1 An Employee's Right to Know OVERVIEW AN EMPLOYEE S RIGHT TO KNOW Clark County School District (CCSD) is required to provide this information annually to every employee of CCSD. This information may be the result of federal law, state law, CCSD policies and regulations, or CCSD procedures. While it may appear that some of the contents are not applicable, all employees must read it carefully. Questions should be discussed with the administrative supervisor or contact made with the specific individual who may be noted along with each topic. This is a brief informational summary and does not contain the complete text of materials. This material is intended for informational purposes only. It is not intended to change or create any contractual rights in favor of any employee or the District. The District s regulations, policies, procedures, worksite rules, and benefits are continually evolving; therefore, this document does not contain all of the information employees will need or be required to know during the course of employment. It is every employee s obligation and Right to Know this information.
2 INDEX OF TOPICS Paid Leave-Accrued Paid Leave and Non Adult Education Affirmative Action Americans with Disabilities Act (ADA) Banking of District Money Bloodborne Pathogens Building Access and School Keys CCSD Energy Conservation Goals and Expectations CCSD Mission Statement Child Abuse and Neglect COBRA Commercial Driver s License Conflict of Interest Computer Programs - Copyrights Direct Payroll Deposit Discipline: All Employees Dress and Grooming Disclosure of Improper District Action District Vehicle Accident Information District Vehicle and Employee Use and Responsibility Driver s License Drug Free Work Place E-Verify Employee Assistance and Family Support Employee Disclosure of Criminal Arrests, Charges, and Convictions Employee Self Service (ESS) Employment Employment and Payroll Verification Equal Employment Opportunity Fire Drills/Shelter-in-Place Drills First Aid/Emergency Care and Contagious and Infectious Diseases Harassment Health and Medical Insurance Identification Badge Information Technology Use & Employee Responsibility Instructional Materials and Services Job Descriptions Jury Duty Leave Provisions Licensing (Licensed/Unified Employees) Military Leave Notice of Convictions/Violation Omnibus Transportation Employee Testing Act of 1991 Personal Property Theft/Vandalism Personal Data Safe and Respectful Learning Environment Safety and Hazard Communications Program Smoking Policy Student Support Services Students/General Public Equal Access Tape Recording Policy Tuberculosis Testing Voluntary Payroll Deductions Workers Compensation
3 CCSD MISSION STATEMENT "Ready by Exit" All of our decisions must be tempered by how they will improve achievement and help ensure all students are ready by exit. - Superintendent Dwight Jones EQUAL EMPLOYMENT OPPORTUNITY AFFIRMATIVE ACTION EQUAL EMPLOYMENT OPPORTUNITY AFFIRMATIVE ACTION CCSD is an equal opportunity employer and will not knowingly discriminate in any area of employment, including discriminatory recruiting and hiring practices against any United States citizen or legal alien on the basis of race, color, creed, religion, sex, sexual orientation, age, marital status, national or ethnic origin, or disability and shall extend to working conditions, training, promotion, and terms and conditions of employment. AMERICANS WITH DISABILITIES ACT (ADA) AMERICANS WITH DISABILITIES ACT (ADA) Under the provisions of the Americans with Disabilities Act of 1990, as amended, and the ADA Amendments Act of 2008, qualified applicants and employees with disabilities will not be knowingly discriminated against in hiring, promotion, discharge, pay, job training, fringe benefits, and other aspects of employment. Support and consideration will be given to any employee who, in spite of medical conditions or disability, is able to perform all of the essential functions of the assigned position with or without reasonable accommodations and is not a health or safety threat to students, the employee, or fellow employees. Employees who have disabilities covered under the Americans with Disabilities Act and need accommodations to enable them to perform the essential functions of their job should contact the School District s Diversity and Affirmative Action Office at Employees will need to provide updated medical documentation to the Diversity and Affirmative Action Office in order to establish their disability. E-Verify The District provides the Social Security Administration (SSA) and, if necessary, the Department of Homeland Security (DHS), with information from each new employee s Form I-9 to confirm work authorization. If the Government cannot confirm that you are authorized to work, the District is required to provide you written instructions and an opportunity to contact SSA and/or DHS before taking adverse action against you, including terminating your employment. The District will not use E-Verify to pre-screen job applicants or to re-verify current employees and may not limit or influence the choice of documents presented for use on the Form I-9. If you believe that the District has violated its responsibilities under this program or has discriminated against you during the verification process based upon your national origin or citizenship status, please call the Office of Special Counsel at (TDD: ).
4 STUDENTS/GENERAL PUBLIC EQUAL ACCESS STUDENTS/GENERAL PUBLIC EQUAL ACCESS CCSD does not knowingly discriminate against any person on the basis of race, creed, religion, color, national or ethnic origin, sex, sexual orientation, disability, marital status or age, in admission or access to, treatment or employment in, or participation in its programs and activities, pursuant to federal and state laws including, but not limited to, Title VI and VII of the Civil Rights Act, Title IX of the Education Amendment of 1972, Section 504 of the Rehabilitation Act of 1973, Title II of the Americans with Disabilities Act of 1990, and the Individuals with Disabilities Education Act (IDEA) of 1990; authorized in The District is an equal opportunity employer. Inquiries regarding employment related issues may be referred to the District s Diversity, Affirmative Action Compliance, and Title IX Coordinator who is located at 5100 W. Sahara Avenue and may be contacted at Employees who feel discriminated against should contact their immediate supervisor and/or Diversity, Affirmative Action Compliance, and Title IX Coordinator as the first step in initiating the District s established compliance procedure. CCSD is committed to nondiscrimination in its programs, activities, and services, and to providing facility accessibility. Parents, students, staff, or other members of the public, who are seeking information or have questions about the existence and location of accessible services, activities, and facilities in the District, should contact the building principal with their inquiry and the building principal will respond to the inquiry within a reasonable period of time. The building principal may, if necessary, refer the person to one or more of the following individuals, who will respond to the inquiry within a reasonable period of time: Facility Accessibility: Administrative Manager, Facilities Division Employee or Public Access/Service Issues: Diversity/Affirmative Action Compliance Title IX Coordinator If parents or members of the public have additional concerns or complaints regarding their inquiry, they may initiate a formal review by completing a Public Concern Form and initiate the public concern process as outlined in CCSD Regulation SAFE AND RESPECTFUL LEARNING ENVIRONMENT SAFE AND RESPECTFUL LEARNING ENVIRONMENT I. Bullying, cyber-bullying, harassment, and/or intimidation are prohibited in public schools. A. CCSD is committed to providing all students and employees with a safe and respectful learning environment in which persons of differing beliefs, characteristics, and backgrounds can realize their full academic and personal potential. It is the intent of this policy to ensure that all administrators, principals, teachers, and other personnel of CCSD demonstrate appropriate behavior on the premises of any public school, at a schoolsponsored event, or on a school bus by treating other persons, including, without
5 limitation, pupils, with civility and respect and by refusing to tolerate bullying, cyberbullying, harassment, and/or intimidation. B. No member of the Board of School Trustees, employee of the Board of School Trustees, including, without limitation, administrators, principals, teachers, or other staff members, nor pupils, shall engage in acts of bullying, cyber-bullying, harassment, and/or intimidation on the premises of any public school, at a school-sponsored event, or on a school bus. C. It is the intent of this policy that all persons in CCSD are entitled to maintain their own beliefs and to disagree respectfully without resorting to violence, bullying, cyber-bullying, harassment, and/or intimidation. This policy does not advocate nor require the acceptance of differing beliefs in a manner that would inhibit the freedom of expression, but does require that all persons with differing beliefs be free from harassment and abuse. Bullying, cyber-bullying, harassment, and intimidation are defined in NRS 388 as follows: Bullying means a willful act or course of conduct on the part of one or more pupils which is not authorized by law and which exposes a pupil repeatedly and over time to one or more negative actions which is highly offensive to a reasonable person and is intended to cause and actually causes the pupil to suffer harm or serious emotional distress. Cyber-bullying means bullying through the use of electronic communication. Electronic communication means the communication of any written, verbal, or pictorial information through the use of an electronic device, including, without limitation, a telephone, a cellular phone, a computer, or any similar means of communication. Harassment means a willful act or course of conduct that is not otherwise authorized by law and is: 1. Highly offensive to a reasonable person; and 2. Intended to cause and actually causes another person to suffer serious emotional distress. Intimidation means a willful act or course of conduct that is not otherwise authorized by law and is: 1. Highly offensive to a reasonable person; and 2. Poses a threat of immediate harm or actually inflicts harm to another person or to the property of another person. HARASSMENT HARASSMENT SEXUAL HARASSMENT - EMPLOYEES Title VII of the Civil Rights Act of 1964, Civil Rights Act of 1991, as amended, CCSD Policy 4110, CCSD Regulation 4110, and CCSD's Affirmative Action Plan of February 13, 1996, prohibit discrimination based on sex. Sexual harassment is generally defined as repeated or unwanted verbal or physical sexual advances, sexually explicit derogatory statements, or sexually discriminating remarks made by someone in the workplace which are unwelcome, offensive, objectionable, or intimidating to the recipient or which cause the recipient discomfort or humiliation or which serve to create an intimidating, hostile working environment. WHAT TO DO IF YOU ARE BEING SEXUALLY HARASSED, OR IF YOU SEE OTHERS BEING HARASSED Take Action. Even though it may be difficult or embarrassing, the harasser should be told, preferably in front of witnesses, that what he/she is doing or saying is not liked. The harasser should
6 be told to stop. When the behavior or comments offend, the harasser should be told. If the harassment does not stop, times, places, witnesses, and what happened, should be recorded and then immediately reported. Report The Harassment. Report it to the supervisor immediately. If the harasser is the supervisor, it should be reported to his or her superior or to the school District s Diversity and Affirmative Action Office. If the harassment is not reported, harassment is very likely to continue. Do Not Keep It To Yourself. Being quiet about sexual harassment facilitates its continuation. Speaking up can protect others from being harassed. Chances are extremely good the harassed employee is not the only victim of the harasser. SEXUAL HARASSMENT REPORTING PROCEDURES Any employee who believes that she or he is the victim of sexual harassment may file a complaint using the procedures in CCSD Regulation 4110, and may file his/her complaint, preferably in writing, with his/her immediate supervisor, or the next administrator in line, or with the Diversity and Affirmative Action Office. The complaint should be made promptly, within a reasonable period of time following the harassment. The complaint should include a detailed description of the events in question, the date(s) of the occurrence, the name(s) of the individual(s) involved, including witnesses, and a detailed account of the specific acts which were perpetrated against the complainant and any school District policies or practices which were violated. All employees shall cooperate with the investigation by the District of an alleged act of discrimination, harassment, or sexual harassment. Confidentiality will be maintained to the greatest extent possible. The District will not retaliate against any person who has filed a complaint, testified, assisted, or participated in any manner in an investigation, proceeding, or hearing conducted by authorized school District representatives. This reporting procedure should also be used by employees to report unlawful harassment other than sexual harassment, for example, harassment based upon race, color, disability, religion, age, or other protected status. For more detailed information, please refer to CCSD Regulation 4110, call the District s Diversity and Affirmative Action Manager ( ), or speak directly to your supervising administrator. HARASSMENT Harassment of an employee or student will not be tolerated. All persons have the right to work with dignity, seek employment, attend school, and work in a secure environment, and are not required to endure insulting, harassing, or exploitative treatment. In addition to the previous and following discussion of harassment, CCSD Regulation regarding harassment and CCSD Policy 5137 regarding safe and respectful learning environment are applicable throughout the District although directed towards behaviors of prohibited student harassment, bullying, cyber-bullying and/or intimidation. HARASSMENT - DISCIPLINE I. Discrimination Discrimination is defined as a failure to treat all persons equally where no reasonable distinction can be found between those favored and those not favored. It is the unfair treatment or denial of privileges to persons because of their actual or perceived race, color, national origin, sex (including non-conformity to gender stereotypes), sexual orientation, age, disability, and/or religious preference. II. Discriminatory Harassment A. Harassment is any verbal, visual, or physical conduct that is sufficiently severe, persistent or pervasive that adversely affects, or has the purpose or logical consequence of interfering with the student s educational program or creates an intimidating, hostile, or offensive school atmosphere because of that person s actual or perceived race, color, national origin, sex (including non-conformity to gender stereotypes), sexual orientation, age, disability, and/or religious preference. Harassment, whether it is by students, staff, or third parties in the school community, is strictly prohibited, and will subject the perpetrator to disciplinary action.
7 B. In determining whether the conduct is sufficiently severe, persistent, or pervasive, the conduct should be considered from both a subjective and objective perspective of reasonableness, in light of all relevant circumstances. For example, the following circumstances, among others, may be considered: the degree to which the conduct affected one or more students education, the type, frequency and duration of the conduct, the identity and relationship between the alleged harasser and the subject of the harassment, the number of individuals involved, and the age and status of the alleged harasser and target of the harassment. C. Examples of discriminatory harassment include, but are not limited to behaviors that ridicule, degrade, or harass a person because of that person s actual or perceived race, color, national origin, age, sex (including non-conformity to gender stereotypes), sexual orientation, disability, and/or religious preference such as: 1. Unwelcomed comments, ethnic, racial, or anti-gay slurs or jokes, threats; 2. Cartoons, graffiti, posters, visuals, etc., with offensive connotations though nothing shall prohibit use of such materials for genuine academic, educational, or instructional purposes; 3. Sabotage, criticism, unreasonable monitoring of student s work, etc.; and/or 4. Hitting, intentionally blocking the path of body, hand or facial gestures. D. Although certain individual acts may be sufficiently egregious to constitute harassment by themselves, harassment typically consists of a pattern of behavior. The more distinct the pattern, the stronger the evidence of an intent to harass. Behavior that continues after an individual is informed of its offensiveness may also constitute evidence of intent to harass. E. While many types of conduct may show evidence of harassment, common types include, but are not limited to: unwanted touching, blocking a person s normal movements, threats, slurs, epithets, verbal abuse, derogatory comments, drawings, pictures, or gestures, unwelcomed jokes, teasing, or propositions, graphic comments about an individual s body, spreading rumors about a person, purposefully limiting a person s access to educational tools, displaying sexually suggestive objects in the educational environment, or any act of retaliation against an individual who reports a violation of the District s sexual harassment policy or who participates in the investigations of a sexual harassment complaint. Retaliatory behavior against any complainant or any participant in the complaint process is prohibited and is considered to be a type of harassment. F. The expression of ideas or attitudes that some may find offensive is not, by itself, harassment, and is constitutionally protected. Harassing behavior, however, is not protected simply because it occurs in the form of verbal or written expression. Additionally, certain conduct may create a hostile school environment even though a person targeted for that conduct does not complain. Conversely, conduct which a reasonable person would not find offensive may not be the basis of harassment. III. Grievance Complaint Procedure A. It is the principal s/site administrator s responsibility to take actions as necessary to protect students and District personnel from harassment by students or staff. B. Any student, male or female, who feels that he/she is a victim of harassment should immediately contact his/her teacher and/or principal, unless the principal or teacher is believed to be part of the harassment, in which case contact should be made with the Area/Division Associate Superintendent. C. Any District employee who receives a harassment complaint from a student or observes harassing conduct shall notify the principal. The principal shall ensure that the complaint is promptly and appropriately investigated, and will ensure that there is an opportunity to present witnesses and other evidence. If the investigation is not conducted promptly, the Area/Division Associate Superintendent should be contacted. D. Retaliatory behavior against any complainant or any participant in the complaint process is prohibited. E. Harassment in any form against students by either a student or a District employee is grounds for severe disciplinary action. For students, it may be the basis for suspension/expulsion in accordance with the existing disciplinary procedures. For staff, it may result in disciplinary action up to and including dismissal.
8 F. The principal/site administrator shall take appropriate actions to reinforce Regulation These actions should include the following: 1. Remove vulgar or offensive graffiti, pictures, or objects. 2. Provide staff in-service on the policy. 3. Provide proper notification to students. 4. Conduct an investigation into allegations using the procedures set forth in Regulation Refer the incident to the school police, if appropriate. 6. Take immediate and appropriate disciplinary or remedial action as needed. 7. Take appropriate follow-up actions in an attempt to ensure there are no further incidents or retaliation. 8. Inform parties of the disposition of the complaint. IV. Notification of Students and District Employees A copy of these policies shall be: A. Included in the notifications that are sent to parents/guardians and District employees at the beginning of each school year. B. Displayed in a prominent location in each school or worksite. The grievance complaint procedures should be written in language appropriate to the age of students. C. Provided as part of any orientation program conducted for students and District employees. D. Published in any school or District publication that sets forth the school or District s comprehensive rules, regulations, procedures, and standards of conduct. INFORMATION TECHNOLOGY USE & EMPLOYEE RESPONSIBILITY INFORMATION TECHNOLOGY USE & EMPLOYEE RESPONSIBILITY Computers and associated District technology resources are essential, and steps must be taken to ensure appropriate use and to prevent misuse or abuse. For business purposes the District has provided various electronic media (i.e., Internet, InterAct, computer-software programs, etc.) for employee use. It is the responsibility of each CCSD employee to be aware of and comply with CCSD policies, regulations, and procedures including, but not limited to CCSD Regulations 3911, 3912, 3990, and 3991, and the Acceptable Use Policy when using the District s information and network resources. The use of these resources is a privilege, not a right. Any employee who violates these policies, regulations, or guidelines is subject to disciplinary action up to and including dismissal and prosecution under applicable state and federal laws. The use of the District s various electronic information and network resources (i.e., Internet, InterAct, computer software programs, etc.) shall be consistent with the purpose, mission, and goals of CCSD. CCSD employees who use technologies are reminded that: Information communicated and accessed via the District s electronic technology, Internet, InterAct, and computer software programs, is the property of the District and is to be used only for professional and educational purposes. The District may, at its discretion, review, audit, and/or download information contained on District computer files; and when these media are used, employees must understand and recognize there is no right or expectation to privacy. Assignment of a password does not mean there is any right of privacy in communication via Internet, InterAct, and District owned software, etc. Activities that may be construed as harassment or as offensive to others based on sex, race, disability, age, religion, or national origin, or as abusive, offensive, and/or sexually explicit communications are not acceptable and have no place in the District, and therefore, are not to be transmitted via the District s electronic media (reference CCSD Policy 4110 and CCSD Regulation 4110, , and 5146). Should employees receive such materials from another person(s), the employee must immediately advise the sender that such information is not permitted on District computers and not to send it again. Activities that continue after an
9 individual is informed of its offensiveness may constitute intent to harass. If told by an individual to stop transmitting such materials, the sender must immediately stop. All violations must be reported to the administrative supervisor. It is the responsibility of all CCSD employees to ensure that student, employee, and other confidential information remains secure. Students, parents, visitors, or others are not permitted to use District or personal computer equipment to access any District data systems deemed confidential by law, District policy or regulation, or District procedures without specific authorization of the appropriate department or site administrator. When authorized, access is strictly limited to that area covered by the administrative authorization. To safeguard the security of sensitive information, the following procedures are in place: All users of any District data system (mainframe, ERP, SASI, ParentLink, Food Service, etc.) must have (1) authorization of the appropriate administrator, (2) an approved access form (DP-403, etc) and (3) the training required for the specific program. The respective site administrator is responsible for reporting changes in employee status that may affect computer access and authorization. All District employees who utilize computers shall be required to change their network (Novell, Windows, etc.) password every 90 days. SASI and ERP users will also be required to change their password every 90 days. All District employees who utilize computers shall be required to keep District-approved security (e.g., anti-virus, anti-spyware) software enabled on their computer and to accept current anti-virus definitions (signatures) when provided. Computer passwords must not be shared with anyone, nor should anyone be allowed to use computers when logged on under another s personal password. For assistance with a password, employees contact the Technology Support Help Desk ( ). Personal (NRS603A.040) and sensitive information may not be copied to an external storage device, such as a thumb drive, handheld, or Smartphone, unless specifically authorized and must be encrypted (NRS603A.040) or secured to prevent unauthorized access. If an employee has access to personal and sensitive information and is away from the work area for a period of time (lunch, breaks, preparation periods, etc.), the employee must secure access to the computer by a method such as a screen saver password. Computer-generated output that contains sensitive information must be shredded before the material is recycled or disposed. Software having the purpose of damaging the District s network resources or other systems is prohibited. All District computers and computer systems/technologies, such as networks, systems, and databases are CCSD property and subject to search, review, and audit at all times. No employee should have an expectation of privacy as to any District computer or other referenced system/technologies. Questions about computer network technology resources should be referred to the supervising administrator and/or to the Technology Support Help Desk, ( ). EMPLOYEE SELF SERVICE (ESS) EMPLOYEE SELF SERVICE (ESS) The Employee Self Service (ESS) site enables employees to view current leave balances, employees' personal information such as home phone, mailing address, and Person ID, as well as other human resources related information. Employees can also view paycheck information as of July 2010, as well as W-2s. Employees may visit the ESS Web site at ess.ccsd.net. It will require the employee to log in with their InterAct ID and password. As a reminder, CCSD Acceptable Use Policy states that, "Attempting to gain unauthorized access to the District's network resources or go beyond authorized access is prohibited. This includes attempting to log in through another person's account
10 or accessing another person's files." Employees are advised to protect their personal payroll information by keeping their InterAct login information private. CONFLICT OF INTEREST CONFLICT OF INTEREST All employees and officers of CCSD shall be governed by the laws of the state of Nevada in regard to conflicts of interest in their employment. No employee shall, under penalty of law receive unlawful compensation, commission, or personal profit in the course of performing District duties nor shall the office or position of any employee be used for unlawful purposes or for personal gain (CCSD Policy 4270). DISCLOSURE OF IMPROPER DISTRICT ACTION DISCLOSURE OF IMPROPER DISTRICT ACTION Employees are encouraged to disclose improper District action to their immediate administrator or division head and the federal or state government, if applicable. It is the intent of CCSD to protect the right of an employee who makes such a disclosure to be free from retaliation or discrimination, as set forth in NRS and It is further declared to be the public policy of CCSD that an employee, contractor or agent of the District shall not submit a false claim, as defined in 31 U.S.C. 3729, NRS Chapter 357 and NRS Chapter and , for payment on behalf of CCSD. Such conduct may result in employee discipline, administrative remedies for false claims and statements, and possible civil and criminal penalties under federal and state law. CCSD will continue to implement and improve its internal procedures to prevent and detect fraud, waste, and abuse within the organization through notice, audits, and other appropriate means. Appropriate measures will also be put in place to inform employees, contractors or agents of the District that fraudulent conduct will not be tolerated and will be thoroughly investigated, under applicable federal and state laws (CCSD Policy 4390). COBRA THE CONSOLIDATED OMNIBUS BUDGET RECONCILIATION ACT The Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA) permits employees or covered dependents to buy continued insurance coverage when existing coverage ceases. Continued coverage is only available in certain circumstances and for a limited time. The employee or dependent must pay the full cost of the coverage. Generally, to qualify for COBRA, the employee cannot be covered by any other group health plan. COBRA applies to the medical, dental, and vision plans. The employee, spouse, and child can elect COBRA coverage for up to 18 months if one of the following changes occurs: Employment ends (except for gross misconduct). Working hours are reduced to fewer than 80 hours a month. The employee retires, resigns, takes an approved leave of absence, or is placed on long-term suspension. However, if employment ends or hours are reduced, and if the employee, spouse, or child is disabled at the time; the disabled person could be able to continue coverage for up to 29 months. To be eligible for 29 months of continued coverage as a disabled person, the employee has to be approved for Social Security disability benefits.
11 For more information regarding COBRA, the employee should contact an insurance administrator at one of the following: Licensed Employees, Teacher s Health Trust Support Staff and School Police Employees, CCSD Benefits Department Administrative/Professional Technical Employees, CCASAPE Health Trust STUDENT SUPPORT SERVICES STUDENT SUPPORT SERVICES It is important that all CCSD employees be aware of NRS and CCSD Regulation This law and regulation prohibits CCSD employees from using aversive interventions, physical, and mechanical restraints students with disabilities. Definition: aversive intervention means any actions used to punish a pupil with a disability or to eliminate, reduce, or discourage maladaptive behavior. The use of aversive interventions as enumerated in NRS (1-10) on a student with a disability, is prohibited, and constitutes a violation of NRS Aversive interventions mean any of the following actions if the action is used to punish a student with a disability or to eliminate, reduce or discourage maladaptive behavior of a student with a disability: 1. The use of noxious odors and tastes; 2. The use of water and other mists or sprays; 3. The use of blasts of air; 4. The use of corporal punishment; 5. The use of verbal and mental abuse; 6. The use of electric shock; 7. The administration of chemical restraint to a person; 8. The placement of a person alone in a room where release from the room is prohibited by a mechanism, including, without limitation, a lock, device or object positioned to hold the door closed or otherwise prevent the person from leaving the room; 9. Requiring a person to perform exercise under forced conditions if the: (a) Person is required to perform the exercise because he exhibited a behavior that is related to his disability; (b) Exercise is harmful to the health of the person because of his disability; or (c) Nature of the person s disability prevents him from engaging in the exercise; or 10. The deprivation of necessities needed to sustain the health of a person, regardless of the length of the deprivation, including, without limitation, the denial or unreasonable delay in the provision of: (a) Food or liquid at a time when it is customarily served; or (b) Medication. Physical and/or Mechanical Restraints The use of physical and/or mechanical restraints on a student with a disability is generally prohibited. However, there are specific circumstances in which such restraint is permissible, depending on the type of restraint used and the conditions surrounding its use. NRS identifies those conditions in which restraints are permitted: 1. Permissible use of restraints, as defined in sections NRS (2) (a-c) and NRS (2) (a-d), do not constitute a violation of NRS Additionally, emergency use of physical and/or mechanical restraint(s) is allowed, as long as all required criteria are met under NRS (1) (a-c) and NRS (1) (a-i). (a) Required criteria for permissible use of a physical restraint: The restraint was used to assist a student to complete task or response, and either the student did not resist the application of physical restraint, or the student s resistance was minimal in intensity and duration; or The restraint was used to escort or carry a student to safety due to danger in present location; or The restraint was used to conduct necessary medical examinations or treatments on a student.
12 (b) Required criteria for permissible use of a mechanical restraint: The restraint was used to treat the medical needs of a student; or The restraint was used to protect a student who is known to be at risk of injury to self due to lack of coordination or frequent loss of consciousness; or The restraint was used to provide proper body alignment to a student; or The restraint was used to position a student who has physical disabilities in a manner prescribed in the student s Individualized Education Program (IEP). (c) Required criteria for use of a physical restraint in an emergency situation: The restraint must have been used because an emergency existed that necessitated use of physical restraint due to immediate threat of physical injury to self, others and/or to protect against immediate threat of severe property damage; and The restraint must have been used only for the period that was necessary to contain the behavior of the student so that the student was no longer an immediate threat of causing physical injury to self, others and/or causing severe property damage; and The restraint must have been used in a way such that the use of force in the application of physical restraint did not exceed the force that was reasonable and necessary under the circumstances precipitating the use of physical restraint. (d) Required criteria for use of a mechanical restraint in an emergency situation: The restraint must have been used only due to immediate threat of physical injury to self; and A medical order authorizing the use of mechanical restraint was obtained from the student s treating physician and written into the student s IEP; and The physician who signed the order or the attending physician examined the student as soon as practicable; and The mechanical restraint was applied by a member of the staff of the school who is trained and qualified to apply mechanical restraint; and The student was given the opportunity to move and exercise restrained body parts at least 10 minutes for every 60 minutes of restraint unless otherwise prescribed by the physician who signed the order; and A member of the staff of the school lessened or discontinued the restraint every 15 minutes to determine if the student would stop or control inappropriate behavior without the use of restraint; and The record of the student contains a notation that includes the time of day that the restraint was lessened or discontinued, the response of the student, and the response of the member of the staff of the school who applied the mechanical restraint; and A member of the staff of the school continuously monitored the student during the time that mechanical restraint was used on the student; and The mechanical restraint was used only for the period that was necessary to contain the behavior of the student so that the student was no longer an immediate threat of causing physical injury to self. 2. Non-permissible use of restraints is any other use of physical and/or mechanical restraint which does not meet the criteria of the four categories, (a-d) described above, and does constitute a violation of NRS District Requirements for Notice Within one working day of the use of a physical or mechanical restraint in an emergency situation, the use must be reported to the student s cumulative record and confidential file. A report must also be sent to the student s Individualized Educational Program (IEP) Team, the student s parent or guardian, and the Board of Trustees/designee of the school district. If the Board of Trustees or designee determines that the emergency use was a denial of rights, this determination must also be reported to the student s confidential file and cumulative record and the department pursuant to NRS [Note: The Open Meeting Law applies to Board of Trustees meetings. Additionally, notice of the meeting must be provided 21 days before the meeting date.]
13 Within 24 hours of the occurrence of a violation, or as soon thereafter as the violation is discovered, the use of an aversive intervention or a non-permissible physical and/or mechanical restraint must be reported to the Board of Trustees/designee of the school district. The non-emergency use of a permissible restraint pursuant to NRS (2) (a-c) and (2) (a-d) need not be reported. SMOKING POLICY SMOKING POLICY CCSD Policy 4380 establishes the extent of the smoke free workplace. It is the policy of the District that smoking, carrying lit tobacco products or use of smokeless tobacco products is prohibited at any time on school District property and at any school activity sponsored by the District. For purposes of this policy, school District property includes any building used for instruction, administration, support services, maintenance, or storage; the grounds and surrounding buildings; and all District-owned vehicles. This policy applies to all students, teachers, staff, and visitors. Employees are encouraged to review carefully Policy 4380 as non-compliance may result in employee disciplinary action being taken. DRUG - FREE WORKPLACE AND SCHOOLS DRUG - FREE WORKPLACE AND SCHOOLS The Board of School Trustees recognizes the need to maintain a drug-free workplace as provided for in the Drug-Free Workplace and the Drug-Free Schools and Communities Acts. DRUGS AND ALCOHOL PROHIBITED The unlawful manufacture, distribution, dispensing, possession, or use of drugs and/or alcohol at any District property, workplace, or as a part of any of a school s activities is prohibited. For the purposes of this policy, drugs are defined as any controlled substance or drug which is not legally obtainable or any controlled substance or drug which is legally obtainable, such as a prescription drug, but which is not legally obtained or is not being used for prescribed purposes. NOTICE OF CONVICTIONS Any employee who is convicted of violating any federal or state criminal drug statute in the workplace must notify the superintendent in writing within five (5) days of such conviction. For the purposes of this notice requirement, a conviction includes a finding of guilt, a no contest plea, or an imposition of sentence by any judicial body for any violation of a criminal statute involving the unlawful manufacture, distribution, dispensing, possession, or use of drugs in the workplace. PENALTIES FOR VIOLATION Compliance with this Drug and Alcohol policy is mandatory and is a condition of continued employment. Consequently, a violation of any aspect of this policy will render employees subject to disciplinary action as further described and provided for in District Policies and Regulations, the Negotiated Agreements with the appropriate employee s bargaining unit and the Nevada Revised Statutes, up to and including termination. If there is evidence that an illegal act has been committed, the evidence shall be referred to the appropriate law enforcement agency for prosecution. DRUG - FREE AWARENESS PROGRAM The CCSD believes strongly that employees should be aware of the dangers of drug abuse. Drugs can cause a severe general deterioration of health including such problems as lung cancer, liver
14 disease, respiratory failure, and heart attacks. In addition, drugs can cause motor vehicle accidents and workplace injuries. Drugs also have a number of more insidious effects: they can rob the user of his or her ability to deal constructively with anxiety and stress; they can undermine the user s ability to plan for and reach long-term goals; and, they can destroy professional and family relationships. Finally, lives can be ruined when illegal drug users are arrested, jailed, or injured by drug-related violence. The District has available at each secondary school library, and at the Safe and Drug Free Schools office, Curriculum and Professional Development Center, 3950 South Pecos-McLeod, materials about drug abuse. NOTICE - All employees enrolled in a group health insurance plan have Employee Assistance Programs available for any counseling needs. To inquire, please call your medical provider. DRESS AND GROOMING DRESS AND GROOMING Employee dress and appearance play a vital part in the projection of a professional image. This professional image contributes to the establishment of a positive learning environment; enhances administrator, teacher, and support staff effectiveness in working with students; allows the employee to model for student s appropriate dress and appearance in the workplace; and enhances the professional image of school personnel within the community at large. All employees are expected to exemplify grooming standards in a manner that projects an appropriate image for employees, the school, the worksite, and the District. CCSD Regulation 4280 provides details about employee dress and grooming standards. WORKERS COMPENSATION WORKERS COMPENSATION CCSD pays and administers compensable workers compensation claims through a self-funded program. A team of in-house staff, along with contract suppliers (if needed), oversees the day-today management of all the claims. Workers compensation generally applies to injuries or diseases arising out of and in the course of employment. It is a no-fault insurance program in the State of Nevada, and is the exclusive method for providing benefits to employees who are injured on the job or have an occupational disease. Benefits may include medical treatment, disability compensation, vocational rehabilitation, dependent s payments in the event of death, and other claims related benefits or expenses. Employees who are eligible at the same time for disability compensation and for any accrued sick leave benefit may either (1) continue to receive their normal District salary in lieu of the disability compensation by using part of their accrued sick leave as income continuation supplement, or (2) elect to receive only disability compensation which is 66 2/3% of average monthly wage at time of injury, subject to state maximum limit. The District has a temporary modified duty (TMD) program. It provides transitional employment to employees recovering from the effects of an on-the-job injury or occupational disease. It is designed to meet the temporary physical limitations set by the treating doctor. CCSD regulations 4126 and 4127 provide details about return-to-work standards for occupationally injured employees. If an injury or occupational disease occurs, the employee must provide written notice to his or her supervisor by completing a Form C-1, Notice of Injury or Occupational Disease, as soon as practicable, but within 7 days after the accident or occupational disease. If medical treatment is sought, the employee must complete a Form C-4, Employee s Claim for Compensation, within 90 days after the accident or occupational disease. Failure to timely file these forms may result in the denial of benefits. With the exception of life-threatening conditions, employees can obtain medical care only from providers who are listed on the District approved provider network for workers compensation.
15 Questions regarding this program can be directed to CCSD Workers Compensation Office, Informational posters are available at the worksite and from the Workers Compensation Office. Employees can also obtain assistance with workers compensation issues from the Governor s Office for Consumer Health Assistance toll free: (888) ; Web site: Additionally, District employees are strongly urged to visit CCSD Risk Management Web site located at: MILITARY LEAVE MILITARY LEAVE In accordance with State and Federal law, the District will grant military leave to an employee who has an obligation to perform military services. An employee who requires military leave will not be disadvantaged in their CCSD career due to their military service, will not be discriminated against based on their military service, and will be entitled to reemployment upon return from military service as set forth in CCSD Regulation An employee who is on military leave for a period of not more than fifteen (15) work days in any one (1) calendar year is entitled to their regular compensation during their absence, and no such absence may be a part of the employee s annual vacation. If the employee is required to be absent in excess of fifteen (15) days of military leave, the employee, at his/her request, must be permitted to use accrued vacation, if applicable, instead of unpaid leave (Code 10). However, employees cannot be forced to use vacation time for military service. Employees who require military leave must provide timely notice, including the expected duration of the leave, unless circumstances make it impracticable. The Department of Defense strongly recommends that all military personnel provide thirty (30) days advanced notice to their civilian employers. While on a military leave, employees are strongly encouraged to check CCSD Web site at jobs for transfer or promotional opportunities. JURY DUTY JURY DUTY CCSD Regulation 4220 establishes guidelines for employees who are required to report for/or serve as a member of a jury. An employee must: Apply for appropriate leave in advance; Remit monies received, less transportation mileage reimbursement, to the Accounting Department; Report back to the worksite unless there is less than one hour left in the work day; and, as appropriate, make necessary arrangements for a substitute during the absence. OTHER HEALTH RELATED AREAS LEAVE PROVISIONS Regulations 4127, 4351 through 4359 and the respective articles of the appropriate negotiated agreement(s) provide detailed information on types of leave which may be available for qualified employees. Both the requesting employee and CCSD must meet specific requirements before a leave of absence can be granted. Leaves of absence are for one year unless otherwise provided in the
16 specific relevant regulations. The Human Resources Division must authorize all requests for leaves. Employees initiate a request for a leave of absence with their supervising administrator; however, the Human Resources Division must provide authorization before the leave may begin. In compliance with federal law, the District provides Family and Medical Leave (FML) for eligible employees. Family and Medical Leave Act permits an employee to take up to 12 weeks of jobprotected leave for a serious health condition and certain military-related events for self, and/or a qualifying family member (or 26 weeks of leave to care for a covered service member with a serious injury or illness incurred in the line of duty while on active duty. Leave cannot be taken more than five years after the veteran's discharge). To be eligible, employees must have been employed by CCSD for at least one year and must have worked a total of at least 1250 hours during the twelve months preceding the commencement of FML. Use of accrued paid leave or non-paid leave for any serious health condition or other qualifying event will reduce the probability of qualifying for FML. Employees who take non-paid FML may not earn service credit for retirement nor accumulate other benefits. The District requires concurred use of available and applicable paid leave while on FMLA leave. The District will consider FMLA leave when determining eligibility for attendance bonuses. FML will not protect personal leave days. When an unscheduled FML absence is unavoidable, employees must comply with outlined call-in procedures prior to the employee s report time. Employees must advise their supervisor of the reason for the leave, the anticipated duration, and whether the employee is under the care of or intends to be seen by a health care provider. Confirmation of the reason for leave may be required, as appropriate. Any employee who violates this policy may be subject to discipline. In addition, failure to provide notice as outlined in this policy may result in denial of FMLA leave. To obtain specific details regarding FML and all other leaves, please contact Human Resources Division at: All Employees A-G: option one All Employees H-O: option two All Employees P-Z: option three ACCRUED PAID LEAVE AND NON-PAID LEAVE The District provides paid leave (sick leave, personal leave, flexible/universal leave, etc.) for eligible employees. However, there are specific conditions which govern the use of paid leave which must be met before such leave is taken. An explanation of available leaves and conditions for use is available in the employee s negotiated agreement or may be obtained by contacting a supervising administrator. Use of paid leave for non-approved reasons or misuse/improper use of paid leave may subject the employee to disciplinary action and loss of pay. An employee may not take any type of leave without the approval of a supervising administrator. Absence without leave is cause for discipline. Use of leave without pay (whether approved or non-approved), a non-paid leave of absence, or any non-paid days which do not allow you to fulfill your contract or reduce the number of days you work within a year may affect your earned/accrued sick leave and retirement pay, and each day taken as non-paid will delay your retirement eligibility. CCSD Regulation 4355 provides the following clarification: An employee who exhausts all earned leave and who, therefore, accesses short-term leave without pay without prior administrative approval may be subject to disciplinary action as employees cannot be absent without leave. Employees should use non-paid leave carefully and fully consider its impact upon future retirement options.
17 SAFETY AND HAZARD COMMUNICATIONS PROGRAM SAFETY AND HAZARD COMMUNICATIONS PROGRAM Safety is a basic responsibility of every employee. Any concerns about safety, should be directed to the supervisor or the relevant program document reviewed. It is required that all employees are informed concerning the location and contents of health and safety related documents. Every employee is to know where the following are located: SAFETY PROGRAM MANUAL (Written Workplace Safety Program) - Can be found on the Risk Management Web site. Copies can be printed and kept in the main office. HAZARD COMMUNICATION MANUAL (chemical safety) - Located at each worksite and contains chemical safety information tailored to the individual worksite and includes a hazardous chemical inventory for the worksite and relevant Material Safety Data Sheets (MSDS). Questions regarding the Hazard Communication Program should be directed to the Environmental Services Hazardous Materials Section at ASBESTOS MANAGEMENT PLAN - Describes if and/or where asbestos containing materials are located at the worksite including the basic procedures and requirements for working around these materials. Questions regarding the Asbestos Management Plan should be directed to Environmental Services at CCSD s Risk Management Office distributes safety information throughout the District and provides technical and compliance assistance to CCSD administration. Questions related to the District safety program can be directed to the Risk Management Office at FIRE DRILLS/SHELTER-IN-PLACE DRILLS FIRE DRILLS/SHELTER-IN-PLACE DRILLS Fire drills are conducted at all Clark County schools every month; shelter-in-place drills are conducted at all Clark County schools every quarter. The fire drills and shelter-in-place drills are conducted by the local fire department to ensure that all staff and students are familiar with evacuation and shelter-in-place plans. NRS mandates that local fire departments conduct one shelter-in-place-drill every quarter. During an emergency such as an area-wide release of toxic gas, a shelter-in-place drill is an effective alternative method to protect students and staff when a timely evacuation is not available. If there are questions regarding either drill, employees should contact the principal, administrative supervisor, or the Facilities Division at HEALTH AND MEDICAL INSURANCE HEALTH AND MEDICAL INSURANCE Questions regarding employee health insurance may be obtained by contacting an insurance administrator at one of the following: Licensed Employees Teacher s Health Trust Support Staff and School Police Employees CCSD Benefits Department Administrative/Professional Technical Employees CCASAPE Health Trust
18 CCSD ENERGY CONSERVATION GOALS AND EXPECTATIONS CCSD ENERGY CONSERVATION GOALS AND EXPECTATIONS CCSD has initiated a District-wide Energy Conservation Program in July Since then this Program has produced the cost avoidance savings of over $75 million. Using part of this savings, over $5.5 million in rebates has been awarded to schools that reduced energy use by at least ten percent each year since the program started. These rebates are used directly by the schools for the education of students through purchase of appropriate materials or equipment. It is the goal of this conservation program to continually improve the energy efficiency of all school facilities while providing a comfortable learning environment during the school day. The Energy Conservation Program is designed to promote employee conservation work habits and eliminate energy waste. All employees are expected to develop energy efficient routines and constantly look for ways to reduce energy use. On weekends and holidays, where schedules permit, buildings will be maintained at minimum energy using level. Cooling and heating will be placed at temperatures to comply with the energy savings program. Every effort should be made to conserve energy, water, and our natural resources. This commitment will be beneficial to students and taxpayers. The fulfillment of this expectation is the joint responsibility of the trustees, administrators, teachers, students, police, and support staff personnel of the District. Energy inspections/audits will be conducted periodically to encourage compliance. Cooperation is necessary at all levels for the continued success of this program. In response to the 2011 budget cuts, the use of the small undercounter type refrigerators is no longer allowed in classrooms, unless specifically exempted under special circumstances. If you believe you have such circumstances, please request a written exemption through your site manager. BLOODBORNE PATHOGENS BLOODBORNE PATHOGENS The Occupational Safety and Health Administration (OSHA) has mandated that the District develop a bloodborne pathogens exposure plan. According to OSHA, bloodborne pathogens are organisms present in human blood and other body fluids visibly contaminated with blood that can cause disease in humans. OSHA has determined that employees are at risk when they are exposed to blood and other body fluids that may cause infections. Infectious materials may contain certain pathogens or germs. These pathogens include hepatitis B virus (HBV), hepatitis C virus (HCV), and human immunodeficiency virus (HIV). Infection with HBV or HCV may result in liver disease and HIV infection may result in AIDS. OSHA has also concluded that employers can reduce or remove these hazards from the workplace. This can be done by using a combination of engineering and work practice controls; by providing and requiring the use of personal protective clothing and equipment; and by providing training, medical surveillance, hepatitis B vaccination, and warning signs and labels. CCSD requires that all employees attend an annual bloodborne pathogens training program. Supervisors and site administrators are responsible for scheduling a time for their staff to attend the program. Contact your administrator for the location of the Exposure Control Plan at your worksite. Additionally, the plan can be reviewed and downloaded from CCSD Graphics Web site under Employee Health Publication #593.
19 FIRST AID/EMERGENCY CARE AND CONTAGIOUS AND INFECTIOUS DISEASES FIRST AID/EMERGENCY CARE AND CONTAGIOUS AND INFECTIOUS DISEASES CCSD s Health Services Department publishes First Aid Emergency Care Guidelines for Handling Accidents and Illnesses Occurring at School (PUB-648). Every worksite should have a copy of this manual, and all staff designated to render first aid should be familiar with its contents. District personnel are to follow the guidelines when rendering first aid to ill or injured students or other employees. Compliance will help ensure a safe standardized approach to first aid treatment. First aid kits are available at your worksite and should be used for routine first aid. TUBERCULOSIS TESTING TUBERCULOSIS TESTING A tuberculosis (TB) skin test or chest x-ray is required of all new employees. For convenience, CCSD offers tuberculosis testing at designated locations. TB skin tests administered at CCSD must be read by a CCSD nurse. Employees requiring a chest x-ray must receive a signed referral form from a CCSD nurse. If testing is done elsewhere, the employee will not be reimbursed for any expenses. If testing outside of CCSD, appropriate documentation must be submitted to Employee Health (FAX: ). For questions, please contact the Employee Health Nurse at BUILDING ACCESS AND SCHOOL KEYS BUILDING ACCESS AND SCHOOL KEYS In order to reduce the number of school police calls answering after hours school alarms, and to protect the safety of our employees, the following steps remain in force: Employees are not to be in the building after 11 p.m. or before 6 a.m. except when otherwise authorized, for example, during summer hours; Staff should never place school keys on a tag, ring, etc. that has the school s name on it. It is very costly to re-key buildings and a lost key on a ring with the school s name on it enhances the possibility of burglary, robbery, and vandalism. TAPE RECORDING POLICY TAPE RECORDING POLICY CCSD understands that in the course of work, and in the evaluation of performance, there will be frequent opportunities for private and confidential discussions with supervisors and other CCSD representatives. Privacy and confidentiality of such communications is respected. Without prior written authorization of the District s Chief Human Resources Officer, no employee may openly or secretly tape or otherwise surreptitiously record, or videotape these conversations. Taping and Recording include the taping or recording of any conversation or communication, regardless of whether the conversation or communication is taking place in person, over the telephone, or via any other communications device or equipment, and regardless of the method used to tape or record (tape recorder, video recorder, mechanical recording, or wiretapping equipment), and regardless of where the conversation or communication takes place (i.e., whether on or off CCSD premises). Violations of this policy may lead to disciplinary action against the offending employee.
20 COPYRIGHTS-COMPUTER PROGRAMS COPYRIGHTS-COMPUTER PROGRAMS Duplication of copyrighted computer software, except for authorized backup purposes, is a violation of the Federal Copyright Law. Unless specifically exempted by the license agreement that is received when the software is purchased, software may not be used concurrently on more than one computer or duplicated for use on more than one computer. Software licensed for use on networks and multiple-use site licenses are exceptions. Employees are urged to read the license agreement(s) which accompany software to ensure copyright compliance. Site administrators and department heads will continue to monitor internal procedures to enforce the copyright law. Complete verification of original documentation (manuals) and software media that are placed and contained on District hard disk files should be conducted regularly. CCSD may take disciplinary action with an employee if software copyright violations are discovered. COMMERCIAL DRIVER S LICENSE COMMERCIAL DRIVER S LICENSE A valid Nevada Commercial Driver s License (CDL) and a valid Department of Transportation (DOT) physical examination are required for the following job titles: Bus Driver, Bus Driver Trainee, Bus Washer, Driver Training Instructor, Equipment Operator Crew Leader, Equipment Operator/Truck Driver, Equipment Operator/Truck Driver Assistant, Farm/Nursery Manager, Field Supervisor, Transportation Operations Manager, Fleet Maintenance Manager, Heavy Truck Driver, Mason, Mobile Crane Operator I, Mobile Crane Operator II, Senior Truck Driver, Special Education Bus Driver, Tire Inspector/Repairer, Transportation Investigator, Vehicle Body Repairer/Painter, Vehicle Garage Shift Supervisor, Vehicle Maintenance Technician, Vehicle Maintenance Technician Assistant, Vehicle Service Worker, Vehicle/Garage Attendant, and other positions which may be determined by CCSD. Other requirements for employees who must possess a valid CDL to operate a CCSD vehicle are included in the Transportation Department s Employee Procedures Handbook. Other requirements for employees in these positions can be found on CCSD s Web site at Additional information concerning Nevada CDLs may be obtained from the Nevada Department of Motor Vehicles or at DRIVER S LICENSE DRIVER S LICENSE CCSD employees who operate a CCSD motor vehicle must comply with all statutes/laws that govern driving privileges and must have a valid driver s license in their possession at all times while operating a vehicle. CCSD requires that an employee notify his/her immediate supervisor in the event that the employee s driving privileges have been suspended, revoked, or disqualified. Failure to comply with state laws may result in a substantial fine and/or imprisonment for both the employee and the employer. Additionally, an employee s failure to maintain a valid driver s license could result in significant criminal and/or civil liability for both CCSD and the employee in the event an accident occurs. Regulations which govern a Commercial Driver s License also require that the holder of a CDL notify the Department of Motor Vehicles of any traffic violation. (Please refer to Federal Regulation for more detailed information.) An employee whose primary job function is to operate a CCSD motor vehicle and whose license, for whatever reason, is suspended, revoked, or disqualified may not continue to be employed. Questions regarding your responsibilities as a driver for CCSD should be directed to your administrative supervisor.
GBAA SEXUAL HARASSMENT AND OTHER ILLEGAL HARASSMENT, DISCRIMINATION AND SEXUAL VIOLENCE POLICY FOR SCHOOL DISTRICT EMPLOYEES Category P Required by Law I. GENERAL STATEMENT OF POLICY Objective The District
PERSONNEL All Staff Permanent Personnel Conditions of Employment Equal Employment Opportunity/Anti-Harassment 4014.2 It is the policy of the Clintonville Public School District that no person may be illegally
Chicago Public Schools Policy Manual Title: COMPREHENSIVE NON-DISCRIMINATION, TITLE IX AND SEXUAL HARASSMENT Section: 102.8 Board Report: 08-0123-PO4 Date Adopted: January 23, 2008 Policy: THE CHIEF EXECUTIVE
APPENDIX C HARASSMENT, BULLYING, DISCRIMINATION, AND HATE CRIMES (Adaptedfrom the Attorney General's Safe Schools initiative) This section of the Code of Conduct has been adapted from the Greenfield Public
Town of Amherst Policy Against Sexual Harassment and Unlawful Harassment Revised March 2013 Town of Amherst Policy Against Sexual Harassment and Unlawful Harassment I. Policy Statement It is the policy
Page 1 ANTI-DISCRIMINATION, HARASSMENT AND BULLYING (STUDENT POLICY) The Board of Education is committed to promoting the worth and dignity of all individuals. It believes that all employees and students
BERKELEY COLLEGE Equal Opportunity Policy Purpose Recognizing that its diversity greatly enhances the workplace and opportunities for learning, Berkeley is firmly committed to providing all associates,
3-4018 Discrimination/ Harassment NEW COLLEGE OF FLORIDA The College shall actively promote a community in which diversity is valued. The College is committed to promoting an environment free from discrimination
Page 1 of 7 SECTION E: ETHICAL RESPONSIBILITIES Faculty members shall follow professional ethical standards in conducting the affairs of the University. These standards are articulated in the Statement
Acalanes Union HSD Board Policy Sexual Harassment BP 5145.7 Students The Governing Board is committed to maintaining a safe school environment that is free from harassment and discrimination. The Board
AR 5145.7 (a) Students SEXUAL HARASSMENT As defined by Education Code Section 212.5, Sexual harassment means unwelcome sexual conduct including advances, requests for sexual favors, and other verbal, visual,
I. Purpose Department of Homeland Security DHS Directives System Directive Number: 256-01 Revision Number: 00 Issue Date: ANTI HARASSMENT POLICY This Directive is intended to prohibit and prevent harassment
POLICY 5111 Purpose/Introduction: The Kenosha Unified School District strives to provide a safe, secure and respectful learning environment for all students in school buildings, on school grounds, in school
File: ACAB WESTFIELD PUBLIC SCHOOLS SEXUAL HARASSMENT POLICY I. Introduction It is the goal and policy of Westfield Public Schools to promote a workplace and learning environment that is free of sexual
BULLYING/ANTI-HARASSMENT The state of Mississippi has established legislation requiring Bullying Prevention to be taught in schools. Executive Summary The purpose of this policy is to assist the Mississippi
HARASSMENT POLICY AND COMPLAINT PROCEDURE C-25 1 of 3 PURPOSE: The purpose of this policy is to establish a strong commitment to prohibit and to prevent unlawful harassment in employment, and to set forth
1. Purpose. The purpose of this policy is to maintain a healthy work environment in which all individuals are treated with respect and dignity and to provide procedures for reporting, investigating and
ANDREW M. CUOMO Governor HELEN DIANE FOSTER Commissioner GUIDANCE ON SEXUAL HARASSMENT FOR ALL EMPLOYERS IN NEW YORK STATE STATUTORY REQUIREMENTS Sex discrimination is unlawful pursuant to the New York
CAMPUS SAFETY POLICIES OHIO TECHNICAL CENTER AT VANTAGE CAMPUS SAFETY AND SECURITY Campus policies regarding the reporting of criminal actions and emergencies: Vantage students and employees will report
Non-Discrimination and Anti-Harassment Policy OP 03.03 Policy Mississippi State University is committed to assuring that the University and its programs are free from discrimination and harassment based
YMCA of High Point Whistleblower Policy and Procedure In keeping with the policy of maintaining the highest standards of conduct and ethics, the YMCA of High Point will investigate any suspected fraudulent
DEPARTMENT OF PUBLIC WORKS MANAGEMENT MANUAL Personnel Directive Subject: PROCEDURE FOR PREVENTING AND/OR RESOLVING PROBLEMS RELATED TO SEXUAL HARASSMENT ADOPTED BY THE BOARD OF PUBLIC WORKS, CITY OF LOS
Welcome to ATB Staffing Services 534 Main Street Medina, NY 14103 (585) 318-4218 (585) 318-4257 fax firstname.lastname@example.org www.atbstaffingservices.com Employee Handbook Revised March 2010 13 Notes
THE CITY OF SAN DIEGO M E M O R A N D U M DATE: TO: FROM: SUBJECT: All City Employees, Elected Officials, Contract Workers and Volunteers Kevin Faulconer, Mayor Jan Goldsmith, City Attorney Judy von Kalinowski,
HARTFORD PUBLIC SCHOOLS DISTRICT SAFE SCHOOL CLIMATE PLAN The Hartford Public Schools Board of Education is committed to creating and maintaining a physically, emotionally, and intellectually safe educational
HIGH PLAINS COMMUNITY SCHOOLS SCHOOL BOARD POLICY POLICY 4.1 NON- CERTIFIED PERSONNEL VACATIONS OF FULL- TIME NON- CERTIFIED PERSONNEL The full- time non- certified personnel shall be entitled to two weeks
HILLSBOROUGH COUNTY, FLORIDA 5517.01/page 1 of 7 Hillsborough County Public Schools Policy Against Bullying and Harassment It is the policy of Hillsborough County Public Schools that all of its students
OBJECTIVE It is the Commonwealth's objective to establish and maintain a work environment free from the adverse effects of alcohol and other drugs. The effects of alcohol and other drugs in the workplace
NEW JERSEY STATE POLICY PROHIBITING DISCRIMINATION IN THE WORKPLACE I. POLICY a. Protected Categories The State of New Jersey is committed to providing every State employee and prospective State employee
Town of Salisbury 5 Beach Road Salisbury, Massachusetts 01952 This policy is applicable to all employees of the Town of Salisbury. For those employees covered by Collective Bargaining Agreements, the provisions
In the GE Community Fair Employment Practices (Policy 20.2) Issued: October 2000 Supersedes: April 1993 GE is committed to fair employment practices, including the prohibition against all forms of illegal
RULE 15 CODE OF CONDUCT Section 15-5 Employee Conduct (6/5/80, 121A) Every employee in the Career Service shall conscientiously fulfill the duties and responsibilities of his or her position. The conduct
Workplace Anti-Harassment Policy (Alberta) Intent It is public policy in Canada to recognize the dignity and worth of every person and to provide for equal rights and opportunities free of discrimination.
ACAA Also GBB SEXUAL HARASSMENT It is the goal of the Milton School Committee and the Milton Public Schools to promote a school environment and workplace that is free of sexual harassment. Sexual harassment
CITY OF HOUSTON Executive Order E.O. No: 1-50 Effective Date: April 6, 2012 1. AUTHORITY 1.1 Article VI, Section 7a, City Charter of the City of Houston. 2. PURPOSES 2.1 To define workplace discrimination
Supreme Court of Pennsylvania Unified Judicial System of Pennsylvania Policy on Non-Discrimination and Equal Employment Opportunity The Supreme Court of Pennsylvania declares that it is the policy of the
State University of New York at Potsdam Workplace Violence Prevention Policy and Procedures Revision Date: September 15, 2015 Page 1 of 7 TABLE OF CONTENTS Policy... 3 Statement... 3 Definitions... 3 Application
Finance & Operations Human Resources Policy ER-7 Discrimination and Equal Employment Opportunity (EEO) SUBJECT: PURPOSE: POLICY: Discrimination and Equal Employment Opportunity (EEO) To provide an educational
STUDENT PROTECTION FROM DISCRIMINATION AND HARASSMENT The Law School has been embracing diversity and equal opportunity since its founding in 1899. Our founders believed that a legal education should be
The Commonwealth of Massachusetts NOTICE OF YOUR RIGHTS AS A DOMESTIC WORKER Under the Domestic Workers Bill of Rights and other applicable state and federal laws as required by Massachusetts General Laws,
Regulations of Florida A&M University 10.103 Non-Discrimination Policy and Discrimination and Harassment Complaint Procedures. (1) It is the policy of Florida A & M University that each member of the University
NLG SEXUAL HARASSMENT POLICY AND COMPLAINT PROCEDURE 1.0 Introduction The National Lawyers Guild (NLG) is committed to providing a safe environment for all members of the organization, free from any harassing
HAZING AND BULLYING (Harassment, Intimidation and Dating Violence) The prohibition against hazing, dating violence, harassment, intimidation or bullying is publicized in student handbooks and in the publications
FINGERPRINTING, TB CLEARANCE, W-4 AND I-9 All active employees and substitutes are required to have on file with SCOE: - Fingerprint clearance (Prior to employment) - TB clearance (Every 4 years) - W-4
ON THE JOB Employment In order to work in the United States, you must have a social security number, as required by the federal Social Security Act. If you do not have a social security number, you have
Equal Employment Opportunity [EEO] and Privacy Law Equal Employment Opportunity [EEO] Organisations Obligations Unlawful Grounds for Discrimination Sexual Harassment Impacts of Sexual Harassment Bulling
COUNTY OF LOS ANGELES POLICY OF EQUITY Effective July 1, 2011 THE POLICY All Los Angeles County (County) employees are required to conduct themselves in accordance with the entirety of this County Policy
Adopted Revised High School for Recording Arts Bullying Prohibition Policy 1. Purpose Students have the right to be safe and free from threatening situations on school property and at school activities
Last Revision: 03/30/10 Page 1 of 7 Workers Compensation The purpose of this regulation is to ensure that employees of Three Rivers Community College injured within the course and scope of their employment
CITY OF LOS ANGELES SEXUAL ORIENTATION, GENDER IDENTITY, AND GENDER EXPRESSION DISCRIMINATION COMPLAINT PROCEDURE The policy of the City of Los Angeles has been, and will continue to be, to promote and
R 2361/Page 1 of 12 R 2361 ACCEPTABLE USE OF COMPUTER NETWORKS/COMPUTERS AND RESOURCES The school district provides computer equipment, computer services, and Internet access to its pupils and staff for
0115 STUDENT BULLYING PREVENTION AND INTERVENTION The Board of Education is committed to providing an educational and working environment that promotes respect, dignity and equality. The Board recognizes
2.2 Drug Free Work Place Adopted 1.24.2003 Revised 3.28.2004; 5.26.2006; 3.2.2011 Reference: WAC 388.805.200(3) POLICY In accordance with "The Drug Free Workplace Act of 1988, The Healing Lodge prohibits
Overview of Sample Drug and Alcohol Abuse Policy All employers should have a vital interest in maintaining a safe, healthy, and efficient working environment. Being under the influence of a drug or alcohol
COURT-ORDERED SEXUAL HARASSMENT POLICY Robinson v. Jacksonville Shipyards, Inc. 136 L.R.R.M. (BNA) 2920 (N.D. Fla. 1991) Title VII of the Civil Rights Act of 1964 prohibits employment discrimination on
A Legal Newsletter for Employers & Human Resource Professionals By: L. Diane Tindall, Mary M. Williams and J. Kellam Warren Attorneys-at-Law Our Business Is Law. WYRICK ROBBINS YATES & PONTON LLP Issue
ANN ARBOR PUBLIC SCHOOLS TITLE IX GRIEVANCE PROCEDURES PURPOSE: The purpose of these procedures is to secure, at the lowest possible level, prompt and equitable resolutions of complaints based on sex discrimination,
POLICY TITLE: Computer and Network Services: Acceptable Internet Use Policy POLICY NO: 698 PAGE 1 of 9 GENERAL Internet access is a service provided for students and staff members by this school district.
HR 200 Prevention of Workplace Violence & Originating Document LB 42/43-2010 Effective Date November 25, 2015 Last Modified June 23, 2010, Review June 20, 2014 Last Modified June 17, 2015 Personnel Committee
Code of Conduct Version 3, November 2009 BSCI 2.3-11/09 All rights reserved. No part of this publication may be reproduced, translated, stored in a retrieval system, or transmitted, in any form or by any
No. 249 FAIRFIELD AREA SCHOOL DISTRICT SECTION: PUPILS TITLE: BULLYING / CYBERBULLYING ADOPTED: REVISED: August 11, 2015 249. BULLYING / CYBERBULLYING 1. Purpose 2. Definitions The Board is committed to
2.2.2 Policy Prohibiting Discrimination and Harassment The University of San Diego is committed to upholding standards that promote respect and human dignity in an environment that fosters academic excellence
CITY OF CHESAPEAKE, VIRGINIA NUMBER: 2.09 (20.5) Page 1 of 1 ADMINISTRATIVE REGULATION EFFECTIVE DATE: 12/15/04 SUBJECT: DEPARTMENT OF HUMAN RESOURCES SUPERCEDES: 1/19/96 EQUAL EMPLOYMENT OPPORTUNITY POLICY
Canadian Pacific Railway Policy 1300 Discrimination and Harassment Policy All Employees and Applicants (Canada) Issuing Department: Human Resources Policy Statement CPR is committed to our corporate values
Volunteer/Intern Policies and Procedures Welcome to Boulder County Public Health (BCPH)! We hope this experience offers you a meaningful opportunity to put your valuable skills to work for Boulder County.
Addressing the Use of Alcohol Illicit drugs and alcohol are dangerous because they are addictive both physically and psychologically. Memphis Theological Seminary prohibits the possession, use or distribution
CITY OF PORTLAND POLICY AGAINST HARASSMENT I. POLICY AGAINST HARASSMENT Employees are the most important part of this organization. They deserve to be treated with respect and dignity. It is the policy
Equal Employment Opportunity is THE LAW Private Employers, State and Local Governments, Educational Institutions, Employment Agencies and Labor Organizations Applicants to and employees of most private
Workplace Values Manual Workplace Values 1 Respect 2 Clear Expectations and Feedback 3 Friendly and Caring 4 Professionalism 5 Teamwork 6 Staff Development and Professional Growth 7 Fun and Relaxed 8 Flexibility
PREVENTING SEXUAL MISCONDUCT IN OUR SCHOOLS Scott County Public Schools (SCPS) Policies and Regulations JBA-F, JFHA/GBA & JFJA-F/GBA-F Parent/Student Handbook THERE ARE SEVERAL FORMS OF SEXUAL MISCONDUCT.
This section establishes policies and procedures pertaining to work-related injuries and diseases. I. PROCEDURES A. Any employee who sustains or witnesses a work-related injury or any employee who is diagnosed
1.0 Introduction The World Bank Group Policy on Eradicating Harassment Guidelines for Implementation The World Bank Group is committed to fostering a workplace free of harassment and intimidation, where
USO VOLUNTEER POLICIES APPEARANCE AND DRESS A volunteer s dress, grooming, and personal hygiene should be appropriate to the work situation so as to present a consistent, professional, and business like
Effective date of issue: September 2011 Page 1 of 10 STATE OF MARYLAND JUDICIARY I. PURPOSE The purpose of this policy is to ensure compliance with all applicable federal, state, and local laws and regulations
EQUAL EMPLOYMENT OPPORTUNITY POLICY of Tar River Transit Rocky Mount, North Carolina Revised April, 2015 TABLE OF CONTENTS PAGE I. STATEMENT OF POLICY 3 II. DISSEMINATION OF EQUAL EMPLOYMENT OPPORTUNITY
X. SUBSTANCE ABUSE/DRUG-FREE WORKPLACE POLICY GENERAL POLICY It is the policy of Scott County to provide safe, dependable and efficient services to the public which it serves. Scott County is committed
EXHIBIT A GRIEVANCE FORM (use additional sheets where necessary) Filed: Department: Village of Freeburg Public Works Grievant s Name: Last First M.I. STEP ONE of Incident or Knew of Facts Giving Rise to
SEXUAL HARASSMENT POLICY STATEMENT The company is committed to providing a workplace that is free from all forms of discrimination, including sexual harassment. Any employee's behavior that fits the definition
Category Human Resources Document Name Disciplinary Policy Accountable Body RADIUS Trust Reference HR.P2 Date Ratified 13 th August 2015 Version 1.5 Last Update August 2015 Related Documents Name Support
Workplace Policies Computer Software (Unauthorized Copying) Cornerstone Systems does not condone the illegal duplication of software. The copyright law is clear. The copyright holder is given certain exclusive
MOREHOUSE COLLEGE Standards of Conduct Guide Purpose Compliance Risk Management Program 1. Ethical Standards TABLE OF CONTENTS 2. Contacts with the media, government and outside investigators 3. Records
Anti Harassment and Bullying Policy Document Control Title : Anti Harassment and Bullying Policy Applicable to : All Staff and Executive Officers Date last reviewed : February 2014 Procedure Owner : People
Equal Employment Opportunity is THE LAW Private Employers, State and Local Governments, Educational Institutions, Employment Agencies and Labor Organizations Applicants to and employees of most private
How to Protect Students from Sexual Harassment: A Primer for Schools This fact sheet is part of a series of tools designed by the National Women s Law Center to help schools address the dropout crisis.
Campus and Workplace Violence 1 Prevention SECTION I Policy SUNYIT is committed to providing a safe learning and work environment for the college community. The College will respond promptly to threats,