Education Support Personnel Handbook

MEMO

TO:AllEducationSupportPersonnel

FROM:Gary Alexander

DATE:February 15, 2013

RE:EmployeeHandbook

PleasefindattachedtothismemoacopyofournewEducationSupport Personnel Handbook.Thisistheproductthatinvolvedresearchingcurrentpracticesforemployeesandanynewrelatedinformationgoverningemploymentin Illinoispublicschools.ThishandbookhasbeenreviewedandapprovedbyourBoardof Educationasof theFebruary 25, 2013, Board of Educationmeeting.

Itismyhopethattheinformationyouwillfindinthehandbookwillbeusefulandwillclarifyquestionsyoumayhaveaboutproceduresrelatedtoyouremploymentwiththe District. Again,mostofwhatyouwillseeinthehandbookarepracticeswehavebeendoingforyears;theyhavejustneverbeenputinwriting. The majority of the information in this handbook is policy the Board of Education has put in place. Most of your questions, generated by reading this book, can be answered by looking at board policy online or in the Unit office. Please feel free to contact me if you have questions.

Also attached to the handbook is an acknowledgement sheet that you need to sign and return to Nancy in the Unit office. Please make sure Nancy has this sheet by Friday March 8, 2013. If you have any questions about the handbook, please contact me.

Pawnee School District #11
Education Support Personnel Handbook / 1

HANDBOOKACKNOWLEDGMENT

(Please Return to Unit Office by March 8, 2013)

Theundersigned,beinganon-certifiededucationsupportemployeeofthePawnee CommunityUnitSchoolDistrictNo.#11,herebyacknowledgesthatacurrentcopyofthePawnee CUSD#11EducationSupportPersonnelHandbookhasbeenprovidedtotheundersignedemployeebytheadministrationofPawnee CUSD#11.Theundersignedemployeeacceptstheresponsibilitytoreviewthecontentsofthehandbookandbecomefamiliarwithcurrentemploymentpracticesandprocedures.Further,theemployeeshouldkeepthedocumentfiledcarefully for future reference.

Datedthisdayof ______,2013.

EmployeeSignature

Pawnee School District #11
Education Support Personnel Handbook / 1

CONTENTS

Page

Absence,Sick Leave,PersonalLeave,VacationDays...... 2

AbusedandNeglectedChildReporting...... 4

Accidents,InjuriesandIllness...... 4

AttendanceTardinessandRegulations...... 4

BoardofEducation ...... 5

Classroom and StudentManagement...... 5

Communication ...... 5

ConductofEmployees ...... 6

CourtDuty ...... 6

Crisis ManagementPlan ...... 6

DisasterDrills ...... 7

DisciplineofStudents ...... 8

Discrimination and SexualHarassment ...... 8

Drug- and Alcohol-Free Workplace...... 9

EmergencySchoolDismissalISchoolClosingProcedures...... 10

EmployeeResponsibilities...... 10

Employment At-Will, Compensation, and Assignment...... 11

Family and Medical Leave...... 12

GossipandStudentInformation...... 15

HiringProcessandCriteria...... 15

Holidays...... 4

Insurance...... 17

KeysandBuildingSecurity...... 17

Overtimeand Workweek and Compensation...... 17

PayrollProcedures...... 18

Performance Evaluation...... 19

Personal Technology and Social Media; Usage and Conduct . . . . .20

PersonnelRecords...... 19

Pension...... 19

RequisitionofSuppliesandEquipment...... 20

SeniorityList,Non-CertifiedEmployees...... 20

SmokinganduseofTobacco...... 20

TaxShelteredAnnuities...... 20

Termination,Quitting,LeavingYourJob...... 22

VacationDays...... 3

Visitors...... 26

Pawnee School District #11
Education Support Personnel Handbook / 1

Education Support PersonnelHandbook

Foreword

Thishandbookwaswrittentoacquaintnon-certifiededucationalsupportpersonnelwiththepolicies,procedures,andpracticesofthePawneeCommunityUnitSchoolDistrict11.Pleasereadthroughthisdocumentcarefullyandrefertoitperiodicallysothattheinformationwill become familiarto you. Ifyouhaveanyquestionsaboutthecontentofthisdocument,pleaseconsultwith yourimmediatesupervisororbuildingPrincipalaboutanyitemsthatmayrequirefurtherclarification.

Pawnee Community Unit School District 11 recognizesthateducationsupportpersonnelplayavitalroleinthesuccessof oureducationalmission.Theappearanceandsafetyofourbuildings,grounds,andvehiclesalongwiththecourteous,friendlyserviceweprovidesetsthetoneforhowourDistrict isperceivedinthecommunity.Youasanemployee ofthePawneeCUSD11serveasanadultmodelforthestudentsweserveinourDistrict. Pleasekeepthisinmindasyouperformyourduties.

Pawnee School District #11
Education Support Personnel Handbook / 1

Duties and Qualifications

All support staff: (1) must meet qualifications specified in job descriptions, (2) must be able to perform the essential tasks listed and/or assigned, and (3) are subject to School Board policies as they may be changed from time to time at the Board’s sole discretion.

Paraprofessionals and Teacher Aides

Paraprofessionals and teacher aides are non-certificated personnel with supervised instructional duties; the terms are synonymous. Service as a paraprofessional or teacher aide requires a statement of approval issued by the Illinois State Board of Education (ISBE), unless the individual holds any certificate indicative of completion of at least a bachelor’s degree or a provisional vocational certificate, is completing an approved clinical experience, and/or is student teaching.

A paraprofessional or teacher aide in a targeted assistance program that is paid with federal funds under Title I, Part A, or in a school-wide program that is supported with such funds, shall hold a “statement of approval,” issued by the ISBE, for this purpose.

Individuals with only non-instructional duties (e.g., providing technical support for computers, providing personal care services, or performing clerical duties) are not paraprofessionals or teacher aides and the requirements in this section do not apply. In addition, individuals who are completing their clinical experiences and/or student teaching do not need to comply with this section, provided they otherwise qualify for instructional duties under ISBE rules.

Non-certificated Personnel Working with Students and Performing Non-Instructional Duties

Non-certificated personnel performing non-instructional duties may be used:

1.For supervising study halls, long distance teaching reception areas used incident to instructional programs transmitted by electronic media (e.g., computers, video, and audio) detention and discipline areas, and school-sponsored extracurricular activities;

2.As supervisors, chaperones, or sponsors for non-academic school activities; or

3.For non-teaching duties not requiring instructional judgment or student evaluation.

Nothing in this policy prevents a non-certificated person from serving as a guest lecturer or resource person under a certificated teacher’s direction and with the administration’s approval.

Coaches and Athletic Trainers

Athletic coaches and trainers shall have the qualifications required by any association in which the School District maintains a membership. Regardless of whether the athletic activity is governed by an association, the Superintendent or designee shall ensure that each athletic coach: (1) is knowledgeable regarding coaching principles, (2) has first aid training, and (3) is a trained Automated External Defibrillator user according to rules adopted by the Illinois Department of Public Health. Anyone performing athletic training services shall be licensed under the Illinois Athletic Trainers Practice Act, be an athletic trainer aide performing care activities under the on-site supervision of a licensed athletic trainer, or otherwise be qualified to perform athletic trainer activities under State law.

Bus Drivers

All school bus drivers must have a valid school bus driver permit. The Superintendent or designee shall inform the Illinois Secretary of State, within 30 days of being informed by a school bus driver, that the bus driver permit holder has been called to active duty. New bus drivers and bus drivers who are returning from a lapse in their employment are subject to the requirements contained in Board policy 5:30, Hiring Process and Criteria and Board policy 5:285, Drug and Alcohol Testing for School Bus and Commercial Vehicle Drivers.

Absence,Sick Leave,PersonalLeave,VacationDays

EmployeesunabletoreporttoworkshouldnotifytheirPrincipalorimmediatesupervisorassoonaspossibleonorbeforethedayoftheabsence. Anytimeanemployeeis absent,adjustments mustbemade;yoursupervisorwillappreciateasmuchadvancednoticeasyoucanprovide. If itturnsoutthattheabsencewillgobeyondoneworkingday,besuretonotifyyoursupervisor when thatinformationbecomesknown.

Employeesmustuse"paid"leavedaysas intended. Employees,whohave exhaustedalloftheirsickleavedaysandpersonalleave daysandcannotreport towork,mustapplyforanunpaidleave ofabsence. Unpaidleavemust berequestedinwriting. This request shouldbesubmittedtotheSuperintendentforapproval. Anyemployeewhofailstodosoanddoesnotreporttoworkisconsideredabsentwithoutleave andissubjecttodischarge.

SickLeave

Full-timeemployeesareawardedannualsickleavedayallotmentsof 12sickleave days. SickLeaveisapaidabsencefromwork. Thiscanbe usedfor illness,illnessofanimmediate familymember,a deathinthefamily,orotherapprovedreasons(talk toyoursupervisor). Anyunusedsickleavedaysyouhaveattheendofeachyearmayaccumulateforuseintheeventofamajorillness. If thereisaquestionofthevalidityofan illness,theDistrictmayrequireadoctor'sstatementverifyingthereasonfornotreportingtowork. Sickleaveisavaluablebenefittoemployeesintheeventofamajorillness.Also,whenyouaregone,theworkremains;therefore,sickleaveshouldbetakenonlywhenneededorappropriate.

PersonalLeave

Full-time employees areawarded 2personalleave daysper year under the following conditions:

Approval from the Superintendent or the Building Principal must be obtained in writing before the absence occurs.
The day immediately preceding or immediately following a school holiday, or the beginning or end of term shall not be recognized as a personal leave day. In special circumstances, the Superintendent may grant a personal leave day on the day immediately preceding or following a school holiday. The granting of such a day shall be non-precedential and at the sole discretion of the Superintendent.
Unused personal business leave days will be allowed to accumulate to four (4) at which time additional accumulation shall be added to accumulated sick leave.
Full-time certified staff will receive 3 personal business leave dayafter fifteen (15) years of continuous service to the District and be allowed to accumulate personal leave business days up to five (5) days per year. On the seventeenth year of continuous service, full-time certified staff will receive 2 personal business leave days.

PersonalLeaverequestsneedtobesubmittedusingtheappropriaterequestforminadvance.Theseformscanbefoundonlineor from yoursupervisor. Anappropriatetimeframeforrequestingpersonalleaveisatleast48hoursinadvance,butthesooneryoucanrequestpersonalleave,theeasieritisforyoursupervisortoplanfor yourabsence. Personalleavemustbe requestedineitherfull-dayorhalfdayincrements.

Leave to Serve as a Trustee of the Illinois Municipal Retirement Fund

Upon request, the Board will grant 20 days of paid leave of absence per year to a trustee of the Illinois Municipal Retirement Fund in accordance with 105 ILCS 5/24-6.3.

Other Leaves

Educational support personnel receive the following leaves on the same terms and conditions granted professional personnel in Board policy 5:250, Leaves of Absence:

1.Leaves for Service in the Military and General Assembly.

2.School Visitation Leave.

3.Leaves for Victims of Domestic or Sexual Violence

VacationDays

Twelve-month employees shall be eligible for paid vacation days according to the following schedule:

Length of Employment / Maximum Vacation Leave Earned Per Year
From: / To:
1st year / 5 Days
2 years / end of 9 years / 10 Days per year
beginning 10th year / end of 19th year / 15 Days per year
beginning 20th year / 20 Days per year

RequestsforuseofVacationDaysshouldbesubmitted in writingtoyourimmediatesupervisoratleast48hoursinadvance. VacationDayrequestsmustbeapprovedbythe Superintendent.Employees may roll over 5 vacation days maximum into the next year. Employees resigning or whose employment is terminated are entitled to the monetary equivalent of all earned vacation.

Holidays

Unless the District receives a waiver or modification of The School Code pursuant to Section 2-3.25g, allowing it to schedule school on a holiday listed below, 12-month District employees will be paid for, but will not be required to work on:

New Year’s Day / Labor Day / New Year’s Eve
Martin Luther King Jr.’s Birthday / Columbus Day / Christmas Eve
Abraham Lincoln’s Birthday or President’s Day / Veteran’s Day / Friday before Easter
Casmir Pulaski’s Birthday / Thanksgiving Day / Day after Thanksgiving
Memorial Day / Christmas Day
Independence Day

*Secretaries, cafeteria personnel, and media aide will receive pay for

Thanksgiving, Christmas, and New Years Day.

The District may require educational support personnel to work on a school holiday during an emergency or for the continued operation and maintenance of facilities or property.

AbusedandNeglectedChildReporting

ADistrictemployeewhohasreasonablecausetosuspectthatastudentmaybeanabusedorneglectedchildshall firstmakeareporttotheirimmediatesupervisororbuildingPrincipaltomakethemawareofthesituation. AreportshouldbemadetotheDepartmentofChildrenandFamilyServices(DCFS)ifitisdeemedthatthesituationwarrantssuchaction. TheSuperintendentshallbenotifiedthatsuchareporthasbeenmade.

Accidents,InjuriesandIllness

Allinjuriessustainedonthejob,regardlessofseverity,mustbeimmediatelyreportedtoyoursupervisororthebuildingPrincipal. AnaccidentformmustbecompletedandfiledintheUnitOfficewithinfourworkingdays.AllaccidentsthatmayneedmedicalattentionormightinvolveWorker'sCompensationaretobereportedinaccordancewiththefollowingguidelines:

ContactthePrincipal,supervisoror schoolnurseimmediately
Fillouttheaccidentreport(formintheNurse'sOffice)
Theschoolnurseshouldcheckallinjuries

Attendance, Tardiness,andRegulations

Eachemployeeshallbeatworkatthetimeassignedandcontinuecompletionofassigneddutiesthroughouttheworkday,exceptaspermittedforbreaks. Workshallbepromptlyattendedtoandcompletedinatimelymanner.AdjustmentstostarttimesandendingtimesmustbeclearedwiththeimmediatesupervisororbuildingPrincipal.If youaregoingtobeunavoidablylate,contactyoursupervisorortheofficesothatyoursupervisorknowsandarrangementscanbe made,ifnecessary. ApoorattendancerecordatyourjobisnotinthebestinterestoftheDistrict orourstudentsand canresultinsuspensionortermination. Givingfalsereasonsforabsencefromwork,claimingsickleavewhensickleaveisnotappropriate,leavingworkearlywithoutpermission,ormisrepresentinganaccidentinjuryareseriousactsofmisconductandmayleadtosuspensionortermination. Employees are to clock in and out for their shifts. Do notclock in or out for anyone but yourself. Time sheetsmustbereviewed and signedbyimmediatesupervisorsbeforetheyaresubmittedforprocessingofpayroll.

BoardofEducation

AsevenmemberBoardofEducationgovernsPawnee CUSD11.Theregisteredvoterswhoresidewithin theboundariesoftheDistrictelecttheBoard.TheBoardelects, fromwithin,its membership: President,Vice-President,andaSecretary.TheSuperintendentofSchoolsisthechiefexecutiveofficeoftheBoardofEducation. ThePawnee BoardofEducationmeetsregularlyeachmonth.TheBoardisresponsibleforestablishingpoliciesthat governthe operationoftheDistrict.ThepoliciesarecompiledintoaDistrictBoardPolicymanualand are availabletoreviewintheUnitOfficeoronline. All policies are to be followed by all district employees.

Classroom and StudentManagement

Asanon-certifiedDistrictemployee,youareheretoassistintheeducation ofourstudents. Yourroleisvitaltooureducationalmission. Asaresponsibleadultandemployeeofthe District,youhavearesponsibilityto seetothesafety,security,welfare,andhealthofour studentswhoattendPawnee Schools.Youareexpectedtousegoodjudgmentandacttoprotectthewellbeingofstudents immediately.Youshouldassistteachersintheir taskwhereverpossible. Itisunderstoodhowever,thatteachersalsohave certainresponsibilities.

Teachersareexpected togovernandcontrolroutinemattersintheirroomssuchasproperlighting,openingandclosingofwindows/doorsforventilation,properandorderlyuseofrestrooms,reportingofequipmentorfurnitureproblems,normal housekeepingchoressuchasassistinginchalkboardcareandclassroomcleanliness,reasonablecontrol ofnoiseand othermatterswhich influencethephysicalenvironmentinwhich ourstudentsliveduringtheschoolday.

Ourstudentsshouldbemadeawareoftheimportanceofproperuseandcareofschoolproperty. Theyshoulddevelopasenseofresponsibilityforremovingpaperorotherdebrisfromthe classroomfloorpriortodismissal. Itisourexpectationthatnoclassshouldbedismissedforthedayinaroomthat isdisorderly,littered,orotherwiseunsatisfactory. Eachteachershouldmake periodicchecksofbooksanddeskstoseethateacharekeptinproperorder. Anyabuseof books,equipment,furnitureorotherschoolpropertyshouldbereportedtothebuildingPrincipal.

Communication

In eachschooloffice,thereisaspecificlocationforstaffmailboxes. Itisveryimportantthateachemployeecheckhis/hermailboxbeforeleaving fortheday. Periodically,theSuperintendent,buildingPrincipalsorofficestaffmayplacebulletinsinyourmailboxduringtheday.Afterreadingthe information,staffmembersshouldfilethemforfuture reference. Themailboxesaretobeemptiedeachdayandnotusedasalong-termstorage location. Telephonesareavailableintheofficesandthroughoutcampus. Please use phones to conduct school business. Announcementsandgeneralinformationarealsopostedattimeson theDistrictinternetweb site.

ConductofEmployees

AllDistrictemployeesshallmaintainhigh standardsintheirschoolrelationships,demonstrate integrity andhonesty,beconsiderateandcooperative, demonstrate moral character, andmaintainprofessionalrelationships withstudents,parents,and staffmembers. Fightingisprohibited. Employeesshallnotengageinbehaviorthatconstitutesgrossdisrespectforthepropertyrightsofstudents,teachers,administrators,ornon-certifiedstaff.Employeesshallnotuseprofanitywhen speakingtoparents,studentsorstaff.

Convictionofafelonyoffenseinvolvingdishonestyorviolenceshallbecausefordismissalfromemploymentwith theDistrict. Convictionofanyoffenseinvolvingthewillfulinflictionofharmuponchildrenshallbecausefordismissal.Dishonesty,theft,fighting,orothersuchmisconductonthejobshall becausefordismissal. Use ofcontrolledorillegaldrugsisprohibitedandbeingundertheinfluenceofsuchoralcoholwhileondutymaycausedismissal. Smokingorotherusesoftobaccoarenotallowedonschoolproperty.

NoemployeeshallrefusetoobeyreasonablewrittenororalcommunicationsofaDistrictadministratororthe employee'simmediatesupervisor.Noemployeeshallrefusetoobeypolicies, rulesandregulationsestablishedbythePawnee BoardofEducationorattempttoviolateapolicy,rule,orregulation. Refusal to obeycouldconstitutecausefordischarge.Repeatedminorincidentsofmisbehaviorarecausefordischarge.

Crisis ManagementPlan

EachofficeoncampushasacopyoftheCrisis Management Plan.ThisPlanisdesignedforourquickandorganized responsetothreatsoractualviolenceagainsttheschool,itsstudents, or staff.Asanon-certifiedstaffmember,youwillbegivenasetofdutiesandresponsibilitiesthatyoumustperformifthe plan is put in place.

Jury Duty

Intheeventanemployeemustbeawayfromworkduetobeingcalled forjuryduty,appearingincourt inresponsetoasubpoena,servingasawitnessorhasadepositiontakeninanyschoolrelatedmatterpendinginthecourt,theDistrictwill payfullsalaryduringthetimeawayfrom thejob. Jury duty reimbursement should be endorsed to the district. Mileage will be returned to the employee. AnemployeeshouldgivetheDistrictatleast5dayspriornoticependingjury duty.

Crisis Management

DisasterDrills

Procedures areinplaceforreactingtothreatssuchastornadoes,violentstorms,andearthquakes.ThePrincipalshaveidentifiedtherouteseachclassroomorgroupofstudentsistotakeintheeventstudentsandstaffneedtore-locatetosafeareaswithinthebuilding. Ifasevereweathersituationthreatenstheschool,anannouncementwillbemadeforthecorrectcourseofaction.

Guidelinestoinsuresafetyofourstudentsinclude:

Minimizeconfusion,avoidpanicandmaintainaseriousattitude.Students andstaffaredirectedtobesilentandlistenforinformation. Eachmemberofthestaffmustdisplaycalm,confident leadershiptokeepthestudentssafeandinformed.
Eachstaffmembershouldassistinbeing certainthatallstudentsareaccounted forduringadrill.
Studentsinhallways,restrooms,gyms,oronplaygroundsshouldreturntotheirclassroomsor,ifthatisnotpossible, thenearestsafearea,immediately.
SafeplaceswithinthebuildingwillbeassignedtoeachroombythebuildingPrincipals.ThePrincipalswillalsoassignevacuationroutes.
Whenthealarmissounded,theteacherwillcheckattendanceandproceedwiththeclasstotheirassignedpositionorontheirdirected route.Orderandsilenceareextremelyimportantinthedrills.

Intheeventofathreattocampussuchasabombthreat,theentirecampuswillbeevacuatedtoanotherpre-determinedlocation.Staffisadvised tolistencarefullytoinstructionsgivenatthat timeforthestepstobetakenforevacuation.

FireDrills

Employeesneedtorememberthe importanceofconductingfiredrills.TheStateofIllinoisrequiresthe Districttoconductmultipledrillsthroughouttheschoolyear. Anylackofselfcontrolbyanymemberofthe Districtstaffor studentpopulationinanemergencymaycausepanicinanactualemergency. Custodialstaffwillassisttheadministratorsindeterminingthereasonforanalarmtobesounded. The warningfora firedrillwillbethesteadysoundingofthealarmsystemandflashinglightson the alarmmechanisms. Proceduresfor conductingaproper fire drilloractualevacuationwillinclude:

Exitquicklyandquietlyaccordingtopredeterminedplansforevacuation.
Studentsarenottowastetimecollectingpersonalbelongings.
Disorderlyconduct,talking,etc.,willnot betolerated. Onceevacuated, teachers willre-checktheirattendanceandnotifythePrincipalofanymissingstudents.
Theall-clearannouncementwillbemadeonceitisverifiedthatthebuildingisclearandsafetore-enter.

DisciplineofStudents

EachDistrictemployeehasaresponsibilitytoensurethesafetyandwelfareofstudents.Ifstudentsaredoingunsafeorinappropriatethings,youshouldinterveneandreportsuchbehaviortoateacherorthePrincipal. Situationsmay ariseinwhichtheuseofphysicalforcemaybenecessarytoprotectthesafetyofstudents,staffmembersorschoolproperty.Insuchinstances,theuseofphysicalforceisnotconsidereddisciplineorcorporalpunishment. Staffmayusereasonableforcetomaintainsafetyforstudents,schoolstaff,orotherpersons. Reasonableforcemayalsobeusedforself-defense,thedefenseofproperty,orasnecessarytoquellanimmediatedisturbanceandbringaboutcompliancewithschoolrules.Purposefulinjuryofastudentis allowedONLY whennecessarytopreventimminentseriousinjurytothestudentoranotherindividual. NEVERreactoutofangertowardastudent.

Teachersandadministratorsarespecificallytrainedtodealwithstudents.Ifyouobservestudentbehaviorthatyoufeelisinappropriate,reportittoateacherorPrincipalorsupervisingadministrator.

Discrimination and SexualHarassment

The School District expects the workplace environment to be productive, respectful, and free of unlawful harassment. District employees shall not engage in harassment or abusive conduct on the basis of an individual’s race, religion, national origin, sex, sexual orientation, age, citizenship status, disability, or other protected status identified in Board policy 5:10, Equal Employment Opportunity and Minority Recruitment. Harassment of students, including but not limited to, sexual harassment, is prohibited by Board policy 7:20, Harassment of Students Prohibited.

Sexual Harassment Prohibited

The School District shall provide a workplace environment free of unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct, or communications constituting harassment on the basis of sex as defined and otherwise prohibited by State and federal law.

District employees shall not make unwelcome sexual advances or request sexual favors or engage in any unwelcome conduct of a sexual nature when: (1) submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment; (2) submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual; or (3) such conduct has the purpose or effect of substantially interfering with an individual’s work performance or creating an intimidating, hostile, or offensive working environment. Sexual harassment prohibited by this policy includes verbal or physical conduct. The terms intimidating, hostile, or offensive include, but are not limited to, conduct that has the effect of humiliation, embarrassment, or discomfort. Sexual harassment will be evaluated in light of all the circumstances.

Making a Complaint: Enforcement

A violation of this policy may result in discipline, up to and including discharge. Any person making a knowingly false accusation regarding harassment will likewise be subject to disciplinary action, up to and including discharge. An employee’s employment, compensation, or work assignment shall not be adversely affected by complaining or providing information about harassment. Retaliation against employees for bringing bona fide complaints or providing information about harassment is prohibited (see Board policy 2:260, Uniform Grievance Procedure).

Aggrieved persons, who feel comfortable doing so, should directly inform the person engaging in the harassing conduct or communication that such conduct or communication is offensive and must stop.

Employees should report claims of harassment to the Nondiscrimination Coordinator and/or use the Board policy 2:260, Uniform Grievance Procedure. Employees may choose to report to a person of the employee’s same sex. There are no express time limits for initiating complaints and grievances under this policy; however, every effort should be made to file such complains as soon as possible, while facts are known and potential witnesses are available.

Whom to Contact With a Report or Complaint

Nondiscrimination Coordinator:

Mr. Gary Alexander, Superintendent

810 4th Street

Pawnee, IL 62558

217 625-2471, ext. 202

Drug- and Alcohol-Free Workplace

All District workplaces are drug- and alcohol-free workplaces. All employees shall be prohibited from:

Unlawful manufacture, dispensing, distribution, possession, use, or being under the influence of a controlled substance while on District premises or while performing work for the District, and
Distribution, consumption, use, possession, or being under the influence of alcohol while on District premises or while performing work for the District.

For purposes of this policy a controlled substance means a substance that is:

Not legally obtainable,
Being used in a manner different than prescribed,
Legally obtainable, but has not been legally obtained, or
Referenced in federal or State controlled substance acts.

As a condition of employment, each employee shall:

Abide by the terms of the District policy respecting a drug- and alcohol-free workplace; and
Notify his or her supervisor of his or her conviction under any criminal drug statute for a violation occurring on the District premises or while performing work for the District, no later than 5 calendar days after such a conviction.

District Action Upon Violation of Policy

An employee who violates this policy may be subject to disciplinary action, including termination. Alternatively, the School Board may require an employee to successfully complete an appropriate drug- or alcohol-abuse, employee-assistance rehabilitation program.

The Board shall take disciplinary action with respect to an employee convicted of a drug offense in the workplace within 30 days after receiving notice of the conviction.

Should District employees be engaged in the performance of work under a federal contract or grant, or under a State contract or grant of $5,000 or more, the Superintendent shall notify the appropriate State or federal agency from which the District receives contract or grant monies.

EmergencySchoolDismissalISchoolClosingProcedures

Weatherconditionsorothercircumstancesmayrequiretheearlydismissalofschoolortheclosingofschool. Arearadioandtelevisionstationswillbenotifiedintheeventsuchadecisionismade. School Reach will be used as a forum to notify when a school closing or early dismissal occurs. In theeventschoolwillbedismissedearly,employeeswill benotifiedthroughannouncements.

Custodialandmaintenancestaffwillreporttoworkforthepurposeofremovingsnowunderthedirectionofthemaintenanceandgroundssupervisors as well as other duties assigned.

Ifschoolisinsession,allstaffareexpectedtoreporttowork.

EmployeeResponsibilities

Yourresponsibilitiesasanon-certifiedemployeeoftheDistrictinclude:

Performingalldutiescompetentlyasdirected.
AdheringtoallofthegeneralpoliciesoftheDistrictastheyapplytoeachjob.
Completingallassignmentsgivenbyyourimmediatesupervisor,buildingPrincipal,andSuperintendent.
Reportingforworkatthedesignatedtime;remainatyourdutiesfortheentire shift.
Reportingtoworkinproperattireforyourjobassignment,beneatandwellgroomedinappearanceandexhibitgoodpersonalhygiene.
Whileonduty,presentingapleasant,helpfulattitudetothepublic,studentsandfellowemployeesoftheDistrict.
Collectinginformationandsubmittingreports asrequestedbytheSuperintendent,buildingPrincipalorimmediatesupervisor.
Exercisingcareforschoolsupplies,equipment,andtheschool areasinyourcharge.
Employeesshallnotengageinunauthorizeduseofschoolproperty,includingbutnotlimitedtotelephones,photocopying,computers,tools,vehicles,fuel,etc.
Reportingtoyoursupervisor,buildingPrincipal,ortheSuperintendentanyseriousdestructionofschoolproperty.
Completewrittenreports ofaccidentsorinjuriesthatyoubelievemayrequiremedicalattention.
Attendingallstaffmeetingsormeetingscalledbyyoursupervisor.
Prohibited from workingundertheinfluenceofanyintoxicatingliquorordrug.
Conductingyourselfproperly.Eachemployeeisanadultwhoshouldmodelappropriatebehaviorthatinfluencesthedemeanor oftheworkplace.Exhibitprofessionalism. Nofighting,useofprofanity,obscenecommentsorsexualadvancesdirected towardotherindividualsonthepartofemployeesshallbeallowed.Employeesshallnotargueinthepresenceofstudentsandshouldbemindfuloftheconfidentialnatureofdiscussionsinthepresenceofstudents.
PerformingotherdutiesasmaybeassignedfromtimetotimebytheBoardofEducation,theSuperintendent,buildingPrincipals,orimmediatesupervisors.

Employment At-Will, Compensation, and Assignment

Employment At-Will

Unless otherwise specifically provided, District employment is at-will, meaning that employment may be terminated by the District or employee at any time for any reason, other than a reason prohibited by law, or no reason at all. Nothing in School Board policy is intended or should be construed as altering the employment at-will relationship.

Exceptions to employment at-will may include employees who are employed annually, have an employment contract, or are otherwise granted a legitimate interest in continued employment. The Superintendent is authorized to make exceptions to employing non-certificated employees at-will but shall maintain a record of positions or employees who are not at-will and the reason for the exception.

Compensation

The Board will determine salary and wages for educational support personnel. Increments are dependent on evidence of continuing satisfactory performance. An employee covered by the overtime provisions in State or federal law, shall not work overtime without the prior authorization from the employee’s immediate supervisor. Educational support personnel are paid twice a month.

Assignment

The Superintendent is authorized to make assignments and transfers of educational support personnel.