SECTION D:PERSONNEL
DA / CertificationDAA / Personnel Policies Goals
DB / Equal Opportunity Employment
DBA / Non-Discrimination on the Basis of Sex
DBB / Non-Discrimination / Harassment
DBC / Non-Discrimination on the Basis of Disability
DC / Professional Staff Contracts & Compensation Plans (Teachers)
DCA / Individual Contracts
DCB / Professional Staff Supplemental Contracts
DCC / Support Staff Pupil Activity Contracts
DD / Leaves
DDA
DDA-R / Family and Medical Leave of Absence and [+regulation]
DE / Replacements – Substitutes
DEA / Temporary Professional Personnel – Student Teachers
DF / Severance Pay
DG / Insurance
DGA / Extended Group Health Coverage
DGB
DGB-E / Health Insurance Portability & Accountability (HIPAA) [+Exhibit]
DH / Absences of Staff: Professional (Certified) Staff Leaves & Absences
DHA / Absences of Staff: Support Staff Leaves & Absences
DI / Grievance Procedure
DIA / Title IX Grievance Procedures
DJ / Complaints Concerning School Personnel
DJA
DJA-R / Prohibition of Sexual Harassment [+regulation]
DK / Recruitment, Selection, and Promotion
DL / Staff Health and Safety
DM / Tutoring
DN / Evaluation of Professional Staff (Ohio Teacher Evaluation System)
DO / Professional Growth
DP / Salary Credit
DPA / Service Requirements
DQ / Negotiated Agreements
DR / Fringe Benefits
DS / Personnel Records/ Confidentialityof Personnel Records (Privacy Act)
DT / Vacation
DU / Assault Protection of Professional Personnel
DV / Unused Vacation Leave – Treasurer
DW / Employee Alcohol and Other Drug Policy
DWA / Smoking Prohibited by Staff Members
DWB
DWB-R / Drug Testing for District Personnel Required to Hold Commercial Driver’s License [+regulation]
DX / Criminal Investigations Check/Criminal Record Checks
DY / Employee / Staff Conduct
DYA / Professional Ethics for Employees
DYB / Staff Dress and Grooming (Certificated)
DYC / Staff Dress and Grooming (Classified)
DZ / School Volunteers
DA
CERTIFICATION/LICENSURE
All principals, teachers, and other personnel engaged in the work of instruction or its administration and the supervision shall hold state certificates/license valid for the type of position to which they are assigned. They shall be responsible for maintaining proper and valid certification/license while in the employ of the Board.
As the demands of instruction develop and change and as new and unusual talents and experiences are demanded, adjustments and allowances in staffing become necessary. With that in mind, the Board of Education shall employ non-certificated persons to direct, supervise, or coach certain pupil activity programs only according to the following criteria:
1.The Board has offered the position to qualified certificated/licensed employees of the district and no such qualified employee has accepted it; and
2.The Board advertised the position as available to any certificated/licensed person qualified to fill the position but not employed by the Board, and no such person applied for or accepted the position according to Revised Code 3313.53, Section B.
3.All certificated employees who move to licensure must have the approval of an Individual Professional Development Plan by the Local Professional Development Committee.
4.All certificated/licensed employees who renew their certificate or license under the September 1, 2002 standards must meet with the Local Professional Development Committee for approval of the renewal.
The Board of Education further indicates that the Superintendent or designee will determine what constitutes qualifications to fill the position. As other new developments occur, the Superintendent shall, within the law relating to certification/licensure, determine the competencies needed and make nominations to the Board as deemed necessary.
Adopted: 5/24/79
Revised:1/24/85
8/26/99
8/22/02
DAA
PERSONNEL POLICIES GOALS
The personnel employed by the Board are a very important resource for effectively conducting a quality educational program. The District's program functions best when it employs highly qualified personnel, conducts appropriate staff development activities and establishes policies and working conditions which are conducive to high morale and enable each staff member to make the fullest contribution to District programs and services.
The goals of the personnel program include:
1.Developing and implementing those strategies and procedures for personnel recruitment, screening and selection which result in employing the best available candidates: those with the highest capabilities, strongest commitment to quality education and greatest probability of effectively implementing the educational program.
2.Developing a general assignment strategy which makes the greatest contribution to the educational program, and using it as the primary basis for determining staff assignments.
3.Providing positive programs of staff development designed to contribute both to improvement of the educational program and to each staff member's career development aspirations.
4.Providing for a genuine team approach to education, including staff involvement in planning, decision making, and evaluation.
5.Developing and using for personnel evaluation positive processes which contribute to the improvement of staff capabilities and assist in making employment decisions.
6.Encouraging all employees to be cognizant of their roles in instilling ethical principles and democratic ideals in all students.
Legal Ref.: ORC 3313.602
Adopted: 8/20/98
DB
EQUAL OPPORTUNITY EMPLOYMENT
The Maple Heights City School District believes that all persons should have an equal opportunity for employment and promotion in the district, regardless of race, sex, color, religion, citizenship status, economic status, age, disability, national origin, or military status.
The District provides equal opportunities for employment, retention and advancement of all personnel. The Board further believes that its personnel practices should aim at the long range goal of employing a staff that reasonably reflects the racial and ethnic composition of the student population.
To accomplish these goals, the Board will strive to prevent or correct any practice which may cause discrimination in employment. In addition, it directs District administrators to take imaginative, energetic, and sustained affirmative action to recruit, employ, and promote men, women, and minority personnel in categories in which they are underrepresented.
Adopted: 5/24/79
Revised: 8/20/98
8/24/09
DBA
NONDISCRIMINATION ON THE BASIS OF SEX
The U.S. Department of Education has published regulations for implementing Title IX of the Education Amendments of 1972, which prohibits sex discrimination in federally-assisted education programs.
Title IX states, in part: "No person in the United States shall, on the basis of sex, be excluded from participation in, be denied the benefits of or be subjected to discrimination under any education program or activity receiving Federal financial assistance."
The Board ensures compliance with Title IX of the Education Amendments of 1972, Title VI of the Civil Rights Act of 1964 and the regulations promulgated through the U.S. Department of Education.
Legal Refs.:Civil Rights Act, Title VI; 42 USC 2000d et seq.
Civil Rights Act, Title VII; 42 USC 2000e et seq.
Education Amendments of 1972, Title IX; 20 USC 1681
Executive Order 11246, as amended by Executive Order 11375
Equal Pay Act; 29 USC 206
Ohio Const. Art. I, § 2
ORC Chapter 4112
OAC 3301-35-03(A)
Adopted: 8/20/98
DBB
NONDISCRIMINATION / HARASSMENT
The Board’s policy of nondiscrimination extends to students, staff, job applicants, the general public and individuals with whom it does business and applies to race, color, national origin, citizenship status, religion, sex, economic status, age disability, or military status.
The Board does not permit discriminatory practices and views harassment as a form of discrimination. Harassment is defined as intimidation by threats of or actual physical violence; the creation, by whatever means, of a climate of hostility or intimidation; or the use of language, conduct or symbols in such a manner as to be commonly understood to convey hatred, contempt or prejudice or to have the effect of insulting or stigmatizing an individual.
Employees or students who engage in discrimination/harassment of another employee or student shall be subject to disciplinary action.
Permission, consent or assumption of risk by an individual subjected to discrimination/harassment does not lessen the prohibition contained in this policy.
No one shall retaliate against an employee or student because he/she files a grievance; assists or participates in an investigation, proceeding or hearing regarding the charge of discrimination of an individual; or because he/she has opposed language or conduct that violates this policy.
The Grievance Officer:
The Board appoints the building principal to serve as the grievance officer in each building throughout the District. The Board appoints the Superintendent and/or his designee as the grievance officer for all matters which do not pertain to one specific building, which pertain to the administrative office and/or in circumstances where the building principal has a conflict of interest in serving as the grievance officer. The grievance officers are vested with the authority and responsibility of answering all discrimination complaints in accordance with the procedures set forth below.
Procedures for Complaints:
1.All individuals shall be aware that the privacy of the alleging party and the privacy of the person answering a charge of discrimination is protected to the extent possible. Individuals may be disciplined for engaging in discrimination but there will be no retaliation against anyone involved in a discrimination matter.
- Any individual who desires to exercise their rights pursuant to this and other related policies shall do so by first filing a sworn written statement which contains the name of the individual(s) whom the charge is made against and the specific facts which give rise to the complaint. The complainant must sign the form in the presence of a notary public which will be provided by the District, if the District is unable to provide a notary public, then a signed, unverified statement will be accepted by the District.
- The grievance officer will confer with the complainant to obtain a clear understanding of the complainant’s statement of the allegations.
- It is the responsibility of the grievance officer to investigate promptly all claims of harassment and to take the appropriate action.
- All complaints are to be taken seriously and shall be immediately investigated.
- If the investigator is the subject of the complaint, an alternative investigator shall be designated by the Superintendent.
DBB-2
- No one shall retaliate against any employee or student because he/she filed a complaint, assisted or participated in an investigation, proceeding or hearing regarding the charge of discrimination or because they have opposed language or conduct that violates this policy. Retaliation shall result in discipline.
- After the investigation is complete, notice of the outcome shall be given to the complainant(s) and to the party alleged to have discriminated against the complainant(s).
- Information regarding an investigation shall be expedited to the extent possible, and individuals involved in the investigation shall not discuss issues regarding the complaint outside the investigative process.
- Appeal of any determination may be filed with the Board of Education by interested parties. The appeal shall be filed with the Treasurer of the Board of Education. The Board of Education or its designee shall conduct a hearing on the appeal.
LEGAL REFS.:Civil Rights Act, Title VI; 42 USC 2000d et seq.
Civil Rights Act, (Amended 1972), Title VII; 42 USC 2000e et seq.
Education Amendments of 1972, Title IX; 20 USC 1681
Executive Order 11246, as amended by Executive Order 11375
Equal Pay Act; 29 USC 206
Rehabilitation Act; 29 USC 794
Individuals with Disabilities Education Act; 20 USC 1400 et seq.
Age Discrimination in Employment Act; 29 USC 623
Immigration Reform and Control Act; 8 USC 1324a et seq.
Americans with Disabilities Act; 42 USC 12112 et seq.
Ohio Const. Art. I, Section 2
ORC3323.01, Chapter 4112, 5903.01(G)
OAC3301-35-02; 3301-35-03
Adopted:8/20/98
Revised:1/27/00
3/16/00
8/24/09
DBC
NONDISCRIMINATION ON THE BASIS OF DISABILITY
The Board maintains that discrimination against a qualified disabled person solely on the basis of disability is unfair. To the extent possible, qualified disabled persons should be in the mainstream of life in a school community. In addition, the District is the recipient of Federal funds and therefore must be in compliance with all laws and regulations which deal with disabled individuals.
Accordingly, employees of the District comply with the law and Board policy to ensure nondiscrimination on the basis of disability. The following is expected.
1.No one discriminates against qualified disabled persons in any aspect of school employment solely on the basis of disability.
2.Facilities, programs and activities are made available to qualified disabled persons.
3.Free appropriate public education at elementary and secondary levels, including nonacademic and extracurricular services and activities, are provided to qualified disabled persons.
4.No one excludes any qualified disabled person, solely on the basis of disability, from participation in any preschool education, day care, adult education or vocational education program.
5.Each qualified disabled person is provided with the same health, welfare and other social services which are provided to others.
Legal Refs.:Individuals With Disabilities Education Act; 20 USC 1401 et seq.
Rehabilitation Act of 1973; 29 USC 794
Americans With Disabilities Act Amendments Act of 2008; 42 USC 12101 et seq.
ORC 3323.01 et seq.; Chapter 4112
Adopted: 8/20/98
Revised:8/24/09
DC
PROFESSIONAL STAFF CONTRACTS & COMPENSATION PLANS(Teachers)
The Board believes that a fair teacher compensation plan, which includes an adequate base salary, increments and employee benefits, is necessary to attract and hold highly qualified men and women to provide a quality educational program.
As required by law, notice of annual salary is given to each certificated/licensed employee by July 1.
Teacher Contracts
Written contracts of employment are issued to all certified/licensed teaching personnel. Contracts are by and between the staff member and the Board. The basic types of contracts are as follows:
1.Limited Contract
A limited contract is one to five years in length. It may be entered into by a teacher who has not been an employee of the Board for at least three years and must be entered into, regardless of length of previous employment, by a teacher who holds a provisional or alternative license or who holds a professional license and is not eligible to be considered for a continuing contract.
Any teacher employed under a limited contract and not eligible to be considered for a continuing contract is, at the expiration of the contract, considered re-employed at the same salary plus any increment provided by the salary schedule, unless acted upon by the Board.
The Board may, acting on the Superintendent’s written recommendation that the teacher not be re-employed, not renew a limited contract so long as evaluation procedures have been completed in compliance with law. The Board must give the teacher written notice of its intent not to re-employ on or before June 1.
2.Extended Limited Contract
An extended limited contract of one or two years in length is given to a teacher who is eligible for consideration for, but not awarded, a continuing contract.
3.Continuing Contract
Teachers who have taught in the District for at least three years within the last five years and teachers who have attained continuing contract status elsewhere and have served two years in the District are eligible for continuing contracts. A continuing contract may be issued to eligible teachers who:
A.Hold a professional, permanent or life teaching certificate or
B.Any teacher who was initially issued a teacher’s certificate or educator’s license prior to January 1, 2011 who meets the following conditions:
1)Holds a professional educator license or a senior professional educator license or lead professional educator license;
2)Has completed the applicable one of the following:
a.If the teacher did not hold a master’s degree at the time of initially receiving the license, 30 semester hours of course work are required in the area of licensure or in an area related to teaching since the initial issuance of the license.
b.If the teacher held a master’s degree at the time of initially receiving his/her license, six semester hours of graduate course work are required in the area of licensure or in an area related to teaching since the initial issuance of the license.
DC – 2
C.Any teacher who never held a teacher’s certificate and was initially issued an educator license on or after January 1, 2011 who meets the following conditions:
1)Holds a professional educator license or a senior professional educator license or lead professional educator license;
2)Has held an educator license for at least seven years;
3)Has completed the applicable one of the following:
a.If the teacher did not hold a master’s degree at the time of initially receiving an educator license, 30 semester hours of course work in the area of licensure or an area related to the teaching field since the issuance of the license.
b.If the teacher held a master’s degree at the time of initially receiving his/her license, six semester hours of graduate course work are required in the area of licensure or in an area related to teaching since the initial issuance of the license.
Upon the recommendation of the Superintendent that a teacher eligible for continuing contract service status be re-employed, a continuing contract is granted unless the Board rejects the recommendation by three-fourths vote. A continuing contract remains in effect until the teacher resigns, elects to retire, is retired for reasons consistent with law or until he/she is terminated or suspended.
If the Board rejects the recommendation for re-employment of the teacher, the Superintendent may recommend re-employment of the teacher under an extended limited contract for a term not to exceed two years, if continuing service status has not previously been attained elsewhere. Written notice of the Superintendent’s intention to make such a recommendation must be given to the teacher with reasons directed at the professional improvement of the teacher on or before June 1. Upon subsequent re-employment of the teacher, only a continuing contract may be entered into.
The Board may reject the Superintendent’s recommendation for re-employment of the teacher under an extended limited contract by three-fourths vote of its full membership.
The Board declares its intention not to re-employ the teacher by giving the teacher written notice on or before June 1. If evaluation procedures have not been completed in compliance with law or if the Board fails to give the teacher written notice of its intent not to re-employ by the aforementioned date, the teacher is reemployed under an extended limited contract for a term not to exceed one year at the same salary plus any increment provided by the salary schedule.
The Superintendent’s recommendation is considered in all contracts pertaining to certificated/licensed individuals.
Legal Refs.: ORC3313.53; 3317.13; 3317.14; 3319.07; 3319.08; 3319.09; 3319.10; 3319.11;