ALLEN COUNTY PUBLIC SCHOOLS

2019– 2020 Employee Handbook

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ALLEN COUNTY SCHOOLS

2019–2020Employee Handbook

Mr. Travis Hamby, Superintendent Allen County Board of Education 570 Oliver Street Scottsville, KY 42164-9601
Phone (270) 618-3181• Fax (270) 618-3185
www.allen.kyschools.us

As required by law, the Board of Education does not discriminate on the basis of race, color, national or ethnic origin, age, religion, sex, genetic information, disability, or limitations related to pregnancy, childbirth, or related medical conditions in its programs and activities and provides equal access to its facilities to the Boy Scouts and other designated youth groups.

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Tableof Contents

Table of Contents ____________________________________________________i

Introduction _______________________________________________________ 1

WELCOME______________________________________________________ 1 DISTRICT MISSION______________________________________________ 1 FUTURE POLICY CHANGES______________________________________ 2 CENTRAL OFFICE PERSONNEL __________________________________ 2 SCHOOL ADMINISTRATORS_____________________________________ 3

General Terms of Employment ________________________________________ 4

EQUAL OPPORTUNITY EMPLOYMENT___________________________ 4 HARASSMENT/DISCRIMINATION ________________________________ 4 HIRING _________________________________________________________ 5 TRANSFER OF TENURE__________________________________________ 5 JOB RESPONSIBILITIES _________________________________________ 5 CRIMINAL BACKGROUND CHECK AND TESTING_________________ 6 CONFIDENTIALITY _____________________________________________ 6 INFORMATION SECURITY BREACH______________________________ 6 SALARIES AND PAYROLL DISTRIBUTION ________________________ 7 HOURS OF DUTY ________________________________________________ 7 SUPERVISION RESPONSIBILITIES________________________________ 7 BULLYING______________________________________________________ 7

Benefits and Leave__________________________________________________ 8

INSURANCE_____________________________________________________ 8 SALARY DEDUCTIONS __________________________________________ 8 CAFETERIA PLAN_______________________________________________ 8 EXPENSE REIMBURSEMENT_____________________________________ 9 HOLIDAYS______________________________________________________ 9 NON-CONTRACTED DAYS _______________________________________ 9 LEAVE POLICIES________________________________________________ 9 PERSONAL LEAVE _____________________________________________ 10 SICK LEAVE ___________________________________________________ 10 SICK LEAVE DONATION PROGRAM_____________________________ 10 FML BASIC LEAVE ENTITLEMENT _____________________________ 12 MATERNITY LEAVE____________________________________________ 13 EXTENDED DISABILITY LEAVE_________________________________ 13 EDUCATIONAL LEAVE _________________________________________ 13 JURY LEAVE___________________________________________________ 14 MILITARY/DISASTER SERVICES LEAVE_________________________ 14

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Personnel Management _____________________________________________ 15

TRANSFER_____________________________________________________ 15 EMPLOYEE DISCIPLINE________________________________________ 15 RETIREMENT__________________________________________________ 15 EVALUATIONS_________________________________________________ 15 PROFESSIONAL & STAFF DEVELOPMENT (IN-SERVICE) _________ 16 PERSONNEL RECORDS _________________________________________ 16 RETENTION OF RECORDINGS __________________________________ 16

Employee Conduct_________________________________________________ 17

ABSENTEEISM/TARDINESS/SUBSTITUTES_______________________ 17 STAFF MEETINGS ______________________________________________ 17 POLITICAL ACTIVITIES ________________________________________ 17 CONFLICT OF INTEREST _______________________________________ 18 COPYRIGHTED MATERIALS____________________________________ 18 PREVIEWING STUDENT MATERIALS____________________________ 18 CONTROVERSIAL ISSUES ______________________________________ 18 DRUG-FREE/ALCOHOL-FREE SCHOOLS_________________________ 18 WEAPONS _____________________________________________________ 20 TOBACCO, ALTERNATIVE NICOTINE PRODUCT, OR VAPOR PRODUCTS_____________________________________________________ 20 USE OF SCHOOL PROPERTY____________________________________ 20 USE OF PERSONAL CELL PHONES/TELECOMMUNICATION DEVICES ________________________________________________________________ 21 HEALTH, SAFETY AND SECURITY ______________________________ 21 EMPLOYEE DUTIES RE: OCCUPATIONAL INJURIES/ILLNESSES __ 21 ASSAULTS AND THREATS OF VIOLENCE________________________ 22 CHILD ABUSE__________________________________________________ 22 USE OF PHYSICAL RESTRAINT AND SECLUSION ________________ 22 CIVILITY ______________________________________________________ 22 GRIEVANCES/COMMUNICATIONS ______________________________ 23 GIFTS__________________________________________________________ 23 OUTSIDE EMPLOYMENT OR ACTIVITIES _______________________ 23 REQUIRED REPORTS___________________________________________ 25

Acknowledgement Form ____________________________________________ 27

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Introduction Welcome

Welcome to Allen County Public School District.

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 ageneral 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 policiesand 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 in the Principal’s office. Policies and procedures are also available online via the District’s web-site or through this Internet address: http://policy.ksba.org/A02/ .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 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, s/he should contact his/her immediate supervisor or Mr. Randall Jackson, Superintendent, in the Central Office.

DistrictMission

We believe that the school system should provide a challenging program for all pupils regardless of race, color, or creed. Each individual should be given an equal opportunity for maximum development of his/her potential in the areas of physical, cultural, social and moral life.

We believe that our program should contribute to opportunities for academic achievement and cultural enrichment. The curriculum should include a wide range of courses of study and extracurricular activities varied enough to give opportunities for self-expression.

We realize the need for each pupil to live a happy, useful, and worthwhile life. Therefore, the school has a definite responsibility in the establishment of constructive attitudes.

We believe that moral values and citizenship responsibilities need to be firmly and consistently stressed in our efforts to help the pupil determine his standards of behavior and assume responsibility for his own behavior.

We believe pupils must be the center of every decision made with efforts directed toward the activation of educational curiosity and reinforcement of citizenship responsibilities.

We believe that the American system of education must be the most forceful institution in perpetuating democracy.

Each pupil must be taught that the privileges of democracy must be balanced with individual responsibility.

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Future PolicyChanges

Although every effort will be made to update the handbook on a timely basis, the Allen 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 contractualagreements and law. The District reservesthe right,and has the sole discretion, to modify or change any portion of this handbook at any time.

Central Office Personnel

Person/Address
	E-mail
	
Mr. Travis Hamby, Superintendent
Beth Crowe, Administrative Assistant
	travis.hamby@allen.kyschools.us elizabeth.crowe@allen.kyschools.us
	
Mr. Rick Fisher,
Assistant Superintendent of Instruction
	ricky.fisher@allen.kyschools.us
	
Mr. Brian Carter
Assistant Superintendent of Operations
	brian.carter@allen.kyschools.us
	
Mr. Chad Cooper Assessment & Curriculum Coordinator
	chad.cooper@allen.kyschools.us
	
Mr. Shane Davis Director of Pupil Personnel
Director of Safety & Support Services
	shane.davis@allen.kyschools.us
	
Ms. Kim Hawkins Director of Special Education,
Preschool Programs and Section 504
	kim.hawkins@allen.kyschools.us
	
Ms. Robin Herrington Director of School Food Services
	robin.herrington@allen.kyschools.us
	
Mr. Roger Weaver Director of Transportation
	roger.weaver@allen.kyschools.us
	
Mr. Jason Bean Director of Technology
	jason.bean@allen.kyschools.us
	
Mr. Kelly Grizzle
Director of Facilities & Maintenance
	kelly.grizzle@allen.kyschools.us
	
Angie Anderson & Carla Keen Finance & Business & Federal Programs
	angie.anderson@allen.kyschools.us carla.keen@allen.kyschools.us
	
Ms. Vickie Jones Accounts Payable
	vickie.jones@allen.kyschools.us
	
Ms. Roberta Crawley Payroll, Classified Retirement
	roberta.crawley@allen.kyschools.us
	
Beth Crowe
Human Resources/Insurance Coordinator
	elizabeth.crowe@allen.kyschools.us

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SchoolAdministrators

Building/Address
	Person/Telephone/E-mail
	
Allen County Intermediate Center 720 Oliver Street Scottsville, KY 42164
	Mr. Shawn Holland, Principal (270) 618-8200 shawn.holland@allen.kyschools.us
	
Allen County Primary Center 721 New Gallatin Road Scottsville, KY 42164
	Mr. Tim Wilson, Principal (270) 618-7200 tim.wilson@allen.kyschools.us
	
Allen County Scottsville High School 1545 Bowling Green Road Scottsville, KY 42164
	Mr. Joseph Cosby, Principal (270) 622-4119 joseph.cosby@allen.kyschools.us
	
Allen County Career & Technical Center 1585 Bowling Green Road Scottsville, KY 42164
	Mr. Joseph Cosby, Director (270) 622-4119 joseph.cosby@allen.kyschools.us
	
James E. Bazzell Middle School 201 New Gallatin Road Scottsville, KY 42164
	Ms. Melissa Tower, Principal (270) 622-7140 melissa.towery@allen.kyschools.us
	
Allen County Learning Center 1501 Bowling Green Road Scottsville, KY 42164
	Mr. Jeff Rippy, Head Teacher (270) 237-4141 jeff.rippy@allen.kyschools.us

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Section

1 GeneralTerms of

Employment EqualOpportunityEmployment

The Allen County Board of Education is an Equal Opportunity Employer.The District does not discriminate on the basis ofrace, color, religion, sex, genetic information, national or ethnic origin, political affiliation, age, disabling condition, or limitations related to pregnancy, childbirth, or related medical conditions.

Reasonable accommodation for individuals with disabilities or limitations related to pregnancy, childbirth, or related medical conditions will be provided as required by law.

If considerations of sex, age or disabilityhavea bona fide relationship to the uniquerequirements 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 consistentwith governing law.

If you have questions concerning District compliance with state and federal equal opportunity employment laws, contact the Superintendent at the Board of Education’s Central Office. 03.113/03.212

Harassment/Discrimination

The Allen 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, discrimination against employees, students, or visitors to the school or District, or any act prohibited by Board policy that disrupts the work place or in the educational process and/or keeps employees from doing their jobs.

Any employee who believes that heor 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 or the District’s Title IX/Equity Coordinator as required by Board policy. The Districtwill investigateany such concerns promptly and confidentially.

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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 ofprohibited behaviors,employees should refer to the District’s policies and related procedures. 03.162/03.262

The following have been designated to handle inquiries regarding nondiscrimination under Title IX and Section 504 of the Rehabilitation Act of 1973:

Shane Davis______570 Oliver Street, Scottsville, KY 42164_____________270-618-3181 Title IX Coordinator Name	Address	Telephone

Kim Hawkins_____570 Oliver Street, Scottsville, KY 42164_____________270-618-3181 Section 504 Coordinator Name	Address	Telephone
01.1

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, program.intake@usda.gov.

http://www.ascr.usda.gov/complaint_filing_cust.html

07.1

Hiring

Except for non-contracted substituteteachers, all certified personnel are required to sign a written contract with the District. All regular full-time and part-time classified employees also shall receive a contract.

A list of all District job openings is available at the Central Office. 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

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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.

CriminalBackground Check andTesting

Applicants, employees, andstudent teachers must undergo records checksand 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 (CA/N check) from the Cabinet for Health and Family Services documenting the individual does not have a substantiated finding of child abuse or neglect in records maintained by the Cabinet.

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

Link to DPP-156 Central Registry Check and more information on the required CA/N check:

http://manuals.sp.chfs.ky.gov/chapter30/33/Pages/3013RequestfromthePublicforCANChecksandCentralRegistryChecks.aspx

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. 03.111/03.211/9.14/09.213/09.43

InformationSecurityBreach

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

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Salaries andPayroll Distribution

Checks are issued according to a schedule approved annually by the Board. At the end of the school year, employees who have completed their duties may request to be paid their remaining salary before the end of the fiscal year (June 30). 03.121/03.221

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 foradditional days of employment is prorated on the employee’s base pay.

Determination of and changes to certified employees’ rank and experience are determined on September 15 of each year in compliance with Policy 03.121. No later than forty-five (45) days before the first student attendance day of each year or June 15th, 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

Employees shall be prompt in attendance and shall remain on duty as specified by school policy or their immediate supervisor. Employees shall not leave their job assignments during duty hours without the express permission of their immediate supervisor.

Employees may be required to perform additional duties as directed by school policy or assigned by their immediate supervisor. 03.1332/03.2332

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. 09.221

Employees are expected to take reasonable and prudent action in situations involving student welfareand safety, including following District policy requirements for intervening and reporting to the Principal or to their immediate supervisor thosesituations 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 shall be made. 03.162/03.262/09.422/09.42811

Bullying

"Bullying" is defined as any unwanted verbal, physical, or social behavior among students that involves a real or perceivedpower 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

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BenefitsandLeave

Insurance

The Board provides unemployment insurance, workers’ compensation and liability insurance for all employees. In addition, the state ofKentuckyprovidesgroup health and life insurance to employees who are eligible as determined by Kentucky Administrative Regulation. 03.124/03.224

Section

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SalaryDeductions

Allen County makes all payroll deductions required by law. Employees may choose from the following optional payroll deductions:

1. Board approved health/life insurance program; 2. Board approved Tax Sheltered Annuity program;
3. Other state approved deferred compensation plan; 4. Board approved credit unions;
5. State-designated Flexible Spending Account (FSA) and Health Reimbursement Account (HRA) plans;

6. YMCA

7. United Way of Southern Kentucky 8. Pre-Paid Legal Services
9. Membership	dues	for	professional	teachers'	organizations, administrators’/supervisors’ organizations, or job-related organizations when thirty percent (30%) or more eligible members request the deduction. Such deductions may include a life insurance plan and an income protection plan associated therewith. A professional teachers’ organization and professional administrators’/supervisors’ organizations are ones in which all teachers and/or administrators / supervisors 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

Additional payroll deductions requested by employees shall be made only with the Superintendent's approval. Administrative procedures may limit the number of participants required before additional programs are approved. 03.1211/03.2211

Cafeteria Plan

Allen County Public School District offers employees a cafeteria plan of benefits. 03.1213/03.2212

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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 for the use of personal vehicles, 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 policyand/or procedure),and lodging.Reimbursement for food will occur only when there is overnight travel. Itemized receipts mustaccompany requests for reimbursement.

Employees must submit travel voucherswithin one (1)week of traveland willnotbe 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 full-time certified employees and classified employees are paid for four (4) annual holidays as indicated in the school calendar.

Certified and classified personnel employed for twelve (12) monthsshall be eligible for two (2) additional holidays to be specified in the Board calendar. 03.122/03.222

Non-ContractedDays

Employees shall work the days specified in their contracts. Use of noncontract days must be approved in advance by the Superintendent or the Superintendent’s designee. Noncontracted days shall not accumulate. 03.122/03.222

Leave Policies

In order to provide the highest level of service,employees areexpected to beat work and on time every day. However,when circumstancesdictate, theBoard provides various types of leaveunder which absences may be authorized. Employees who must be absent should inform their immediate supervisor as soon as possible.

Following is general information regarding several types of leave available to employees. Please note that in many casesa written request, submitted for approval before leave begins, is required.

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/designee in writing of their intention to return to work by February 15th.

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.

Employees shall not experience loss of income or benefits, including sick leave, when they are assaulted while performing assigned duties and the resulting injuries qualify them for workers’ compensation benefits. 03.123/03.223

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For complete information regarding leaves of absence, refer to the District’s Policy Manual.

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. Personal leave days not taken during the current school year shall be transferred and credited to the employee's accumulated sick leave account. Your supervisor must approve the leave date,but no reasons will be required for the leave. Employees taking personal leave must file a personal affidavit on their return to work stating that the leave was personal in nature. Other limitationsare 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. 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. Sick leave days not taken during the school year they were granted accumulate without limit for allemployees.Upon returnto work anemployee claiming sick leave must file a personalaffidavit or a certificate ofa physician stating that the employee was ill or that the employeewas absent for the purpose ofattending to a member oftheimmediate family who was ill. 03.1232/03.2232

See the “Retirement” section for information about reimbursement for unused sick leave at retirement. 03.175/03.273

Sick Leave Donation Program

Employees who haveaccumulated 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 Human Resources.

Any sick leave that is not used willbe returned on a prorated basis to the employees who donated days. 03.1232/03.2232

Employees are eligible for up to twelve (12) work weeks 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.

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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 ofkin) 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.

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 ofthe major provisions of the Family and Medical Leave Act (FMLA) provided by the United States Department of Labor.

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FML Basic LeaveEntitlement

FMLA requirescovered employers to provideup to 12 weeks ofunpaid, job-protected leave toeligible 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, 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 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 permitseligible employees to take up to 26 weeks of leave tocare for a covered service member during a single 12-month period. A covered service member is: (1) a current member of the Armed Forces, including a member oftheNationalGuard or Reserves, who isundergoing 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 service members 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 12 months, have 1,250 hours of service in 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 - Coveredemployersmust informemployees 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 or to 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.

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Maternity Leave

Employees may use up to thirty (30) days of sick leave immediately following the birth or adoption of a child.

Employees eligible for family and medical leave are entitled to up to twelve (12) workweeks of unpaid leave to care for theemployee’s child after birthor placement of a childwith the employee for adoption or foster care.Leave tocare for anemployee’s healthy newbornbabyor 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.

The parent of a newborn or an employee who adopts a child may also request an unpaid leave of absencenot 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. 03.1233/03.2233

The Board may only request medical information necessary to decidewhether to granta leave of absence; shall not request or retain unnecessary medical information; and shall not disclose any medical information received, except as permitted by state and federal law. 03.1233

ExtendedDisability 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.

The Superintendent may require an employee to secure a medical practitioner’s verification of a medical condition thatwill justify the need for disability leave. 03.1234/03.2234

The Board may only request medical information necessary to decidewhether to grant a leave of absence; shall not request or retain unnecessary medical information; and shall not disclose any medical information received, except as permitted by state and federal law. 03.1233

EducationalLeave

Certified Employees: Upon written request of a teacher or the Superintendent, the Board may grant leave (without pay) not to exceed two (2) consecutive years for educational or professional purposes. Leave may be granted for full-time attendance at universities or other training or professional activities approved by the Board when those activities are related to the employee's job or to other jobs an employee might hold in the school system. Leave will not be granted for part-time educational activities.

No more than two percent (2%) of the certified employees may be on educational/professional leave at one time. When requests exceed two percent (2%), those submitting the earliest requests will be given first consideration.

The Board shall grant a two(2) year unpaid leave to employees undercontinuing service contracts who have been offeredemploymentwith 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 workingina convertedcharter school shallnotify 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.

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Written application foreducational/professional leavemust be made at least sixty (60) days before the leave is to begin. 03.1235

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

JuryLeave

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.

Employees who will be absent from work to serve on a jury must notify their immediate supervisor in advance. 03.1237/03.2237

Military/DisasterServices Leave

Military leave is granted under the provisions and conditions specified in law. As soon as an employee is notified of an upcoming military-related absence, s/he is responsible for notifying his/her immediate supervisor.

The Board may grant disaster services leave to requesting eligible employees. 03.1238/03.2238

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Section

3 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 toa second positionwith nochange in pay until such timeas they are found not guilty, thecharges are dismissed, their employmentis terminated, or the Superintendent determines that further personnel action is not required. 03.1311/03.2311

EmployeeDiscipline

Termination and nonrenewal of contracts are the responsibility of the Superintendent. 03.17/03.27/03.2711

Certified employees who resign or terminate theircontracts must do so in compliance with KRS 161.780.

Retirement

Employees who decide to retire should give the Superintendent/designee noticeas 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. Upon death of an employee in active contributing status who was eligible to retire by reason of service, the District shall compensate the estate of the employee. 03.175/03.273

Evaluations

All employees are given an opportunity to review their evaluations and an opportunity to attach a written statement 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

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Professional& Staff Development (In-Service)

The Board provides a high quality, personalized and evidence-based program for professional development and trainingsfor certified employees.

The Superintendent shall develop and implement a program for continuing training for classified staff. 03.29

Unless an employee is granted leave, failure to complete and document required professional or staff development during the academic year will result in a reduction in salaryand may be reflected in the employee’s evaluation. 03.19/03.29

PersonnelRecords

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

Retentionof 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

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Section

4 Employee Conduct

Absenteeism/Tardiness/Substitutes

Employeesareexpected to notify their immediate supervisor when they must be tardy orabsent. 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 attendcalled 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, orcandidate. 03.1324/03.2324

In addition, KRS 161.164 prohibits employees from taking part in the management of any political campaign for school board.

Any employee who participates in or encourages activities that disrupt the educational process may be subject to disciplinary action, including termination.

 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

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 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

Conflictof Interest

No administrator or other employee shall solicit for personal financial remuneration (gain) from students, parents and other staff during the school day or during school events. 03.1721/03.2721

Copyrighted Materials

The use of copyrighted material for educational purposes, by school personnel, shall be within the generally accepted uses delineated by applicable law. The Superintendent shall develop procedures for informing appropriate personnel of the fair use of copyrighted material for educational purposes. 08.2321

Previewing StudentMaterials

Except for current events programs and programs provided by Kentucky Educational Television, teachers shall review all materials presented for studentuse or viewing before use. 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 purchase or 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 anyother 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.

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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 drug abuse statutes must notify the Superintendent/designee of the conviction within five (5) working days.

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Reasonable Suspicion Testing

Employees may be tested for drug or alcohol use when there is reasonable suspicion that an employee is using or has been under the influence of drugs or alcohol

Random Drug Testing

All employees employed in safety-sensitive positions shall participate in random drug testing which will be conducted on a neutral selection basis with all employees having an equal chance of being selected. 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

Tobacco,Alternative Nicotine Product,orVapor Products
Employees shall not use tobacco, alternative nicotine, or vapor products on or in school property, including outdoor (bleachers), owned or operated by the Board, inside Board-owned vehicles, and/or during school sponsored trips and activities.

Use of SchoolProperty

Employeesare responsiblefor school equipment, supplies, books, furniture, and apparatus under their care anduse. Employees shall immediately report to their immediate supervisor any property that is damaged, lost, stolen, or vandalized.

No employee shall performpersonal 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.

Employees may not use a code, access a file, or retrieve any stored communication unless otherwise approved by the Superintendent. 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.

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Employees who drive any Board-owned vehicle and/or transport students shall upon request provide the Superintendent/designee with a copyof 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. 03.1321/03.2321

Use of PersonalCellPhones/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,Safetyand 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.

In addition, employees are required to notify their supervisor immediatelyafter sustaininga work-related injury or accident. A report should be made within 24 hours of the occurrence and prior to leaving thework premises UNLESS the injury is a medical emergency, inwhichcase 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, contactyour immediate supervisor or see the District’sPolicy Manual and related procedures.

Employees should notify the Principal, supervisor or other administrator of an existing emergency. 03.14/03.24/05.4

This notice informs you that Allen County Schools complies with the Asbestos Hazard Emergency Response Act (AHERA-EPA 40 CFR Part 763). AHERA requires school systems to inspect their buildings for asbestos containingbuilding materialsand to haveawritten asbestos management plan.

As Asbestos ManagementPlan for the school district is available for review at theCentral Office during normal businesshours. Please contact Kelly Grizzle if you would like to view this Plan. A copy of the Plan is also available at each school.

Employee DutiesRe:OccupationalInjuries/Illnesses

1. Immediately report all accidents, injuries, or illnesses to your supervisor, whether or not you require medical attention.

2. If medical attention is necessary, your supervisor will provide you with a return to work form. Your attending physician must complete this form after each appointment.

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3. Provide your supervisor with a completed copy of the return to work form within 24 hours after each appointment with your doctor. If you are physically unable to drop the form off, please have your attending physician’s office fax or e-mail the form to your supervisor.

4. Once yourattending physician releases you to return to work, youare expected tobe present during your next scheduled day. If modified duty restrictions are given, contact your supervisor to coordinate your return to work.

Assaults andThreats of Violence

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 thatare 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 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.

After making the report, the employee shall notify the Principal of the suspected abuse. 09.227

Use of PhysicalRestraintand 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 whocome onto Districtproperty orcontact employees on school business are expected to behave accordingly. Employees who fail to observe appropriate standards of behaviorare 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 calmlyand 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.

As soon as possible afterany such incident, employees should submit a written incident report to their immediate supervisor.

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Grievances/Communications

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 are individual in nature and must be brought by the individual employee. The Board shall not hear grievances or complaints concerning simple disagreement or dissatisfaction with a personnel action.

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 EmploymentorActivities

Employees may not perform any duties related to an outside job during their regular working hours. 03.1331/03.2331

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

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8. Shall notengage 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 distortor misrepresent facts concerning educational issues;

4. Shall distinguish between personal views and the views of the employing educational agency;

5. Shall not interfere in the exercise of political and citizenship rights and responsibilities of others;

6. Shall not use institutional privileges forprivate gain, for the promotion of politicalcandidates, 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 andresponsibilities;

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 Kentuckycertification as provided in KRS 161.120 and 704 KAR 20:585.

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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

•	 If you know or believe that the District’s alcohol-free/drug-free policies have been violated, promptly makea report to the local police department,sheriff, or Kentucky State Police. This is requiredif you know or have reasonable cause to believe thatconduct 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 ordiscrimination. 03.162/03.262/09.42811

•	If you suspect that financial fraud, impropriety or irregularity has occurred, immediately report those suspicions to Principal or theSuperintendent. 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 evaluation. 05.41 AP.1/05.42 AP.1/05.43 AP.1

•	When notified of a bomb threat, scan thearea noting any items that appear to be out of place, and report same to Principal/designee. 05.43 AP.1

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•	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

•	District employees who know or have reasonablecause 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 thata 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

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Acknowledgement Form

2019 -2020 School Year

I, ________________________________________, have been informed that the Employee Name

Employee Handbook issued by the District is posted on the Allen County Schools website, and understand and agree that I am to review this handbook in detail and to consult District and school policies and procedures and 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 I agree to do so.

______________________________________________________________ Employee Name (please print)

__________________________________________ Signature of Employee

__________________ Date

Return this signed form to the Central Office.

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