“OPPORTUNITIES FOR ALL”
WITH
PROMISE-PASSION-PURPOSE-PROGRESS-PRIDE
Employee
Handbook
Grant County Schools Employee Expectations
Employees are expected to:
1. View all students as able to succeed
2. Collaborate positively with others
3. Show respect for others
4. Respect cultural diversity and individual differences
5. Understand the long term goals of teaching and learning
6. Create a climate that promotes fairness and equity
7. Commit to ongoing professional growth
8. Demonstrate a commitment to develop the “whole” student
9. Maintain a primary focus on student learning
10. Modify instruction to increase student learning
11. Reflect on their own performance
12. Build and maintain positive professional relationships with students
13. Build and maintain positive professional relationships with colleagues
14. Be dependable and punctual
15. Exhibit Ethical behavior
16. Display a positive attitude and enthusiasm
17. Have a professional appearance within school guidelines
18. Demonstrate leadership
19. Be open to constructive criticism
20. Represent and promote Grant County Schools in a positive manner at all times
when dealing with the public.
You are not here merely to make a living. You are here in
order to enable the world to live more amply, with greater
vision, with a finer spirit of hope and achievement. You are
here to enrich the world, and you impoverish yourself if you
forget the errand.
(Woodrow Wilson)
G R A N T C O U N T Y S C H O O L S
Employee Handbook
Last Updated: June, 2018
Matthew A. Morgan, Superintendent
Grant County Board of Education
820 Arnie Risen Blvd.
Williamstown, Ky. 41097
Phone 859.824.3323 • Fax 859.824.3508
www.grant.kyschools.us
As required by law, the Board of Education does not discriminate on the basis of race, color, national
origin, age, religion, sex, genetic information or disability in its programs and activities and provides
equal access to its facilities to the Boy Scouts and other designated youth groups.
i
Table of Contents
Table of Contents ____________________________________________________ i
Introduction _______________________________________________________ 4
WELCOME _____________________________________________________ 4
FUTURE POLICY CHANGES _____________________________________ 4
DISTRICT MISSION _____________________________________________ 5
DISTRICT VISION _______________________________________________ 5
BELIEF STATEMENT ____________________________________________ 5
DISTRICT GOALS _______________________________________________ 5
General Terms of Employment ________________________________________ 6
EQUAL OPPORTUNITY EMPLOYMENT __________________________ 6
HARASSMENT/DISCRIMINATION ________________________________ 6
NOTICE OF NON-DISCRIMINATION______________________________ 7
HIRING ________________________________________________________ 8
TRANSFER OF TENURE _________________________________________ 8
JOB RESPONSIBILITIES _________________________________________ 8
CRIMINAL BACKGROUND CHECK AND TESTING ________________ 9
CONFIDENTIALITY _____________________________________________ 9
INFORMATION SECURITY BREACH _____________________________ 9
SALARIES AND PAYROLL DISTRIBUTION _______________________ 10
HOURS OF DUTY ______________________________________________ 10
OVERTIME ____________________________________________________ 10
TIME-CLOCK PROCEDURES ___________________________________ 10
BULLYING ____________________________________________________ 12
Human Resources __________________________________________________ 14
INSURANCE ___________________________________________________ 14
SALARY DEDUCTIONS _________________________________________ 14
EXPENSE REIMBURSEMENT ___________________________________ 15
HOLIDAYS ____________________________________________________ 15
LEAVE POLICIES ______________________________________________ 15
PERSONAL LEAVE _____________________________________________ 16
SICK LEAVE ___________________________________________________ 16
SICK LEAVE DONATION PROGRAM ____________________________ 16
FAMILY AND MEDICAL LEAVE ________________________________ 16
FML BASIC LEAVE ENTITLEMENT _____________________________ 18
ii
MATERNITY LEAVE ___________________________________________ 19
EXTENDED DISABILITY LEAVE ________________________________ 19
EDUCATIONAL LEAVE _________________________________________ 19
JURY LEAVE __________________________________________________ 20
MILITARY/DISASTER SERVICES LEAVE ________________________ 20
UNPAID LEAVE ________________________________________________ 20
OTHER BENEFITS _____________________________________________ 20
Personnel Management _____________________________________________ 21
TRANSFER ____________________________________________________ 21
EMPLOYEE DISCIPLINE _______________________________________ 21
RETIREMENT _________________________________________________ 21
EVALUATIONS ________________________________________________ 22
TRAINING/IN-SERVICE ________________________________________ 22
PERSONNEL RECORDS ________________________________________ 22
RETENTION OF RECORDINGS __________________________________ 22
Employee Conduct _________________________________________________ 23
ABSENTEEISM/TARDINESS/SUBSTITUTES ______________________ 23
STAFF MEETINGS _____________________________________________ 23
POLITICAL ACTIVITIES _______________________________________ 23
DISRUPTING THE EDUCATIONAL PROCESS ____________________ 23
PREVIEWING STUDENT MATERIALS ___________________________ 24
CONTROVERSIAL ISSUES ______________________________________ 24
DRUG-FREE/ALCOHOL-FREE SCHOOLS ________________________ 24
WEAPONS _____________________________________________________ 25
DRESS AND APPEARANCE _____________________________________ 25
TOBACCO PRODUCTS _________________________________________ 27
USE OF SCHOOL PROPERTY ___________________________________ 27
USE OF PERSONAL CELL PHONES/TELECOMMUNICATION
DEVICES ______________________________________________________ 28
HEALTH, SAFETY AND SECURITY ______________________________ 28
ASSAULTS AND THREATS OF VIOLENCE _______________________ 29
CHILD ABUSE _________________________________________________ 29
USE OF PHYSICAL RESTRAINT AND SECLUSION ________________ 29
CIVILITY ______________________________________________________ 29
GRIEVANCES/CONCERNS ______________________________________ 30
GIFTS _________________________________________________________ 30
OUTSIDE EMPLOYMENT OR ACTIVITIES _______________________ 30
REQUIRED REPORTS __________________________________________ 30
CODE OF ETHICS FOR CERTIFIED SCHOOL PERSONNEL ________ 33
CODE OF ETHICS FOR CLASSIFIED SCHOOL PERSONNEL _______ 35
4
Introduction
Welcome
Welcome to Grant County Schools.
The purpose of the handbook is to acquaint you with general Board of Education policies
that govern and affect your employment and to outline the benefits available to you as an
employee of the District.
Because this handbook is a general source of information, it is not intended to be, and should
not be interpreted as, a contract. It is not an all-encompassing document and may not cover
every possible situation or unusual circumstance. If a conflict exists between information in
this handbook and Board policy or administrative procedures, the policies and procedures
govern. It is the employee’s responsibility to refer to the actual policies and/or administrative
procedures for further information. Complete copies of those documents are available at the
Central Office and online at http://policy/ksba.org/g04. Any employee is free to review
official policies and procedures and is expected to be familiar with those related to his/her
job responsibilities. Employees and students who fail to comply with Board policies may be
subject to disciplinary action. 01.5
School council policies, which are also available from the Principal, may also apply in some
instances. 02.4241
In this handbook, bolded policy codes indicate related Board of Education policies. If an
employee has questions, he/she should contact his/her immediate supervisor or Jennifer
Wright, Deputy Superintendent in the Central Office.
Future Policy Changes
Although every effort will be made to update the handbook on a timely basis, the Grant
County Board of Education reserves the right, and has the sole discretion, to change any
policies, procedures, benefits, and terms of employment without notice, consultation, or
publication, except as may be required by contractual agreements and law. The District
reserves the right, and has the sole discretion, to modify or change any portion of this
handbook at any time.
5
District Mission
The mission of Grant County Schools is to appreciate each student’s unique potential and to
advocate for excellence in every child.
District Vision
“Opportunities for All” with Promise-Passion-Purpose-Progress-Pride.
Belief Statement
We believe:
There is PROMISE in every child.
Our PASSION activates teaching and ignites learning.
Our PURPOSE is to engage every child in learning and prepare every child for
life.
Every child can and should make continual PROGRESS.
PRIDE in our profession, our schools, and most importantly, our students is
foundational for successful learning.
District Goals
Create a culture that fosters physical, mental, emotional and social well-being in
students and staff.
Provide robust aesthetic opportunities in extra- and co-curricular activities --
including athletics, academics, and the arts -- that exemplify high level
performance opportunities for all students and provides rich cultural opportunities
for the community.
Ensure that all students become productive citizens through proficiency in literacy
and numeracy and are able to use these skills to think critically and solve
problems.
6
General Terms of Employment
Equal Opportunity Employment
The Grant County Board of Education is an Equal Opportunity Employer. The
District does not discriminate on the basis of age, color, disability, race, national origin,
religion, sex, or genetic information as required by law.
Reasonable accommodation for individuals with disabilities will be made as required by
law.
If considerations of sex, age or disability have a bona fide relationship to the unique
requirements of a particular job or if there are federal or state legal requirements that
apply, then sex, age or disability may be taken into account as a bona fide occupational
qualification, provided such consideration is consistent with governing law.
If you have questions concerning District compliance with state and federal equal
opportunity employment laws, contact Jennifer Wright, Deputy Superintendent at the
Board of Education’s Central Office. 03.113/03.212
Harassment/Discrimination
The Grant County Board of Education intends that employees have a safe and orderly
work environment in which to do their jobs. Therefore, the Board does not condone
and will not tolerate harassment of or discrimination against employees, students, or
visitors to the school or District, or any act prohibited by Board policy that disrupts the
work place or the educational process and/or keeps employees from doing their jobs.
Any employee who believes that he or she, or any other employee, student, or visitor
to the school or District, is being or has been subjected to harassment or
discrimination shall bring the matter to the attention of his/her Principal/immediate
supervisor, District’s Title VI Coordinator or the District’s Title IX/Equity
Coordinator as required by Board policy. The District will investigate any such
concerns promptly and confidentially.
Section
1
G E N E R A L T E R M S O F E M P L O Y M E N T
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No employee will be subject to any form of reprisal or retaliation for having made a
good-faith complaint under this policy. For complete information concerning the
District’s position prohibiting harassment/discrimination, assistance in reporting and
responding to alleged incidents, and examples of prohibited behaviors, employees
should refer to the District’s policies and related procedures. 02.21/03.162/03.262
Notice of Non-Discrimination
Students, their families, employees and potential employees of the Grant County
School System are hereby notified that the Grant County School System does not
discriminate on the basis of race, color, national origin, age, religion, marital status,
sex or disability in employment, vocational programs, or activities as set forth in
compliance with federal and state statutes and regulations.
Any persons having inquiries concerning Grant County Schools’ compliance with
Title II, Title IV, Title VI, Title IX and/or Section 504 may contact:
Heather Clay, Assistant Superintendent
Grant County Schools
820 Arnie Risen Blvd.
Williamston, KY, 41097
(859) 824-3323
The Grant County School System offers the following career and technical
education programs for all students regardless of race, color, national origin,
including those with limited English proficiency, sex or disability in grade 9-12:
Agriculture, Business and Office Technology, Health Sciences, Automotive
Technology, Information Technology, Biomedical Science, Pre-Engineering,
Welding, Electrical Technology, and Family and Consumer Sciences. Persons
seeking further information concerning the vocational education offerings and
specific pre-requisite criteria should contact:
Larry Butler, Assistant Principal
Grant County Schools
715 Warsaw Road
Dry Ridge, KY 41035
(859) 824-9739
To obtain this information in a language other than English, call (859) 824-3323.
G E N E R A L T E R M S O F E M P L O Y M E N T
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Employees wishing to initiate a complaint concerning discrimination in the
delivery of benefits or services in the District’s school nutrition program should go
to the link below or mail a written complaint to the U.S. Department of
Agriculture, Director, Office of Adjudication, 1400 Independence Avenue, S.W.,
Washington D.C. 20250-9410, or email, [email protected].
http://www.ascr.usda.gov/complaint_filing_cust.html
07.1
Hiring
All full- and part-time certified personnel, other than substitutes, are required to
sign a written contract with the District. All regular full-time and part-time
classified employees, including full-time substitute bus drivers, shall also receive a
contract.
A list of all District job openings is available at the Central Office and on the District
website, www.grant.kyschools.us.
For further information on hiring, refer to policies 03.11/03.21.
Transfer of Tenure
All teachers who have attained continuing–contract status from another Kentucky
district serve a one (1)-year probationary period before being considered for
continuing-contract status in the District. 03.115
Job Responsibilities
Every employee is assigned an immediate supervisor. All employees receive a copy of
their job description and responsibilities for review. Immediate supervisors may assign
other duties as needed. Employees should ask their supervisor if they have questions
regarding their assigned duties and/or responsibilities. 03.132/03.232
All employees are expected to use sound judgment in the performance of their
duties and take reasonable and commonly accepted measures to protect the health,
safety, and well-being of others, as well as District property. In addition,
employees shall cooperate fully with all investigations conducted by the District as
authorized by policy or law. 03.133/03.233
Certified Employees: All teachers in the District shall review records of assigned
students to determine whether an IEP or 504 plan is in place.
G E N E R A L T E R M S O F E M P L O Y M E N T
9
Criminal Background Check and Testing
Applicants, employees, and student teachers must undergo records checks and testing
as required by law.
New hires and student teachers assigned within the District must have both a state and
a federal criminal history background check and a letter from the Cabinet for Health
and Family Services documenting the individual does not have a substantiated finding
of child abuse or neglect.
An employee shall report to the Superintendent if the employee has been found by the
Cabinet for Health and Family Services to have abused or neglected a child, and if the
employee has waived the right to appeal such a substantiated finding or the finding has
been upheld upon appeal. 03.11/03.21
Certified employees up for tenure the following year must complete a state and
national criminal background check by March 1 prior to awarding tenure. 03.11
Confidentiality
In certain circumstances employees will receive confidential information regarding
students’ or employees’ medical, educational or court records. Employees are required
to keep student and personnel information in the strictest confidence and are legally
prohibited from passing confidential information along to any unauthorized individual.
Employees with whom juvenile court information is shared as permitted by law shall
be asked to sign a statement indicating they understand the information is to be held in
strictest confidence.
Access to be Limited
Employees may only access student record information in which they have a legitimate
educational interest. 03.111/03.211/09.14/09.213/09.43
Information Security Breach
Information security breaches shall be handled in accordance with KRS 61.931, KRS
61.932, and KRS 61.933 including, but not limited to, investigations and notifications.
Within seventy-two (72) hours of the discovery or notification of a security breach, the
District shall notify the Commissioner of the Kentucky State Police, the Auditor of
Public Accounts, the Attorney General, and the Education Commissioner. 01.61
G E N E R A L T E R M S O F E M P L O Y M E N T
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Salaries and Payroll Distribution
Certified Personnel: Salaries for certified personnel are based on a single-salary
schedule reflecting the school term as approved by the Board in keeping with statutory
requirements. Compensation for additional days of employment is prorated on the
employee’s base pay.
Determination of and changes to certified employees’ rank and experience are
determined in compliance with Policy 03.121. No later than forty-five (45) days before
the first student attendance day of each year or June 15
th
, whichever comes first, the
Superintendent will notify certified personnel of the best estimate of their salary for the
coming year.
Classified Personnel: Classified personnel may be paid on an hourly or salary basis, as
determined by the Board. 03.221
Hours of Duty
Certified Employees: Certified employees are not allowed to leave their job
assignment during duty hours without the express permission of their immediate
supervisor.
Overtime
Overtime work shall be approved in advance by the Superintendent or designee.
Weekend work by extended day employees must be pre-approved by the supervisor.
03.221
Time-Clock Procedures
Employees are allowed a “WINDOW” for each week; allowing them to clock in up to
seven minutes before and/or seven minutes after their scheduled start and end time.
Because of this window, minutes are rolled to the nearest quarter hour. However, if
tardiness or leaving early becomes a habit, the supervisor would be instructed to revisit
the required contract hours with that employee and take action.
Employees that are clocking in too early, and/or clocking out too late, (time outside
the window) without their supervisor’s approval will be disciplined. Supervisors are advised
to conference with employees that habitually clock in/out beyond this window. If the
supervisor agrees extra time is necessary, the additional time will be paid.
Employees are not to clock in/out for someone other than themselves. If an employee
does this for an absent employee and misrepresents that the absent employee is a work,
this constitutes fraud and discipline action will be taken. Approval can be given by the
supervisor, to help someone check in/out if a medical condition is present or if a new
employee is learning the system.
G E N E R A L T E R M S O F E M P L O Y M E N T
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Affidavits need to be given to your Time clock supervisor upon your return to work if
you are out for a sick day, etc. Failure to do so may result in an employee being docked
for a day they did not appear for work, and intended to use a sick day, etc. (If you are
out of leave days, you still need to turn in an affidavit that shows you have taken a
docked day.) If you are going to a conference, etc., you need to notify the Time clock
supervisor so she/he can load it in Time clock for you. This can be done in advance of
the actual date.
Upon the supervisor printing the timesheets, the employee needs to review their time,
and if all is correct, needs to sign it and give it to the secretary to send in to payroll. If a
correction needs to be made, the employee needs to let the secretary know
immediately, and a new timesheet can be printed for them and their supervisor to sign.
All employees should view their time weekly, to lessen the need to make corrections
after timesheets are printed. A correction sheet with a request for an adjustment in time
will be required before adjustments to time will be made.
Secretaries/Supervisors: As a reminder to employees, please give easy access to the
employees for the “adjustment of time requests” form.
FAQs:
What if I forgot to clock out the previous day? You must clock out, wait a minute
(the time must change on the clock to another minute) and then clock in. Fill out a
correction sheet, and have your supervisor/secretary adjust the missed clock out time
from the previous day.
What if it is a few hours after my shift begins, and I forgot to clock in? Clock in
immediately, and then notify your supervisor/secretary with a correction sheet
requesting an adjustment of time so they can then correct your time.
What if I am clocked out, and my supervisor asks me to come into his/her
office to meet with me? You are to clock in, and then upon completion of the
meeting, clock out. This is paid time.
What if we are asked to stay later than our contracted daily hours for a
mandatory meeting? You are still on the clock. You will be paid for extra time or
your supervisor may let you come in later or leave earlier another day that week or
during the payroll period to make the hours equal your contract hours.
What if I need to leave an hour early, and I don’t want to take sick time? If your
supervisor agrees to let you make up the hour, (it must be feasible that you have work
you can do), you may do so. However, if you are a 40 hour per week employee, you
must make up that time the same week in order to not throw you into overtime. If you
work less than 40 hours per week, you could make it up during the payroll period. If
your supervisor does not agree for you to make up the time, you would have to use
sick time or be docked for the hour(s) you miss.
G E N E R A L T E R M S O F E M P L O Y M E N T
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What about overtime? Most overtime needs to be pre-approved by your supervisor.
However, there may be situations that cannot be pre-approved. Ex: Bad weather such
as a tornado warning or snow, and students are not allowed to leave until the weather
or road is cleared; a freezer goes down, a water leak/ a student is not dropped off at
his/her location, and you are staying late to help with the situation. (For secretaries-
Reports that are due, start of the year enrolling students, etc.) If an overtime situation
occurs and you can not immediately notify your supervisor, you will need to give the
details to your supervisor as soon as you can. Employees that purposely stay for
overtime or extra time above contract hours without approval or a legitimate reason
will be reviewed by their supervisor. Bus drivers do not need to seek pre-approval for
trips.
If I am an eight hour employee and I work 5 hours and then go home sick for
three hours, do I still get 4 hours of sick pay for ½ a day? This rule is still the same
as it has always been. You cannot get sick time that will make you be paid extra time.
Therefore, this would count as ½ a sick day, but only make your day add up to 8 hours.
In order to help employees that only miss a few hours for dental appointments, etc. we
do allow employees to take ¼ of a sick day.
Supervision Responsibilities
While at school or during school-related or school-sponsored activities, students
must be under the supervision of a qualified adult at all times. All District
employees are required to assist in providing appropriate supervision and
correction of students. No employee shall send a student on an errand off school
property. 09.221
Employees are expected to take reasonable and prudent action in situations involving
student welfare and safety, including following District policy requirements for
intervening and reporting to the Principal or to their immediate supervisor those
situations that threaten, harass, or endanger the safety of students, other staff members
or visitors to the school or District. Such instances shall include, but are not limited to,
bullying or hazing of students and harassment/discrimination of staff, students or
visitors by any party.
The Student Discipline Code shall specify to whom reports of alleged instances of
bullying or hazing shall be made. 03.162/03.262/09.2211/09.422/09.42811
Bullying
"Bullying" is defined as any unwanted verbal, physical, or social behavior among
students that involves a real or perceived power imbalance and is repeated or has the
potential to be repeated:
1. That occurs on school premises, on school-sponsored transportation, or at a
school-sponsored event; or
2. That disrupts the education process. 09.422
G E N E R A L T E R M S O F E M P L O Y M E N T
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14
Human Resources
Insurance
The Board provides unemployment insurance, workers’ compensation and liability
insurance for all employees. In addition, the state of Kentucky provides group health
and life insurance to employees who are eligible as determined by Kentucky
Administrative Regulation. 03.124/03.224
Salary Deductions
The Grant County District makes all payroll deductions required by law. Employees
may choose optional payroll deductions however; no optional payroll deduction shall
be deducted from an individual employee's salary without a signed request from that
employee affirmatively requesting the optional deduction. 03.1211/03.2211
Employees may choose from the following optional payroll deductions:
Board approved Health/life insurance program;
Board approved Tax Sheltered Annuity program;
Other State approved deferred compensation plan;
State-designated Flexible Spending Account (FSA) and Health
Reimbursement Account (HRA) plans; and
Membership dues in professional organizations, when three percent (3%) of
eligible members request deductions. A professional organization for certified
employees is one in which all teachers or administrators are eligible for
membership. A professional organization for classified employees is one in
which all members of a job class, i.e. bus drivers, custodians, etc., are eligible
for membership.
Deductions for membership dues of an employee organization, association, or union
shall only be made upon the express written consent of the employee. This consent
may be revoked by the employee at any time by written notice to the employer.
03.1211/03.2211
Section
2
H U M A N R E S O U R C E S
15
Expense Reimbursement
Provided the Superintendent/designee has given prior approval to incur necessary and
appropriate expenses, school personnel are reimbursed for travel that is required as
part of their duties or for school-related activities approved by the
Superintendent/designee. Allowable expenses include mileage, gasoline used for Board
vehicles, tolls and parking fees, car rental, fares charged for travel on common carriers
(plane, bus, etc.), food (as authorized by policy and/or procedure), and lodging.
Itemized receipts must accompany requests for reimbursement.
Employees must submit travel vouchers within thirty (30) days of travel and will not be
reimbursed without proper documentation. Should employees receive reimbursement
based on incomplete or improper documentation, they may be required to reimburse
the District. 03.125/03.225
Holidays
All certified employees and classified employees are paid for four (4) annual
holidays as indicated in the school calendar. Certified and classified employees
who work two hundred forty (240) days or more shall be paid for six (6) holidays.
03.122/03.222
The District will be closed on certain days as designated by the Superintendent.
Check with your supervisor for those dates to ensure your work calendar is
accurate.
Leave Policies
In order to provide the highest level of service, employees are expected to be at work
and on time every day. However, when circumstances dictate, the Board provides
various types of leave under which absences may be authorized. Employees who must
be absent should inform their immediate supervisor as soon as possible.
Listed below is general information regarding several types of leave available to
employees. Please note a written request, must be submitted for approval before leave
begins.
Employees on extended leave, including those on professional leave serving in charter
schools, who plan to return the next school year must notify the
Superintendent/Benefits Specialist in writing of their intention to return to work by
April 1. 03.123/03.223
Authorization of leave and time taken off from one’s job shall be in accordance
with a specific leave policy. Absence from work that is not based on appropriate
leave for which the employee is qualified may lead to disciplinary consequences,
up to and including termination of employment.
For complete information regarding leaves of absence, refer to the District’s Policy
Manual.
H U M A N R E S O U R C E S
16
Personal Leave
Full-time employees are entitled to three (3) days of paid personal leave each school
year. Part-time employees or employees who work for less than a full year are entitled
to a prorata part of the authorized personal leave days. Your supervisor must pre-
approve the leave date, but no reasons will be required for the leave. Upon an
employee’s return, an affidavit must be completed and sent to your supervisor for
approval. Other limitations are set out in Policy. 03.1231/03.2231
Sick Leave
Full-time employees are entitled to ten (10) days of paid sick leave each school year.
Full-time employees who work eleven (11) or twelve (12) months shall be entitled to
eleven (11) or twelve (12) days respectively, with pay each school year. Part-time
employees or employees who work for less than a full year are entitled to a prorata part
of the authorized sick leave days. Upon an employee’s return, an affidavit must be
completed and sent to your supervisor for approval. Sick leave days not taken during
the school year they were granted accumulate without limit for all employees.
03.1232/03.2232
See the “Retirement” section for information about reimbursement for unused sick
leave at retirement.
Sick Leave Donation Program
Employees who have accumulated more than fifteen (15) days of sick leave may
request to donate sick leave days to another employee authorized to receive the
donation. Employees may not disrupt the workplace while asking for donations.
Applications to donate sick leave should be returned to the Payroll Office.
Any sick leave that is not used will be returned on a prorated basis to the employees
who donated days. 03.1232/03.2232
Family and Medical Leave
Employees are eligible for up to twelve (12) workweeks of family and medical
leave each school year, if they have been employed by the District for twelve (12)
months, have worked at least 1,250 hours during the twelve (12) months
preceding the start of the leave, and otherwise qualify for family and medical leave
for one of the reasons below:
1. For the birth and care of an employee’s newborn child or for placement of a child
with the employee for adoption or foster care;
2. To care for the employee’s spouse, child or parent who has a serious health
condition, as defined by federal law;
3. For an employee’s own serious health condition, as defined by federal law, that
makes the employee unable to perform her/his job.
H U M A N R E S O U R C E S
17
4. To address a qualifying exigency (need) defined by federal regulation arising
out of the covered active duty or call to active duty involving deployment to a
foreign country of the employee’s spouse, son, daughter, or parent who serves
in a reserve component or as an active or retired member of the Regular
Armed Forces or Reserve in support of a contingency operation; and
5. To care for a covered service member (spouse, son, daughter, parent or next
of kin) who has incurred or aggravated a serious injury or illness in the line of
duty while on active duty in the Armed Forces that has rendered or may
render the family member medically unfit to perform his/her duties or to care
for a covered veteran with a serious injury or illness as defined by federal
regulations.
When family and medical military caregiver leave is taken based on a serious
illness or injury of a covered service member, an eligible employee may take up to
twenty-six (26) workweeks of leave during a single twelve-month period.
FMLA Certification Application must be completed and submitted before the
leave can be approved. The Board reserves the right to request supporting
documentation for any FMLA absence. An affidavit must be completed each time
FMLA leave is used. If any supporting documentation/physician excuse is
available, it should be attached. An employee has only three (3) days to submit a
FMLA affidavit following his/her return for the time missed to be classified as
FMLA.
Paid leave used under this policy will be subtracted from the twelve (12) workweeks to
which the employee is entitled. Employees should contact their immediate supervisor
as soon as they know they will need to use Family and Medical Leave.
03.12322/03.22322
Following is a summary of the major provisions of the Family and Medical Leave Act
(FMLA) provided by the United States Department of Labor.
H U M A N R E S O U R C E S
18
FML Basic Leave Entitlement
FMLA requires covered employers to provide up to 12 weeks of unpaid, job-protected leave to eligible employees for the following reasons:
• For incapacity due to pregnancy, prenatal medical care or child birth;
• To care for the employee’s child after birth, or placement for adoption or foster care;
• To care for the employee’s spouse, son or daughter, or parent, who has a serious health condition; or
• For a serious health condition that makes the employee unable to perform the employee’s job.
Military Family Leave Entitlements - Eligible employees whose spouse, son, daughter, or parent is on covered active duty or call to active
duty or call to covered active duty status may use their 12-week leave entitlement to address certain qualifying exigencies. Qualifying
exigencies may include attending certain military events, arranging for alternative childcare, addressing certain financial and legal
arrangements, attending certain counseling sessions, and attending post-deployment reintegration briefings.
FMLA also includes a special leave entitlement that permits eligible employees to take up to 26 weeks of leave to care for a covered
servicemember during a single 12-month period. A covered servicemember is: 1) a current member of the Armed Forces, including a
member of the National Guard or Reserves, who is undergoing medical treatment, recuperation or therapy, is otherwise in outpatient status,
or is otherwise on the temporary disability retired list, for a serious injury or illness*; or 2) a veteran who was discharged or released under
conditions other than dishonorable at any time during the five-year period prior to the first date the eligible employee takes FMLA leave to
care for the covered veteran, and who is undergoing medical treatment, recuperation, or therapy for a serious injury or illness.*
*The FMLA definitions of “serious injury or illness” for current servicemembers and veterans are distinct from the FMLA definition of
“serious health condition”.
Benefits and Protections - During FMLA leave, the employer must maintain the employee’s health coverage under any “group health
plan” on the same terms as if the employee had continued to work. Upon return from FMLA leave, most employees must be restored to
their original or equivalent positions with equivalent pay, benefits, and other employment terms.
Use of FMLA leave cannot result in the loss of any employment benefit that accrued prior to the start of an employee’s leave.
Eligibility Requirements - Employees are eligible if they have worked for a covered employer for at least one year, for 1,250 hours over
the previous 12 months*, and if at least 50 employees are employed by the employer within 75 miles.
*Special hours of service eligibility requirements apply to airline flight crew employees.
Definition of Serious Health Condition - A serious health condition is an illness, injury, impairment, or physical or mental condition that
involves either an overnight stay in a medical care facility, or continuing treatment by a health care provider for a condition that either
prevents the employee from performing the functions of the employee’s job, or prevents the qualified family member from participating in
school or other daily activities.
Subject to certain conditions, the continuing treatment requirement may be met by a period of incapacity of more than 3 consecutive
calendar days combined with at least two visits to a health care provider or one visit and a regimen of continuing treatment, or incapacity due
to pregnancy, or incapacity due to a chronic condition. Other conditions may meet the definition of continuing treatment.
Use of Leave - An employee does not need to use this leave entitlement in one block. Leave can be taken intermittently or on a reduced
leave schedule when medically necessary. Employees must make reasonable efforts to schedule leave for planned medical treatment so as not
to unduly disrupt the employer’s operations. Leave due to qualifying exigencies may also be taken on an intermittent basis.
Substitution of Paid Leave for Unpaid Leave - Employees may choose or employers may require use of accrued paid leave while taking
FMLA leave. In order to use paid leave for FMLA leave, employees must comply with the employer’s normal paid leave policies.
Employee Responsibilities - Employees must provide 30 days advance notice of the need to take FMLA leave when the need is
foreseeable. When 30 days notice is not possible, the employee must provide notice as soon as practicable and generally must comply with an
employer’s normal call-in procedures.
Employees must provide sufficient information for the employer to determine if the leave may qualify for FMLA protection and the
anticipated timing and duration of the leave. Sufficient information may include that the employee is unable to perform job functions, the
family member is unable to perform daily activities, the need for hospitalization or continuing treatment by a health care provider, or
circumstances supporting the need for military family leave. Employees also must inform the employer if the requested leave is for a reason
for which FMLA leave was previously taken or certified. Employees also may be required to provide a certification and periodic
recertification supporting the need for leave.
Employer Responsibilities - Covered employers must inform employees requesting leave whether they are eligible under FMLA. If they
are, the notice must specify any additional information required as well as the employees’ rights and responsibilities. If they are not eligible,
the employer must provide a reason for the ineligibility.
Covered employers must inform employees if leave will be designated as FMLA-protected and the amount of leave counted against the
employee’s leave entitlement. If the employer determines that the leave is not FMLA-protected, the employer must notify the employee.
Unlawful Acts by Employers - FMLA makes it unlawful for any employer to:
• Interfere with, restrain, or deny the exercise of any right provided under FMLA; and
• Discharge or discriminate against any person for opposing any practice made unlawful by FMLA or for involvement in any proceeding
under or relating to FMLA.
Enforcement - An employee may file a complaint with the U.S. Department of Labor or may bring a private lawsuit against an employer.
FMLA does not affect any Federal or State law prohibiting discrimination, or supersede any State or local law or collective bargaining
agreement which provides greater family or medical leave rights.
H U M A N R E S O U R C E S
19
Maternity Leave
Employees may use up to thirty (30) days of sick leave immediately following the birth
or adoption of a child.
The parent of a newborn or an employee who adopts a child may also request an
unpaid leave of absence not to exceed the remainder of the school year in which the
birth or placement occurred. Thereafter, leave may be extended in increments of no
more than one (1) year.
Employees eligible for family and medical leave are entitled to up to twelve (12) weeks
of unpaid leave to care for the employee’s child after birth or placement of a child with
the employee for adoption or foster care. Leave to care for an employee’s healthy
newborn baby or minor child who is adopted or accepted for foster care must be taken
within twelve (12) months of the birth or placement of the child. 03.1233/03.2233
Extended Disability Leave
Unpaid disability leave for the remainder of the school year is available to employees
who need it. Thereafter, leave may be extended by the Board in increments of no more
than one (1) year. Employees wishing to request unpaid disability leave must do so
within five (5) business days of exhaustion of paid leave days. The employee must
submit a written request to the payroll office for disability leave.
The Superintendent may require an employee to secure a medical practitioner’s
verification of a medical condition that will justify the need for disability leave.
03.1234/03.2234
Educational Leave
Certified Employees: The Board may grant unpaid leave for a period no longer than
one (1) year for educational or professional purposes. Leave may be granted for full-
time attendance at universities or other training or professional activities. Leave will not
be granted for part-time educational activities.
The Board shall grant a two (2) year unpaid leave to employees under continuing
service contracts who have been offered employment with a charter school.
A teacher with continuing status shall notify the District of the teacher’s intent to work
in a converted charter school.
A teacher working in a converted charter school shall notify the District of the
teacher’s intent to return to employment the next school year by April 15 of each year
of the granted leave.
Written application for educational/professional leave must be made at least sixty (60)
days before the leave is to begin. 03.1235
H U M A N R E S O U R C E S
20
Classified Employees: Upon recommendation by the Superintendent, the Board
may grant short-term paid leaves to classified employees for training necessary to
enhance skills required for their jobs or in anticipation of a different position within the
school system. 03.2235
Jury Leave
Any employee who serves on a jury in local, state or federal court will be granted
paid leave (minus any jury pay, excluding expense reimbursement) for the period
of her/his jury service. Documentation of jury duty must be attached to the leave
affidavit along with jury pay (except expense monies).
Employees who will be absent from work to serve on a jury must notify their
immediate supervisor in advance. 03.1237/03.2237
Military/Disaster Services Leave
Military leave is granted under the provisions and conditions specified in law. As soon
as they are notified of an upcoming military-related absence, employees are responsible
for notifying their immediate supervisor.
The Board may grant disaster services leave to requesting eligible employees.
03.1238/03.2238
Unpaid Leave
The Superintendent may grant a short-term unpaid leave of absence, not to exceed ten
(10) workdays, provided the leave is for educational or professional purposes, or for
illness, maternity, adoption of a child or children, or other disability. Requests for
unpaid leave must be submitted to the Superintendent/designee at least ten (10)
working days prior to the date the leave begins. 03.123/03.223
Other Benefits
Fitness Center
Employees have free (after the orientation and $2 key fee), access, 7 days a week to the
District’s fitness center located at Dry Ridge Elementary. Various cardio machines,
weight machines, free weights, and other exercise equipment can be found at the
fitness center. Call District Health Coordinator at 824-2862 for orientation time.
21
Personnel Management
Transfer
Employees who wish to request a voluntary transfer should contact their immediate
supervisor for assistance.
Employees charged with a felony offense may be transferred to a second position with
no change in pay until such time as they are found not guilty, the charges are dismissed,
their employment is terminated, or the Superintendent determines that further
personnel action is not required.03.1311/03.2311
Employee Discipline
Termination and nonrenewal of contracts are the responsibility of the Superintendent.
03.17/03.27/03.2711
Certified employees who resign or terminate their contracts must do so in compliance
with KRS 161.780.
Retirement
Employees who decide to retire should give the Superintendent/designee notice as far
in advance as possible, but no later than two (2) weeks before retirement. Retirement
benefits are solely a matter of contract between the employee and her/his retirement
system (the Teacher’s Retirement System or the County Employee’s Retirement
System).
The Board compensates employees only upon initial retirement for each unused sick
day at the rate of thirty percent (30%) of the daily salary, based on the employee’s last
annual salary.
Employees who choose to roll compensation to a 401K, etc. must submit signed
paperwork thirty (30) days prior to a check being cut. 03.175/03.273
Section
3
P E R S O N N E L M A N A G E M E N T
22
Evaluations
All employees are given an opportunity to review their evaluations and an opportunity
to attach a written response to the evaluation. Any employee who believes that s/he
was not fairly evaluated may appeal his/her evaluation in accordance with Policy.
03.18/03.28
Training/In-Service
The Board provides a high quality, personalized, and evidence-based program for
professional development and staff trainings.
Certified Personnel: Unless an employee is granted leave, failure to complete and
document required professional development during the academic year will result in a
reduction in salary and may be reflected in the employee’s evaluation. 03.19
Personnel Records
One (1) master personnel file is maintained in the Central Office for each employee.
The Principal/supervisor may maintain a personnel folder for each person under
his/her supervision. Employees may inspect their personnel files. 03.15/03.25
Retention of Recordings
Employees shall comply with the statutory requirement that school officials are to
retain any digital, video, or audio recording as required by law. 01.61
23
Employee Conduct
Absenteeism/Tardiness/Substitutes
Employees are expected to notify their immediate supervisor when they must be tardy
or absent. Regular, in-person attendance is considered an essential function of all
positions in our system. Staff in positions requiring substitutes must contact their
immediate supervisor to request a substitute for the day.
Staff Meetings
Unless they are on leave or have been excused by the administrator who called the
meeting, staff members shall attend called meetings.03.1335
Political Activities
Employees shall not promote, organize, or engage in political activities while
performing their duties or during the work day. Promoting or engaging in political
activities shall include, but not be limited to, the following:
Encouraging students to adopt or support a particular political position,
party, or candidate; or
Using school property or materials to advance the support of a particular
political position, party, or candidate. 03.1324/03.2324
In addition, KRS 161.164 prohibits employees from taking part in the management of
any political campaign for school board.
Disrupting the Educational Process
Any employee who participates in or encourages activities that disrupt the educational
process shall be considered to have committed an act of insubordination, improper
conduct, or unprofessional conduct, may be subject to disciplinary action, including
termination.
Section
4
E M P L O Y E E C O N D U C T
24
Behavior that disrupts the educational process includes, but is not limited to:
conduct that threatens the health, safety or welfare of others;
conduct that may damage public or private property, including the
property of students or staff;
illegal activity;
conduct that interferes with a student’s access to educational opportunities
or programs, including ability to attend, participate in, and benefit from
instructional and extracurricular activities; or
conduct that disrupts delivery of instructional services or interferes with
the orderly administration of the school and school-related activities or
District operations. 03.1325/03.2325
Previewing Student Materials
Except for current events programs and programs provided by Kentucky Educational
Television, teachers shall review all materials presented for student use or viewing
before use. This includes movies and other videos in any format. 08.234
Controversial Issues
Teachers who suspect that materials or a given issue may be inappropriate or
controversial shall confer with the Principal prior to the classroom use of the materials
or discussion of the issue. 08.1353
Drug-Free/Alcohol-Free Schools
Employees must not manufacture, distribute, dispense, be under the influence of,
purchase, possess, use, or attempt to obtain, sell or transfer any of the following in the
workplace or in the performance of duties:
1. Alcoholic beverages;
2. Controlled substances, prohibited drugs and substances, and drug
paraphernalia; and or any narcotic drug, hallucinogenic drug, amphetamine,
barbiturate, marijuana or any other controlled substance as defined by
federal regulation.
3. Substances that "look like" a controlled substance. In instances involving
look-alike substances, there must be evidence of the employee’s intent to
pass off the item as a controlled substance.
In addition, employees shall not possess prescription drugs for the purpose of sale or
distribution.
Any employee who violates the terms of the District’s drug-free/alcohol-free policies
may be suspended, nonrenewed or terminated. Violations may result in notification of
appropriate legal officials.
E M P L O Y E E C O N D U C T
25
Employees who know or believe that the District’s alcohol-free/drug-free policies have
been violated must promptly make a report to the local police department, sheriff, or
Kentucky State Police. 09.423
Any employee convicted of a workplace violation of criminal drug statutes shall
provide to the Superintendent within five (5) working days, notification of the
conviction.
Teachers are subject to random or periodic drug testing following reprimand or
discipline for misconduct involving illegal use of controlled substances.
03.13251/03.23251
Weapons
Except where expressly and specifically permitted by Kentucky Revised Statute,
carrying, bringing, using or possessing any weapon or dangerous instrument in any
school building, on school grounds, in any school vehicle, or at any school-sponsored
activity is prohibited. Except for authorized law enforcement officials, including peace
officers and police as provided in KRS 527.070 and KRS 527.020, the Board prohibits
carrying concealed weapons on school property. Staff members who violate this policy
are subject to disciplinary action, including termination.
Employees who know or believe that this policy has been violated must promptly
make a report to the local police department, sheriff, or Kentucky State Police. 05.48
Dress and Appearance
“We are what we repeatedly do. Excellence, then, is not an act, but a habit.”
Aristotle
Faculty members should dress professionally at all times. If you believe that a
deviation from professional attire is necessary for a special activity, check with the
Principal.
E M P L O Y E E C O N D U C T
26
Professional Attire Includes:
Professional Examples
Unprofessional Examples
Slacks
Blouses
Collared Shirts
-preferably tucked in for men
Modest Length Skirts
Capri Dress Pants
Dresses
Sweaters
Jackets
Suits (Pant and Skirt)
Necktie
Scarf
Belt
Dress Shoes
Leggings with tunic, sweater,
dress (fingertip length)
Athletic Wear
- Sweatpants
- Warm Up Suits
- Wind Pants
- Yoga pants
- Jogging pants/capris
Denim Pants of any color
Low- fitting, “hip- hugger” pants
Leggings worn as pants
Tank Tops (Unless covered)
Shorts (Other than physical
education teachers)
Shirts with plunging necklines
Hoodies
Hats
Beach Foot Wear (Flip
Flops/Crocs etc.)
T Shirts
Messy, Wrinkled, or Torn
Clothing
Casual Day Attire - Schools - (School Pride Day):
District-Wide School Pride Days are scheduled for Friday. However, if special
assemblies, presentations, ceremonies, etc. fall on Friday, professional dress is
expected. If school is not in session on Friday of that week, casual day will resume
the following Friday.
Attire for School Pride Day Includes:
School or College Top
o T Shirt
o Collared Shirt
o Sweatshirt/Hoodies
Khakis or Jeans (Pants or Capris)
Tennis Shoes or Dress Shoes
“One of the reasons we have schools is for students to learn what is appropriate. Young people
learn what is appropriate in society by looking at their adult role models. Your dress and your
behavior are what young people will take to be appropriate.” –Harry K. Wong
E M P L O Y E E C O N D U C T
27
Tobacco Products
Tobacco use is prohibited in any building or on any property owned or operated
by the Board including, but not limited to:
In any building, facility or vehicle owned, leased, rented or chartered by
Grant County Schools; or
On any school grounds and property-including athletic fields and
parking lots-owned leased, rented or chartered by Grant County
Schools.
Employees, including bus drivers, shall not use tobacco at any school-sponsored
or school-related event on-campus or off-campus.
Tobacco is defined to include cigarettes, cigars, blunts, bidis, pipes, chewing
tobacco, snuff, and any other items containing or reasonably resembling tobacco
or tobacco products. “Tobacco use” includes smoking, chewing, dipping, or any
other use of tobacco products.
Consequences for employees who violate the tobacco use policy shall be in
accordance with personnel policies and may include verbal warning, written
reprimand, or termination.
The administration will work with the county health department and other
appropriate health organizations to provide employees requesting such,
information and access to support systems. 03.1327/03.2327/06.221
Use of School Property
Employees are responsible for school equipment, supplies, books, furniture, and
apparatus under their care and use. Employees shall immediately report to their
immediate supervisor any property that is damaged, lost, stolen, or vandalized.
No employee shall perform personal services for themselves or for others for pay or
profit during work time and/or using District property or facilities.
Employees may not use any District facility, vehicle, electronic communication system,
equipment, or materials to perform outside work. These items (including security
codes and electronic records such as e-mail) are District property.
District-owned telecommunication devices shall be used primarily for authorized
District business purposes. However, occasional personal use of such equipment is
permitted.
E M P L O Y E E C O N D U C T
28
Employees may not use a code, access a file, or retrieve any stored communication
unless they have been given authorization to do so. Employees cannot expect
confidentiality or privacy of the information in their e-mail accounts. Authorized
District personnel may monitor the use of electronic equipment from time to time.
Employees who drive any Board-owned vehicle and/or transport students must
annually provide the Superintendent/designee with a copy of their driving record.
Employees who receive a traffic citation during the year must report the citation to the
Superintendent/designee before driving a Board-owned vehicle or transporting
students.
Employees assigned full-time use of Board-owned vehicles shall be on call twenty-
four (24) hours a day to perform services required by their job responsibilities.
Except for commuting to and from work or an occasional minimal detour for
personal reasons, employees shall not use Board-owned vehicles for personal use.
03.1321/03.2321
Use of Personal Cell Phones/Telecommunication
Devices
Due to privacy concerns, and except for emergency situations, personally owned
recording devices are not to be used to create video or audio recordings or to take
pictures while on duty or working with students except with prior permission
from the Principal/designee or immediate supervisor. Such devices include, but
are not limited to, personal cell phones and tablets.
For exceptions, see Board Policies 03.13214/03.23214.
Health, Safety and Security
It is the intent of the Board to provide a safe and healthful working environment for all
employees. Employees should report any security hazard or conditions they believe to
be unsafe to their immediate supervisor. Employees are not to climb and to use lifting
precautions.
In addition, employees are required to notify their supervisor immediately after
sustaining a work-related injury or accident. A report should be made within 24-48
hours of the occurrence and prior to leaving the work premises UNLESS the injury is
a medical emergency, in which case the report can be filed following receipt of
emergency medical care.
For information on the District’s plans for Hazard Communication, Bloodborne
Pathogen Control, Lockout/Tagout, Personal Protective Equipment (PPE), and
Asbestos Management, contact your immediate supervisor or see the District’s Policy
Manual and related procedures. All employees are required to attend a blood borne
pathogen in-service annually. The blood borne pathogen control plan is located in each
principal’s office.
E M P L O Y E E C O N D U C T
29
Employees should use their school/worksite two-way communication system to notify
the Principal, supervisor or other administrator of an existing emergency.
03.14/03.24/05.4
Safe School Helpline 1-800-418-6423 ext. 359 or www.safeschoolhelpline.com
Assaults and Threats of Violence
Employees should immediately report any threats they receive (oral, written or
electronic) to their immediate supervisor.
Under provisions of state law (KRS 158.150) and regulation (702 KAR 5:080), school
personnel may remove threatening or violent students from a classroom or from the
District’s transportation system pending further disciplinary action. However, before
the need arises, employees should familiarize themselves with policy and procedures
that are required. 09.425
Child Abuse
Any school personnel who knows or has reasonable cause to believe that a child under
eighteen (18) is dependent, abused or neglected, or a victim of human trafficking shall
immediately make a report to a local law enforcement agency, the Cabinet for Health
and Family Services or its designated representative, the Commonwealth’s Attorney or
the County Attorney. 09.227
Use of Physical Restraint and Seclusion
Use of physical restraint and seclusion shall be in accordance with Board policy and
procedure. 09.2212
Civility
Employees should be polite and helpful while interacting with parents, visitors and
members of the public. Individuals who come onto District property or contact
employees on school business are expected to behave accordingly. Employees who fail
to observe appropriate standards of behavior are subject to disciplinary measures,
including dismissal.
In cases involving physical attack of an employee or immediate threat of harm,
employees should take immediate action to protect themselves and others. In the
absence of an immediate threat, employees should attempt to calmly and politely
inform the individual of the provisions of Policy 10.21 or provide him/her with a copy.
If the individual continues to be discourteous, the employee may respond as needed,
including, but not limited to: hanging up on the caller; ending a meeting; asking the
individual to leave the school; calling the site administrator/designee for assistance;
and/or calling the police.
E M P L O Y E E C O N D U C T
30
As soon as possible after any such incident, employees should submit a written
incident report to their immediate supervisor. 10.21
Grievances/Concerns
The Superintendent/designee has developed specific procedures to assist employees in
making a complaint. For full information refer to Policy 03.16/03.26 and related
procedures.
Grievances/concerns are individual in nature and must be brought by the individual
employee. The Board shall not hear grievances/concerns or complaints concerning
simple disagreement or dissatisfaction with a personnel action. 03.16/03.26
Gifts
Any gift presented to a school employee for the school’s use must have the prior
approval of the Superintendent/designee. After approval and acceptance, gifts become
the property of the Board of Education. 03.1322/03.2322
Outside Employment or Activities
Employees may not perform any duties related to an outside job during their regular
working hours. 03.1331/03.2331
Required Reports
Although you may be directed to make additional reports, the following reports are
required by law and/or Board policy:
Within seventy-two (72) hours of the discovery or notification of a security
breach, the District shall notify the Commissioner of the Kentucky State
Police, the Auditor of Public Accounts, the Attorney General, and the
Education Commissioner. 01.61
An employee shall report to the Superintendent if the employee has been
found by the Cabinet for Health and Family Services to have abused or
neglected a child, and if the employee has waived the right to appeal such a
substantiated finding or the finding has been upheld upon appeal. 03.11/03.21
Report to the immediate supervisor damaged, lost, stolen, or vandalized school
property or if District property has been used for unauthorized purposes.
03.1321/03.2321
Notify the Principal as soon as possible when you use seclusion or physical
restraint with a student, but no later than the end of the school day on which it
occurs, and document in writing the incident by the end of the next school day.
09.2212
E M P L O Y E E C O N D U C T
31
If you know or believe that the District’s alcohol-free/drug-free policies have been
violated, promptly make a report to the local police department, sheriff, or
Kentucky State Police. This is required if you know or have reasonable cause to
believe that conduct has occurred which constitutes the use, possession, or sale of
controlled substances on the school premises or within one thousand (1,000) feet
of school premises, on a school bus, or at a school sponsored or sanctioned event.
03.13251/03.23251/09.423
Upon the request of a victim, school personnel shall report an act of domestic
violence and abuse or dating violence and abuse to a law enforcement officer.
School personnel shall discuss the report with the victim prior to contacting a law
enforcement officer.
School personnel shall report to a law enforcement officer when s/he has a belief
that the death of a victim with whom s/he has had a professional interaction is
related to domestic violence and abuse or dating violence and abuse.
03.13253/03.23253/09.425
Report potential safety or security hazards to the Principal and notify your
supervisor immediately after sustaining a work-related injury or accident.
03.14/03.24, 05.4
Report to the Principal/immediate supervisor or the District’s Title IX
Coordinator if you, another employee, a student, or a visitor to the school or
District, is being or has been subjected to harassment or discrimination.
03.162/03.262, 09.42811
If you suspect that financial fraud, impropriety or irregularity has occurred,
immediately report those suspicions to Principal or the Superintendent. If the
Superintendent is the alleged party, employees should address the complaint to the
Board chairperson. 04.41
Report to the Principal any student who is missing during or after a
fire/tornado/bomb threat drill or evacuation. 05.41 AP.1/05.42 AP.1/05.43 AP.1
When notified of a bomb threat, scan the area noting any items that appear to be
out of place, and report same to Principal/designee. 05.43 AP.1
If you know or believe that the District’s weapon policy has been violated,
promptly make a report to the local police department, sheriff, or Kentucky State
Police. This is required when you know or have reasonable cause to believe that
conduct has occurred which constitutes the carrying, possession, or use of a deadly
weapon on the school premises or within one thousand (1,000) feet of school
premises, on a school bus, or at a school sponsored or sanctioned event. 05.48
District bus drivers taking medication either by prescription or without
prescription shall report to their immediate supervisor and shall not drive if that
medication may affect the driver's ability to safely drive a school bus or perform
other driver responsibilities. 06.221
E M P L O Y E E C O N D U C T
32
District employees who know or have reasonable cause to believe that a student
has been the victim of a violation of any felony offense specified in KRS Chapter
508 (assault and related offenses) committed by another student while on school
premises, on school-sponsored transportation, or at a school-sponsored event shall
immediately cause an oral or written report to be made to the Principal of the
school attended by the victim.
The Principal shall notify the parents, legal guardians, or other persons
exercising custodial control or supervision of the student when the student is
involved in such an incident.
Within forty-eight (48) hours of the original report of the incident, the
Principal also shall file with the Board and the local law enforcement agency
or the Department of Kentucky State Police or the County Attorney a written
report containing the statutorily required information. 09.2211
If you know or have reasonable cause to believe that a child under eighteen (18) is
dependent, abused or neglected, or a victim of human trafficking you shall
immediately make a report to a local law enforcement agency or Kentucky State
Police, the Cabinet for Health and Family Services or its designated representative,
the Commonwealth’s Attorney or the County Attorney. (See Child Abuse
section.) 09.227
District employees shall report to the Principal or to their immediate supervisor
those situations that threaten, harass, or endanger the safety of students, other staff
members, or visitors to the school or District. Such instances shall include, but are
not limited to, bullying or hazing of students and harassment/discrimination of
staff, students or visitors by any party. In serious instances of peer-to-peer
bullying/hazing/harassment, employees must report to the alleged victim’s
Principal, as directed by Board Policy 09.42811.
In certain cases, employees must do the following:
1. Report bullying and hazing to appropriate law enforcement authorities
as required by policy 09.2211; and
2. Investigate and complete documentation as required by policy 09.42811
covering federally protected areas. 09.422
Report to the Principal any threats you receive (oral, written or electronic). 09.425
E M P L O Y E E C O N D U C T
33
Code of Ethics for Certified School Personnel
SOURCE: 16 KAR 1:020
Section 1. Certified personnel in the Commonwealth:
(1) Shall strive toward excellence, recognize the importance of the pursuit of truth,
nurture democratic citizenship, and safeguard the freedom to learn and to teach;
(2) Shall believe in the worth and dignity of each human being and in educational
opportunities for all;
(3) Shall strive to uphold the responsibilities of the education profession, including the
following obligations to students, to parents, and to the education profession:
(a) To students:
1. Shall provide students with professional education services in a
nondiscriminatory manner and in consonance with accepted best practice
known to the educator;
2. Shall respect the constitutional rights of all students;
3. Shall take reasonable measures to protect the health, safety, and emotional
well-being of students;
4. Shall not use professional relationships or authority with students for personal
advantage;
5. Shall keep in confidence information about students which has been obtained
in the course of professional service, unless disclosure serves professional
purposes or is required by law;
6. Shall not knowingly make false or malicious statements about students or
colleagues;
7. Shall refrain from subjecting students to embarrassment or disparagement; and
8. Shall not engage in any sexually related behavior with a student with or without
consent, but shall maintain a professional approach with students. Sexually
related behavior shall include such behaviors as sexual jokes; sexual remarks;
sexual kidding or teasing; sexual innuendo; pressure for dates or sexual favors;
inappropriate physical touching, kissing, or grabbing; rape; threats of physical
harm; and sexual assault.
(b) To parents:
1. Shall make reasonable effort to communicate to parents information which
should be revealed in the interest of the student;
2. Shall endeavor to understand community cultures and diverse home
environments of students;
3. Shall not knowingly distort or misrepresent facts concerning educational
issues;
4. Shall distinguish between personal views and the views of the employing
educational agency;
E M P L O Y E E C O N D U C T
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5. Shall not interfere in the exercise of political and citizenship rights and
responsibilities of others;
6. Shall not use institutional privileges for private gain, for the promotion of
political candidates, or for partisan political activities; and
7. Shall not accept gratuities, gifts, or favors that might impair or appear to impair
professional judgment, and shall not offer any of these to obtain special
advantage.
(c) To the education profession:
1. Shall exemplify behaviors which maintain the dignity and integrity of the
profession;
2. Shall accord just and equitable treatment to all members of the profession in
the exercise of their professional rights and responsibilities;
3. Shall keep in confidence information acquired about colleagues in the course
of employment, unless disclosure serves professional purposes or is required
by law;
4. Shall not use coercive means or give special treatment in order to influence
professional decisions;
5. Shall apply for, accept, offer, or assign a position or responsibility only on the
basis of professional preparation and legal qualifications; and
6. Shall not knowingly falsify or misrepresent records of facts relating to the
educator's own qualifications or those of other professionals.
Section 2. Violation of this administrative regulation may result in cause to initiate
proceedings for revocation or suspension of Kentucky certification as provided in
KRS 161.120 and 704 KAR 20:585.
E M P L O Y E E C O N D U C T
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Code of Ethics for Classified School Personnel
1. Employees shall be honest, objective and diligent in the performance of their
2. Employees shall follow local policy, state and federal statutes, and regulations.
3. Employees shall not participate in any illegal activity, nor shall they participate
in any activity that violates Board policy or provisions of this handbook. In the
performance of their duties, they shall be continually aware of the public trust
they hold and their obligation to maintain a high standard of competence and
dignity.
4. Employees shall not use their position with the District as a means to solicit or
accept directly or indirectly, any gift, gratuity, favor or other economic
consideration from any person, group, private business, or public agency that
may affect the impartial performance of the employee’s duties.
5. Employees shall be prudent in the disclosure or use of information acquired in
the course of their duties. They shall not disclose information that may
infringe upon a student's or another employee’s right to privacy. They shall
not use confidential information for personal gain.
6. Employees shall not use District resources, including time, facilities,
equipment, supplies or uniforms, for private benefit or advantage.
7. Employees shall strive for improvement in the proficiency and effectiveness
of the services they deliver.
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Access to Electronic Media
ELECTRONIC MAIL/INTERNET
The District offers students, staff, and members of the community access to the District’s
computer network for electronic mail and Internet. Because access to the Internet may
expose users to items that are illegal, defamatory, inaccurate, or offensive, we require all
students under the age of eighteen (18) to submit a completed Parent Permission/User
Agreement Form to the Principal/designee prior to access/use. All other users will be
required to complete and submit a User Agreement Form.
Except in cases involving students who are at least eighteen (18) years of age and have no
legal guardian, parents/guardians may request that the school/District:
Provide access so that the parent may examine the contents of their child(ren)'s email
files;
Terminate their child(ren)’s individual email account and/or Internet access; and
Provide alternative activities for their child(ren) that do not require Internet access.
In addition, parents wanting to challenge information accessed via the District’s technology
resources should refer to Policy 08.2322/Review of Instructional Materials and any related
procedures.
GENERAL STANDARDS FOR USERS
Standards for users shall be included in the District’s handbooks or other documents, which
shall include specific guidelines for student, staff, and community member access to and use
of electronic resources.
Access is a privilege—not a right. Users are responsible for good behavior on school
computer networks. Independent access to network service is given to individuals who agree
to act in a responsible manner. Users are required to comply with District standards and to
honor the access/usage agreements they have signed. Beyond clarification of user standards,
the District is not responsible for restricting, monitoring, or controlling the communications
of individuals utilizing the network independently.
The network is provided for users to conduct research and to communicate with others.
Within reason, freedom of speech and access to information will be honored. During school
hours, teachers of younger children will guide their students to appropriate materials.
Outside of school, families bear the same responsibility for such guidance as they exercise
with information sources such as television, telephones, movies, radio, and other media that
may carry/broadcast information.
NO PRIVACY GUARANTEE
The Superintendent/designee has the right to access information stored in any user
directory, on the current user screen, or in electronic mail. S/he may review files and
communications to maintain system integrity and insure that individuals are using the system
responsibly. Users should not expect files stored on District servers or on District provided
or sponsored technology services, to be private.
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RULES AND REGULATIONS
Violations of the Acceptable Use Policy include, but are not limited to, the following:
1. Violating State and Federal legal requirements addressing student and employee
rights to privacy, including unauthorized disclosure, use and dissemination of
personal information.
2. Sending or displaying offensive messages or pictures, including those that involve:
Profanity or obscenity; or
Harassing or intimidating communications.
3. Damaging computer systems, computer networks, or school/District websites.
4. Violating copyright laws, including illegal copying of commercial software and/or
other protected material.
5. Using another user’s password, “hacking” or gaining unauthorized access to
computers or computer systems, or attempting to gain such unauthorized access.
6. Trespassing in another user’s folder, work, or files.
7. Intentionally wasting limited resources, including downloading of freeware or
shareware programs.
8. Using the network for commercial purposes, financial gain or any illegal activity.
9. Using technology resources to bully, threaten or attack a staff member or student
or to access and/or set up unauthorized blogs and online journals, including, but
not limited to MySpace.com, Facebook.com or Xanga.com.
Additional rules and regulations may be found in District handbooks and/or other
documents. Violations of these rules and regulations may result in loss of access/usage as
well as other disciplinary or legal action.
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Electronic Access/User Agreement Form
User’s Name ______________________________ ______________________ _______________________
Last Name First Name Middle Initial
User’s Address ________________________________________ _______________ ________________
City State Zip Code
User’s Age ____ Date of Birth _________ Sex ____ Phone Number __________ School ____________
If applicable, User’s Grade _______________ Homeroom/Classroom __________________________________
Please check if you are a student certified employee classified employee member of the
community.
As a user of the ______________________________________ District’s computer network, I hereby
agree to
District Name
comply with the District’s Internet and electronic mail rules and to communicate over the network in a
responsible manner while abiding by all relevant laws and restrictions. I further understand that violation
of the regulations is unethical and may constitute a criminal offense. Should I commit any violation, my
access privileges may be revoked and school disciplinary action and/or legal action may be taken.
User’s Name (Please print) _____________________________________________________________
____________________________________________________________ ____________________
User’s Signature Date
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Acknowledgement Form
2018-2019 School Year
I, ________________________________________, have received a copy
Employee Name
of the Employee Handbook and Employee Expectations issued by the
District, and understand and agree that I am to review this handbook in
detail and to consult District and school policies and procedures with my
Principal/supervisor if I have any questions concerning its contents.
I understand and agree:
1. that this handbook is intended as a general guide to District personnel
policies and that it is not intended to create any sort of contract between
the District and any one or all of its employees;
2. that the District may modify any or all of these policies, in whole or in
part, at any time, with or without prior notice; and
3. that in the event the District modifies any of the policies contained in
this handbook, the changes will become binding on me immediately
upon issuance of the new policy by the District.
I understand that as an employee of the District I am required to review and follow the
policies set forth in this Employee Handbook and Employee Expectations and I agree to
do so.
_________________________________________________________
Employee Name (please print)
__________________________________________ __________________
Signature of Employee Date
In addition to the above acknowledgement, employees must read and sign
below.
I understand and agree that I am to review and abide by the Code of Ethics included in
this handbook and to consult with my Principal/supervisor if I have any questions
concerning its contents.
_________________________________________________________
Employee Name (please print)
__________________________________________ __________________
Signature of Employee Date
Return this signed form to the Central Office.
