Policy Update 2008-09

Policy Update 2008-09 Dr. Liz Duran Swinford, Associate Supt. Office of Human Resources EBRPSS

Policy Update 2008-09 OBJECTIVES: • Identify the purpose of Policy Awareness Orientation • Identify and introduce employees to major EBRPSS policies • Introduce the EBRPSS website as the most up-to-date source for personnel policies

Policy Update 2008-09 Purpose for Policy Awareness Orientation This training session should provide you basic information regarding EBRPSS policies and procedures. If you have any further questions regarding these or other policies related to personnel, please contact the Office of Human Resources or check our website.

Policy Update 2008-09 Policy GAEAA SEXUAL HARASSMENT

Policy Update 2008-09 What is sexual harassment? Unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature constitutes sexual harassment when submission to or rejection of this conduct explicitly or implicitly affects an individual’s employment, unreasonably interferes with an individual’s work performance or creates an intimidating, hostile or offensive work environment. United States Equal Employment Opportunity Commission

Policy Update 2008-09 The definition has been further elaborated: • The victim as well as the harasser may be a woman or a man. The victim does not have to be of the opposite sex. • The harasser can be the victim’s supervisor, an agent of the employer, a supervisor in another area, a co-worker, a subordinate or a non-employee. • The victim does not have to be the person harassed but could be anyone affected by the offensive conduct.

Policy Update 2008-09 Examples of sexual conduct that may constitute sexual harassment: • Touching or gesturing, blocking, following (physical acts) • Requests for sexual favors, repeated requests for dates, lewd remarks, or sexual innuendo (verbal acts) • Visual displays of sexual photos, cartoons, posters, calendars, and drawings (visual acts)

Policy Update 2008-09 Who can experience sexual harassment? Direct targets of harassment • A student or employee that is subjected to unwelcome sexual advances is a direct target Bystanders or witnesses to harassment • A student or employee who witnesses sexual harassment that is directed towards another individual

Policy Update 2008-09 There are two legally recognized types of sexual harassment: • Quid pro quo • Hostile environment

Policy Update 2008-09 QUID PRO QUO This form of sexual harassment is sometimes thought of in terms of “something for something” or “this for that.”

Policy Update 2008-09 HOSTILE WORK ENVIRONMENT May include: • Severe or pervasive conduct • Unreasonable interference with an individual’s job performance • Offensive, intimidating, or abusive atmosphere

Policy Update 2008-09 REPORTING PROCEDURES Any employee who believes he or she has been the victim of sexual harassment by a student, an employee or non employee volunteer of the East Baton Rouge Parish School Board, or any third person with knowledge or belief of conduct which may constitute sexual harassment should report the alleged acts immediately to an appropriate school Board employee. If criminal activity is involved, a victim should also report the incident to the police.

Policy Update 2008-09 Each principal or other person in charge of a building or site owned or operated by the East Baton Rouge Parish School Board shall conspicuously post in each building or site the names of the persons designated to receive complaints and the name of the Associate Superintendent for Human Resources, including a mailing address and telephone number, together with a copy of this policy.

Policy Update 2008-09 NOTE: As a general rule, all complaints should be investigated, even when the complainant requests that nothing be done or when the complaint is anonymous.

Policy Update 2008-09 Policy GAE COMPLAINTS AND GRIEVANCES

Policy Update 2008-09 Any employee of the East Baton Rouge Parish School Board shall have the right to grieve the violation of a policy and/or procedure affecting him/her. Complaints or grievances about any job action taken against an employee are excluded from this policy.

Policy Update 2008-09 The primary purpose of this procedure is to secure, at the most immediate level possible, an equitable solution to the claim of the aggrieved employee(s). If at any step of this procedure, the administration fails to comply with the timelines set forth therein, the complaint and/or grievance will immediately move to the next higher step in the process for review and decision.

Policy Update 2008-09 Policy GBRA EMPLOYEE CONDUCT

Policy Update 2008-09 All employees have the responsibility to be familiar with and abide by the laws of the state, the policies and decisions of the East Baton Rouge Parish School Board, and the administrative regulations and procedures designed to implement Board policies.

Policy Update 2008-09 Employees shall also comply with the standards of conduct set out in this policy and with any other policies, regulations, procedures, or guidelines that impose duties, requirements, or standards of conduct attendant to their status as School Board employees.

Policy Update 2008-09 Employees are cautioned that the appropriateness of certain action or behavior must necessarily be dictated by the nature of the position held by the employee and standards of common sense. By virtue of one's education and experience, an employee knows and understands that certain actions or conducts are unacceptable even in the absence of formal Board policy.

Policy Update 2008-09 NOTICE OF CRIMINAL PROCEEDINGS INVOLVING EMPLOYEES When an employee is arrested for committing a criminal offense (other than a minor traffic violation), that employee shall be required to notify the Associate Superintendent of Human Resources of the arrest, in writing, within three (3) calendar days of the arrest.

Policy Update 2008-09 When a criminal prosecution is initiated in court against any employee by way of indictment, bill of information, or affidavit for committing any offense (other than a minor traffic violation), that employee shall provide the Associate Superintendent of Human Resources with a copy of the indictment, bill of information, or affidavit within five (5) calendar days of his or her arrest or service of summons.

Policy Update 2008-09 Within five (5) calendar days of the scheduling of any court hearing or trial in connection with the criminal prosecution, the affected employee shall give written notice to the Associate Superintendent of Human Resources of the nature or purpose of hearing or trial and the date and time the hearing or trial has been scheduled.

Policy Update 2008-09 CERTIFICATION AND NCLB

Policy Update 2008-09 Certification December 2008 marks the end of the following certificate endorsements: • Superintendent • Assistant Superintendent • Supervisor of Child Welfare and Attendance • Parish/City Supervisor of Instruction • Special Education Supervisor/Director • Principal • Assistant Principal They are replaced by the “Educational Leadership Licensure”

Policy Update 2008-09 No Child Left Behind Requires that all teachers in core academic subjects meet the definition of Highly Qualified by the end of the year 2006 – 2007 July 2008 marks the end of obtaining Highly Qualified status using HOUSSE rules.

Policy Update 2008-09 In Louisiana it is also defined as the percent of core academic courses taught by Highly Qualified teachers. HQ information will be submitted by LEAs and collected by the Louisiana Department of Education (LDE) through the Profile of Educational Personnel system

Policy Update 2008-09 Core Academic Subjects are: • Elementary General • Elementary Foreign Language • Middle School English • Middle School Math • Middle School Science • Middle School Social Studies • Middle School Foreign Language

Policy Update 2008-09 • Middle/High School Music • High School English • High School Math • High School Science • High School Social Studies • High School Foreign Language • High School Art

Policy Update 2008-09 • The Office of Human Resources makes the determination of Highly Qualified based on specific guidelines. • It is the responsibility of the employee to request that their Highly Qualified status be reviewed and submit the proper back up documents.

Policy Update 2008-09 Policy GAMDA Employee Assistance Program

Policy Update 2008-09 The East Baton Rouge Parish School Board has established and maintains an Employee Assistance Program (EAP) to be offered to all employees and their families who may be adversely affected by alcoholism/drug dependence or any other personal and/or family issues.

Policy Update 2008-09 The overall objective of the EAP is to reduce problems in the areas of job performance and family and social relationships, with a goal towards retaining valued employees. For more information contact: Mr. David Grisby at 922-5609

Policy Update 2008-09 Policy GBRIBA FAMILY MEDICAL LEAVE ACT

Policy Update 2008-09 The East Baton Rouge Parish School Board shall permit qualified employees to take up to twelve (12) work weeks of unpaid leave in a twelve (12) month period for family and medical reasons.

Policy Update 2008-09 Employees qualifying for family and temporary medical leave shall have been employed by the Board for the previous twelve (12) months prior to the date of the leave to be taken. For the purposes of this policy, the 12 month period shall be the same as the fiscal year, July 1 to June 30.

Policy Update 2008-09 FMLA will run concurrently with any leave available and/or granted to the employee such as extended sick leave, sabbatical medical leave or maternity leave.

Policy Update 2008-09 • FMLA for Military Personnel – as amended Family and Medical Leave Act of 1993 (FMLA) was amended in January 2008 to permit a spouse, son, daughter, parent, or next of kin to take up to 26 workweeks of leave to care for a member of the Armed Forces, including a member of the National Guard or Reserves, who is undergoing medical treatment, recuperation, or therapy, is otherwise in outpatient status, or is otherwise on the temporary disability retired list, for a serious injury or illness.

Policy Update 2008-09 Professional Leave When requesting professional leave all teachers must secure a substitute before submitting the request.

OTHER LEAVES AVAILABLE TO EMPLOYEES: Extended Sick Leave Medical Sabbatical Sabbatical for Professional Education Maternity Leave Leave Without Pay Military Leave Professional Leave Personal Leave Annual Leave FMLA for Military Personnel Policy Update 2008-09

Policy Update 2008-09 • Teachers Have to Tell: A brief overview of Louisiana’s mandatory child abuse reporting requirements

Policy Update 2008-09 • Who Must Report? Louisiana Children’s Code Article 609 provides that “any mandatory reporter who has cause to believe that a child's physical or mental health or welfare is endangered as a result of abuse or neglect or that abuse or neglect was a contributing factor in a child's death shall report in accordance with [Louisiana Children’s Code] Article 610.”

Policy Update 2008-09 • Who Are The “Mandatory Reporters”? Louisiana Children’s Code Article 603 specifically lists six classes of individuals that are defined as “mandatory reporters.” That list includes “health practitioners,” “mental health/social service practitioners,” “police officers or law enforcement officials,” “commercial film and photographic print processors,” “mediators” appointed under chapter 6 of Title IV of the Children’s Code, and “teaching or child care providers.”

Policy Update 2008-09 • To Whom Must a Report be Made? Mandatory reporters are required to report child abuse or suspected child abuse directly and immediately to either the local child protection unit of the Louisiana Department of Social Services or to a local or state law enforcement agency, depending on the relationship of the suspected abuser to the child.

Policy Update 2008-09 • Are There Penalties For Failing to Comply With the Statutes? Under Louisiana Revised Statute 14:403(A)(1), Any person who is required to make a report under Children's Code Article 609(A), and knowingly and willfully fails to do so, “shall be guilty of a misdemeanor and upon conviction shall be fined not more than five hundred dollars or imprisoned for not more than six months, or both.”

Policy Update 2008-09 To review these or other policies as these relate to personnel, please review the EBRPSS website: www.ebrpss.k12.la.us Click on Human Resources Select Policy Directory This PowerPoint presentation is available through our website.

Policy Update 2008-09 • QUESTIONS?

Policy Update 2008-09