FILE:GBRB Cf: GBN
EMPLOYEEATIENDANCE
Employees ofthePlaquemines Parish SchoolBoardshallbeexpected andrequired to reporttotheirdesignated worklocationsintheprescribed manner andattheprescribed timeworkactivityistocommence. Employeesshallalsobeexpectedtoremainatworkfor theentire work period. Tardiness, unexpected absence, orfailuretoreport to work as scheduled mayresultindisciplinary action. Incasesofanticipatedabsenceorwherethe employee cannotreporttoworkasscheduled,theemployeeshallnotifyhis/hersupervisor assoonaspossible aftertheemployee becomes awarethathe/she willbeabsent from work. Continualabsencebytheemployeeshallbeconveyedtotheemployee'ssupervisor onaregularbasis. Thefrequencyofcontactthatmayberequiredshallbedetermined bythesupervisor.
ABSENCESDURINGDAY
Noteacher or otheremployee shall leave the schoolcampus orwork location without having first obtained perm1ss1on from the principal/building administrator or designee. Teachers shall be required to sign out, stating the reason for leaving school. Upon returning, the teacher shall sign back in and note the time of his/her return. An employee's immediate supervisor may authorize an absence during the business day. TheSuperintendentordesigneemustgrantpermissionforaperiodofone dayormore.
Whenever aprincipalisawayfromhis/her schoolforone-half(1/2)dayormore, he/she shallnotifytheSuperintendent ofsuchanticipatedabsenceatleastthree(3)dayspriorto theanticipateddateofabsence,orassoonasthetimeofabsenceis known.
ReportingAbsences
Thefollowing reasons shallbeconsidered asauthorizedabsencesforemployees bythe PlaqueminesParishSchoolBoard: personalillness,vacation,personalleave,professional leave,militaryleave,extendedsickleave,annualleave(vacation),workers'compensation, juryduty,courtsummons,andapprovedschoolbusiness.
Absencesforanyotherreasonsmaybeconsideredasunauthorizedabsences,resultingin theemployeebeingdockedfullpayforthetimereported.
All absences ofone (1) hour ormore shall be reported by the principal orimmediate supervisor and shallberecorded andcounted towardanemployee's leave timeonthe monthly report formsprovided. However, theprincipalorimmediate supervisor shallbe allowedtorecordandcountlessthanone(1)hourathis/herdiscretion.
UNAUTHORIZEDABSENCE
Anyemployee whoisabsentfromworkandwhohasnotreceived anauthorized leave shall beconsidered onunauthorized leave. Anyemployee onunauthorized leaveshall
receivenopayforthosedayswhichconstitutedtheunauthorizedleaveandmaybesubject todismissaland/orotherdisciplinaryactions.
Anyunapproveddaysmissedinthecircumstancesasstatedbelowshallresult inapay deductionof100%foreachdayabsent:
1. AttendanceismandatoryforTeacherWorkDays,ProfessionalDevelopment days (PDs),ProfessionalLearningCommunities(PLCs),andCurriculumDevelopment Meetings(CDMs);during9weekexamdaysandduringmandatorystatetesting.
2. Daysmissedduringtheopeningthree(3)fullweeksortheclosingtwo(2)weeksof theschool year, theclosing weekofthefirstsemester, the opening week ofthe secondsemester,andpriortoandafterSchoolBoardapprovedholidays;
Theonlyexceptionfordaysmissedshallbeinthecaseofunusualcircumstances, said dayshavingbeenreviewedandapprovedin advancebytheSuperintendent,usingthe30- dayrule. Emergencysituationsshallbehandledonacasebycasebasisbythe Superintendent.TheHumanResourcesDepartmentmustbenotifiedassoonaspossible, andtheproperpaperworkmustbeturnedin,uponreturntowork.
JobAbandonment
Anemployeewhoisabsentfromhis/herassignedworklocationor schedulewithout authorizationforthree (3)ormore daysshallbeconsidered absent without authorized leave. Ifanemployeeisabsentforten(10)ormoredayswithoutexplanationorapproved leave,theSchoolBoardmayconsiderthejobasabandonedandtheemployeeterminated, unlesstheemployeecanprovideacceptableandverifiableevidenceof extenuating circumstances,asdeterminedbytheSuperintendent.
TARDINESS
Employees who are habitually tardy or who leave the workplace prior to employee dismissal time shall have the behavior recorded and verified and shall receive counseling. Continuedtardinessorearlydeparturesshallbeinvestigatedtodetermineif theemployee isinwillfulneglect ofhis/her jobresponsibilities. Thesemattersshall be handled by the building principal or appropriate authority, who shall follow personnel guidelinesinrecording,investigating,andreferringthematterforfurtheraction.
Newpolicy: April,2010
Adopted: November1,2010
Revisedand Adopted: August20, 2012
Ref:La. Rev. Stat. Ann. §§17:81, 17:1186, 17:1201, 17:1202, 17:1203, 17:1204,
17:1206, 17:1208,17:1208.1
Boardminutes,5-7-12,8-20-12
PlaqueminesParishSchoolBoard
COMPLAINTSANDGRIEVANCES
Any employee, parent, or student shallhave the right toappealthe application of policies andadministrative decisions affectinghim/her. Apersonmakingagrievance shall be assured freedom from restraint, interference, coercion, discrimination, or reprisalinpresentinghis/herappealwithrespecttoa personalgrievance.
PURPOSE
To provide an orderly process at the lowest possible level for the resolution of complaintsandconcerns.
DEFINITIONS
1. Agrievanceisaclaimbyanemployee,parent,orstudent,orgroup thathas suffered harm or injury by the interpretation, application, or violation of a contract,aSchoolBoardpolicy,alaworconstitutionallyguaranteedrights. The term grievancedoesnotincludemattersforwhichthemethodofreviewis prescribedbylaworwheretheSchoolBoardiswithoutauthoritytoact.
2. Employeescoveredbythisprocedureshallmeanpermanentemployees ofthe
Board.
3. Immediate supervisor isthat employeepossessing administrative authority to directtheactivitiesofthegrievant.
4. Thegrievantistheemployee,parent,student,or groupclaimingharmorinjury.
5. Workingdayisadayinwhichthegrievantisscheduledtowork.
6. Apartyininterestisapersonwhomightberequired totakeactionoragainst whomactionmightbetakeninordertoresolveagrievance.
PROCEDURES
All grievancesshallbehandledexpeditiouslyandaccordingtothepolicyofthe Plaquemines ParishSchoolBoard.Thenumberofdaysindicated ateachlevelisa maximum.
Thegrievantmaywithdrawhis/hergrievanceatanylevel.
Noreprisals ofanykind willbetakenortoleratedagainst anyemployee,parent, or studentbecauseheorshehasfiledoradvancedagrievanceunderthispolicy.
PreliminaryAction:
Theaggrievedperson(s)shalldiscusstheproblemwiththeschoolemployee whoisthe focusofthedispute. Ameetingwiththepartyininterestmustbearrangedthroughthe appropriate administrator. Thenatureofthecomplaintistobegiventothepartyin interest prior tothe meeting. Though this meeting precedes the actual filing ofa grievance,itisnecessarytocompletebeforegoingtoLevel1.
Noformalgrievanceisfiledpriortothispreliminaryactioninthehopesofanagreeable settlement.
Preliminaryactionmustbeinitiatedwithinten(10)workingdaysoftheincident causingthegrievance.
Level1:
Ifthegrievantisnotsatisfiedwiththepreliminaryaction,withinfive(5)workingdaysof the preliminary action, the grievant may submit a completed Plaquemines Parish School System Grievance Form PPSSGr-01 to theappropriate school official. The writtengrievanceshallstatethenatureofthegrievanceandtheharmorinjurycaused thatinitiated thegrievance. Thegrievantmuststatewhatlaw,policy,orprocedure isinvolvedandhasbeenviolatedandhowthecomplaintcanberesolved.
Theschoolofficialwillholdaconferencewithinfive(5)workingdaysofthereceiptof thewrittengrievance. Thegrievantandtheschoolofficialshallattempttoresolvethe grievance. Theschoolofficialwillmakeadecisionwithinfive(5)workingdaysofthe meeting. Ifthegrievantisnotsatisfiedwiththedecision,heorshemayappeal, withinfive(5)workingdays,inwriting,tothenextadministrativeofficerofhigherrank. Ifthe grievance isnotadvancedtoLevel2withintheallottedfive(5)days,themattershall beconsidered resolved,andthegrievantshallhavenofurtherrightwithrespecttothe grievance.
Level2:
Intheeventthegrievantwishestoappealthedecision atLevel1,thewrittenappeal shallcontainastatementofthegrievance andspecificreferencestotheactiontaken causing the grievance. The appropriate administrative officer shall conduct a conference aspromptly asreasonably possible toattempttoresolve thegrievance. Noticeoftheconferenceshallbegiventoallpartiesinvolvedinanallegedgrievance. Theadministrative officershallissueawrittendecisiontothegrievant withinfive(5) working days aftertheconference. Ifthegrievant isnot satisfied withtheLevel2 decision,heorshemayappeal,inwriting,totheSuperintendent. Theappealmustbe submitted within five (5) working days of the decision. If no appealis made, the grievance shallbedeemed settledandthegrievant shallhavenofurther right with respecttosaidgrievance.
Level3:
ThewrittenappealshallbesubmittedalongwiththeLevel1andLevel2decisions tothe Superintendent. Upon receipt ofsuchawritten appeal, theSuperintendentor his/herdesigneeshallconductafullhearingwithinten(10)workingdaysandmaintain atranscriptoftheproceedings. Withinten(10)workingdaysofthefullhearing, theSuperintendent shallissue awrittendecision tothegrievant. Ifthegrievant isnot satisfiedwiththeSuperintendent's decision,heorshemayappealthedecisiontothe SchoolBoardwithinfive(5)workingdaysofthedateontheSuperintendent'swritten response. The grievant shall submit awrittenrequest for aBoard hearing tothe PresidentoftheBoard,withacopysenttotheSuperintendent.Ifthegrievanceisnot appealedtotheSchoolBoardwithinfive(5)daysofthedateoftheSuperintendent's writtenresponse,themattershallbeconsideredresolved,andthegrievant shallhave nofurtherrightwithrespecttosaidgrievance.
Level4:
Uponreceiptofanappeal,theSchoolBoardmayagreebymajorityvotetoreviewthe grievance. IftheBoarddecidestoreviewthegrievance, itsdecisionshallbefinal. If theBoarddeclinestoreviewthegrievance,thedecisionmadeatLevel3shallbefinal.
GUIDELINESFORTHEGRIEVANCEPROCESS
1.Grievance formsshould becompletedconcisely withaspecificexplanation of thecomplaintgiven,includingwhatlaw,policy,orprocedureisinvolved andhas been violated, and how the complaint can be resolved. This phase of the grievance ismostimportant. Ifagrievantcannot demonstratethattherehas been aviolation,thegrievance shallbeeliminated fromfurtherconsideration. Administrative officials,intheirdecisions, shouldaddresstheissueandits applicationtothelaw,policy,orprocedureswhichmaybeviolated,andprovide reasonsfortheirdecisions.
2. Allgrievance hearings shallbeheldinprivateunless bothparties agreetoa publichearing.
3.Appealsofgrievancedecisionswillbelimitedtothespecificissuesraisedinthe original grievance. No additional charges may be added to the original complaint.
4. Failure byagrievanttomeetthetimelines andrequirementsofthisprocedure shallresultindismissalofthegrievance. Failure bytheadministrative person rendering the decision tomeettimelines and requirements ofthis procedure shallallowthegrievant,athis/heroption,to proceedtothenextlevelofappeal.
5. Decisions renderedatanyadministrativelevelshallbebindinguntilandunless
anappealismade.
6.Copiesofallwritten decisionsofgrievancesshallbesenttoallpartiesinvolved.
7.Alldocuments,communications,orrecordsdealing withagrievance shallbe madepartofthegrievant'sfilesandshallbedestroyedonlyinaccordance with Boardpolicy.
8. Anemployee whohaschargesfiledagainsthim/herbytheemployer shallnot file a grievance against the employer until the original charge has been resolved.
9. IftheemployeeleavestheemploymentoftheBoardduringthependency,atany level,ofacomplaintorgrievance,thentheemployeelosestherighttocontinue thecomplaintprocess.
10.AtLevels2,3,and4:
AAnydocumentationtobepresentedatahearingmustbemadeavailable toallpartiesatleasttwo(2)dayspriortothehearing. Failuretocomply willeliminatesuchdocumentationfrombeingpresentedatthehearing.
B.Representation foreitherorbothpartiesshallbeallowedinagrievance hearingatLevels2,3,and4. Namesofrepresentativesand/orwitnesses shallbesubmittedinwritingtotheappropriate administrative officerat leasttwo(2)dayspriortothehearing. Failuretonotifywithinthistime framewillprevent representatives and/orwitnesses fromappearing on behalfofthatparty.
C.Testimonyofwitnessesforeitherpartyshalladdresstheissueofthefiled grievanceonly;furthermore,suchtestimonyshallbelimitedatthehearing officer'sdiscretion. Allhearingsshallbelimitedtoonehour,orasmaybe extendedbythehearingofficer.
11.Duringafullhearing,recordingdevicesmaybeused,withpropernotification.
ADOPTED:November1,2010
Ref:La.Rev.Stat.§17:100.4;Boardminutes,9-10-01.
PLAQUEMINESPARISHSCHOOLSYSTEM GRIEVANCEFORM-PPSSGR-01
AGGRIEVEDPARTY:_ ___DATEFILEDwithOFFICIAL:_ GRIEVANCEFORLEVEL DateofPreliminaryActionTaken: _
1.DESCRIPTIONOFCOMPLAINTINDETAILAGAINST _ (Includelaw,policy,orprocedureinvolvedinthiscomplaint)<Attachadditionalsheetsif needed>
2.STATEHOWCOMPLAINTCANBERESOLVEDTOYOURSATISFACTION:
SignatureofAggrievedPersonDate
Address:------Phone------StreetorBoxNo.CityStateZIP
3.DECISIONOF OFFICIALandREASONINDETAIL:
SignatureofOfficialDate
4.RESOLUTIONOFGRIEVANCE:Aggrievedpartyistoinitialtheappropriateblankbelowfor this grievancelevelwithinfive (5)daysofreceipt ofthedecisionandsetupanappointment immediatelywithofficialatnextstep,if applicable.
Datemustbecompletedbelow:
ComplaintSatisfied-nofurtherlevelrequested.Date:------
___
NotSatisfied-nextLevelrequested.Date:------
,...... ...... ...... •..••...... ••••.•••.••••...... •••...... .••...... •... ,
CHECKLEVELBELOWTOWHICHYOUWISHTOAPPEAL,IFAPPLICABLE:
4A.LEVEL
0L1-SCHOOLOFFICIALDate------
0 / L2-ADMINISTRATIVEOFFICER / Date------0 / L3-FULLHEARING / Date------
PPSSGR-01
NameofEmployee:
RecordofDiscussionwithEmployee
------DateofDiscussion:
Location:------Position:
..Reaso.n. ·f·o..r.D....is.c.u..ss.ion
' ...:.,
SummaryofDiscussion
Action·Taken(Ifapplicable,documentnecessaryfollow-up.)
·DiscussionConquctedby: ------Poition: OthersPresent
AcknowledgeReceipt(EmployeeSignature):
------Date:
CopyG,iventQEmployee?
OriginaltoPersonnelFile
C6pJ:iqEmployee