Employee Handbook

Dear Faculty and Staff,

 

It is my honor and privilege to serve as the Superintendent for the Webb City R-7 School District. 

On behalf of the Board of Directors, I am excited to welcome you back this school year!  I’m hopeful you took time to do things for yourself or at least do the things you enjoy and you are returning feeling rejuvenated and ready to welcome back our students.

 

As a member of the staff, you play a vital role in the education of our students.  You perform multiple tasks necessary to the operation of our District.  In addition to the many jobs you do, you are representatives of the District to the community.  Because you perform your jobs in the “public eye”, you have a greater responsibility in the performance of your duties and personal conduct.  Please be mindful of this importance as you do your job and serve as representatives of the District.

 

At Webb City, we view our faculty/staff as family.  With any family, clear, open and frequent communication is key to a strong, healthy relationship.  Please take a moment to read the handbook and familiarize yourself with its content and keep it handy so you can reference it through the school year as questions or concerns arise.

 

I continue to believe it is our role to make a positive difference in the life of every student during the time they spend at Webb City.  It is my hope that all our students set goals enabling them to follow their dreams.  Thank you for sharing the passion to equip all students to achieve and succeed in life.

 

Once again, welcome back!  Let’s make it another great year at Webb City together!

 

Sincerely,

 

 

Dr. Brenten Byrd, Ed.D.

Superintendent of Schools

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Mission Statement

 

The mission of the Webb City R-7 School District is to prepare today’s youth to meet the challenges of tomorrow’s world by guiding all students in the acquisition of knowledge and development of skills that will enable each to become a productive and responsible individual.

 

Statement of Philosophy
 

The Webb City R-7 School District believes our ultimate goal is to promote the total development of the individual student so he or she may become a useful and responsible citizen in our ever-changing society. We realize the major responsibility for formal vocational, academic, and aesthetic training rests with the school; however, the family, church, and community must share in the total educational process.

We realize the uniqueness of the individual and believe in the right of each person, regardless of ability or aspirations to an education geared to his or her own needs in so far as the satisfaction of those needs does not interfere with the overall welfare of the group. It is important the student be recognized for his or her own value as a human being through the academic program, co-curricular, and extra- curricular activities. This recognition should encompass each facet of school and community life.

Throughout the educational process the democratic ideas of our heritage should be stressed so that the political, social, and economic values of our society will be perpetuated. By this, we hope each student will be given the opportunity to develop civic responsibility through awareness of and involvement in democratic processes.

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INTRODUCTION

 

Thank you for choosing a career with the Webb City R-7 School District!  Every member of the WCR7 team plays a valuable role in supporting the physical and educational well-being of all students within our community.  The strength of our District is truly found in your commitment to excellence.  We thank you for partnering with WCR7 to positively impact this generation and the future generations to come.  We are proud to have you on our team!

 

The Webb City R-7 School District has long enjoyed a reputation of being an excellent school system.  This recognition has been achieved through continuous commitment from the entire School District to provide a quality program for its youth.

 

Handbook Purpose

The purpose of this handbook is to provide information that will pave the way for a successful year as an employee of the District.  Not all District policies and procedures are included in this handbook.  This handbook is neither a contract nor a substitute for official District policies, rather it is a guide to and a brief explanation of District policies, procedures, practices and philosophies.  Official District policies, as approved by the Webb City R-7 Schools Board of Education, may be accessed online at our district’s website.  For more information on a topic covered in this handbook, employees should refer to the Board policy and/or regulation associated with the topic, or contact the appropriate District department.

 

Handbook Expectations

Employees are required, as a condition of employment, to maintain an up-to-date knowledge and understanding of District policies and procedures.  The policies, procedures, practices and philosophies included in this handbook may change at any time in order to meet the needs of the District.  Therefore, the District reserves the right to modify, revoke, suspend, or terminate any or all of its policies and procedures at any time. 

 

Handbook Responsibilities

Employees will be provided with an electronic copy of the Webb City R-7 Employee Handbook on an annual basis.  Electronic documentation that each employee has reviewed the terms of the handbook and accepts personal responsibility to abide by the standards, policies and procedures defined or referenced in this document shall become a part of the employee’s permanent record.

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BOARD OF EDUCATION

 

         The Webb City R-7 Board of Education is organized and operated by the authority and in compliance with the laws set forth by the State of Missouri.   It is composed of seven members, each elected to three-year terms by the registered voters of the R-7 District.  Each April, an election is held to fill two positions on the Board of Education, except every third year when three are elected.  The Board holds regular meetings the second Tuesday of each month at 6:30 p.m. at the Student Services building, 1000 N. Webb, Webb City, MO.    Special meetings of the Board of Education are held on an "as needed" basis, and are announced to the media and posted at the Central Office at least twenty-four hours in advance.

 

         The function of the Board of Education is to establish policy by which the School District operates.  In order to assure the day-to-day operations are carried out, a Superintendent of Schools, as required by law, is employed to serve as chief executive officer of the Board of Education.  As an employee of the Webb City R-7 School District you are agreeing to follow the policies and regulations set forth by the Board of Education.  District policies and regulations are available on the District’s website.

 

 

Mr. David Collard

Mr. Stephen Crane

Mr. Dan McGrew

Mr. Scott Smith

Mrs. Erin Taylor

Mr. Jason Woodmansee

Mrs. Maggie Schade

 

TABLE OF CONTENTS

 

 

District Information………………………………………………………………………………………………………………………………………….6

General Information…………………………………………………………………………………………………………………..………….……...11

Absences/Leaves………………………………………………………………………………………………………………….…………………..…...17

Payroll/Personnel………………………………………………………………………………………………………………….………………..……..22

Insurance and Benefits…….…………………………………………………………………………………………………………………………….32

Workers' Compensation…………………………………………………………………………………………………………………………………34

Resignation/Retirement/Termination…………………………………………………………………………………………………………….36

Social Media Guidelines…………………………………………………………………………………………………………………………………40

DISTRICT INFORMATION

The Webb City R-7 School District serves approximately 4,600 students, Preschool through Grade 12, who reside within a 57-square-mile area.  Attendance units are as follows:

 

Heritage Preschool                                         1020 N. Webb                               Webb City, MO

Franklin                                                             404 E. Tracy                                  Webb City, MO

Madge T. James Kindergarten                       211 W. Aylor                                 Webb City, MO

Webster Primary Center                                704 N. Main                                   Webb City, MO

Harry S Truman Elementary School             810 N. Highway D                         Webb City, MO

Bess Truman Primary Center                        800 N. Highway D                         Webb City, MO 

Carterville Elementary School                       210 E. Hall                                     Carterville, MO

Mark Twain Elementary School                     1427 W. Aylor                               Webb City, MO

Eugene Field Elementary School                   510 S. Oronogo                             Webb City, MO

Webb City Middle School                              603 W. Aylor                                 Webb City, MO

Webb City Junior High School                       807 W. First                                   Webb City, MO

Webb City High School                                  621 N. Madison                             Webb City, MO

Webb City CARES                                           1000 N. Webb                               Webb City, MO

Student Services                                            1000 N. Webb                               Webb City, MO

 

The Central Administration Office (Office of the Superintendent of Schools) is located at 411 N. Madison in Webb City.  Directly east of this building is the Bus Maintenance building (known as the "bus barn") and the bus storage facility.  School District-owned buses and other vehicles are housed and maintained at this site.

The annual school term begins, operates, and ends according to the calendar adopted by the Board of Education.

 

HELPFUL CONTACTS

 

The following list is short and not inclusive, but represent District contacts that are most often requested:

                  

Adam Bell                                        IT Director                                                           417-673-6010, x. 7010

Tony Philpot                                    Transportation Director                                      417-673-6021, x. 6013

Hayley McCall                                 Substitute Coordinator/AESOP                             417-673-6000, x. 1017

Jeff Hickman                                   Maintenance Director                                            417-439-7103

Dina Hensley                                   Payroll & Benefits (Certified Staff)                       417-673-6000, x. 1002

Tonya Peck                                      Payroll & Benefits (Support Staff)                         417-673-6000, x. 1004

Allison Caldwell                               Payroll & Benefits Assistant                                  417-673-6000, x. 1009

Megan Henson                                Food Service Director                                            417-673-6009, x. 3008

Amanda Robbins                             Grant Writer/Public Relations                              417-673-6000, x. 1010

DeeAnn Allen                                  Foundation Coordinator/Public Relations Asst.  417-673-6000, x. 1013

 

KEY TERMS

District Central Office

The District Central Office houses the offices of the Superintendent, Assistant Superintendents, Human Resources, Business Operations, and Foundation services. 

 

District Username and Password

All employees are assigned a district username and password at the time of hire.  These credentials must be utilized to access many of the District’s web applications.

 

Frontline Absence Management

Frontline (formerly Aesop) is the absence management system used to track employee absences as well as any absence requiring a substitute.  Access to Frontline requires employees to login using their assigned username and pin number.  For questions regarding Frontline, please contact Central Office at 417-673-6000.

 

Daily Courier Service

The District provides an inter-office courier service referred to as the “pouch”.  The pouch makes a daily delivery to and from the Central Office and each District building.  Employees may utilize the pouch to send materials and communications to other employees within the District.  Please be advised this is for school business only.

 

EMPLOYMENT

It is the desire of the District to attract and retain qualified and dedicated staff.  In doing so, the Human Resources Department is committed to providing quality, individually-focused service and support to all employees.  The purpose of the following information is to provide an overview of the employment practices of the District.  This information is not intended to be comprehensive and should be reviewed in conjunction with other employment materials and policies made available by the District.

 

Equal Employment Opportunity

The Webb City R-7 School District is an Equal Opportunity Employer.  The District is committed to maintaining education programs, activities, and employment practices that are free from discrimination on the basis of race, color, religion, sex, national origin, ancestry, disability, age, genetic information or any other characteristic protected by law.  Inquiries by applicants or employees regarding the District’s nondiscrimination policies should be directed to the compliance officer at the District Central Office.

 

Job Vacancy Announcements

Announcements of job vacancies are communicated via email to District employees assigned a school email address and online through the District’s recruiting platform, TalentEd Hire.  External job postings are visible to internal and external applicants.  Internal job postings or transfer requests are visible to internal applicants only. 

 

It is the responsibility of the Superintendent, with the assistance of the administrative staff, to determine the professional staff personnel needs of the District and the individual schools. Principals and supervisors locate suitable candidates to recommend to the Board for employment.

 

The District’s hiring procedures comply with all federal and state hiring practices. All candidates are considered on the basis of qualifications, training, experience and ability to fulfill the requirements of the position. The search for qualified teachers and other professional employees extends to a wide variety of educational institutions and geographical areas.

 

Job vacancies, by position and location, are posted on the District website on a regular basis to the extent possible.

 

Criminal Background Checks

The District is committed to providing a safe environment for students to learn.  As part of this effort, according to policy, the District will require criminal background checks of employees as well as certain volunteers and others working on District property.  Any offer of employment is contingent upon the satisfactory receipt of the background check.  The District has the sole and absolute discretion to determine whether the outcome is satisfactory.

 

The District currently participates in the Missouri State Highway Patrol (MSHP) Rap Back Program, which provides notifications to employers of violations of state law, which may affect continued employment.

 

Notice of Arrest, Abuse Complaint, Traffic Citation

Every employee and volunteer who is arrested for a criminal act, felony, or misdemeanor must notify their supervisor in writing within three (3) work days of the arrest.  Similarly, every employee/volunteer must notify their supervisor within the same time period of notice of a child abuse complaint against them.  Traffic violations related to Driving Under the Influence will be treated as a criminal arrest.  Transportation employees must notify their supervisor of any moving traffic violations whether or not on work time.  Please refer to Item #15 on page 28 for additional information.

 

Physical Capabilities Test

Employees working in a Paraprofessional, Maintenance, and/or Food Service position must pass a physical capabilities test.  All physical capabilities tests are administered off-site.  If the applicant does not pass the first test, a second test can be scheduled at the applicant’s expense.

 

Evaluations

Professional Staff

In order to ensure high-quality staff performance that improves student achievement, the Board requires a program of comprehensive, performance-based evaluations for teachers and other professional staff members.  The summative evaluation and any written responses by the teacher or staff member will be maintained in the employee’s personnel file in accordance with state retention guidelines.  The District will not share evaluation information with any state or federal agency unless required by law.

 

Evaluations

Support Staff

In order to promote continuous growth of support staff members and contribute to a positive education environment, the Board requires regular evaluation of the performance of all support staff.  All evaluators will complete a written evaluation on all support staff under their supervision.  All employees will be given an explanation of their duties and responsibilities and will be provided with guidance by their immediate supervisors in performing them satisfactorily.

 

Resignations

Professional Staff with a Contract-  Professional staff members are encouraged to notify the District in writing as soon as they decide not to return the following year.  Resignations should be submitted to the employee’s administrator and the Human Resources Department.  Resignations become effective at the end of the school year in which they are submitted unless the District is notified otherwise.  Resignations will be submitted to the Board for notification or approval at the next regular Board meeting.  The Superintendent will make recommendations to the Board in situations where an employee is seeking release from a contract.  Once under the contract, only the Board has the authority to release an employee from a contract.  The Board will consider each resignation on an individual basis. 

 

Support Staff-  Support staff members who desire to resign must submit a written letter of resignation.  Resignations should be submitted to the employee’s supervisor and the Human Resources Department.  The letter should specify when the resignation is to be effective and should be submitted at least two weeks prior to the effective date.  A resignation is final upon submission and cannot be withdrawn unless authorized by the supervisor to whom it was submitted.

 

Retirement

Certificated staff members who are regularly scheduled to work 17 or more hours per week are required by law to participated in the Missouri Public School Retirement System (PSRS).  Support staff members regularly scheduled to work 20 or more hours per week are required by law to participate in the Missouri Public Education Employee Retirement System (PEERS).  Employees who wish to retire from employment with the District must contact PSRS/PEERS directly.  A retirement letter must be submitted to the District by January 1 in order to be eligible to receive reimbursement for unused sick leave.

 

PSRS/PEERS Contact Information

PSRS/PEERS Website:  https://www.psrs-peers.org

Phone:  1-800-392-6848

Please Note:  Employees who obtain their teaching certificate during their employment with the District MUST notify the Human Resources Department as soon as possible in order to determine if retirement contributions need to be adjusted.

 

Employment after Retirement

If an employee is currently receiving retirement benefits from the PSRS/PEERS system, there are limits to the number of hours allowed to work.  For specific post-retirement employment guidelines and limitations, please contact PSRS/PEERS directly.

 

Unemployment Compensation

Employees who have been terminated for reasons other than gross misconduct may be eligible for unemployment compensation benefits under the Missouri Unemployment Compensation Act.  Employees are not eligible to collect unemployment benefits during regularly scheduled breaks in the school year or during the summer months if they have employment contracts or reasonable assurance of returning to service.

 

Safe Workplace

It is the goal of the District to provide a safe workplace for employees and students.  Unfair treatment or unkind remarks referring to a person’s race, religion, gender, ethnic background or national origin will not be tolerated in the workplace and are to be reported immediately.

 

Safety Program

The Board recognizes the necessity for a planned safety program to create a safe environment for students and staff.  The maintenance of healthy and safe conditions throughout the District is a responsibility shared by all staff.  Please refer to the Districts’ Safety Manual for workplace safety guidelines.

GENERAL INFORMATION

 

1. ADMISSION TO ACTIVITIES - All employees are admitted to athletic events, other student activities and the Buck Miner Swim Center free of charge, unless a specific reason causes the rule to be suspended for all employees due to the unique nature of the special program/event.  All employees of the District and their immediate families (interpreted to mean spouse and children living in the home) are allowed entrance to the regularly scheduled events free of charge with the presenting of their ID badge.

 

2. BUILDINGS AND GROUNDS SECURITY – The patrons of the District have provided the District with facilities for the education of their youth through the support of tax dollars.  It is the responsibility of the Board, Administrators and all faculty/staff members, and students to see these facilities are cared for, used properly and treated with respect.  Access to school buildings and grounds outside regular school hours will be granted only to authorized personnel.  An adequate key control system shall be established that will prevent the potential entrance of unauthorized persons.  If building security is jeopardized because of poor key management, you may become responsible for re-keying expenses or any liabilities that occur on school property as a result of your actions.

 

      3.  CALLED MEETINGS - Periodically throughout the school year and summer, it is necessary to bring everyone together for a meeting.  Attendance is required at these meetings.  If circumstances prohibit attendance, prior notice must be given to and approval for absence given by the person who called the meeting.

 

      4.  CELL PHONE USAGE - The use of cell phones, iPads and similar personal electronic devices during work time adversely impacts work time.  Excessive use of a cell phone for personal reasons while at work is not allowed.  Excessive use may include disruption of coworkers, a distraction from work tasks or causing accidents or problems.  Staff are not permitted to use personal electronic devices during instructional time, and while on supervisory duty, unless for job-related reasons.  For safety purposes, the use of personal electronic devices is not permitted while driving a school bus or any school owned vehicle.  (The exception is while using a hands-free device.)  If an emergency occurs, the bus/vehicle should be parked and remain parked in a safe location during the use of the electronic device.  Bus drivers and employees driving District vehicles should log those work time emergency calls with date, time, call duration and vehicle with location with their supervisor as soon as practicable.

      

       5.  COMMUNICATION WITH STUDENTS - Employee personal communication with students, in all forms is to be appropriate and consistent with Board policy.  Personal communication will be deemed inappropriate if it is sexual in nature; sexually suggestive; suggests romantic activity with student(s); or is inconsistent with Board policy.  Violation of this provision will result in disciplinary action up to and including dismissal.  Please refer to Policy 4650, located at the back of the handbook, page 39.

 

         6.  CONFIDENTIALITY - As public educators, we are entrusted with private matters and other “Personally Identifiable Information” of students, their parents, and our staff.  Webb City R-7 has in place, board adopted assurances that state we WILL uphold the right to privacy.  Bus drivers, cooks, secretaries, as well as teachers, paras, and administrators all share the responsibility to protect information that is personally identifiable.  You will all have the opportunity to SEE, HEAR, and READ information that is protected.  Please be discrete and selective of information you share with others, information you allow others to see, or what you might witness while dealing with our students.  You do have the right and responsibility to share information with other employees of the District on a “need to know” basis.

The Family Educational Rights and Privacy Act (FERPA) of 1974 is the federal mandate that establishes rules that assist schools in maintaining confidentiality of student records.  This applies to all records with confidential information—not just special education.  For further reading about FERPA, you will find specific information outlined in the Procedural Safeguards for Children and Parents, District policies manual, and also on the internet.  Please contact an administrator or supervisor to help you obtain a copy of these records should you want to learn more.

 

7.  CONFLICT OF INTEREST - Employees of the District will not engage in any activity that raises a reasonable question of conflict of interest with their duties and responsibilities as members of the Webb City R-7 School District staff and may be disciplined or terminated for doing so.   See the Board Regulation 4840 – Staff Conflict of Interest.

 

        8.  COURTESY - When conducting their assigned tasks, all District employees are expected to demonstrate appropriate courtesy toward students, the public, and their fellow employees.

 

        9.  DRIVER DRUG TESTING - The District complies with the provisions of the Omnibus Transportation Employee Testing Act of 1991, which mandates the District drug tests its drivers who are required to hold commercial driver’s licenses with the school bus endorsements.  For the safety of our students, all drivers participate in a pre-employment screening and participate in random drug and alcohol testing.

 

10.  EMERGENCY PLANS/SAFETY DRILLS - Emergency preparedness drills (fire, severe weather, tornado, bus evacuation, earthquake, bomb threat, lockdown, shelter-in-place and evacuation) will be developed.  A number of drills will be conducted in each building to give instruction and practice in proper actions by staff and students. Emergency exiting procedures will be posted near the door in each instructional area.  Instruction in fire drills shall be given early in the school year and drills shall be held regularly throughout the year.

 

Earthquake emergency exercises will be held at least twice each school year that will require students and staff to simulate earthquake emergency conditions and practice the procedures that are to be implemented under such conditions.

 

Students and staff may be retained for safety reasons at the school buildings or another safe place during actual emergency conditions. The District plan will include information on communicating with parents and instructions on how parents will locate their students in an emergency. During actual emergency conditions, emergency personnel and emergency vehicles will have priority near the schools.

 

11.  EMPLOYMENT EQUALITY - The District is an equal opportunity employer. The District employs, assigns and promotes according to individual qualifications and assures equality of opportunity regard to race, color, gender, religion, national origin, age, disability, genetic information, status as a covered veteran, or other protected classifications. The District hires only citizens of the United States and persons who are legally authorized to work in the United States. The District's hiring procedures comply with all federal and state laws, including laws prohibiting discrimination. The District is enrolled and actively participates in a federal work authorization program in accordance with law.

 

12.  EMPLOYEE CLASSIFICATION

Professional Employees (Exempt)-  Professional and administrative employees are exempt from overtime pay and are employed according to the work schedules set by the District. A school calendar is adopted each year designating the work schedule. Notice of work schedules, including required days of service and scheduled holidays, are designated on the Board adopted calendar.

 

Support Staff Employees (Non-Exempt)-  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. Support staff employees are not exempt from overtime and are not authorized to work in excess of their assigned schedules without prior approval from the supervisor.

 

13.  EMPLOYEE CONDUCT AND ETHICAL BEHAVIOR - Please refer to Policy 4630, located at the back of the handbook, page 38.  Employees are subject to dismissal if Policy 4630 is violated.

 

a.  Employees of the District are expected to conduct themselves in actions, dress, and general behavior in a manner to bring credit to their school and community.

 

b.  Employees are expected to maintain the trust of the general public and not engage the use of public funds and/or facilities for personal benefit or gain. 

 

14.  EMPLOYEE DEFINITION - Certificated staff shall be defined as any person employed for the specific purpose of instruction or administration of the School District.  Support staff shall be defined as any person not employed for the specific purpose of instruction or administration of the School District; this includes certificated staff employed in a non-teaching position.           

 

15.  EMPLOYEE IDENTIFICATION - All District employees are issued an ID badge with photo.  These badges are required to be worn during their working hours.  This identifies you are in the building as an employee.  Do not loan your badge to another person.  Should the ID badge be misplaced, please notify your supervisor immediately.  A $5.00 fee is associated with the replacement badge.

 

16. EMPLOYMENT TESTING - Prior to beginning duty, new custodial, maintenance, food service, paraprofessional, bus aides, IT department and teacher assistant employees will be required to complete a physical capabilities test to determine if the assigned job functions of lifting, twisting, bending and other physical requirements of the job can be met on a daily basis.  Employment is conditional upon successfully passing an essentials functions test.  The District reserves the right to request additional essential functions tests or functional capacity assessments as needed within its discretion.

 

The offer of employment set forth herein is specifically and explicitly conditioned upon the receipt of satisfactory report(s) resulting from (1) all MSHP criminal background checks for employment, and (2) all physical capabilities tests to determine fitness for duty. The determination of the satisfactory nature of all said reports rests in the sole discretion of the Webb City R-7 School District.

 

17.  FIREARM AND OTHER WEAPONS - No person shall carry a firearm, a concealed weapon or any other weapon readily capable of lethal use into any school, onto any school transportation or onto the premises of any function or activity sponsored or sanctioned by the District, except for authorized law enforcement officials.

Any person who possesses a weapon in violation of this policy will be asked to leave. In addition, administrators may report the incident to law enforcement officials, ban the person from school property or school events in accordance with board policy or seek other legal remedies.

 

18.  GUEST SPEAKERS - All guest speakers must be approved, in advance, by the building Principal.

 

19.  INCLEMENT WEATHER - In the event of inclement weather resulting in the cancellation of school, it will be announced on all District social media platforms, local radio and television stations.  Notification will also be given on social media networks and calls will be made through the Districts’ automated calling system.  It is the employee’s responsibility to notify the District of any change in phone number.

 

20.  IN-SERVICE MEETINGS -

                    a.  All certified staff is required to attend scheduled in-service meetings.

b.  Support staff is required to attend periodic staff meetings for the purpose of providing training, etc. as directed by the building Principal.

c.  State/Federal mandates require all employees participate in training on certain topics.  Employees must agree to participate through meetings and/or on-line training.

 

21. LOANING OF SCHOOL PROPERTY – School property and equipment are purchased with specific purposes in mind.  Only the District office or their designee may grant permission to borrow school property.  Never take school property home without permission.  For special equipment, a signature may be required to check out the item.  This will assure that equipment is always at school when needed and will protect you.

 

       22.  PARENT-TEACHER CONFERENCES - The District requires certified staff to be in attendance at Parent-Teacher conferences. 

 

23. PERSONAL PROPERY -  Personal property is not covered by District insurance nor will damages or loss be covered by District funds.

 

24.  PUBLIC RELATIONS - It is the responsibility of all employees to promote the positive image of the School District.  Your friends and neighbors form their impressions of the District from what you say about it.  Make sure the information you provide is accurate.  NEVER pass along gossip, petty rumors, or other information that may have arisen from a purely emotional basis.

 

      25.  SAFETY - All District employees are expected to carry out their duties in a way that will not jeopardize the general health and safety of themselves or those to whom service is rendered.  The maintenance of safe conditions throughout the school District is a responsibility shared by all.  Please refer to the Districts’ Safety Manual for workplace safety guidelines.

 

        All employees should be familiar with the evacuation diagrams posted in their work areas.  Fire, tornado and other emergency drills are conducted to familiarize employees and students with evacuation procedures.  Fire extinguishers are located throughout all buildings.  Employees should know the location of the extinguishers nearest their work place and know how to use them.

 

        26.  SCHOOL CARS - Employees required to travel to out of town meetings are required to request a school vehicle.  Mileage will not be reimbursed if a school car was available for the trip.  Proof of driver’s license is required.

 

        27.  SEAT BELT USAGE - The District recognizes seat belts are extremely effective in preventing injuries and loss of life in vehicular accidents.  All employees of the Webb City R-7 School District are required to wear seat belts when operating or riding in a District owned vehicle.

 

28.  SELLING AND SOLICITING - There is to be no selling or soliciting by school employees during school hours or on school grounds.

 

29.  TECHNOLOGY USAGE - The District technology resources may be used by authorized employees.  Use of the District’s technology resources is a privilege, not a right.

 

Employees must adhere to District policies, regulations, procedures and other District guidelines.  All employees shall immediately report any security problems or misuse of the District’s technology resources to an Administrator.

 

As members of a School District, we are all watched closely by the public and news media.  It is important to not communicate inappropriate information to students, parents or staff. For your protection and the protection of our students, be cautious in your verbal, written and computer communications.  Be careful of all created or forwarded information on school equipment including e-mails, jokes, and stories which may not be appropriate.  What does not offend one person, may offend someone else.

 

All employees must recognize that they do not have a legal expectation of privacy in any electronic communications or other activities involving the District’s technology.  All employees must consent in their User Agreement to interception of or access to all communications accessed, sent, received, or stored using District technology.  Because the computers are shared resources, it is not appropriate for an employee to access, view, display, store, print, or disseminate information via District resources, including e-mail or Internet access, which students or other users could not access, view, display, store, print, or disseminate without authorization by the District.

 

The District’s technology resources are not a public forum for expression of any kind and are to be considered a closed forum to the extent allowed by law.  

 

District wide emails are prohibited unless approved by the building level administrator.

 

        30.  UNIFORMS - The R-7 District provides uniforms for custodial, mechanics and kitchen staff at the beginning of each school year.  Employees are required to keep them as neat and clean as possible.

 

31.  VANDALISM - The board will seek all legal redress against persons found to have committed incidents of willful or malicious abuse, destruction, defacing and/or theft of the property of the Webb City R-7 School District.  Employees are urged to report incidents of vandalism to property belonging to the district, as well as the name(s) of the person or persons believed to be responsible.

 

32. VISITORS IN THE WORKPLACE -  Parents, guardians, and patrons of the District are welcome to visit District schools and attend District events.  All visitors during business hours must sign or check in at the building office prior to proceeding elsewhere in the building.  The District will not tolerate any person whose presence disturbs classes or District activities or hinders the instructional process.  Visitors to District property must not possess weapons, including concealed weapons, on District property, on District transportation or at any District function or activity sponsored or sanctioned by the District unless the visitor is an authorized las enforcement official or is otherwise authorized by Board policy.

 

If a visitor has been prohibited from District property or events under Board policy and is found on District property, District staff will contact law enforcement and/or escort the prohibited person from District grounds. 

 

         33.  WORK SCHEDULES - Employees are assigned work schedules, hours of work, and work stations in such a way as to bring maximum benefit to the School District.  Any modification of hours worked must be approved in advance by the supervisor. 

 

         a.  Certified staff salary is contracted for 9 months & work 182 days; those contracted for 10 months will work 202 days; those contracted for 12 months will work 260 days.

 

         b.  Support staff salary is based on 181 days for a 9-month employee; 201 days for a 10-month employee; and 260 days for a 12-month employee. 

 

34.  WORKING ATHLETIC EVENTS - Certified and/or Support Staff may work evening and/or weekend athletic events.  Various duties for these events may include taking money and passes at the gate, running the table/clock, scorekeeping, announcing, etc.  Pay for these duties is dependent upon the number of games worked. 

 

Available openings are offered to employees first.  An employee is defined as being a person in the service of the District under contract of hire, expressed or implied, oral or written, where the employer has the power or right to control and direct the employee in the details of how the work is to be performed.  Substitutes and student teachers are not classified as employees of the District.  Retirees are not eligible to work any of these duties unless it is a last resort case and a timesheet must be completed (these hours will count toward their 550 hour limit).

ABSENCES AND LEAVES

 

1.  AMERICANS WITH DISABILITIES ACT LEAVE -  School Districts are required to comply with the Americans with Disabilities Act (ADA) and Section 504 of the Rehabilitation Act.  These statutes define the term “disability” as a health condition that substantially limits one or more major life activities.  Employees who are not eligible for leave under the FMLA may request medical leave for qualifying health conditions as an accommodation under ADA.  To submit a request for leave as an accommodation under the ADA, please contact the Human Resources Department.

 

        2.  BEREAVEMENT LEAVE - with full pay, may be accessed from accumulated sick days to cover:

 

1. one day of sick leave may be used, per school year, for a funeral other than immediate or extended family

        b.   days absent due to the death of immediate family members.

        c.   two days from accumulated sick leave days (in addition to the one general funeral day leave received per year if not used previously) may be used in the death of extended family members.

        d.   any other person over whom the employee has legal guardianship or for whom the employee has power of attorney and is the primary caregiver.

 

Immediate family defined as mother, father, sister, brother, husband, wife, son or daughter. 

Extended family defined as grandparents, grandparent in-law, grandchildren, mother-in-law or father-in law.

 

       3.  BUSINESS/EMERGENCY LEAVE - Each full-time employee is entitled up to four (4) business/emergency leave days.  This leave is designed as a benefit to employees who have personal emergencies during the school year.  Business/Emergency leave must be requested in advance, in writing to the Assistant Superintendent of Business Operations.  If approved, this leave will be subject to pay reduction in the amount of the cost of a substitute for certified staff and a 35% reduction of the daily rate for support staff, regardless of whether or not a substitute is required.  Business leave days may not be used in conjunction with scheduled school holiday and/or breaks.  Additionally, they are not allowed to be used on Professional Development Days unless it is for a college visit or wedding.  

 

The following circumstances are NOT considered emergencies, and therefore cannot be requested as leave under this policy:

• To interview for a job outside the District
• For any venture that would earn the employee income outside the District

 

4.   EXCESSIVE OR UNREASONABLE ABSENCES -   While some absences are unavoidable, when an employee is routinely tardy, frequently absent, or is absent for an extended period of time, the learning environment and District operations are negatively impacted.  Therefore, unless otherwise allowed by law, employees may be disciplined or terminated for excessive or unreasonable absences, which include situations where employees come to work late, leave early, or abandon their duties without permission from a supervisor.  An employee’s absence, tardiness, or early departure may be considered excessive or unreasonable in any of the following circumstances:

 

1. The absence is for a reason not granted as paid or protected leave;
2. The absence results in the employee exceeding his or her available amount of accrued sick/personal or vacation days;
3. The employee does not obtain prior permission to be absent from his or her supervisor;
4. The employee fails to appropriately notify his or her supervisor of the absence (“No-Call, No-Show”)
5. The absence is for any reason other than the one given for the absence; The employee does not provide the complete and accurate reason for absence, does not respond to requests for absence information, or does not provide requested documentation related to the absence; or
6. The employee fails to comply with the District’s leave policies and/or specific building absence reporting protocols.

 

      5.  EXTENDED SICK LEAVE - In the event a staff member has an extended serious medical condition, including pregnancy, and has not accumulated adequate sick leave to cover said illness, staff may be entitled to continue to receive their regular compensation, minus the cost of a long term substitute for certified employees and a 35% reduction of the daily rate for support staff, not to exceed six (6) consecutive calendar weeks from the first date of illness, subject to the following conditions:

 

               a.   FMLA entitlement must have been applied for (see #14 concerning FMLA guidelines)

               b.   All sick leave and personal day(s) must be exhausted

               c.   Accumulated sick leave will be counted as part of the six (6) calendar week period

               d.   Inability to work must be documented by a physician (the District retains the right to obtain a             second opinion)

               e.   The period of absence must be for a single diagnosis of illness, condition or injury

               f.    The period of leave allowed under this provision shall be for no more than six (6) consecutive        calendar weeks

               g.   Business/Emergency Leave days shall be consumed in cases where this provision is exercised    

     

6.  FAMILY MEDICAL LEAVE ACT of 1993 - The Webb City R-7 District complies with the Family and Medical Leave Act of 1993 (FMLA).  The FMLA entitles eligible employees up to 12 weeks (60 work days) of unpaid, job-protected leave in a 12-month period for the following reasons:

 

1. A serious health condition that prevents the employee from performing the essential functions of his or her job;
2. To care for the employee’s child after birth, or placement for adoption or foster care;
   • In the event both parents are employees of the District, leave for the birth or placement of a child shall be limited to a period of 12 weeks between the parents.
3. To care for the employee’s spouse, son, daughter, or parent who has a serious health condition.
   • Parent means the biological parent of an employee or stood in loco parentis to an employee when the employee was a child, does not include parents-in-law.
   • Child(ren) means a biological, adopted, foster child, stepchild, a legal ward, or a child of a person standing in loco parentis, who is either under age 18, or 18 or older and “incapable of self-care because of a mental or physical disability” at the time FMLA leave is to begin.

 

To be eligible for this job-protected leave, an employee must have worked for the District for at least 12 months and have worked a minimum of 1,250 hours in the 12 months immediately preceding the first date of leave.  Medical certification from the health care provider of the employee or employee’s family member must be provided in order for the District to evaluate an FMLA request.  Employees are required to give notice of the need for FMLA leave at least 30 days in advance, when the need for leave is foreseeable.  The District suggest completing FMLA certification for absences of more than 3 consecutive days related to a personal or family medical condition.  To submit a request for medical leave under FMLA, please contact the Human Resources Department.

 

In the event of a scheduled absence/procedure, the employee is responsible for informing his/her building Administrator and the Human Resources department as soon as possible, as an FMLA determination must be made prior to absence/procedure.  Should the absence/procedure be an emergency, please contact the Building Administrator and the Human Resources department as soon as possible.

 

7.   INCLEMENT WEATHER ATTENDANCE -  Any necessary inclement weather make-up days will follow the District calendar for those days.  Employees will be required to work the make-up days in order to be paid.  AMI (Alternative Method of Instruction) school days:  All part-time and full-time salaried employees receive their full scheduled day of pay when an AMI day is determined due to inclement weather or other reasons set forth by District administration.

 

8.   INCLEMENT WEATHER – An employee may live where there is different weather pattern than the District.  The employee can make their decision to drive to work based on the severity of the weather, knowing it may cost a vacation or personal day.  Sick days are not allowed for this purpose.

      

        9.  JURY DUTY – An employee selected for jury duty during their regularly scheduled work hours will be granted paid leave for time spent participating in the jury selection process or serving on the jury.  Employees should notify their supervisor as soon as the jury summons is received in order to prepare for the employee’s possible time away from work.  Employees are encouraged to accept the right and responsibility of jury duty.  As a general rule, regular compensation is not interrupted while serving on the jury, with the exception of Grand Juries.

 

10.  LEAVE FOR COURT SUBPOENA - If the subpoena is directly related to the employee’s school duties, the employee will be released for court appearance without loss of pay.  Other court appearances will be deducted through payroll

 

11.  MATERNITY LEAVE - Employees are allowed 12 weeks of Maternity leave which falls under FMLA leave.  The 12 weeks include days the employee is contracted to work.  Holidays, breaks and AMI days do not count toward Maternity/FMLA days. Professional Development days do.   If the delivery happens at the end of one school year, the employee is allowed to continue their FMLA the next school year.  It would begin on the first contracted day of work of the next school year.  If the delivery happens on any break, the employee is allowed to start their FMLA the first contracted day of work after the break.  Please remember once the delivery happens the employee is not allowed to be on campus for any work-related activities until after FMLA is over.  If both parents are employees of the District, please remember Maternity leave and Paternity leave are a total of 12 weeks.   

 

            a.  If the employee does not have enough sick or personal days to cover all the absences in the first 30 days, the employee can utilize the District’s Extended Sick Leave Policy. Please refer to the Extended Sick Leave section above for more information.

      b.  An employee can exhaust all earned sick days and/or personal day(s) up to 12 weeks.

 

12. MILITARY LEAVE -  Military leave is granted by the District as required by law.  Members of the National Guard or any reserve component of the U.S. Armed Forces who are engaged in the performance of military duty or training at the call of the United States government will be entitled to a leave of absence of 120 hours in any federal fiscal year (October 1 through September 30) without loss of pay, or any other rights or benefits.  Employees should provide the Human Resources Department with written orders verifying the dates of the military service assignment.

 

13.  PAID HOLIDAYS - All regular employees who are employed at an hourly rate, rather than an annual salary, will receive regular pay (for hours normally worked each day) as holiday pay for the following days:

Thanksgiving Day, Christmas Day, New Year's Day.

 

Those who work twelve months will also get holiday pay for Memorial Day, 4th of July, Labor Day and Christmas Eve Day.

 

14.  PATERNITY LEAVE - Employees are allowed 12 weeks of Paternity leave which falls under FMLA leave.  The 12 weeks include days the employee is contracted to work.  Holidays, breaks and AMI days do not count toward Maternity/FMLA days. Professional Development days do.  If the delivery happens at the end of one school year, the employee is allowed to continue their FMLA the next school year.  It would begin on the first contracted day of work of the next school year.  If the delivery happens on any break, the employee is allowed to start their FMLA the first contracted day of work after the break.  Please remember once the delivery happens the employee is not allowed to be on campus for any work-related activities until after FMLA is over.   If both parents are employees of the District, please remember Maternity leave and Paternity leave are a total of 12 weeks.  

 

1.  If the employee does not have enough sick or personal days to cover all the absences in the first 30 days, the employee can utilize the District’s Extended Sick Leave Policy.  Please refer to the Extended Sick Leave section above for more information.

b.  An employee can exhaust all earned sick days and/or personal day(s) up to 12 weeks.

 

 15.  PERSONAL LEAVE - A full-time employee receives 2 personal days each year. One (1) additional personal leave day, per fiscal year, is allowed for any full-time employee who did not use any sick leave the prior fiscal year.  Personal leave days may carry over to the next fiscal year if not used, however, may not accumulate to more than four (4) days.  Personal leave days may not be used in conjunction with scheduled school holidays and/or breaks unless it is for a college visit or wedding.  All personal leave days must be approved by the building Principal.

 

        16.  REPORTING ABSENCES - All leave (sick, personal, business, etc.) must be reported through AESOP, with the exception of Food Service, Maintenance and Transportation employees. 

 

It is the responsibility of the employee, when absent, to notify his/her immediate supervisor as soon as possible.  The supervisor reserves the right to require a return to duty work release statement from your physician.

 

        17.  RETURN TO WORK – The District reserves the right to require any employee to receive a return-to-work clearance from District medical partners after any major illness or injury sustained either while at work or outside of the working environment.  Returning to work is conditional upon successfully passing an essentials functions test, also known as Fitness for Duty testing.  The District reserves the right to request additional essential functions tests or functional capacity assessments as needed within its discretion.  The determination of the satisfactory nature of return-to-work reports rests in the sole discretion of the Webb City R-7 School District.

 

18.  SICK LEAVE - All full-time certificated and regular employees will receive, with full pay, at the rate of ten (10) days per year, accumulative to one hundred and seventy (170) days total; however, only a maximum of 150 days will be reimbursable upon retirement.  Part-time (supplemental) employees are not covered under this provision.  Sick leave will be granted for the following:

 

      a.  Personal illness or injury 

      b.  Personal illness or injury to immediate family members (interpreted to mean mother, father,             sister, brother, husband, wife, son/daughter, grandchildren or guardianship)

      c.   One day of sick leave may be used per year for a funeral other than immediate or extended family (extended family interpreted to mean grandparents, grandchildren, mother-in-law or father-in-law); see Bereavement Leave policy

      d.   Two (2) days of sick leave may be used, consecutively, at the time of the birth a grandchild

 

19. STUDENT TEACHING  - It is the responsibility of the employee preparing to complete their student teaching assignment to contact Human Resources in person as early as possible.  During the time of their absence, the employee will not receive pay or be eligible for benefits. 

 

        Student teachers may not substitute teach during this period without obtaining permission through the Superintendent and their sending university.  Student teachers are not considered to be employees of the District.

 

        20.  VACATION - All certificated and support staff employees, employed on a 12-month basis, are granted two (2) weeks of paid vacation per year.  Those employed during the year will be granted vacation days on a prorated basis.  Following the completion of 10 full years of service in a position entitled to paid vacation, the employee will be allowed three (3) weeks of paid vacation.  Unused vacation may not be accrued from one fiscal year to the next.

 

21. WORKERS’ COMPENSATION LEAVE -  An employee who suffers an illness or injury arising out of the course of employment may be eligible for workers’ compensation wage replacement and other benefits under the Missouri Workers’ Compensation Act.  Employees who are absent due to an illness or injury compensable under workers’ compensation and who are receiving such compensation will not lose seniority or any accumulated paid leave due to the absence.  The District does not permit the use of sick, personal, or vacation for absences during the period when the employee receives workers’ compensation wages.

PAYROLL AND PERSONNEL

 

1.  CERTIFICATION – Certification is completed through the Department of Elementary and Secondary Education (DESE) website.  It is the responsibility of the certificated staff member to keep their teaching credentials current.  Certificated staff should re-apply to Missouri DESE thirty (30) days prior to the expiration date of certification.

       

      2.  CHAIN OF COMMAND - The normal process of the chain of command always begins with the immediate supervisor and continues through the Superintendent of Schools to the Board of Education.  Employees are expected to attempt to resolve problems through the normal chain of command.

 

3. COMPENSATORY TIME – Compensatory time is an alternative method of overtime payment for hours worked over 40 for non-exempt employees.  As such, it must be approved by the Principal and a Central Office Administrator in advance as overtime.  The same overtime principles apply:  working extra hours in order to accrue compensatory time off for future use is prohibited. 

 

In lieu of paying a non-exempt employee for overtime worked, employees may be granted compensatory time off at the rate of one and one-half hours off for each hour of overtime worked, at some time after the workweek; however, must be taken within the same quarter in which the overtime was worked if the following conditions are met:

 

1. The employee must sign the Districts’ Compensatory Time Off Agreement annually.
2. The employee knowingly and voluntarily agrees to accept compensatory time.
3. As compensatory time is earned, the employee must note on the time sheet it is compensatory time eligible and it must state the reason the compensatory time was earned. 
4. To access compensatory time off, this must be approved in advance by the Principal and a Central Office Administrator.

 

Compensatory time off may not be taken in conjunction with scheduled school holidays, breaks or to extend vacation time.

 

         4.  DISCRIMINATION/HARRASSMENT GRIEVANCE PROCEDURES -  Board of Education Regulation 2130, the Webb City School District’s nondiscrimination and student rights regulation, enforces Board of Education Policy, which prohibits harassment and/or discrimination on the basis of race, color, sex, national origin, age, ethnicity, disability, sexual orientation, or perceived sexual orientation. Regulation 2130 has five (5) subsections. Subsection A defines types of and gives examples of prohibited discrimination and harassment. Subsection B explains how employees or students who believe they have been subjected to discrimination or harassment, or who have witnessed discrimination or harassment can report such behavior and to whom they should report the behavior (for example, Subsection B (4) (a) provides that in each school building initial complaints can and should be submitted orally or in writing to the building principal). Subsection C explains and details how the District is to investigate reports of discrimination or harassment. Subsection D details how the District is to respond when an incident of discrimination or harassment is reported, as well as during and after the investigation into the reported incident is concluded. Any decision made pursuant to Regulation 2130 may be appealed by using the grievance procedure contained in Regulation 1310 by filing a written complaint/appeal with the District’s Title IX/Section 504 Coordinator within fifteen (15) business days from the date the grievant could reasonably become aware of such an occurrence or the decision made under Regulation 2130. Further complaint/appeal procedures can be found in Regulation 1310. Finally, Subsection E prohibits the District from retaliating against any individual based on that individual reporting an act of discrimination or harassment.

 

         Pursuant to Subsection D (3) of Regulation 2130, students, parents of elementary and secondary school students, employees, applicants for admission and employment, sources of referral of applicants for admission and employment with Webb City R-7 School District may appeal a final decision rendered by the District following the conclusion of its investigation of alleged discrimination or harassment under Subsection C by following the appropriate grievance procedure (Title IX or Section 504) outlined in District Regulation 1310. Copies of Board of Education Regulation 1310 and 2130 may be obtained from the District’s Title IX/Section 504 Coordinator, Mrs. Kayla Cullers, 411 N. Madison, Webb City, MO 64870, Phone: 417-673-6000. Regulations 1310 and 2130 are also accessible on the District’s website home page by accessing the Parent Information link then the Board Policies, regulations and forms link. The Webb City School District’s website can be accessed at: http://www.wcr7.org.

 

5.  DRESS CODE – Webb City School District employees serve as role models for the students and community as representatives of the District.  Consistent with these roles, all employees, volunteers and substitutes shall dress professionally and appropriately.

 

District level employees must adhere to the Staff Dress Code.

 

All clothing must be neat, clean, in good repair and appropriate for on the job appearances at all times.  Employees shall not wear, on the outside of their clothing, any jewelry or similar artifacts that are contrary to the mission of the school.

 

Physical Education teachers, coaches and athletic volunteers should wear the appropriate athletic attire necessary to meet the requirements of their job responsibilities and a warm-up suit when not actively teaching physical education classes or coaching.  However, all teachers and coaches must follow the staff dress code on parent conference days and other occasions when not instructing class.

 

The following rules serve as basic guidelines:

 

• Shoes must be worn at all times.  Wear proper footwear (i.e. slip resistant)
• Shorts are not acceptable. Length of trousers and slacks must fall at least below the calf.  
• Head coverings in the building are not acceptable.
• Attire must be worn in the manner for which it was designed and must be free of obscene or suggestive markings, advertisements of tobacco, alcoholic beverages, drugs, and/or other products deemed inappropriate by school officials.
• Halter tops, spaghetti-strapped tops, transparent blouses/shirts, lingerie or lingerie-look outer attire, backless apparel, or items that fail to conform to accepted standards of modesty and good taste are not acceptable.  
• All tops must have enough length to extend beyond the waistband of pants/skirts at all times. Sleeveless shirts must have modest armholes.  Girls’ tops must have at least 2-inch straps.
• Dresses and/or skirts must be to the knee.
• Attire or wearing of attire in a manner that suggests gang association is not acceptable.
• Torn or tattered clothing is not acceptable.  NO HOLES in Jeans
• Unnatural hair coloring (fuchsia, green, blue, etc.) is not acceptable.
• Leggings may only be worn under dresses or skirts that extend to the knees.
• Yoga pants are acceptable as long as the shirt or sweater completely covers the buttocks.

 

6.  DRUG/ALCOHOL FREE WORK PLACE POLICY – Per District Policy 4870, the unlawful possession, use or distribution of illicit drugs and alcohol on school premises or as a part of school activities is strictly prohibited.

Employees under the influence of alcohol, drugs, or controlled substances while on duty are a serious risk to themselves, to students and to other employees. Employees who display physical manifestations of drug or alcohol use while on duty, may be subject to drug testing.  Any employee who violates this policy will be subject to disciplinary action up to and including termination and referral for prosecution. Employees may also be required to satisfactorily participate in rehabilitation programs.

As a condition of employment, all employees must abide by the terms of this policy.  Employees who are convicted of a drug offense which occurred on school premises or while on duty must notify the Superintendent of their conviction.  Notification must be made by the employee to the Superintendent within five (5) days of the conviction. Within ten (10) days, the Superintendent will provide notice of such violation to the Impact Aid Program, United States Department of Education, or other appropriate government agency.

The District will institute a drug-free awareness program to inform employees of:

• The dangers of drug and alcohol abuse in the workplace.
• This policy of maintaining a drug-free workplace.
• Available counseling and rehabilitation.
• The penalties that may be imposed upon employees for drug abuse violations occurring in the workplace.

On the basis of medical certification, employees with the illness of chemical dependency shall qualify for the employee benefits and group insurance coverages that are provided for under group health and medical insurance policies. The confidential nature of the medical records of employees with chemical dependency shall be preserved in the same manner as for all other medical records.

The District's responsibility for chemical dependency is limited to its effects on the employee's job performance. If the employee violates this policy, refuses to accept diagnosis and treatment, or fails to respond to treatment, and performance is adversely affected, the employee will be subject to employment action in proportion to the performance problem. Implementation of this policy will not require or result in any special regulations, privileges or exemptions from the standard administrative practice applicable to job performance requirements.

Upon the request of the Department of Elementary and Secondary Education or an agency of the United States, the District shall certify that it has adopted and implemented the drug prevention program described in this policy, in the form required by such agency. The District shall conduct a biennial review of this policy to determine its effectiveness, implement necessary changes, and to ensure that the disciplinary sanctions are consistently enforced.

It shall be a violation of this policy for any employee to possess, use, manufacture, distribute, or be under the influence of medical marijuana in any manner inconsistent with Missouri state law and applicable regulations.  Additionally, employees may not be under the influence of marijuana while they are (i) acting in the scope of their employment, whether on District property or off, or (ii) present at any school- or District-sponsored or sanctioned event such as athletic events or conferences. Employees may seek reasonable accommodations related to medical marijuana under the District’s policies and procedures addressing the Americans with Disabilities Act.

Transportation Employees-  District employees who are subject to the Transportation Employee Testing Act may not use medical marijuana on work days and may not use marijuana while employed in District transportation positions.  Transportation employees who test positive for any controlled substance, including marijuana, are subject to dismissal.  The Department of Transportation’s Drug and Alcohol Testing Regulation- 49 CFR Part 40, at 40.151(e)- does not authorize the use of Schedule I drugs, including medical marijuana, under a state law to be a valid medical explanation for a transportation employee’s positive drug test result.  Transportation employees who cannot, for medical reasons, comply with this regulation may request a transfer to a non-safety sensitive position.  The information in this policy will be distributed to all present and future employees.

7.  EMPLOYEES WITH COMMUNICABLE DISEASES - An employee may be excluded from work if the employee has or has been exposed to an acute (short duration) or chronic (long duration) contagious or infectious disease, and is liable to transmit the contagious or infectious disease, the Superintendent must be notified.

 

8.  EMPLOYMENT REVIEW AND PROGRESSIVE EMPLOYEE DISCIPLINE - It is anticipated all employees will have a satisfactory relationship with the School District.  However, when problems do arise, a verbal warning or correction may be warranted.   When a problem is serious, a written notice will be issued at the first offense.  If an employee is placed on probation, his/her pay raises will be suspended until probation is ended.

 

There are situations that will result in immediate termination.  These are, but are not limited to:  stealing from the School District, falsification of time sheets, abuse and/or fraudulent use of sick leave, deliberate insubordination, drug and/or alcohol abuse, failure to pass any required physicals, failure to be able to obtain any license that is a prerequisite to the position, revocation of insurability or bond eligibility, and criminal activities (in the case of pending charges, an employee may be suspended until the matter is resolved).  The District will refer employees to an Employee Assistance Program allowing them to connect with a confidential counselor supporting them for personal or work-related concerns that may be inhibiting their work performance.

 

9.  GRIEVANCE PROCEDURES - In situations where employees wish to express concerns relative to their jobs, the employees should do so by first contacting their immediate supervisor.  If it then becomes necessary to carry the matter further, they should contact the Superintendent of Schools.

 

10. INVOLUNTARY DEDUCTIONS – The District may make deductions when an employee owes the District money and the deduction does not otherwise violate the law.  The District may make deductions from an employee’s pay for unauthorized absences.  The District will also make deductions when presented a garnishment, wage attachment or other legal order.  The District may deduct amounts owed to the District by the employee for unpaid meal accounts for the employee.

 

All District employees are responsible for ensuring compensation received from the District is correct according to the letter of compensation received at the beginning of each school year, as well as, according to their timesheets and time actually worked.  Employees must notify the District of any discrepancy within 30 days of receipt.

 

The District may deduct any overpayment made to an employee as permitted by law, even if an employee fails to report such overpayment. 

 

11. MEAL/TRAVEL EXPENSE REIMBURSEMENT - Per the IRS, any meals to be reimbursed by the District, will be done so via payroll checks.  There is no provision to exempt meal allowances from income or wages, unless the traveler is “away from home”. 

 

Away from home is defined as:

 

1. your duties require to be away from the general area of your tax home substantially longer than an ordinary’s day work, and
2. you need to sleep or rest to meet the demands of your work while away from home.

 

These wages are subject to all Federal and State Income Tax Withholding.  However, these wages will not be retirement eligible.

 

Additionally, travel expenses, such as mileage reimbursement, will also be paid through payroll.  Other miscellaneous travel expenses necessary to carry out the purpose of a trip, which will be approved in advance by the Superintendent or his designee, will also be reimbursed through payroll, such as taxis, shuttles, parking, fuel.  Receipts are required for all reimbursements.  Gratuities should not exceed 15% of the bill.  No taxes will be withheld from travel expenses, with the exception of meals if they fall within the above guidelines.  This reimbursement is not retirement eligible. 

 

Approved meal receipts and mileage logs should be turned in by the 1^st of each month.  Reimbursements are paid on the 10^th of each month, unless it falls on the weekend or a holiday. In such cases, pay will be issued on the last day of work prior to the 10th.  All requests for reimbursement must be made within 60 days of the event or funds will not be reimbursed.

 

NOTE:  This does not replace the current PDC policy of arranging travel.

       

        12.  MEDICAL EXAMINATIONS - Employees may be required to undergo medical examinations at the direction of the District.  The District may pay a portion of the required examination expense.  Treatment required as the result of findings of the examination will be the sole responsibility of the employee. 

 

      13.  NAME/ADDRESS CHANGE – It is important employment records be kept up to date.  Employees should notify Central Office if there are any changes or corrections to their name, address, phone number, marital status, beneficiary, tax withholdings, etc.  It is the employee’s responsibility to make necessary demographic changes on state certification documents.  Upon notification, Central Office will send the required forms to the employee for completion.

 

      Please be aware, due to federal law, we cannot change names on any personnel file without receiving a copy of the Social Security card showing the name change.

 

         14.  NON-WORKING INJURY - Employees injured outside the workplace will be required to furnish a doctor’s note prior to returning to work.  If accommodations are required, the District has the right to decide if the accommodations will meet the requirements of your position.

 

15.  NOTICE OF ARREST, ABUSE COMPLAINT, TRAFFIC CITATION – Per Board Policy 4125, every employee and volunteer who is arrested for a criminal act, felony, or misdemeanor MUST notify their supervisor in writing within three (3) work days of the arrest. Similarly, every employee/volunteer must notify their supervisor within the same time period of notice of a child abuse complaint against them. Traffic violations related to Driving Under the Influence will be treated as a criminal arrest. In addition to the preceding, transportation employees must notify their supervisors of any moving traffic violations whether or not on work time.

 

Additionally, per Board Policy 4125, whenever the District receives a finding of substantiated sexual or physical abuse from the Children’s Division against an employee, the employee will be immediately suspended with pay.  The employee so affected may be returned to work if the allegation is unsubstantiated, revised, or reversed on repeal.

 

16.  NURSING MOTHERS -  The District will provide a reasonable break time for employees to express milk for her nursing child for one year after the child’s birth.  The District will provide a location, other than a bathroom, that is shielded from view and free from intrusion of coworkers and the public.  It is the employee’s responsibility to meet with their immediate supervisor to develop a schedule.

 

17.  OVERTIME – When operating requirements or other needs cannot be met during regular working hours, employees may be given the opportunity for overtime work assignments.  Employees cannot work more than their set position allows without prior approval from the administrative supervisor.

 

As required by law, overtime is based on actual hours worked in excess of 40 hours in a workweek.  Time off on sick leave, personal leave, bereavement leave, holiday, vacation leave, or any leave of absence will not be considered hours worked for purposed of performing overtime calculations.

 

Exempt employees are not eligible for overtime compensation or compensatory time.  Nonexempt employees shall not work overtime without prior approval of a supervisor designated by the Superintendent to approve overtime.

 

        18.  PAY DAY - All employees are paid on the 20th of each month, unless it falls on the weekend or a holiday. In such cases, pay will be issued on the last day of work prior to the 20th.  All certificated, regular and supplemental employees are paid via the direct deposit program to a financial institution of the employees’ choice.  An electronic copy of the check will be available for employee records.

 

19.  PAY DISTRIBUTION INFO -   Electronic deposit of pay is mandatory for all District employees.  Paychecks will be disbursed via direct deposit to the account designated by the employee at the time of hire.  Any changes to direct deposit information after hire must be made through the Human Resources Department.

 

Taxes are withheld from employee earnings as required by law.  Employees must complete a W-4 tax form upon hire in order for the District to withhold the appropriate federal and state income tax from their pay.  If a W-4 form is not completed, by law, taxes must be withheld as if claiming single with zero exemptions.  To make a change to tax withholdings, employees must complete and submit a new W-4 form to the Human Resources Department.

 

20.  PERFORMANCE EVALUATION – All District employees will be evaluated on their job performance by their assigned supervisor on an annual basis.  Written evaluations will be completed on District approved forms and placed in their personnel file.

 

21. PERSONNEL FILES -  The District creates and maintains personnel records for all District employees.  The file of an individual employee will be considered confidential information and will only be available to authorized personnel.  Confidential health and medical records will be kept in a separate file from the employee’s personnel records.  Individually identifiable personnel records pertaining to employees, former employees, or applicants for employment are not accessible to the public.  However, the names, positions, salaries, and lengths of service of employees may be made available to the public upon request of the Superintendent of Schools.

 

Personnel records will be maintained for all employees of the District in accordance with the applicable Missouri Secretary of State’s records retention schedule.  The District will maintain records securely in accordance with any records-keeping recommendation practices made to the District by the Districts’ auditors or the State Auditor.  Records are maintained for employment purposes only and are confidential to the extent permitted by law and will contain, but not limited to, individually identifiable personnel records and performance evaluations.

 

Upon request to and in the presence of the appropriate administrator, any employee may inspect his or her own personnel file during regular work hours, with the exception of the ratings, reports and records created or obtained prior to the employment of the individual, including confidential placement papers and letters of reference.

 

22.  PROFESSIONAL STAFF HIRING - Because an effective educational program requires quality staff members, the Board and the Administration of the District make every effort to attract and retain the most highly qualified personnel. All Teachers and Administrators must have valid certification to teach in Missouri schools. Efforts are made to recruit the best-qualified candidate for each position. New or vacant positions are posted on the Districts’ website and publicized externally by other means as determined appropriate for a period of no less than five business (5) days. However, if it would be detrimental to wait less than five (5) business days, the position may be advertised for as many days as is appropriate. If the same or similar position was recently advertised, the District may utilize applications previously received without re-advertising the position. A position is not considered vacant if an existing employee is assigned to the position.

 

23.  REASSIGNMENTS/REDUCTION IN WORKFORCE- All personnel are subject to reassignment.  Reassignment is a transfer to another position, department, or facility that does not necessitate a change in the employee’s contract.  When reassignments are due to enrollment shifts or programs changes, the Superintendent has the final authority.  Extracurricular or supplemental duty assignments may be reassigned to another position in the District in order to meet the needs of the District.

 

The most common needs occur when enrollment patterns change either by school attendance areas or by course offering.

 

Whenever it becomes necessary, because of lack of funds, lack of work or in the interest of economy, the Board of Education may reduce the number of non-instructional personnel.

 

24.  RECRUITMENT AND HIRING PROCEDURES - The Board of Education recognizes the importance of having well-qualified staff to assure an efficient and effective educational program. It is the policy of the Board to select the most qualified staff available in light of the services to be rendered. All positions in the school system are established by the Board and recommendations for employment are presented to the Board for approval.

 

        25.  REST PERIODS (BREAKS) - It is obvious there is no end to tasks that must be performed within the District.  It is reasonable, however, to allow one fifteen (15) minute break per each four-hour work segment.  Breaks of greater frequency and longer duration often mean assigned work is being left undone.

 

        26.  RETIREMENT – Retirement contributions are mandatory based on the following information:

 

1. All certificated staff working more than seventeen hours per week on a regular basis will participate in the Missouri Public School Retirement System (PSRS) as required by law.

 

2. Any certificated staff working more than seventeen hours per week in a non-teaching position, will pay into PSRS at a reduced rate and are also subject to FICA taxes.

 

c.   All regular employees working more than twenty hours per week are required to be a member of the Missouri Public Education Employee Retirement System (PEERS) and are also subject to FICA taxes. 

 

         NOTE:  It is the responsibility of the employee to update name change, address change or beneficiary information with either PSRS or PEERS.

 

        27.  SALARY - Salary scale rates, and salary scales, are determined annually by the Board of Education.  Employees required to submit time sheets must do so on the 10th day of each month.  Those submitting time sheets are accountable for their accuracy.  All time sheets must be signed by the employee and their supervisor.  The Assistant Superintendent must properly approve any and all overtime, in advance (please refer to Overtime, #17).   All employees who work on a rated scale may annually be provided a copy of the scale upon request.  Please refer to Pay Period, #15.

 

        28.  SENIORITY - When all other qualifications are equal, employees with the greatest seniority will be given first consideration for promotion within their job classification.  Seniority is not a determining factor in reassignments not considered as promotions, or position enhancements.

 

        29.  SEXUAL HARASSMENT - It is the policy of the Webb City Public Schools to provide a positive learning and working atmosphere for students, employees and visitors free from sexual harassment.  Any administrator, teacher or other employee, or any student who engages in or condones sexual harassment is in violation of this policy.  Any employee or student who believes he or she has been subjected to sexual harassment has the right to file a complaint with the Superintendent of Schools who shall initiate an investigation of the complaint.

 

         30.  SMOKING AND TOBACCO REGULATION - All buildings, grounds and vehicles of the District are to be smoke free.  Smoking is interpreted as all uses of tobacco, including cigars, cigarettes, pipes, electronic cigarettes and smokeless tobacco items.  The use of tobacco (in any form) on buses or in District owned or provided vehicles is prohibited.

 

        31.  SOCIAL SECURITY - All regular and supplemental employees are subject to F.I.C.A. taxes.  Certificated employees working in a non-teaching position are also subject to F.I.C.A. taxes.

 

32. STAFF DEVELOPMENT PROGRAMS – Staff development sessions relating to instruction, technology, leadership, safety, involvement, performance, etc. are available periodically to enhance employee skills.  Some are District-wide in scope, while others are planned for specific groups such as subject area teachers, grade level teachers, or individual school staff members. 

 

33.  SUPPORT STAFF HIRING - To provide a positive educational environment for students, the District strives to employ quality staff members in every position. Efforts are made to recruit the best-qualified candidate for each position. New or vacant positions are posted for at least five (5) business days on the Districts’ website and publicized externally by other means as determined appropriate by the Superintendent or Designee. However, if it would be detrimental to wait less than five (5) business days, the position will be advertised for as many days as is appropriate. Further, if the same or similar position was recently advertised, the District may utilize applications previously received without re-advertising the position. A position is not considered vacant if the Board, Superintendent or Designee assigns an existing employee to the position.

 

34.  TIME SHEETS – All support staff employees must submit completed time sheets for each pay period in order to be paid.  It is important for all time sheets to be complete to avoid confusion in calculating your pay.  An explanation of all time off or extra time worked is to be documented.

 

Upon employment, staff will be instructed on how to properly submit a time sheet by their immediate supervisor.  You should record time in and out daily.

 

Falsifying an employee time sheet may result in disciplinary action including dismissal.

 

        35.  TRANSFERS - Employees who wish to transfer to another school or job classification should make requests in writing to the Superintendent of Schools.  Priority is given to employees who seek transfers and/or promotions to those who currently work within the job classification area.  If no person within a job classification area applies for a vacancy, current employees from other areas will be considered over new applicants.

 

36.  TRANSPORTATION -  All school bus drivers must obtain a physical examination each year.  The District will pay for this physical if the employee is seen by a District approved physician.  If the employee chooses a physician other than a District approved physician, the employee will incur the cost. 

 

School bus drivers who are 70 years of age or older will be required to annually pass the Missouri commercial driver’s license skills test, regardless of the state they reside in.  Such annual examination does not include the pre-trip inspection portion of the CDL.

 

All school bus drivers must have a valid commercial driver’s license with an “S” endorsement.  The District will pay for the renewal of the license.

 

The District complies with all federal requirements regarding drug and alcohol testing, including pre-employment drug screening, reasonable suspicion, random, return to duty and post-accident testing.  Alcohol and Drug screening records shall be maintained confidentially with an employee’s medical records and released only in accordance with the law.  The District also complies with all reporting requirements set forth by the Missouri Department of Revenue.

 

37. VOLUNTARY DEDUCTIONS - The District allows employees to contribute a variety of voluntary paycheck deduction programs.  These programs include the Webb City R-7 District Foundation, United Way, and Missouri State Teachers Association (MSTA).  Employees electing payroll deduction for any of the voluntary deductions must complete the appropriate paperwork.

 

38. PAY DISCREPANCIES -  All employees are expected to maintain an accurate knowledge of their paycheck, including any stipends, and are responsible for monitoring the details of their pay.  Support employees are expected to monitor their timesheet for accuracy in hours.  When reviewing pay information, employees should notify the Human Resources Department immediately if they notice a discrepancy regarding their paycheck.  In the event that an employee is paid for salary not earned, or there is an overpayment for salary earned, the employee will be required to reimburse the District for the monetary amount he or she was not entitled to receive.        

 

39.  W-2 DISTRIBUTION -  Internal Revenue Service (IRS) regulations require that W-2 forms will be distributed no later than January 31^st each year.  The District does not provide electronic W-2’s at this time.

 

1. EMPLOYEE ASSISTANCE PROGRAM (EAP)-    The Employee Assistance Program (EAP) is available, free of charge, to all full-time employees and their immediate family.  The Mercy EAP offers the following services:

• 24/7 Helpline
• Counseling Services; office-based, telephonic-based or virtual tele-health
• Work-Life Services; child care, elder care, financial, legal, and/or health & wellness resources
• Financial Assist; financial counseling, debt management planning, bankruptcy prevention, credit report review ($10 per report), housing education, and access to certified financial planners
• Legal Assist

 

        The Mercy EAP helpline is available 24/7 for your convenience;  toll free at 1-800-413-8008, #2 or The Mercy Helpline Website  Username:  Webb   Password: meap

       

2. FLEXIBLE BENEFITS PROGRAM - The R-7 School District offers a plan to enable employees to pay insurance premiums and other medical expenses with pretax dollars and thus save on Federal taxes.  (Unless directed by the employee to the contrary, all eligible insurance premiums are deducted pretax.)  Election of benefits may be made only once per year and cannot be altered or discontinued except under circumstances allowed by law.  If you have questions concerning eligibility for changing your plan, please contact the Payroll & Benefits Department at Central Office.   All full-time employees are eligible.

       

        3.  INSURANCE - All active, full-time employees are eligible to participate in the Districts’ health insurance program.  The R-7 School District contributes a portion of the cost each month toward the insurance premium, with the employee paying the remaining monthly premium balance.  For health insurance information please contact the Payroll & Benefits Department at Central Office. 

 

        If an eligible employee enrolls himself and any eligible dependent for coverage within thirty-one (31) days of the employee's date of hire, coverage will become effective the first of the month following twenty-eight (28) days of active regular employment.  Spouses eligible for coverage through their employer are not eligible for coverage under the Districts’ medical insurance plan.

 

        The District offers an open enrollment for health insurance.  Open enrollment is during the month of December with an effective date as January 1 of the following calendar year.  If an employee declines health insurance upon employment, a qualifying event must occur to be eligible for enrollment outside of the open enrollment period.  A qualifying event is defined as marriage, divorce, death, birth or adoption of child or loss of coverage/job loss. 

 

        Changes in health coverage for qualifying events are much stricter than in the past.  Changes in coverage are only allowed in the event of job loss, marital status, birth/adoption of a dependent child or death.  These are the only exceptions to adding or dropping a dependent during the coverage year.

 

4.  INSURANCE CONTINUATION THROUGH COBRA -  Under the Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA), benefit-eligible employees may choose to purchase a temporary extension of health benefits, following a loss of group coverage due to reduction in hours of employment or separation of employment for reasons other than gross misconduct.   Eligible dependents may also choose to purchase continuation coverage following an employee’s death, divorce or legal separation, employment termination, entitlement to Medicare benefits, or change in legal dependent status.  COBRA benefits are administered through the District’s third-party administrator for our health insurance.

 

5.  INSURANCE CONTINUATION THROUGH RETIREMENT -  Retired employees and their dependents may remain or become members of the District’s health insurance plan.  Retirees who choose to participate in District benefits are responsible for the payment of premiums.  For additional information regarding enrollment in retiree insurance, please contact Human Resources.

 

        6.  LIFE INSURANCE - All full-time employees are eligible to participate in the Districts’ life insurance program.  The $50,000 life insurance policy is free to all full-time employees; the employee must fill out the beneficiary information at the bottom of the medical enrollment form.

 

        7.  TAX SHELTERED ANNUITY AND/OR DEFERRAL COMPENSATION - These programs are offered as a means of saving money and putting off paying taxes on your income until you retire.  All full-time employees are eligible to participate in these programs.  Additional information is available from the Central Office.  Please contact the Payroll & Benefits Department at Central Office for a list of approved companies.  Please be advised the school District does not recommend any particular vendor nor guarantee the ability of any product to perform.  The District only facilitates the decision of an employee by withholding via payroll deduction and issuing payment to the selected vendor at the direction of the employee.

 

      8.  TELADOC-  All full-time employees and their immediate family may use Teladoc services at no cost providing an affordable option for quality medical care.  Teladoc gives you access 24 hours, 7 days a week to a U.S. board-certified doctor through the convenience of phone, video or mobile app for many non-emergency illnesses. 

 

        Visit Teladoc.com, download the app or call 1-800-TELADOC (835-2362) to set up your account.

 

9.  VOLUNTARY BENEFITS -  The following benefits are made available to employees for participation on a voluntary basis.  Please be aware that voluntary benefits may be modified or eliminated with or without prior notice.  Enrollment in these benefits is administered by a third party.  All full-time employees must sign annually for compliance purposes, regardless of their desire to participate.  The District will withhold premiums monthly and submit them to the third party.

 

• Medical Flexible Spending Account
• Supplemental and Dependent Life Insurance
• Critical Illness Insurance
• Dependent Care Flexible Spending Account
• Cancer Insurance
• Accident Insurance
• Disability Insurance
• Dental Insurance
• Vision Insurance
• Hospital Indemnity Insurance

RESIGNATION, RETIREMENT AND TERMINATION

1. EXIT INTERVIEW - The District administers an exit interview with employees not planning to return the following school year due to resignation or retirement.  The purpose of the exit interview is to gain feedback from employees in order to improve aspects of the District, better retain employees, and reduce turnover.

 

2.   RETIREMENT - The District must be notified, in writing, prior to January 1 in order to be eligible for sick leave buy back. (See Sick Leave Buy Back, #3)  Should the need arise for an employee to retire at the end of the first semester, the District must be notified, in writing, prior to October 1 in order to be eligible for sick leave buy back.

Medical insurance continuation forms will be distributed in May.  Retirees can remain on the District plan, however, in addition to the monthly premium, they will assume the cost of the Board paid.

It is the employee’s responsibility to contact PSRS/PEERS at least 60 days prior to the anticipated date of

3.   LEAVE OF ABSENCE - The District must be notified, in writing, prior to March 1 in order to be eligible for a leave of absence.  An employee requesting a leave of absence must be tenured.  The employee is required to fill out a Leave of Absence Agreement.  If the employee chooses to return to work at the District, they are required to notify the District by March 1 of the following school year.  They will not be guaranteed to return to the same position. 

    

        4.   SEVERANCE PAY - Upon separation from the school District, all employees shall be entitled to any earned wages.  If all time sheets have been submitted and other obligations taken care of, wages will be paid no later than the next regular payroll date.

 

      5.  SICK LEAVE BUY BACK - Upon retirement, (defined to mean to begin drawing retirement benefits from either the Public School Retirement System or the Public Education Employee Retirement System) the employee will be reimbursed at the rate of fifteen (15) percent of their final daily salary for each unused day, limited to 150 days.  Failure to notify the District prior to January 1 of the intent to retire and not return for the upcoming school year will result in forfeiture of this benefit.  This benefit will be paid following the regularly scheduled September meeting of the Board of Education.

6. TERMINATION OF EMPLOYMENT - In the event an employee determines to terminate their employment with the District, the employee will need to submit a signed resignation or retirement letter to the Superintendent or Designee.  The letter should specify when the resignation/retirement is to become effective.  Any support staff member who wishes to resign must submit their written letter at least two (2) weeks prior to the effective date. 

Medical insurance coverage will be canceled at the first of the following month in which employment is terminated.

Upon separation of employment with the District, the employee may obtain his own retirement contributions, plus any accumulated interest.  All requests must be made directly to the retirement system:

       

        Public Education Employee Retirement System

               P.O. Box 268

               Jefferson City, MO 65102-0268

 

Questions can be referred to 1-800-392-6848.

 

PERSONNEL SERVICES:  Policy 4630

 

Performance Evaluation

 

Staff Conduct

 

The Board of Education requires all staff members to serve as positive role models for District students.  District schools exist to provide quality, cognitive, and affective education for District students in a safe and appropriate setting.  In achieving these objectives, staff are required to meet certain performance criteria including, but not limited to:

 

1.      Review and comply with Board policies, regulations, and procedures as well as related building rules and practices.

 

2.      Properly prepare for student instruction.

 

3.      Fully utilize instructional time for learning activities.

 

4.      Maintain students under active supervision at all times.

 

5.      Assess student performance in a regular and accurate manner.

 

6.      Modify instructional goals to meet the needs of each student.

 

7.      Comply with administrative directives.

 

8.      Communicate with students in a professional and respectful manner.

 

9.      Communicate with colleagues, parents and District citizens in a professional manner.

 

10.     Properly operate and maintain District property.

 

11.    Utilize District technology solely for school District business.

 

12.    Maintain required records and submit requested reports in a timely manner.

 

13.    Comply with all safety guidelines and directives.

 

14.    Refrain from the use of profane and obscene language.

 

15.    Dress in a professional manner.

 

16.    Attend to all duties in a punctual manner.

 

17.    Maintain student confidentiality pursuant to state and federal law.

 

18.    Follow and implement student Individual Education Programs (IEP) under the Individuals with Disabilities Education Act (IDEA) or plans under Section 504 of the Rehabilitation Act.

 

19.    Maintain and account for District funds in the staff member’s possession and control.

 

20.    Maintain professional relationships with students.  With the exception of students who are

          immediate family with the staff member, this requirement also includes avoiding situations

          that could lead to allegations of inappropriate relationships with students, including, but not

          limited to:

 

A.    Being present in any setting where students are provided or are consuming alcohol or illegal drugs.

 

B.    Inviting students to be alone with a staff member at a staff member’s residence, on staff member’s private property, or in a staff member’s motor vehicle without the prior consent of the building principal.

 

C.    Communicating with students, electronically or in person, about the student’s sexual activity or concerning the staff member’s sexual or romantic conduct.

 

D.    Being present on District premises alone with a student in a room where the door is closed, the door is locked, or the lights are off, unless required temporarily due to emergency circumstances.  Counselors and administrators are exempted from this prohibition in performance of professional duties.

 

E.     Covering the interior window(s) of instructional space and offices with any material that blocks or obscures outside vision into the space, unless required temporarily due to emergency circumstances.

 

F.     Communicating with students about sexual topics outside approved District curriculum, unless done as part of a District investigation into sexual abuse or harassment.

 

G.    Utilizing students to attend to personal errands for the staff member.

 

H.    Allowing students to drive a staff member’s vehicle.

 

 

PERSONNEL SERVICES:  Policy 4650

 

Performance Evaluation

 

Communication with Students by Electronic Media

 

Employee personal communication with students, in all forms including oral and nonverbal shall be appropriate and consistent with Board policy. Personal communication shall be deemed to be inappropriate if such communication is sexual in nature; is sexually suggestive; suggests romantic activity with student or students; or is otherwise inconsistent with Board policy. Violation of this provision will result in disciplinary action up to and including dismissal.

 

Communications between employees and students will be primarily direct, oral or written in nature. Employees may not communicate with District students via electronic media regardless of whether created or maintained by the employee or students. As restricted in this policy the phrase "electronic media" includes but is not limited to social networks, texting, and emails. This policy does not preclude electronic communication between teachers and their siblings and children who may be District students.

 

The District will provide official electronic media, which may be utilized by employees for communication with students for dissemination of school related information (i.e. homework, practice schedules, supplemental instructional material.)

Staff Guidelines for Use of Social/Electronic Media

 

The Webb City School District recognizes the value in the responsible use of social media to disseminate relevant, timely information. The district also recognizes, however, that potential misuse of these sites by employees or students may harm the safety, reputations, and/or careers of those involved, as well as the reputation of the district and the teaching profession in general. The guidelines outlined below have been developed to protect students, staff, and the district.

 

I. Purpose

The purpose of this policy is to establish rules and guidelines for the acceptable use of social media by Webb City School District employees. This policy sets forth regulations governing:

1. The use and management of Professional Social Media Accounts by authorized users on behalf of a school.
2. The use of Personal Social Media Accounts by Webb City School District employees.

In addition to the rules and guidelines contained within this policy, an employee’s use of social media may also be subject to applicable rules contained in Webb City School District policies or other applicable laws, rules, or regulations.

 

II.   Definitions

“Social Media” any internet-based technology or website that facilitates or promotes interactive communication, participation, or collaboration. (ie: Facebook, Twitter, YouTube, Instagram, TikTok)

“Social Media Content” any materials, documents, photographs, graphics, and other information that is created, posted, or transmitted using social media.

“Social Media Account” any account, or other method of private access, which allows the creation or posting of social media content to any social media website or application.

“Professional Social Media Account(s)” a social media account created and used for the sole purpose of creating social media content related to Webb City School District activities.

“Personal Social Media Account(s)” a social media account which is created and used by an individual for personal use or any other use unrelated to Webb City School District activities.

 

III. Professional Social Media Accounts

1. Creation and Management of District-wide or School-wide Professional Social Media Accounts

The Webb City School District Administration Office may create and maintain Professional Social Media Accounts for the purpose of releasing general news and information. Schools, at the discretion of the principal may also create and maintain Professional Social Media Accounts for such purposes. Schools which create and maintain Professional Social Media Accounts must add, at a minimum, the school principal, the Director of Public Relations, and the designee of the account.

Webb City School District employees who are in charge of creating and managing district or school-wide Professional Social Media Accounts must refrain from posting personal or political viewpoints and enabling commenting. Such employees are expected to post only important, relevant information which will be useful to the public.

 

2. Creation and Management of other Professional Social Media Accounts by Teachers and Staff

In cases where an employee desires to use social media as an enhancement to his/her instructional or school-based responsibilities, the use of Personal Social Media accounts is prohibited. Instead, the creation and use of a Professional Social Media Account may be appropriate for such purposes. Employees who desire to engage with students via a Professional Social Media account must notify their administrator and provide a link to the account, their username, and password. This requirement is not required for any Personal Social Media Accounts.

 

IV. Personal Social Media Accounts

With respect to Personal Social Media Accounts, Webb City School District employees are not permitted by State Laws and WCR7 Policies to participate in the following:

1. Accepting or initiating invitations to “friend” students or otherwise providing students with direct access to an employee’s Personal Social Media Account.
2. Engaging in private messaging exchanges with students.
3. Are strongly discouraged using Personal Social Media Accounts during contract hours.

* Personal Social Media Accounts can fall under the Staff Conduct Board Policy (4650) and grounds for disciplinary action *

 

V. FERPA Compliance

The disclosure of information regarding Webb City School District students is governed by the Family Educational Rights and Privacy Act (“FERPA”) and the regulations promulgated thereunder. The Webb City School District is authorized by FERPA to disclose certain routine information, referred to as “Directory Information”, without consent. “Directory Information” includes the students name; address; telephone listing; electronic mail address; photograph; date and place of birth; major field of study; grade level; enrollment status; dates of attendance; participation in officially recognized activities and sports; member of teams; degrees; honors and awards received; and the most recent educational agency or institution attended. Notwithstanding any other provisions contained herein, Social Media Content may not contain any further or other information regarding a Webb City School District student. Further, if a parent or guardian, has exercised the right to “opt out”, then no such information regarding or related to that student may be contained or published within any Social Media Content.

 

Employee Handbook

Acknowledgment and Receipt

 

My signature below indicates that I have received a copy of the Webb City R-7 School District’s Employee Handbook.

 

I understand that this handbook contains information regarding the Districts’ policies, regulations and benefits which affect me as an employee.  For a complete listing of all District policies and regulations, please visit our website at www.wcr7.org.

 

I acknowledge that I have read and understood District policies.

 

I also understand that the District may revise, supplement or rescind policies, procedures or benefits described in the manual, with or without notice.

 

 

 

Print Name                                                                             

 

Signature                                                                                

 

Date