copies of the form are available in the Board Policy book, kept in the Superintendent’s office.

 

EMERGENCY PROCEDURES

348.1: Emergency School Evacuation: The School has a written and posted set of procedures which will insure the health and safety of students and employees in the event an evacuation of the School is necessary.

 

 

348.2: Emergency School Closing/Inclement Weather: The school will follow the decisions of the Principal or his/her designee regarding weather-related closings. Information about the School closing will be posted on the School telephone system. The Principal or his/her designee may close the School, delay the opening of the School, or dismiss School early when such actions are required for the protection of the health and safety of students and employees. In the event School is closed no School related activities will be held.

 

SCHOOL STAFFING, ORGANIZATION AND TRAINING

351: General Policy: On a regular basis, the Principal will review the staffing, training and organization needs of the Dohn Community High School for the purpose of recommending changes, if needed, to the Superintendent.

 

352: Staff Development: The teaching staff of the Dohn Community High School is encouraged to continue their professional growth through a variety of activities. Teachers and Teacher Aides will attend in-service training which is conducted throughout the School year. Absence requests must be submitted to the Principal for prior approval.

 

 

353: Performance Evaluation of Staff: Every new staff member, both certified and non-certificated will receive three formal performance evaluations during their first year and every continuing staff member, both certified and non-certified will receive two formal performance evaluations annually. All formal performance evaluations will incorporate all ongoing assessments (observations) made frequently throughout the school year. Such assessments will include, but not limited to, the student performance outcomes.

 

The performance evaluation process is designed to provide the information employees need in order to maintain or improve their performance. The results of the performance evaluation will be used to assess continued employment and the level of compensation for the following year. All evaluation documents shall be dated and signed by the evaluator and the person being evaluated.

 

 

354: Performance Coaching: Following an employee evaluation, if the Principal of Superintendent or his/her designee determines that the employee’s performance does not meet the standards of Dohn Community High School, such supervisor may engage the employee in the Performance Coaching Process. This process shall not interfere with the School’s right to terminate an employee.

1. The Superintendent or his/her designee will meet with the employee to discuss the performance concern(s) and to identify ways to improve the employee’s performance. This discussion must be documented and include specific measurable performance objectives that the staff members must meet within a specific time. The date and time of the next meeting will be established before the meeting is concluded.

2. If the employee does not meet the objectives by the time of the second meeting or if improvement is not sustained, then at the discretion of the Superintendent or his/her designee, a second plan similar to the fist may be devised or the Superintendent or his/her designee may elect to proceed to step 3 (below). This meeting must also be documented.

3. If the employee’s performance still does not improve or is not sustained at a level satisfactory to the Superintendent or his/her designee, then appropriate action may be taken which could include termination.

 

 

355: Reduction of Staff: The Board reserves the right to eliminate positions and reduce staff as deemed necessary. The Superintendent or his/her designee shall make recommendations for staff reduction and report them to the Board.

 

EMPLOYEE MISCONDUCT, DISCIPLINE AND TERMINATION

361; Employee Discipline: The School is committed to establishing and maintaining supervisory practices and procedures that support effective operations in the interest of the organization and its employees. Such procedures may include the administration of disciplinary action to assist employees in overcoming work-related problems, performance deficiencies, or behavior that violates the School’s policies, practices, and procedures.

 

Although the School maintains a progressive disciplinary procedure, circumstances may warrant disciplinary action outside of the progressive procedure. For example, the progressive procedure may not be appropriate:

(1) when the conduct at issue involves severe performance deficiencies, performance problems related to skill or ability, or certain types of inappropriate conduct;

(2) when the initial steps of progressive discipline do not assist the employee in correcting the problem;

(3) when the employee occupies a position requiring the exercise of effective management and leadership; or

(4) when the employee’s actions, or inactions, may seriously impair the School’s ability to carry out its mission.

 

If the School determines that these, or similar circumstances exist, the School may determine that the progressive disciplinary in inappropriate. Moreover, under certain circumstances, a supervisor may determine that although the procedure should be utilized, certain steps in the procedure should be omitted or repeated.

 

361: Discipline Procedures:

Step 1: Oral Discussion and Warning: The initial step of the progressive disciplinary procedure is for the supervisor to discuss the problem with the employee as soon as possible after the incident or awareness of the problem occurs. The supervisor should discuss the problem, suggest ways to improve or to correct the problem and identify a time period for corrective action.

 

Step 2: Written Warning: The second step is for the supervisor to provide the employee with a written warning. The step is generally taken when the initial step does not correct the problem, although a supervisor may determine that a written warning is warranted as the initial step. When a written warning is given an employee, the supervisor should meet with the employee, outline the problem, suggest ways to improve or correct the problem and identify a time period for corrective action. The specifics of this discussion should be documented in a letter or memorandum that is provided to the employee and forwarded to the superintendent or his/her designee of the School for placement in the employee personnel file. A copy of the letter or memorandum should also be initiated by the employee. If the employee refused to sign it, this should be documented by the supervisor.

 

Step 3: Suspension: Although not generally a step in the progressive disciplinary procedure, suspension may be appropriate as the third step. If utilized at all, suspension is generally limited to two circumstances: First, a supervisor may determine suspension should be used as a corrective measure to emphasize the seriousness of a problem. Second, suspension may be used because discharge appears warranted but the supervisor needs time for an investigation to be conducted to determine if discharge is actually warranted. In any event, suspension is for a specified period and, except for exceptional circumstances without pay.

 

Step 4: Discharge: If prior measures fail to correct the problem, the final step in the progressive  discipline procedure is termination. If the supervisor is satisfied that discharge is appropriate, and the Superintendent or his/her designee concur, discharge should be initiated. The circumstances that lead to the decision to discharge the employee should be documented by the supervisor.

 

 

363: Termination: In certain circumstances, Dohn Community High School will choose to be an “At Will” employer and as such an employee may be terminated without cause. Whether an employee is “at will” or, serving under a contact that requires cause for termination, listed below are some reasons which may result in an employee being terminated. This list is not intended to contain all possible reasons for termination.

  • Theft or Dishonesty
  • Intentional destruction or unauthorized use of School property
  • Falsification of School Records
  • Unacceptable work performance, including irregular or tardy attendance
  • Willful violation of School policies or property
  • Unacceptable attendance record
  • Providing inappropriate assistance to students on tests
  • Threatening, harassing, assaulting or abusing any student, employee or visitor
  • Fighting, physical violence and verbal abuse
  • Possession of firearms or explosives
  • Violation of the drug, alcohol and/or smoking policies
  • Intoxication or use of alcohol on School property
  • Use, sale or possession of unlawful drugs on School property
  • Sleeping on duty
  • Neglect of duty and disruption of others
  • Insubordination
  • Abuse or inappropriate access of confidential information
  • Willful violation of School safety or security regulations
  • Violation of procedures or policies of the School
  • Unequal application of procedures or policies of the School

 

 

364: Resignation: When an employee wishes to resign, he/she must submit their resignation in writing at least 30 days prior to the effective date.

 

 

365: Whistleblower Policy: The Ohio Revised Code prohibits employers from taking any disciplinary or retaliatory action against an employee for making a report of a violation of any state or federal statute which an employee believes is:

1. a criminal offense that is likely to cause either an imminent risk of physical harm to persons or a hazard to public safety,

2. is a felony;

3. an improper solicitation for a contribution.

 

In order to receive protection afforded by the Revised Code, the employee must orally notify his or her supervisor of the violation and subsequently file a written report with the supervisor that provides sufficient detail to identify and describe the violation. If the employee is unable to report the violation to his or her supervisor, the oral and written reports must be made to the Board. Employees must make a reasonable and good faith effort to determine the accuracy of an information that is reported verbally or in writing.

 

If the employer does not correct the violation or make a reasonable and good faith effort to correct the violation within twenty-four hours after the oral notification or receipt of the report, whichever is earlier, the employee may file a written report that provides sufficient detail to identify and describe the violation with the prosecuting authority of the county or municipal corporation where the violation occurred, with a peace officer, with the inspector general if the violation is within the inspector general’s jurisdiction or with any other appropriate public official or agency that has regulatory authority over the employer and the industry, trade, or business in which the employer is engaged.

 

The employer will not retaliate or take part in any form of reprisal against the employee bringing the complaint. Employees who believe they may have been subject to retaliation should report suspected retaliation to the Board President.

 

An employee may be subject to discipline if it is determined that the report of wrongdoing was knowingly fabricated by the employee or was, knowingly distorted, exaggerated or minimized to either injure someone else or, to protect the reporting party or others.

 

Complaints of harassment will be handled in accordance with the anti-harassment policy.

 

Adopted February 22,2010

 

COMPENSATION AND BENEFITS

371: General Policy: The School strives to establish pay levels that are competitive with those of similar Schools in our area. The School’s goal is to attract excellent staff – one of our school’s most valuable assets. Adjustments may be made by the Board, taking into consideration past performance, experience, marked availability, job responsibilities, etc.

 

372: Scheduling: The hours worked will be established and changed as necessary to meet the needs of the School and its students. A general description of School and work hours will be announced at the beginning of the school year. This schedule may change from time to time as necessary.

 

 

373 Recording Work Time: All hourly employees are responsible for keeping accurate time records in accordance with School procedure. Instructions will be given by the Superintendent or his/her designee as to how to complete your time slip. You are not to complete any other employees’ time slips or permit/direct someone else to complete yours.

 

 

374: Overtime Pay: As defined by law, nonexempt employees receive overtime pay for hours worked beyond 40 in a work week. Overtime is defined as any hours in excess of 40 hours accumulated during the normal work week which is Sunday through Saturday. Overtime hours are paid at time and one half. Only the Superintendent can approve overtime.

 

Under federal law, exempt employees-generally speaking, salaried executive, professional, and administrative employees, as defined by law, and outside sales person, as defined by law are exempt from the law requiring payment for overtime work. Exempt employees are responsible for working as many hours as necessary to get the job done and are not offered to overtime pay. At hire you will be notified of our exempt or non-exempt status.

 

 

375: Salary Deduction Policy: It is our policy to comply with the “salary basis” requirements of the Fair Labor Standards Act. Therefore, we prohibit the School from making any improper deductions from the pay of exempt employees. We want  employees to be aware of this policy and that the School does not allow deductions that violate the FLSA. 

 

Deductions from pay are permissible when an exempt employee:

  1. is absent from work for one or more full days for personal reasons other than sickness or disability;
  2. for absences of one or more full days due to sickness or disability if the deduction is made in accordance with a bona fide plan, policy or practice of providing compensation for salary lost due to illness;
  3. to offset amounts employees receive as jury or witness fees, or for military pay;
  4. for unpaid disciplinary suspensions of one or more full days imposed in good faith for workplace conduct rule infractions.

 

Also, the School is not required to pay the full salary in the initial or terminal week of employment; for penalties imposed in good faith for infractions of safety rules of major significance, or for weeks in which an exempt employee takes unpaid leave under the Family and Medical Leave Act. In these circumstances, either partial day or full day deductions may be made.

 

If you believe that an improper deduction has been made from your salary, you should immediately report this information to the Superintendent. Reports of improper deductions will be promptly investigated. If it is determined that an improper deduction has occurred, you will be promptly reimbursed for any improper deduction made.

 

TIME OFF FROM YOUR JOB

381: Personal and Sick Leave

                Personal Leave: Each full time employee is given up to two (2) paid personal days per year to be used for personal matters. Personal leave not used will not be carried over to the next year. Employees who are terminated or resign are not paid for unused personal leave. Use of paid time off should be requested as far in advance as possible. Personal leave may not be used during a school day which is immediately before or after a school vacation, for vacation or entertainment purposes, to seek employment, or for any purpose that can reasonably be conducted after school hours. Failure to promptly and properly notify School administrators may result in disciplinary action and /or a charge of personal time without payment for the time off.

 

                Sick Leave: Each full time employee is given up to .67 days of sick leave credit for each month of service up to a maximum of eight days per year. Sick leave can accumulate from year to year, but shall not be accumulated beyond 120 days. Accumulated sick leave will not be paid out on termination of employment or retirement. An employee absent due to illness must notify the Superintendent or his/her designee as soon as possible and no later than 1 ½ hours prior to the opening of school. Failure to promptly and properly notify School administration may result in disciplinary action and/or a charge of personal time without payment. After two consecutive days of sick leave, a doctor’s note must be provided.

 

Adopted by the Dohn Community High School Board of Trustees May 10, 2010

 

 

382: Paid School Holidays: Employees receive paid School holidays as determined by the School calendar. The Superintendent and Principal receive paid holidays in accordance with the individual contracts.

 

 

383: Medical Leave of Absence: If an employee is unable to physically or mentally perform his or her job the ay request an unpaid medical leave of absence. This should be done in concert with the recommendation of a physician(s). Medical leave of absence must be reported to the Board. While on medical leave the employee shall not accumulate personal leave, health insurance shall not be continued by the Board and the employee shall not take other employment. Employees may elect to pay the cost of health insurance during a period of approved leave.

 

 

384: Jury Duty and Military Leave:

Jury Duty Leave: Full time employees who are selected for jury duty will be excused for the duration of the leave and receive their normal pay for each day they serve, for up to two weeks.  The employee may also keep their jury duty pay.

 

Military Leave: Dohn Community High School observed all applicable laws concerning military leave and re-employment rights following military training and service. 

 

 

385: Family Leave (FMLA): An employee is eligible under the Federal Family and Medical Leave Act (FMLA) if:

  1. The employee has been employed for the School for at least twelve (12) months;

2.              The employee has worked a minimum of 1,250 hours during the twelve (12) month period before the leave is requested; and

  1. The employee is employed at a School worksite which employs fifty (50) or more employees within 75 miles radius.

Since we do not employ 50 employees, DCHS employees are not covered by the provisions of the Federal Family and Medical Leave Act (FMLA). Employees who wish to review the provisions of the Federal Family and Medical Leave Act may request a copy from the Superintendent.

 

Even though the School may be a covered employer, employees must meet all three of the above requirements to be eligible.

 

An employee must take a total of twelve (12) weeks of unpaid leave during the twelve (12) month period described below for any one or more of the following reasons:

  1. The birth of a son or daughter of the employee and in order to care for such son or daughter.
  2. The placement of a son or daughter with the employee for adoption or foster care;
  3. To care for the spouse, son, daughter, or parent of the employee if such spouse, son, daughter, or parent has a serious health condition; or
  4. A serious health condition that makes the employee unable to perform the functions of his/her position.
  5. For incapacity due to pregnancy, prenatal medical care or child birth.

 

The twelve (12) month period is defined as a rolling 12-month period measured backward from the date an employee begins using any FMLA leave.

 

A “serious health condition” is an illness, injury, impairment, or physical or mental condition which involves:

1. Any period of incapacity or treatment in connection with or consequent to inpatient care in a hospital, hospice, or residential medical care facility;

2. Any period of incapacity requiring absence from work, school, or other regular daily activities of more than three (3) calendar days, that also involves continuing treatment by a health care provider; or

3. Continuing treatment by, or under the supervision of, a healthcare provider for a chronic or long-term health condition that is incurable or so serious that, if not treated, would likely result in a period of incapacity for more than three (3) calendar days, or for prenatal care.

 

A leave taken by an employee for the birth or placement of a son or daughter must be taken in one continuous segment, up to twelve (12) weeks, and must be taken within twelve (12) month of the birth or placement of the son or daughter. An employee is required to give thirty (30) days written notice of his/her intent to take leave, unless such leave is unforeseeable. In such a case, the employee must give notice as soon as practicable.

 

Leave taken to attend to a serious health condition of the employee or the employee’s family member may be taken in one continuous segment, up to twelve (12) weeks, or may be taken on an intermittent or reduced leave, if medically necessary. The employee must make a reasonable effort to schedule his/her leave so as not to unduly interrupt School operations and must give thirty (30) days written notice of his/her intent to take leave, if practicable.

 

Intermittent or reduced leave will be allowed only for serious health conditions when medically necessary and properly validated or certified. An employee is not entitled to take an intermittent leave or a leave on a reduced schedule for the birth or placement of a child.

 

If an employee chooses to take intermittent or reduced leave, the School may require the employee to transfer temporarily to another position in the School for which he/she is qualified, and which would provide equivalent pay and benefits and a better accommodation for the employee’s recurring periods of leave.

 

The employee will remain covered by the School-sponsored health care benefits while on leave. However, he/she is required to continue payment of any required contribution for insured benefits. If the employee does not return to work after the leave period, the School will require the employee to repay the health care premiums paid by the School during the leave period, unless the employee does not return due to a serious health condition as defined n this policy or due to other circumstances beyond the employee’s control.

 

An  employee on leave does not lose any benefits which has accrued prior to the first day of leave and the leave period will be treated as continued service for purposes of determining vesting and eligibility to participate in pension, 401 (k), and other School retirement plans. However, an employee does not accrue any other benefits during the leave period, nor does the leave period entitle the employee to any greater rights than he/she would have had if he/she had remained in the workplace.

 

If an employee takes any under this policy, accrued paid time will be applied to the leave period until such paid time off is exhausted. The remainder of the leave will be unpaid.

 

An employee returning from leave will be reinstated to the same position or an equivalent position, with equivalent pay, benefits, and other terms of employment, unless the employee would not otherwise have been so employed at the time reinstatement is requested.

 

Any employee returning from a medical leave, whether under this policy or not, may be required to present certification of the employee’s fitness to return to work and identifying any restrictions relating to the leave of absence.

 

Certain higher level employees may be denied reinstatement and the Human Resources Coordinator should be consulted if the employee is believed to be within the highest paid 10% of workers employed within 75 miles of the employee’s workplace.

 

An employee who requests leave to care for his/her own serious health condition or the serious health condition of a family member must provide a certification by his/her care provider which justifies the leave.

 

This certification must be provided by the employee within fifteen (15) days of the request for leave, unless it is not practicable to do so. Failure to provide the required certification on time may affect the employee’s ability to take leave as requested.

 

The School also may require an employee on leave to check in periodically with management to inform them of his/her status and intent to return to work. A check-in schedule should be arranged between the employee and the Human Resources Administrator before leave is taken.

 

The School may also require a second opinion as to a serious health condition at its own expense. This opinion shall not be given by a medical professional regularly used by the School.

 

In the event of a conflict between the two opinions, the School may, at its own expense, require a third opinion from a medical professional jointly designate by the School and the employee whose decision shall be binding on the School and the employee.

 

Finally, an employee returning from leave taken for his/her own serious health condition must provide certification from his/her care provider that he/she is also to resume work.

 

 

386: Serious and Communicable Diseases Policy: It is the policy of the School that employees with infectious, long-term life-threatening, or other serious diseases or illnesses may work as long as they are able to perform the duties of their job without undue risk to their own health or that of pupils, other employees, or member of the public.

 

An employee who is diagnosed as having a infectious, long-term, life-threatening, or other serious disease or illness is encouraged to notify the Chief Executive Officer or his/her designee of the condition as soon as possible and should provide the Chief Executive Officer or his/her designee with any pertinent medical information needed to make decisions regarding job assignments, ability to continue working, or ability to return to work. The School may require a doctor’s certificate of an employee’s ability to perform job duties. In addition, the School may request that an employee undergo a medical examination by a physician or other health care provider determined by the School.

 

An employee may be subject to an isolation requirement if he or she is infected with one of the diseases or conditions specified by the Ohio Health Department. Employees diagnosed with one of the following diseases must immediately report the diagnosis to the Chief Executive Office, or his/her designee: Amebiasis, Campylobactgeriosis, Chickenpox, Cholera, Conjunctivitis, Crytosporidiosis, Cyclosporiasis, Diarrhea (infectious or of unknown cause), Diphtheria, Escherichia coli (E. coli) O157:H7 or hemolytic uremic syndrome (HUS), Giardiasis, Hepatitis A, Measles, Meningitis (aseptic, and viral meningoencephalitis, but not including arthropod-borne disease), Meningococcal disease, Mumps, Pediculosis, Pertussis (whooping cough), Plague, Rubella, Salmonellosis, Scabies, Shigellosis, Smallpox, Streptococcal infection, Tuberculosis (TB), Typhoid fever, Typhus, Viral hemorrhagic fever (VHF), Yellow fever, Yersiniosis. This list is not exhaustive and may be modified in accordance with State and Federal law.

 

 

The School will attempt to maintain the confidentiality of the diagnosis and medical records of employees with serious diseases and illnesses, unless otherwise required by law. Information relating to an employee’s serious disease or illness will be treated as confidential and ordinarily will not be disclosed to other employees.

 

The School will comply with applicable occupational safety regulations concerning employees exposed to blood or other potentially infectious materials. Universal precautions, work practice controls, and personal protective equipment will be used where appropriate to limit the spread of diseases in the workplace. Compliance with the Infectious Diseases Policy of this School is mandatory and failure to abide by the policy may subject the employee to discipline, up to and including discharge.

 

Employees concerned about being infected with a serious disease or illness by a pupil, coworker, or other person should convey this concern to the Chef Executive Officer or his/her designee. Employees who refuse to work with or perform services for a person known to suspected to have a serious disease or illness, without first discussing their concerns with the Chief Executive Officer or  his/her designee will be subject to discipline. In addition where there is little or no evidence of risk of infection to the concerned employee as determined by the Chief Executive Officer or his/her designee, the employee’s continue refusal to work may be found unreasonable and could result in discipline, up to and including termination.

 

The School has discretion to subject an employee to an examination by a physician or other health provider determined by the School in order to protect the health of all pupils and school employees. The School may place an employee on a communicable disease involuntary leave of absence when the employee has contracted a communicable disease that puts others in imminent danger of death or serious injury in the workplace or if any examination finds that he or she has contracted a communicable disease.

 

The School may require any employee who was put on a communicable disease involuntary leave of absence to obtain and present certification form a physician or other health care provider as determined by the School that the employee is able to resume work without risking the health of others.

 

These provisions do not limit an eligible employee’s ability to utilize accrued paid time off or unpaid leave time under the Family and Medical Leave Act, if applicable, during a communicable disease involuntary leave of absence.

 

387 Military Leave for Family Members: An employee who is the parent, spouse, guardian or former guardian of an active duty military members may be permitted unpaid leave for up to ten days (or eighty hours whichever is less) per calendar year in the following circumstances:

  • The employee has a least twelve consecutive months of service with the School;
  • The employee has worked at least one thousand two fifty hours in twelve months immediately preceding the leave;
  • The military member is called to active duty (for a period of longer than 30 days) or is injured, wounded, or hospitalized while serving on active duty.

 

Leave taken because of a call to active duty may be taken no more than two weeks before nor more than one week after deployment.

 

Notice of the need for leave should be given to the School as far in advance as is possible. Certification or verification of the need for leave must be submitted prior to commencement of the leave.

 

Military leave for a family member is available only if the employee has no other form of leave available (except for sick or disability leave.)

 

Benefits provided the employee taking unpaid leave shall continue uninterrupted. The employee is required to continue making his/her contribution to benefit costs during the leave period.

 

Employees taking military leave for a parent, spouse, guardian or former guardian will be returned to work with no adverse impact on terms and conditions of employment.

 

Adopted by the Board of Trustees September 13, 2010.

RC Chapter 5906.

388. Genetic Information: In the course of your employment, there may be situations in which you are required to provide medical information to the Company (FMLA), leave of absence, workers’ compensation, etc.) The Genetic Information Nondiscrimination Act of 2008 (GINA) restricts employers from requesting or requiring genetic information, except in limited circumstances. Accordingly, employees should not provide any genetic information when responding to requests for medial information.

 

‘Genetic information includes an individual’s family medical history, the results of an individual’s of family member’s genetic tests, the fact that an individual or an individual’s family member sought or received genetic services, and genetic information of a fetus carried by an individual or an individual’s family member or an embryo lawfully held by an individual or family member receiving assistive reproductive services.

 

42 USC 20000ff et.seq.

Adopted by the Dohn Community High School Board of Trustees 3/14/2011

 

 

 

 

 

MISCELLANEOUS POLICIES

391.1 Health Insurance and Annuities: The Board provides health insurance for all full time employees. Hourly employees are not generally provided paid health insurance. The amount contributed by the Board is determined annual prior to the start of a new School year. The Board also contracts for dental and legal insurance, which is paid totally by the employee, provided, however, an employee may use their FSA money  (see policy 391.2 below) for these costs.

 

From time to time the Board may have several contracts with companies who provide tax-sheltered annuities to employees who wish to contribute. These are paid entirely by the employee. Employee contributions shall be made through payroll deductions.

 

If an employee is given a leave of absence for a period of time the Board will not pay the employee’s health insurance except as required for eligible parties under the FMLA (See policy no. 385). The employee may elect to pay the premium for such time as they are on an approved leave. An employee who resigns prior to the end of their contract year will have Board paid health insurance only through the end of the month in which their resignation is effective. If a teacher or teacher aide resigns at the end of their contract year the Board will continue to pay their health insurance premium through the month of August. Other staff members who resign at the end of their contract will have their health insurance paid through the end of the month immediately following the end of the contract.

 

 

391.2 Workers’ Compensation Insurance: As required by law, all employees are covered by Workers’ Compensation Insurance, which may provide benefits for injuries or illness that occur as a result of employment at Dohn Community High School. Any injury, regardless of its apparent seriousness must be reported immediately to your supervisor. Failure to report an on the job injury will result in discipline up to and including discharge.

 

 

391.3 STRS/SERS: By law, many staff members may be covered by the State Teachers Retirement System or the State Public Employees Retirement System. Some contractors may not be eligible for such benefits. Determination will be made based on law, facts and circumstances, in conjunction with applicable professional advisors and governmental agencies.

 

391.4 Unemployment Compensation: By law, most workers are insured for unemployment compensation, which provides income payment in certain conditions for a period of weeks if you lose your job under certain conditions.

 

 

392: Staff Dress and Grooming/Staff School Uniforms: School employees are expected to set an example for students to follow regarding dress and grooming. Employees shall dress and conduct themselves in a manner which reflects the discipline, respect and dignity associated with the image of the school.

 

 

393: School Activities: The formation of all student activities (clubs, teams, groups, etc) must first be approved by the Principal or his/her designee. The Principal or his/her designee will give consideration to all factors in determining the potential value to students before final approval is given. Copies of all the necessary forms, rules and regulations pertaining to the establishment of a student activity are available from the Principal or his/her designee.

 

 

394: Fund Raising Activities and Projects: All fund raising activities conducted at or on behalf of the School must be approved in advance of the proposed activity by the Principal. Copies of the forms and rules and regulations are available from the Treasurer. There is a potential personal liability associated with maintaining proper and accurate records, safeguarding and depositing funds and assuming responsibility for conducting and overseeing a fund raising project. Staff members are advised to carefully follow all rules, regulations and policies governing fund raising activities.

 

 

395.1: Purchase of Supplies and Materials, Equipment: Staff members may request the purchase of supplies and materials provided the Superintendent or his/her designee approves the purchase and there are adequate funds in the budget to cover the cost. All staff members must follow the following rules, regulations and procedure when making a purchase:

1. Verbal approval by itself is never acceptable to make a purchase or place an order. A requisition must first be completed and then signed by the appropriate supervisor and the Superintendent or his/her designee and then sent to the Treasurer. The Treasurer will determine if there are adequate funds available in the budget for the transaction and will then issue a written purchase order and send it to the vendor.

 

2. Upon receipt of the supplies and materials the staff members who made the request will be responsible to verify that all items ordered have been received and are acceptable for use. If there are any problems with the items received contact the Superintendent or his/her designee for advice on how to resolve any concerns.

 

3. When an invoice for payment is received the Treasurer will make a copy of the invoice and send it to the staff member who placed the order. The staff member will date, sign and write on the copy “OK to pay” and return it to the Superintendent or his/her designee. The Superintendent has the authority to approve up to $2,500 for any one purchase, subject to any budget constraints, before having to receive Board approval.

 

 

395.2: Leases and Contracts: All leases and contracts must be initiated by a School administrator and approve by the Board. No staff member, School administrator, consultant, parent or any other person has the authority to sign a lease or contact without Board approval

 

 

396: Staff Gifts: Students and their parents are discouraged from the routine presentation of gifts to School employees on occasions such as religious holidays. Where a student feels a spontaneous desire to present a gift to a staff member, the gift should not be elaborate or unduly expensive. The Board considers as always welcome, and in most circumstances more appropriate, the writing of letters to staff members, expressing gratitude or appreciation.

 

 

397: Care of Materials, Equipment and School Property: When materials and equipment are issued for use in the classroom, the staff member is responsible to assure the items are not misused or mistreated. If an item is damaged, the staff member shall be responsible for reporting the condition to the Superintendent or his/her designee. If an item is stolen the staff member shall notify the Superintendent or his/her designee that the item is missing and the Superintendent or his/her designee shall, with information supplied by the staff member, make a formal police report. When the report has been made it shall be turned over to the Superintendent or his/her designee for appropriate action regarding inventory adjustments as well as determining if an insurance claim should be filed.

 

Staff members shall report School cleanliness needs and School maintenance needs in writing on the appropriate form and submit the form to the Superintendent or his/her designee with a copy being sent to the Superintendent or his/her designee. The Superintendent or his/her designee shall forward the form  to either  the custodian or maintenance staff for appropriate action.

 

 

397.1: Use of Electronic Equipment: To ensure that the School’s electronic equipment is used only for lawful and appropriate purposes and to further its business interests, the School has adopted the following Policy which applies to all employees. Each employee and student having access to the electronic equipment of the School is required to abide by this Policy. The School will strictly enforce this Policy.

 

 

397.2 Acceptable Uses of the School’s Equipment: Software and business equipment, including telephones , facsimile machines, computers, the School’s electronic mail system, the School’s Internet access, and copy machines (collectively the “Equipment”) are intended to be used for business purposes only. The equipment is exclusive property of the School, and its sole purpose is to facilitate the business of the School. Each student and employee has the responsibility to maintain and enhance the public image of the School and to use the Equipment in a productive and appropriate manner.

 

 

397.3 Unacceptable Uses of the School’s Equipment: The School’s Equipment may not be used for transmitting, receiving, or storage of any communications of a defamatory, discriminatory, or harassing nature, or materials that are sexually explicit, pornographic, or obscene. Harassment of any kind is prohibited. No messages with derogatory or inflammatory remarks about an individual’s race, sex, age, disability, religion, national origin, or physical attributes shall be transmitted through the School’s Equipment. The School will not tolerate actions that may create a hostile environment. Equipment may not be used for any purpose which is illegal or against the School’s policies or contrary to the School’s best interests. Sensitive or confidential information respecting the School or its students or vendors should not be transmitted via the Internet or over facsimile machines without the consent of the School. Solicitation of non-School business, or any use of the School’s Equipment for personal gain, is prohibited.

 

 

 

397.4 Use and Return of Property: Each employee is responsible for the School’s electronic equipment or other property, supplies, and vehicles in his or her possession or otherwise assigned to the employee. It is the responsibility of employees to understand and care for all equipment used. Report any defective, damaged, or missing equipment to your supervisor immediately. At no time should an employee operate or use damaged or defective equipment or attempt to repair any equipment without the supervisor’s approval. Observe all established safety rules and use all required safety equipment or protective wear when operating the School’s equipment. At no time should the School’s equipment be used for personal use. Employees will be responsible for incidents which result in damage to the School’s electronic equipment or other property, supplies, and vehicles, or to the electron equipment or other property, supplies and vehicles of any other though the employee’s own negligence or misconduct, as determined by the School. Employees will be required to either re-pay the obligation or to sign a written authorization for deduction form pay for the cost of the obligation until the obligation is satisfied. Immediately upon request or upon termination of an employee’s relationship with the School, all property (including but not limited to texts, manuals, keys, equipment, access cards, credit cards, security badges, name tags, cell phones, hand held computers, etc.) and documents and records (including all copies and electronic files) shall be left with or returned to the School. The School will also take all action deemed appropriate to recover or protect its property.

 

See Appendix 397 A Employee Acceptance of Terms of Use and Return of Property.

 

See Policy No. 232 Technology and Internet Acceptable Use (to be signed by staff as well as Students), Policy 234 (Electronic Communication Devises, Policy No. 149  Use of Cellular Telephones, and Policy Nos 397.1-397.3

 

Policy Adopted March 14, 2011 by the Board of Trustees of Dohn Community High School

 

 

 

 

398: Communication: Students and employees are responsible for the content of all information that they transmit over the School’s equipment. All electronic communications must correctly identify the student or employee responsible for the communication. Any information sent to an individual outside of the School via the School’s Equipment are statements that reflect on the School. All communications sent by student and employees via the School’s Equipment must comply with this and other School policies.

 

 

 

398.1: Software and Copyright Issues: To prevent computer viruses from being transmitted through the School’s Equipment, there will be no downloading or copying of any software onto the School’s Equipment without prior approval of the School. No files of any kind will be downloaded from the Internet without prior approval of the School. License agreement relating to any software, whether individually owned or owned by the School, will be strictly complied with. Any student or employee desiring to reproduce or store information on any sort downloaded from the Internet should contact the Superintendent or his/her designee to determine whether the intended use is permissible. Copyright laws are very complex and can apply even to information that appears to be freely available for any use. No copyrighted material will be copied illegally on the School’s Equipment or transmitted through the School’s Equipment.

 

The Board encourages teachers and staff assigned to the School to make judicious use of appropriate printed material, sound recordings, and electronic programs in the curriculum but recognizes that Federal law, applicable to public school districts, protects authors and composers from the unauthorized use of their copyrighted work.

 

The copyright law of the United States (Title 17, USC) governs the making of photocopies or other reproductions of copyrighted materials. According to the copyright law, it is illegal to copy or reproduce on disk or paper, by use of school equipment or any other means, materials for which the person reproducing or the School does not own the copyright unless the written permission of the copyright owner has been obtained or unless the activity is within some of the limited exceptions to the copyright laws. Copyright infringement carries with it serious civil and criminal penalties under law.

 

Title 17, Section 1078, regarding the Fair Use of copyrighted work, reads in pertinent part:

. . . [T]he fair use of a copyrighted work, including such use by reproduction in copies or photo-records or by any other means specified by that section for purposes such as criticism, comment, news reporting, teaching (including multiple copies for classroom use), scholarship, or research, is not an infringement of copyright. In determining whether the use made of a work in any particular case is a fair use the factors to be considered shall include B

  1. the purpose and character of the use, including whether such use is of a commercial nature or is for nonprofit educational purposes;
  2. the nature of the copyrighted work;
  3. the amount and substantiality of the portion used in relation to the copyrighted work as a whole; and
  4. the effect of the use upon the potential market for or value of the copyrighted work

 

 

398.2 Security: No student or employee may use a pass code or voice-mail access code that has not been issued to that employee by the School. The School has the technical means, and the legal right, to monitor all office electronic mail and Internet communications sent to or from the School’s Equipment. The School will exercise this right as deemed necessary by the School. There are several legitimate business reasons for the School monitoring the use of its Equipment including:

1. ensuring that the sole use of the Equipment is to further its business purposes;

2. preventing inappropriate and unprofessional comments, or even illegal activity, via its Equipment;

3. preventing and controlling the spread of viruses in its Equipment;

4. the need for supervision, control, and the efficient operation of the workplace; and

5. controlling costs.

 

In some respects, communication via the Internet is not completely private. For instance, certain information with regard to sender’s name, receiver’s name, and subject matter is tracked and recorded automatically at various stages of the transmission process. In addition to these automatic tracking features of Internet communications, the School has the added capability, as well as the right, to monitor and record all information with regard to Internet communications. Despite certain equipment features that may give the appearance of creating privacy, such as passwords and the ability to delete and purge messages, students and employees have no expectation of privacy with regard to any communication or data transfer utilizing the School’s Equipment. By using the School’s Equipment, students and employees consent to the monitoring of their activities on the School’s Equipment and forfeit an expectation of privacy.

398.2: Violations: Any student or employee who abuses the privilege of using the School’s Equipment will be subject to appropriate disciplinary action. The School also reserves its right to advise appropriate authorities of any illegal use of the School’s Equipment.

 

 

399: Copyright Policy: The Board conforms to existing United States copyright laws and maintains the highest ethical standards in the use of copyrighted materials for instructional purposes.

 

The School encourages its staff to enrich the learning program by making proper use of supplemental materials. It is the responsibility of the staff to abide by the copying procedures and obey the requirements of the law. Under no circumstances may employees of the School violate copyright requirements in order to perform their duties properly. The Board and the School are not responsible for any violations of the Copyright Act by employees of the School.

 

The Copyright Act, affects all employees because it sets guidelines regarding the duplication and use of all copyrighted material – print, nonprint, music, computer software and others. The Chief Executive Officer or his/her designee is responsible for disseminating the guidelines for duplication and use of copyrighted materials to all employees. The Guidelines are contained in the appendix, available in the Superintendent’s office.