Introduction
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The purpose of this handbook is
to provide information that will help with questions and pave the way for a
successful year. Not all district policies and procedures are included. Those
that are have been summarized. Suggestions for additions and improvements to
this handbook are welcome and may be sent to Vicki Payne, Superintendent.
This handbook is neither a
contract nor a substitute for the official district policy manual. It is not
intended to alter the at‑will status of employees in any way. Rather, it
is a guide to and a brief explanation of district policies. District policies
and procedures can change at any time; these changes shall supersede any
handbook provisions that are not compatible with the change. For more
information, employees may refer to the policy codes that are associated with
handbook topics, confer with their supervisor, or call the appropriate district
office.
Caddo Mills
ISD Board policy is available on-line:
http://www.ednet10.net/caddomills
Policy manuals are also located in all administrative offices and are available for employee review during normal working hours. Manuals may also be accessed at the following web site:
http://www.tasb.org/policy/pol/private/116901/index_main.cfm
District
Information
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The mission of the Caddo
Mills I.S.D. is to prepare all students in academic skills which will serve as
a knowledge base upon which lifelong learning may be built so each may be a
productive and responsible citizen. The
attitudes, knowledge, and skills taught will lead to opportunities to develop
thinking skills, learning techniques, and correct behavior. Success leads to greater success.
Policies AF, EA
Policies BA, BAA, BBA, BBB,
BBE
BE, BEC, BED
responsibility for curriculum, school
taxes, annual budget, employment of the superintendent and other professional
staff, facilities, and expansions. The board has complete and final control
over school matters within limits established by state and federal law and
regulations.
The board of trustees is elected by the citizens of the
district to ensure a strong educational program for the district's children.
Trustees are elected annually and serve 3‑year terms. Trustees serve
without compensation, must be registered voters, and must reside in the district.
Board members:
Jeremy Coddington, President
Tod McMahan, Member
Patsy Locker, Vice-President
Stacy Plasek,
Secretary
Keith Hopkins, Member
Jim Locke, Member
G.T. Parsons, Member
Trustees usually meet the third Monday of the month at
All meetings are open to the public. Under the following
circumstances,
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August 20, 2007 |
February 18, 2008 |
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September 17, 2007 |
March 24, 2008 |
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October 15, 2007 |
April 21, 2008 |
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November 19, 2007 |
May 19, 2008 |
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December 10, 2007 |
June 16, 2008 |
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January 28, 2008 |
July 21, 2008 |
Administration:
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Superintendent |
Vicki Payne |
527-6056 |
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Assistant Superintendent Curriculum Director |
Kathy Weis Knel Gandy |
527-6133 527-6056 |
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High School
Principal Assist. Principal |
Brian McKamy Ann Payne |
527-3164
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Middle School
Principal Assist. Principal |
Michael Powell Courtney Painter |
527-3161 |
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Elem. Principal
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Sandi Stroope Linda Wilson |
527-3162
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Employment
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Policy DAA
The
Employees with questions or concerns about discrimination
on the basis of race, color, religion, sex, national origin, or age should
contact the superintendent.
To the extent possible, announcements
of job vacancies by position and location are distributed on a regular basis
and posted at the central administration building.
Policy DEG and DPB
Individuals receiving retirement benefits from the Teacher
Retirement System (TRS) may be employed in certain positions or on a part-time
basis without affecting their benefits.
The amount of time a retiree may be employed without losing benefits is
governed by TRS rules and state law.
Service retirees who retire before May 31 may begin working in a
7
As a principal or assistant principal on a full-time basis, if certified
as a principal and following a 12-month break in service. Retirees that retired under early age or
disability provisions are excluded.
7
As a bus driver on a full-time basis without a 12-month break in
service, excluding early age and disability retirees.
7
As a substitute at no more than the established daily substitute pay
rate (Individuals receiving disability retirement benefits may not work for
more than 90 days in a school year.)
7
On a half-time or less basis during any month, provided they are not
also employed as a substitute in that month.
Half-time employment cannot exceed the lesser
of 50 percent of the positions full-time load or 92 hours in a month.
7
On a full-time basis during a six-month period during a school year,
provided that this is their only employment in a
Under this last provision, retirees must submit annual
written notice to TRS by the last day of the first month of full employment to
avoid a disruption of benefits. Working
any part of a month counts as a full month.
Other restrictions apply when a person has retired because
of a disability. Individuals retiring
because of a disability should contact TRS for details about employment
restrictions.
Certain retirees may return to teaching on a full-time
basis in acute shortage areas without a reduction in their annuities. To be eligible for full TRS benefits without
a reduction while being employed as a classroom teacher in a designated acute
shortage area, a retiree must meet the following criteria:
7
Be a classroom teacher
7
Have a 12-month continuous break in public school service since
retirement
7
Be certified to teach in acute shortage areas as determined by the
board for the applicable school year
Employees can contact
the business office for additional information or contact TRS by calling
800-223-8778 or 512-397-6400. TRS
information is also available on the Web: http://www.trs.state.tx.us)/.
Policies DC, DCA, DCB, DCC, DCD, DCE.
State law requires the
district to employ all full‑time professional employees in positions
requiring a certificate from SBEC and nurses under probationary, term, or
continuing contracts. Employees in all other positions are employed at will or
by a contract that is not subject to the procedures for non-renewal or
termination under Chapter 21 of the Texas Education Code. The paragraphs that
follow provide a general description of the employment arrangements used by the
district.
Probationary
contracts. Nurses and
full‑time, professional employees new to the district and employed in
positions requiring SBEC certification must receive probationary contracts
during their first year of employment if they have not been previously employed
by the district. The probationary period for those who have been employed in
public schools for at least five of the eight years preceding employment with
the district may not exceed one full school year. For those with less experience, the
probationary period will be three full years, with an optional fourth year if
the district has doubts about whether a term or continuing contract should be
given.
Term
contracts. Full‑time professionals employed in
positions requiring certification and nurses will be employed by term contracts
after they have successfully completed the probationary period. Campus principals, central office
administrators, and athletic director are employed under multi-year term
contracts. The terms and conditions of employment are detailed in the contract
and employment policies. All employees will receive a copy of their contract
and employment policies.
Non-certified
professional and administrative employees. Employees in professional and administrative
positions that do not require SBEC certification (such as noninstructional
administrators) are employed by a one‑year
contract that is not subject to the procedures for non-renewal or termination
under the Texas Education Code.
Paraprofessional
and auxiliary employees. All paraprofessional and
auxiliary employees, regardless of certification, are employed at will and not
by contract. Employment is not for any specified term and may be terminated at
any time by either the employee or the district. All paraprofessionals and
auxiliary employees will complete a 90-day probationary period prior to
employment status. See Appendix, page 34.
Policy DHE
Noninvestigatory
searches in the workplace, including accessing an employees desk, file
cabinets, or work area to obtain information needed for usual business purposes
may occur when an employee is unavailable.
Therefore, employees are hereby notified that they have no legitimate
expectation of privacy in those places. In
addition, the district reserves the right to conduct searches when there is
reasonable cause to believe a search will uncover evidence of work-related
misconduct. Such an investigatory search
may include drug and alcohol testing if the suspected violation relates to drug
or alcohol use. The district may search
the employee, the employees personal items, work areas, lockers, and private
vehicles parked on district premises or worksites or used in district business.
Employees required to have a
commercial drivers license. Any employee who is
required to have a commercial driver's license (CDL) is subject to drug and
alcohol testing. This includes all drivers who operate a motor vehicle designed
to transport 16 or more people, counting the driver; drivers of large vehicles;
or drivers of vehicles used in the transportation of hazardous materials.
Teachers, coaches, or other employees who primarily perform duties other than
driving are subject to testing requirements when their duties include driving.
Drug testing will be conducted before an
individual assumes driving responsibilities. Alcohol and drug tests will be
conducted at random and/or when reasonable suspicion exists, when an employee
returns to duty after engaging in prohibited conduct, and as a follow up
measure. Testing may be conducted following accidents. Return-to-duty and follow-up testing will be
conducted when an employee who has violated the prohibited alcohol conduct
standards or tested positive for alcohol or drugs returns to duty.
All employees required to have a CDL that are subject to
alcohol and drug testing will receive a copy of the district's policy, the
testing requirements, and detailed information on alcohol and drug abuse and
the availability of assistance programs. Employees with questions or concerns
relating to alcohol and drug policies and related educational material should
contact the superintendent.
Policy DBA
Head marching band
directors, head coaches or chief sponsors of an extra curricular athletic
activity (including cheerleading) that is sponsored or sanctioned by the
district or UIL must maintain and submit to the district proof of current
certification in first aid and cardiopulmonary resuscitation (CPR). Certification must be issued by the American
Red Cross, The American Heart Association, or another organization that
provides equivalent training and certification.
Policy DK
All personnel are subject to assignment and reassignment
by the superintendent. Campus reassignments must be approved by the principal
at the receiving campus. When reassignments are due to enrollment shifts or
program changes, the superintendent has final placement authority.
Extracurricular or supplemental duty assignments may be reassigned at any time.
Employees who object to a reassignment may follow the district process for
employee complaints as outlined in this handbook and district policy DGBA
(Local).
Employees with the required qualifications for a position
may request a transfer to another campus or department. A written request for
transfer must be completed and signed by the employee and the employee's
supervisor. Teachers requesting a
transfer to another campus before the school year begins must submit their
request by May 1. Requests for transfer
during the school year will be considered only when the change will not
adversely affect students and after a replacement has been found. All transfer
requests will be coordinated by the central office and must be approved by the
receiving supervisor.
Policy DL
Professional
employees. Professional and administrative employees are
exempt from overtime pay and are employed on a 10‑, 11‑, or 12‑month
basis, according to the work schedules set by the district. A school calendar
is adopted each year designating the work schedule for teachers and all school
holidays. Notice of work schedules including required days of service and
scheduled holidays will be distributed each school year.
Classroom teachers will have planning periods for
instructional preparation and conferences. The schedule of planning periods is
set at the campus level but must provide at least 450 minutes within each two‑week
period in blocks not less than 45 minutes.
Teachers and librarians are entitled to a duty‑free lunch period
of at least 30 minutes. The district may require teachers to supervise students
one day a week when no other personnel are available.
Paraprofessional
and auxiliary employees. Support employees are employed
at will and will be notified of the required duty days, holidays, and hours of
work for their position on an annual basis. Paraprofessional and auxiliary
employees are not exempt from overtime and are not authorized to work in excess
of their assigned schedule without prior approval from their supervisor. When an employee is absent for twenty days,
the position they hold will be subject to be filled.
Policy DBA, DK
Employees who have questions about their certification
status can call the Superintendents Office.
Policy DBF
Employees who wish to accept outside employment or engage in other activities for profit must submit a written request to their supervisor. Approval for outside employment will be determined by the superintendent and based on whether outside employment interferes with the duties of the regular assignment. Teachers are not allowed to privately tutor their students for pay, except during the summer months.
Policy DN, DNA, DNB
Evaluation of an employee's job performance should be a
continual process that focuses on improvement. Performance evaluation is based
on an employee's assigned job duties and other job‑related criteria. All
employees will participate in the evaluation process with their assigned
supervisor at least annually. Written
evaluations will be completed on
forms approved by the district. Reports,
correspondence, and memoranda can also be used to document performance
information. All employees will receive a copy of their written evaluation,
have a performance conference with their supervisor, and get the opportunity to
respond to the evaluation.
Policy BQA, BQB
At both the campus and
district levels, Caddo Mills ISD offers opportunities for involvement in
matters that affect employees. As part
of the district's planning and decision‑making process, employees may
either be asked or elected to serve on district‑ or campus‑level
advisory committees. Plans and detailed information about the shared decision‑making
process are available in each campus office or from the central office.
Staff development
activities are organized to meet the needs of employees and the district. Staff
development for instructional personnel is predominantly campus‑based,
related to achieving campus performance objectives, and addressed in the campus
improvement plan, which is approved by a campus‑level advisory committee.
Staff development for noninstructional personnel is
designed to meet specific licensing requirements (e.g., bus drivers) and
continued employee skill development.
Policy DEA
Employees are paid in accordance with administrative
guidelines and a pay structure established for each position. The district's
pay plans are reviewed by the administration each year and adjusted as needed.
All district positions are classified as exempt or nonexempt according to
federal law. Professional and administrative employees are generally classified
as exempt and are paid monthly salaries. They are not entitled to overtime
compensation. Other employees are generally classified as nonexempt and are
paid based on hourly wages or provided compensatory time for each overtime hour
worked. (See Overtime Compensation p.13).
Salaries and wages are reviewed on an annual basis and
adjusted according to the budgeted amounts approved by the board. All employees
will receive written notice of their pay before the start of each school year. Classroom
teachers, full-time librarians, full-time nurses, and full-time counselors will
be paid no less than the minimum state salary schedule. Contract employees who
perform extracurricular
or supplemental duties may be paid a stipend in addition to their
salary according to the district's extra‑duty pay schedule.
Employees should contact the business office for more
information about the district's pay schedules or their own pay.
Non-exempt
Time verification
The employee is responsible for their own time. All
changes, additions, or deletions must be submitted by an absent from duty form
or a change request form to their Supervisor.
The employee has 1 week after the week in question to request any
adjustments. If an employee does not
request adjustments during this time period the district will process the
timesheet as submitted.
All professional and auxiliary employees are paid monthly
on approximately the 26th day of the month. During the school year, paychecks are
delivered to each campus. Paychecks will not be released to any person other
than the district employee named on the check without the employee's written
authorization. During summer breaks, paychecks will be mailed or may be picked
up at the central office. An employee's
payroll statement contains detailed information including deductions,
withholding information, and the amount of leave accumulated.
Policy CFEA
Automatic payroll deductions for the Texas Teacher
Retirement System (TRS) and federal income tax are required for all full‑time
employees. Medicare tax deductions are required for all employees hired after
March 31, 1986. Temporary and part‑time employees who are not eligible
for TRS membership must have their 457 FICA Alternative
contribution deducted.
Other payroll deductions employees may elect include
deductions for the employee's share of premiums for health, dental, life, and
vision insurance; annuities; the Texas Tomorrow Fund; and saving deposits and
loan payments through the credit union.
Employees may also request payroll deduction for payment of membership
dues to professional organizations.
Salary deductions are automatically made for unauthorized or unpaid
leave.
Policy DEA
The district compensates overtime for nonexempt employees
in accordance with federal wage and hour laws. All employees are classified as
exempt or nonexempt for purposes of overtime compensation. Professional and
administrative employees are ineligible for overtime compensation. Only
nonexempt employees (hourly employees and paraprofessional employees) are
entitled to overtime compensation. Nonexempt employees are not authorized to
work beyond their normal work schedule without advance approval from their
supervisor.
Overtime is legally defined as all hours worked in excess
of 40 hours weekly and is not measured by the day or by the employee's regular
work schedule. Employees who must work beyond their normal schedule but less
than 40 hours per week will be compensated in straight‑time pay or
equivalent time off in the same workweek.
Employees must work more than 40 total hours in a week to earn overtime
compensation. For the purpose of calculating overtime, a workweek begins at
12:01 a.m. Sunday and ends at midnight Saturday.
Employees may be compensated for overtime at time-and-a-half rate with
compensatory time off (comp time) or direct pay. The following applies to all nonexempt
employees:
'
Employees may not accumulate beyond 60 hours of compensatory time.
'
Comp time must be used in the duty year that is earned.
'
Use of comp time may be at the employees request/or as determined by
the employees supervisor to protect the Districts schedules and activities.
'
An employee may be required to use comp time before using any other
available paid leave (e.g., sick, personal, vacation).
'
Weekly time sheets will be maintained on all nonexempt employees for
the purpose of wage and salary administration.
Policy
Before any travel
expenses are incurred by an employee, the employee's supervisor and
superintendent must give approval. For approved travel, employees will be
reimbursed for mileage and other travel expenditures according to the current
rate schedule established by the district and the Internal Revenue Service.
Expenses are reimbursable. Reimbursement must be submitted within 10 days of
the event. Employees must submit receipts
to be reimbursed for expenses other than mileage. Tips will only be reimbursed
at 15%. Meals for day trips are not
reimbursed.
The district participates in the States insurance
program. The district will follow all
guidelines established by this program. The district's contribution to employee
insurance premiums is determined annually by the board of trustees. Detailed
descriptions of insurance coverage, prices, and eligibility requirements are
provided to all employees.
The insurance plan year is from September through
August. New employees must complete
enrollment forms within the first week of employment. Current employees can
make changes in their insurance coverage as specified in the plan. Employees should contact the business office
for more information.
Policy CRG
At their own expense, employees can enroll in supplemental
insurance programs for family members.
Premiums for these programs can be paid by payroll deduction. Employees
should contact the business office for more information.
Cafeteria plan benefits (Section 125)
Employees may be eligible to participate in the Cafeteria
Plan (Section 125) and, under IRS regulations, must either accept or reject
this benefit. This plan enables eligible employees to pay certain insurance
premiums on a pretax basis (i.e., accidental death and dismemberment, cancer
and dread disease, dental, and additional term life
insurance). A third‑party administrator handles employee claims made on
these accounts.
New employees must accept or reject this benefit during
their first month of employment. All employees must accept or reject this
benefit on an annual basis and during the specified time period.
Policy CRE
The district, in
accordance with state law, provides workers' compensation benefits to employees
who suffer a work‑related illness or are injured on the job. Benefits
help pay for medical treatment and make up for part of the income lost while
recovering. Specific benefits are prescribed by law depending on the
circumstances of each case. All work‑related accidents or injuries should
be reported immediately to the supervisor and then to the business office. Employees who are unable to work due to a
work‑related injury will be notified of their rights and responsibilities
under the Texas Labor Code.
Policy CRF
Employees who have been
laid off or terminated through no fault of their own may be eligible for
unemployment compensation benefits under the Texas Unemployment Compensation
Act. Employees are not eligible to collect unemployment benefits during
regularly scheduled breaks in the school year or the summer months if they have
employment contracts or reasonable assurance of returning to service. Employees
with questions about unemployment benefits should contact the business
office.
Policy DEG
All personnel employed
on a regular basis for at least one‑half time of the normal work schedule
are members of the Texas Teacher Retirement System (TRS). Substitutes
not receiving TRS service retirement benefits who work at least 90 days a year
are also eligible for TRS membership and to purchase a year of creditable
service. TRS provides members with an annual statement of their account showing
all deposits and the total account balance for the year ending August 31,
as well as an estimate of their retirement benefits.
Employees who plan to
retire under TRS should notify the business office as soon as possible.
Information on the application procedures for TRS benefits are
available in the business office.
Additional inquiries should be addressed to:
Teacher
Retirement System of
1000
Red River Street,
TRS information is also available on the web (www.trs.state.tx.us) See page 9 for information on
restrictions of employment of retirees in
Policy DEC (LOCAL)
Professional staff members are to be paid $100 for each
unused personal leave day (five days state, two days local) at the end of the
fiscal year. Professional staff members
who qualify for a $700 payment will receive an additional $100. With prior approval from the campus
principal, staff shall be permitted a grace leave from the campus for no longer
than three hours on any given day.
Teachers will be required to sign out before leaving campus. Any use of grace leave will result in the forfeiture
of the additional $100 perfect attendance payment.
An incentive pay program for nonprofessional staff for
unused state personal leave for the previous school year, and a buy back of
unused local sick leave shall be paid each August at the following daily rate:
Secretaries/business
office $60
Maintenance/custodian $60
Instructional
aides $60
Cafeteria
workers $60
Nonprofessional employees with perfect attendance- all
day, every day, shall receive a bonus of one additional days rate as listed
above.
Policy DEB
Policy DEC.
The district offers employees paid and unpaid leaves of
absence in times of personal need. This handbook describes the basic types of
leave available and restrictions on leaves of absence.
Employees who have personal needs that will require long
leaves of absence should call the superintendent for counseling about leave
options, continuation of benefits, and communicating with the district.
Employees who take an unpaid leave of absence may continue
their insurance benefits at their own expense. Health care benefits for
employees on leave authorized under the Family and Medical Leave Act will be
paid by the district as they were when they were working. Otherwise, the
district does not make benefit contributions for employees who are not on
active payroll status.
Employees must follow district and department or campus
procedures to report or request any leave of absence and complete the
appropriate leave request form. Any employee who is absent more than 5
consecutive days because of personal illness or 3 consecutive days because of
family illness must submit a medical certification from a qualified health care
provider confirming the specific dates of the illness, the reason for the
illness, and in the case of personal illness the employees fitness to return
to work.
Personal and local sick
leave is earned on a daily basis. Leave is available for the employee's use
upon request. If an employee leaves the
district before the end of the work year, the cost of any unearned leave days shall
be deducted from the employee's final paycheck.
State law entitles all
employees to five days of paid personal leave per year. Personal leave is
earned at a rate of one day for 36 days worked. A day of earned personal leave
is equivalent to an assigned workday. There is no limit on the accumulation of
state personal leave, and it can be transferred to other
Nondiscretionary. Leave
that is taken for personal or family illness, emergency, a death in the family,or active military
service is considered nondiscretionary
leave. This type of leave allows very little or no advance planning and will be
granted to employees in the same manner as sick leave.
Discretionary. Leave
that is taken at an employee's discretion and that can be scheduled in advance
is considered discretionary leave. An employee wishing to take discretionary personal
leave must submit a notice of the request five days in advance of the
anticipated absence to his or her principal or supervisor. Discretionary personal leave will be granted
on a first‑come, first‑served basis. The effect of the employees absence on the
educational program or department operations, as well as the availability of
substitutes, will be considered by the principal or supervisor. Leave will be
subject to the following limitations:
7
A maximum of 3 campus employees in each job category will be permitted
to take discretionary personal leave at the same time.
7
Discretionary leave may not last more than 3 consecutive work days.
7
Discretionary leave may not be taken on the following key days:
'
the day before a school holiday
'
the day after a school holiday
'
days scheduled for end-of-semester
or end-of-year exams, days scheduled for TAKS
tests