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POLICY UPDATE 2010-2011

POLICY UPDATE 2010-2011. Liz Duran Swinford, Ed.D., Associate Superintendent Office of Human Resources. OBJECTIVES. Identify the purpose of Policy Awareness Orientation Identify and introduce employees to major EBRPSS policies

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POLICY UPDATE 2010-2011

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  1. POLICY UPDATE2010-2011 Liz Duran Swinford, Ed.D., Associate Superintendent Office of Human Resources

  2. 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

  3. PURPOSE • 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.

  4. MAJOR POLICIES

  5. POLICY GAEAA Sexual Harassment

  6. 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

  7. EXAMPLES • 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)

  8. Who can experience it? 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

  9. 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.

  10. REPORTING PROCEDURES 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.

  11. REPORTING PROCEDURES As a general rule, all complaints should be investigated, even when the complainant requests that nothing be done or when the complaint is anonymous.

  12. POLICY GAE COMPLAINTS AND GRIEVANCES

  13. POLICY GAE 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.

  14. POLICY GAE 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.

  15. POLICY GBRA EMPLOYEE CONDUCT

  16. POLICY GBRA 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.

  17. POLICY GBRA 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.

  18. POLICY GBRA 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.

  19. POLICY GBRIBA FAMILY MEDICAL LEAVE ACT

  20. POLICY GBRIBA 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.

  21. POLICY GBRIBA 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.

  22. POLICY GBRIBA 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.

  23. POLICY GBRIBA 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.

  24. POLICY GBRIA PERSONAL LEAVE

  25. POLICY GBRIA Teachers and other employees of the East Baton Rouge Parish School Board, except those who receive annual leave (vacation time), shall be allowed up to two (2) days absence without loss of pay during each school year to be used for such purposes as may be determined by the individual employee.

  26. POLICY GBRIA Persons wishing to take personal leave shall notify the principal of the school in which he/she is employed or his/her staff supervisor of his/her intention to take such personal leave at least twenty-four (24) hours before personal leave will be taken. Leave shall be approved.

  27. POLICY GBRIB After the Office of Risk Management has made the determination that the disability was a result of an assault or battery in accordance to this policy, an employee of the school district who is injured and/or disabled while acting in his/her capacity as a result of assault and/or battery by any student or person shall receive sick leave without reduction in pay or without reduction in accrued sick leave while disabled as a result of such assault or battery.

  28. POLICY GAMIA ELECTRONIC COMMUNICATON BETWEEN EMPLOYEES AND STUDENTS

  29. POLICY GAMIA The East Baton Rouge Parish School Board requires that all communications between employees and students be appropriate and in accordance with state law.

  30. POLICY GAMIA All electronic or any other communications by employees to students at any time shall be expected to be: • professional, • acceptable in content to any reasonable person, and • limited to information that is school-related or is acceptable to both student and parent.

  31. POLICY GAMIA Electronic Communication is defined as any direct communication facilitated by voice or text-based telecommunication devices, or both, computers, as well as those devices that facilitate indirect communication using an intermediate method, including but not limited to internet-based social networks.

  32. POLICY GAMIA It shall also include transfer of signs, signals, writing, images, sounds, data or intelligence of any nature in whole or in part by wire, radio, electromagnetic, photoelectric, or photo-optical system and pertains to both personal and School Board issued devices.

  33. POLICY GAMIA Examples of Electronic Communication devices includes but is not limited to: • Cell phones • Electronic mail (e-mail) • Pager • Facsimile machine (fax) • Video Recorder Social Networks are locations on the Internet where users may interact with other users, such as but not limited to: • Facebook • MySpace • YouTube

  34. POLICY GAMIA Improper or inappropriate communications is any communication between employee and student, regardless of who initiates the communication, that may be viewed as derogatory, sexual or lewd in content, threatening or harassing, discriminatory, simple fraternization, or suggestive in nature.

  35. POLICY GAMIA Violations of this policy or any implementing regulations or procedures may result in discipline of the employee up to and including termination of employment. Should an employee’s failure to comply also violate state or federal law, the Superintendent or his/her designee shall report such violation to the proper authorities.

  36. POLICY GAMIA The policy is not intended to limit the use of technology as an effective teaching tool. We are committed to the safety of our students, faculty, staff and visitors. The Board and its employees must hold themselves to the highest moral and ethical standards.

  37. POLICY UPDATE 2010-2011 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.

  38. DOCUMENTATION IN EBRPSS

  39. DOCUMENTATION Our district policy requires that progressive discipline be established before an employee is terminated. • Conference summary • Verbal reprimand • Written reprimand • Early Intervention/Intensive Assistance • Documentation of Incidents to include Employee’s Signature

  40. DOCUMENTATION DISCIPLINE DON’T S Don’t: • Wait to start discipline • Assume everyone is disciplined equally • Lose your cool • Forget to discipline • Ignore misconduct of certain employees • Treat each situation as an isolated incident • Discipline an employee in public

  41. DOCUMENTATION Straightforward reporting of incidents, observations and/or evaluations will guarantee that no teacher is ever shocked and/or surprised. Every document written must be clear, focusing on the message you want to deliver. Be observant of timelines as these relate to employee observations. Contact David Grisby for more information in this area.

  42. DOCUMENTATION At the end of the day, it is not what we know that counts, but what we can prove.

  43. QUESTIONS?

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