WFISD
HANDBOOK
FOR
SUBSTITUTE TEACHERS
2015-2016
Wichita Falls Independent School District
1104 Broad St
Wichita Falls, Texas 76301
(940) 235-1012
This handbook is not in lieu of, but is instead in conjunction with, the WFISD 2015-2016 Employee Handbook.
Dear Fellow Educator:
Thank you for serving as a substitute teacher with the Wichita Falls Independent School District
(WFISD). This handbook will explain our procedures, assist you in becoming a successful
substitute, and answer some of the questions you may have about substituting in WFISD. We
want your time with WFISD to be beneficial for the students and rewarding for you. Your
commitment to excellence will enable us to uphold the outstanding reputation that we enjoy.
A substitute teacher is one of our most valuable assets at WFISD. Our faculty could not deliver the
level of instruction expected by our community without the help and support of dedicated substitute
teachers like you. As a substitute teacher, you play an important role in the lives of the students
we serve. Our students walk into our classrooms with the expectation that they will experience a
quality learning environment.
Our mission is to reach each student by teaching to individual learning needs, ensuring that every
student has the opportunity to achieve to his/her full potential. You are encouraged to take every
opportunity to support and encourage the students you serve, helping to make each one
successful.
If you have any questions, please don’t hesitate to call.
Sincerely,
The Human Resources Department-Substitute Office
Cyndy Kohl
Assistant Director of Human Resources
940-235-1012
[email protected]
Terri Nowicki
HR Specialist-Substitute Coordinator
940-235-1012 ext. 21006
[email protected]
1
Table of Contents
Page
I.
GENERAL INFORMATION
A. Requirements for Substitute Teaching…..……………………………………….3
B. Hours of Duty………………………………………………………………………..5
C. Substitute Teacher’s Report……………………………………………………….5
D. Release from Assignment………………………………………………………….5
E. Substitute Exclusion………………………………………………………………...5
F. Substitute Teacher Pay…………………………………………………………….6
G. Substitute Responsibilities…………………………………………………………7
H. Substitute Orientation and Reactivation………………………………………….8
I.
Pay Checks……………………………………………………………..………….8
J. Summer and Substitutes……………………………………………………..……9
K. Beginning of Year Meeting…………………………………………………………9
II.
FREQUENCY OF CALLS AND EVALUATION OF SUBSTITUTE TEACHERS.…9
III.
APPENDIX
Reporting Suspected Child Abuse…………………………………………………………………….10
Tips for Successful Classroom………………………………………………………………………...11
School Directory
Pay Period Schedule
School Calendar
Wichita Falls ISD Policy – online at wfisd.net
Employee Standards of Conduct
Student Conduct/Drug and Alcohol Use
Sexual Harassment
Map of District
Aesop/Substitute Information
2
I.
General Information
Requirements for Substitute Teacher
A.
1.
Qualifications
Wichita Falls Independent School District is in compliance with
provisions of the Title IX of Public 92-318, Educational
Amendments of 1972, and is an equal opportunity employer.
This school district and its career and technology education
program does not discriminate on the basis of sex, disability, race,
color, age or national origin in its educational programs, activities,
or employment as required by origin in its educational programs,
activities, or employment as required by Title IX, Section 504 and
Title VI.
Substitutes in WFISD are required to have graduated from high
school and pass a general competency exam –OR- have at least
60 college hours of completed college work.
It is required to complete a Substitute Orientation provided by the
Regional Service Center before beginning work on a campus. All
certified teachers are exempt from attending the orientation.
2.
3.
4.
Required Documents (credentials must be on file prior to beginning
substitute duties)
• Completed substitute application
• High School Diploma (or transcript showing student met
graduation requirements) -OR- Transcript of at least 60 hours of
completed college work (unofficial)
• Background Check
• Completed Tax Form W-4
• Completed Employment Eligibility Verification (form I-9)
• Deferred Compensation Plan Participation Agreement
• Direct Deposit Form
• TEA Ethnicity and Race Data Questionnaire
• Fingerprinting FAST pass receipt (unless district is already
subscribed to DPS clearinghouse)
• You Tube Agreement
• Workers Compensation
• Electronic Communication Agreement
Each applicant must be approved by the Human Resources Office. An
Aesop ID and Pin Number will be issued to each applicant when their
forms are completed and a Background check has been run.
Substitutes may utilize Aesop, the automated sub calling system, in
multiple ways. The three most common ways are:
3
a. By going to the website www.frontlinek12.com/Aesop and
searching for and accepting assignments.
b. Having campus staff (teachers, campus secretaries) prearrange
assignments.
c. Having the system call as assignments become available. The system
will call on days and at times set up by the substitute.
Employee absences will be posted on Aesop as they occur. AESOP will
begin the calling process immediately, but jobs can be picked up online
during that process.
If you are unable to fulfill your assignment, you must cancel either
online or by calling the automated system at 1-800-942-3767. If an
emergency arises and you must cancel at 6:30 am or later, call the
campus directly and inform them. An email or phone call is
sufficient. ([email protected] or 235-1012 ext. 21006)
5.
Any changes of name, address, telephone number, educational status, or
availability must be reported in writing to the Human Resources Office or
you may email Terri Nowicki at [email protected].
6.
A substitute who is unable to continue working for WFISD, must contact
the Human Resources Office. Please email Terri Nowicki at
[email protected] .
7.
Principals are encouraged to recommend persons as substitutes, but
placement on the list shall be through the Human Resources Office. Only
persons approved by the Human Resources Office are eligible for
substitute teaching and payment of wages.
8.
All employees shall observe neatness in clothing, personal appearance
and hygiene. Substitutes are considered professionals and should dress
accordingly. An employee is not appropriately dressed if the employee,
because of the manner of dress, is a disturbing influence in the classroom. Decisions by the campus administrator are final.
9.
WFISD is a tobacco free district. No school employee, including substitute
teachers, may smoke or use tobacco products in school buildings or on
school grounds.
4
B.
C.
Hours of Duty
1.
The substitute teacher shall be expected to be on duty the entire school
day and perform duties of the regular teacher.
2.
School day schedules for teachers vary on the different campuses. Aesop
will provide that specific information.
3.
Individual campus circumstances may require the assignment of a
substitute for only a portion of the school day.
4.
The substitute teacher is subject to reassignment during the day due to
extenuating circumstances.
5.
Substitute employees are paid for 8 hours per day and are classified as
non-exempt employees for the purposes of overtime compensation.
Substitute Teacher’s Report
1.
At the beginning of each teaching day, the substitute should report to the
school office. You will be asked to sign the AESOP Substitute Sign-In
Form.
2.
D.
1.
2.
E.
Failure to sign this form may complicate the process and delay the
substitute’s paycheck.
Release from Assignment
A substitute shall not terminate one assignment to accept another.
A substitute shall consult with the principal’s office before leaving school
for the day. There may be occasions when a substitute receives an
assignment which will continue for more than one day. In such cases,
daily consultation with the principal or the designee may not be necessary
but shall be at the discretion of the campus principal.
Substitute Exclusion
1.
Substitute can be excluded from any school site for any reason deemed
necessary by the campus principal.
2.
If a substitute is excluded from a school, the substitute may not
Substitute at that campus again unless approved by campus
principal.
3. If a substitute is excluded from a campus, the substitute may call the HR
administrator to inquire about the exclusion.
4. A substitute has the right to send a rebuttal letter to the HR administrator.
5
F.
Substitute Teacher Pay
1.
Substitutes shall be paid according to the substitute rate schedule
approved by the Board of Trustees:
• Non-Degreed Substitutes
o Daily Rate: $80.00
• Degreed Substitutes – Non-Certified -- Substitutes
o Daily Rate: $90.00
o Long-Term: $105.00
• Degreed and Certified Substitutes
o Daily Rate: $110.00
o Long-Term: $130.00
Long-Term assignments are substitute assignments that are longer than
16 consecutive days.
G.
2.
Texas certified teachers who substitute in a teaching assignment for 90
days or more during a single school year may be able to count that year
toward salary purposes if the substitute obtains a regular teaching
assignment within the state of Texas.
3.
Substitute teachers shall be paid on the 25th of the month.
4.
Substitute teachers who are required to be on duty for more than 4.5
hours will be paid for the full day. Substitute teachers who are required to
be on duty four hours or less per day will be paid for one-half day.
5.
Employees of WFISD are required to enroll in automatic payroll deposit.
Paychecks will be directly deposited in the substitute’s checking or
savings account and a login will be issued to access the Employee
Service Center to view paystubs.
6.
Specific questions concerning a substitute’s paycheck should be
addressed to the Payroll Office (235-1015). Questions concerning rate of
pay or status should be addressed to the Human Resources Office (2351012).
Substitute Responsibilities
1.
Substitute routine when getting started for the day:
a.
Substitutes should report directly to the school office to check in
and sign the AESOP daily sign in sheet.
b.
It is required that all WFISD staff wears district ID badges. These
are provided for you through the HR office. First badge is free,
replacement badge $5.
6
c.
Attendance sheets will be provided for the substitutes. When
substitutes first arrive in the morning, ask the building secretary to
explain the process for completing attendance information.
d.
When substitutes arrive at the building, they should check
immediately with the office to get the room unlocked. Generally,
subs will not be provided with a room key. All classrooms are
locked at the end of each day.
e.
Ask the Principal or the Principal’s designee about special
directions and activities planned for the day.
f.
Turn your personal cell phone off or on silent. Cell phones
should only be used for emergency purposes.
g.
Introduce yourself to the teachers whose classrooms are next
door or are in your vicinity.
h.
Acquaint yourself with fire and safety drill procedures.
2.
Confidential Information
a.
Substitute teachers/paraprofessionals are expected to keep
information confidential concerning students, staff or schoolrelated business, any of which, might be obtained while
substituting.
3.
Professional Ethics
a. Substitutes have a professional obligation even though they are not
regular teachers.
1. They should use extreme caution in expressing personal
reactions and opinions about what they observe in the classrooms
of the various schools in which they teach.
2. Under no circumstances should a substitute criticize a regular
teacher or the students in the presence of other teachers or
students.
3. Substitute teachers should try to preserve the regular routine of
the class, to follow lesson plans and to perform all duties
expected of the regular teacher.
4.
Fire and Emergency Drills
a. Fire and emergency exits are posted near the doorway of each
classroom. Familiarize yourself with the exit procedures before
classes begin.
7
5. Bad Weather Days
a. If the weather requires schools to close or to open late,
announcement will be made on the major radio and television stations
by 6:15 am.
b. It is the substitute’s responsibilities to listen for school closings or
delays.
c. If school is delayed, the substitute should report at the specified time.
6.
End of Day Procedures
a.
Return materials and equipment to the proper place and complete
any “end of day” instructions left by the teacher.
b.
Substitutes should check in with the campus secretary at the end
of the day for possible continued assignment and to report any
problems that occurred during the day.
7.
Long Term
a.
A Long-Term substitute teacher who substitutes for a teacher for
an extended period (16+days) must adhere to the following
guidelines.
1. If you miss one day within your 16 consecutive full day count,
the 16 day count starts over again when you return to the
same assignment/same campus unless you are requesting to
be absent due to Jury Duty and /or emergency. A long-term
assignment is not a contract, and a principal may choose to
terminate the assignment at any time.
2. Very Important: substitutes are required to contact Ms.
Nowicki in writing for approval if they are in a long term
assignment over 16 days and need to request a day off for an
emergency, illness, death in the family, etc.
H.
Substitute Orientation and Reactivation
1.
Orientation and Reactivation
a. All substitute teachers will complete a substitute orientation.
b. If a Substitute teacher does not fulfill at least 10 jobs during a school
year, the substitute teacher will be required to attend another
orientation before being reactivated.
I.
Paychecks
1. It is the substitute’s responsibility to monitor their jobs in Aesop to ensure all
jobs worked during a pay period have been entered.
2. The substitute must notify the substitute office before the next pay period if
he/she notices a mistake in days worked so the following paycheck can reflect
the adjustment.
8
3. It is imperative that all substitutes “sign in and out” on the Campus Absence
Report, include arrival/departure times, and monitor their absences weekly in
Aesop
II.
J.
Summer and Substitutes
1. Substitutes do not work in the summer or in WFISD summer school program.
2. The Districts’ expectation is that you will be ready to substitute in the following
school year.
3. Please take the time in the summer to update your email address and other
contact information.
4. If you will not be substituting the following school year, please notify the
Substitute Office by email.
K.
Beginning of Year Meeting
1. A substitute meeting for existing substitutes will be held in August of each year
to review updates and changes for incoming substitutes for the upcoming
school year.
2. You will be notified by your personal email address on your Skyward profile
and Aesop web message alert when you login of an August date to go over
new and updated Substitute Handbook and sign the Letter of Reasonable
Assurance.
3. Failure to do this may result in being removed from the substitute list for the
upcoming school year.
FREQUENCY OF CALLS AND EVALUATION OF SUBSTITUTE TEACHERS
A.
It is difficult to give substitutes any estimate of how often they will substitute. It will
depend a great deal on such factors as the District’s daily need, time of
year, and success of each substitute when assigned. Dependability and reliability
are prized attributes of substitute teachers.
B.
The District must constantly be aware of the quality of substitutes employed.
Substitutes are informally evaluated at the conclusion of each assignment in the
following areas:
1.
Did the substitute teacher arrive on time?
2.
Did the substitute teacher follow lesson plans in a satisfactory manner?
3.
Did the substitute teacher leave the room in an orderly condition?
4.
Did the substitute teacher leave sufficient information regarding the day’s
events/activities?
5.
Would the teacher want this individual to substitute again?
C.
The District may remove a substitute from Aesop if the substitute receives poor
evaluations from campuses.
9
Reporting Suspected Child Abuse
All employees are required by state law to report any suspected child abuse or neglect to a law
enforcement agency, Child Protective Services, or appropriate state agency (e.g.: state agency
operating, licensing, certifying, or registering a facility) within 48 hours of the event that led to the
suspicion. Reports to Child Protective Services can be made to a local office or to the Texas Abuse
hotline (800-252-5400). State law specifies that an employee may not delegate to or rely on
another person to make the report.
Under state law, any person reporting or assisting in the investigation of reported child abuse of
neglect is immune from liability unless the report is made in bad faith or with malicious intent. In
addition, the district is prohibited from retaliating against an employee who, in good faith, reports
child abuse or neglect or who participates in an investigation regarding an allegation of child abuse
or neglect.
An employee’s failure to report suspected child abuse may result in prosecution for the commission
of a Class B misdemeanor. In addition, a certified employee’s failure to report suspected child
abuse may result in disciplinary procedures by SBEC for a violation of the Educators Code of
Ethics.
Substitutes who suspect that a student has been or may be abused or neglected should
immediately report their concerns to a campus administrator or counselor. Understanding that
substitutes are not as familiar with district processes as permanent staff; the campus administration
will assist subs in the appropriate reporting processes.
10
Tips for a Successful Classroom
•
Become familiar with the discipline management plan that is specific to the campus on
which you are working. The principal can supply the necessary information for you.
•
Conduct class in a positive and organized manner to help prevent problems from
occurring.
•
A positive attitude is a key to winning the respect of students! Physical bearing and tone of
voice directly affect the reaction of the class to the teacher.
•
Start the day by taking time to carefully review with the students the regular classroom
rules and routines, and then follow them consistently for effective transition.
•
Maintain appropriate seating/grouping by following the teacher’s seating chart or
instructions.
•
Begin instruction promptly and use all allotted time in instructional endeavors.
•
Be consistent and fair! Be firm enough to command attention and flexible enough to be
fair. Avoid ultimatums!
•
Since substitute teachers often work with several different age groups, be mindful to use
age appropriate tone, volume and vocabulary.
•
Scan the room frequently. Monitor activities by moving around the room and give students
meaningful feedback. Your presence will help prevent off task behaviors.
•
Redirect any off task or disruptive behaviors immediately. Be sure to deal with individual
students and do not “fuss” at an entire class for one person’s behavior.
•
Use positive verbal praise when deserved. Reinforce desired behaviors as appropriate
with statements like, “Thanks for listening carefully.”
•
Reprimands are best given in private when possible.
•
SUBSTITUTES SHOULD NOT ADMINISTER CORPORAL PUNISHMENT.
•
At the end of the workday, make sure the classroom is as neat as it was when you arrived.
Clear the floor of any unsightly trash, straighten desks, tables and chairs, and turn off all
computers.
11
2015-2016 Wichita Falls Independent School District
DIRECTORY OF SCHOOL PRINCIPALS / ASST. PRINCIPALS / SECRETARIES
As of 08/08/15
School
Address
Zip
Phone
Principal
Asst. Principal
Secretary
Hirschi
3106 Borton
76306
235-1070
Doug Albus
Wayne Calhoon
Mandy Warren
Deedy Durham
Rider
4611 Cypress
76310
235-1077
Dee Palmore
Cody Blair
TiAda Radtke
Jennifer Spurgers
Montie Carroll
Debbie Dipprey
Greg Darden
Kim Jans-Stutz
Jesse Thomas
Quana West
Joy Blundell
Wichita Falls
2149 Ave. H
76309
235-1084
J'
Barwise
3807 Kemp
76308
235-1108
Omar
Montemayor
Russell Bryant
Sara Webb
Kirby
1715 Loop 11
76306
235-1113
Troy Farris
Gena Ayers
Mark Davis
Susan Agular
McNiel
4712 Barnett
76310
235-1118
Tania Rushing
Jackie McCartney
Summer Rollins
Jan Schulte
Carrigan Career
1609 Blonde
76301
235-1091
Synthia Kirby
Deana Elmore
Denver Alt.
1823 5th Street
76301
235-1101
Linda Nichols
Carla Patrick
Harrell ALC
3115 5th Street
76301
235-1096
Gena Woodard
Patti Ross
JJAEP
401 Old Burk Rd.
76301
322-7414
12
2015-2016 Wichita Falls Independent School District
DIRECTORY OF SCHOOL PRINCIPALS / ASST. PRINCIPALS / SECRETARIES
School
Address
Zip
Phone
Principal
Asst. Prinicpal
Secretary
Brook Village
2222 Brook
76301
235-1132
Christy Henry
Burgess
3106 Maurine
76306
235-1136
Ann Pettit
Lori Apple
Judy Williams
Crockett
3015 Ave. I
76309
235-1140
Kory Dorman
Cheryl Bailey
Starlet Sinclair
Cunningham
4107 Phillips
76308
235-1144
Ashley Davis
John Lankford
Kelly Poer (SPED)
Cecilia Taylor
Amy Pool - Sp.
Ed.
Fain
1562 Norman
76302
235-1148
Clarisa Richie
Donna Martin
Judy Sorge
Fowler
5100 Ridgecrest
76310
235-1152
Jeff Hill
Franklin
2112 Speedway
76308
235-1156
Angie Betts
Letitia Willis
Amy Malone
Haynes
1705 Katherine
76306
235-1160
DeeDee Forney
Cindy Underwood
Barbara Sims
Jefferson
4628 Mistletoe
76310
235-1168
Peter Braveboy
Erica Adkins
Renee Merrill
Lamar
2206 Lucas
76301
235-1172
Lori Heskett
Stephanie ZamoraRoblos
Rosaura
Alvarado
Milam
2901 Boren
76308
235-1176
Ana Griffiths
Debra McClure
Deborah Hudson
Scotland Park
1415 N. 5th
76306
Laura Scott
Tristen Browne
Cynthia Carlson
Sheppard AFB
301 Anderson
76311
235-1184
Cindy Waddell
Southern Hills
3920 Armory Rd.
76302
235-1188
Naomi Alejandro
Amanda Garcia
Frankie Marin
Wash/Jackson
1300 Harding
76301
235-1196
Stephanie
Phillips
Robert Johnson
Yolanda
HendersonRobinson
West Foundation
5220 Lake Wellington
76310
235-1192
Kim Smith
Ashley Murdock
Candace Baily
Zundy
1706 Polk
76309
235-1123
Shane Porter
Travis Barnes
Liz Perez
Farris Early
Childhood
710 Old Burk Road
76306
Northwest
Headstart
2310 5th St.
76301
235-4307
Rebecca
Hernandez
Jeff Scruggs
Charity Dunn
Rosewood
Headstart
503 N. Rosewood
76301
235-4309
Rebecca
Hernandez
Wendy Doughten
Charity Dunn
235-1180
235-4302
Belina Rios
Jody Groves
Tami Jansen
Rebecca
Hernandez
Amy Reyna
13
2015-2016 Calendar
JULY 2015
S
M
T
W
1
T
2
F
3
5
6
7
8
9
10
12
13
14
15
16
17
18
19
20
21
22
23
24
25
26
27
28
29
30
31
H
S
4
11
M
2
9
16
T
W
T
4
5
6
10
11
12
13
10
F
SD
17TW 18SD 19SD 20
TW
23
24
30
31
25
27
26
S
1
7
3
8
14SD 15
21
TW 22
29
28
SEPTEMBER 2015
S
M
T
1
W
2
T
3
F
4
S
5
6
8
9
10
11
12
13
7H
14
15
16
17
18
19
20
21
22
23
24
25
26
27
28
29
30
OCTOBER 2015
S
M
T
W
T
1
4
5
6
7
8
11
12
13
14
15
18
19
25
26
T
20
27
PSAT
T
21
T
28
22
29
F
2
S
3
9
10
16
17
23
24
30
31
GPE
PC
GPE
T
NOVEMBER 2015
S
1
M
T
2
3
8
9
15
W
S
July 4 .................................. Independence Day
Early Release
Oct 8 ................. Secondary Only - Parent Conf
Oct 22 & 23....... Elementary Only - Parent Conf
Oct 30......................................Elementary Only
April 4......................................Elementary Only
Dec 18 & May 27...............Elem. and Secondary
Inclement Weather
April 29, May 20
Report Cards - Elementary
Oct 22 & 23, Jan 7, Mar 24, May 27
Report Card - Secondary
Oct 8, Nov 12, Jan 7, Feb 18, Apr 14, May 27
Staff Development
Campus ...........Aug 14 p.m., Aug 17 a.m.
District ........... Aug 14 a.m., Aug 18-19
Teacher Work Day
Aug 17 p.m., Aug 20, 21, May 28
Graduation
May 27 ...........Harrell
May 28...........HHS, RHS, WFHS
TELPAS ....................................Mar 7 - Apr 6
First Semester ...................... 81
Second Semester ................. 97
Key:
H
Staff/Student Holiday
SD
District Staff Development/Student Holiday
15
16
17
18
19
20
21
22
23
26
27
28
29
30
O
F
5
S
6
7
8
9
10
11
12
13
14
15
16
17
18
19
20
21
22
23
24
25
26
27
28
29
F
4
S
5
11
12
GPE
T
MARCH 2016
S
M
T
1
6
7
8
13
14
20
21
27
28
H
T
15
H
22
W
2
9
16
23
H
30
29
T
T
3
10
17
24
T
GPE
H
18
25
H
19
26
31
APRIL 2016
S
M
T
W
T
F
1
S
2
3
4
5
6
7
8
9
10
11
12
13
14
15
16
17
18
19
20
21
22
23
24
25
26
27
28
29
30
GPE
MAY 2016
19
20
21
TW
Teacher Work / In-service Day
22
23
24
25
26
27
28
PC
Parent/Teacher Conferences
Elementary
29
30
31
PC
Parent/Teacher Conferences
Secondary
26
29
30
S
M
T
1
W
2
T
3
F
4
S
5
6
7
8
9
10
11
12
New Teacher Orientation
13
14
15
16
17
18
19
20
21
27
28
26
T
4
18
25
H
W
3
17
24
GPE
T
2
16
23
DECEMBER 2015
M
1
15
22
28
S
First Day of School
21
H
FEBRUARY 2016
14
20
H
14
13
19
31
13
12
18
H
12
11
17
30
11
10
16
H
10
9
9
GPE
29
8
8
13
H
7
Grading Period Ends - Elementary
10
25
6
S
7
7
GPE
H
5
F
6
14
24
4
T
5
6
H
3
H
S
2
W
4
5
23
F
1
T
3
12
H
T
M
2
4
22
W
S
1
11
H
T
Grading Period Ends - Secondary
GPE
27
M
Campus Staff Development or Opt-Out/
Student Holiday
F
H
S
SD/O
T
O
JANUARY 2016
March 27.................................................Easter 24
25
31
May 30 ........................................ Memorial Day
AUGUST 2015
S
Important Dates/Holidays
Sept 7 ...............................................Labor Day
Nov 25 ..........................................Opt Out Day
Nov 26-27 ..........................Thanksgiving Break
Dec 21-Jan 1 ................................Winter Break
Jan 1 ........................................New Year’s Day
Jan 18.............................................Opt Out Day
March 14-18...................................Spring Break
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WFISD Substitute Information
Sub system - AESOP
1. Website -www. frontlinek12.com/Aesop.
There is also a link on the
WFISD.net site on the STAFF tab. Login prompt is in black at the upper right of
the AESOP screen.
2. Logins will consist of your
your default PIN will be
(no symbols) and
Please change the PIN when you log on the first
time.
3. Watch for alerts on your homepage. I will sometimes put notices there.
4. Sub pay is $80 a day for no degree, $90 a day for degree and degree certified
$110.00 a day. Long term pay goes to $105 Degree and $130 Degreed-Certified
a day.
5. Help screens are available along with printable user's guides from the home
screen after you log in. Computer access is best but the system can also be
accessed by phone - 1-800-942-3767.
6. Products are sometimes advertised on the AESOP home screen such as
Jobulator. They may be great products, we just don't recommend or support
them.
7. We do not want you to go to a campus if you are sick. However, please
notify the campus right away if you have to cancel a job at the last minute. I will
need to be notified as well. An email will be fine. Too many last minute
cancellations without documented reasons will result in deactivation in AESOP.
8. Follow all lesson plans left by the teacher. (This is the most common
complaint from teachers) If no lesson plans are available, notify the campus
administration.
Substitute Quick Start Guide for Aesop·
Logging in on the Web
To log in to Aesop, type www.frontlinek12.com/aesop in your web browser's address bar.
· lUGIN
! Enter your ID number and PIN , then click Login .
IU!UP1Hl"!ICVI'
Can't remember your login info?
If you' re having trouble logging in, click the
"Forgot your login?" link next to the Login
button for more information .
j SeaJChsll:e
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Finding Available Jobs
Aesop makes it easy to find available jobs right on the homepage. Jobs available for you to accept show
in green on the calendar and in list form under the "Available Jobs" tab.
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To accept a job, simply click the Accept button to next to the absence . If you do not want to accept this
job, click the Reject button instead .
Getting Help and Training
If you have questions, want to learn
more about a certain feature, or need
more information about a specific topic,
click the Help tab to go to the Aesop
Learning Center to search Aesop's
knowledge base of help and training
materials .
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PAYROLL BEGINS:! PAYROLL ENDS:
8/31/2015
8/1/2015
9/30/2015
9/1/2015
10/31/2015
10/1/2015
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11/1/2015
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12/1/2015
1/31/2016
1/1/2016
-·2/29/2016
2/1/2016
-- 3/31/20163/1/2016
4/30/2016
4/1/2016
5/1/2016
5/31/201~
6/1/2016
6/30/2016
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CHECK DATE:
9/25/2015
--10/23/2015
---11/25/2015
12/18/2015
-- 1/25/2016
2/25/2016
3/25/2016
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5/25/2016
6/24/2016
7/25/2016
8/25/2016
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Wichita Falls ISD
243905
EMPLOYEE STANDARDS OF CONDUCT
DH
(LOCAL)
Each District employee shall perform his or her duties in accordance with state and federal law, District policy, and ethical standards. [See DH(EXHIBIT)]
Each District employee shall recognize and respect the rights of
students, parents, other employees, and members of the community and shall work cooperatively with others to serve the best interests of the District.
An employee wishing to express concern, complaints, or criticism
shall do so through appropriate channels. [See DGBA]
VIOLATIONS OF
STANDARDS OF
CONDUCT
Each employee shall comply with the standards of conduct set out
in this policy and with any other policies, regulations, and guidelines that impose duties, requirements, or standards attendant to
his or her status as a District employee. Violation of any policies,
regulations, or guidelines may result in disciplinary action, including
termination of employment. [See DCD and DF series]
ELECTRONIC MEDIA
Electronic media includes all forms of social media, such as text
messaging, instant messaging, electronic mail (e-mail), web logs
(blogs), electronic forums (chat rooms), video-sharing websites,
editorial comments posted on the Internet, and social network
sites. Electronic media also includes all forms of telecommunication, such as landlines, cell phones, and web-based applications.
USE WITH
STUDENTS
In accordance with administrative regulations, a certified or licensed employee, or any other employee designated in writing by
the Superintendent or a campus principal, may use electronic media to communicate with currently enrolled students about matters
within the scope of the employee’s professional responsibilities. All
other employees are prohibited from using electronic media to
communicate directly with students who are currently enrolled in
the District. The regulations shall address:
1.
Exceptions for family and social relationships;
2.
The circumstances under which an employee may use text
messaging to communicate with students; and
3.
Other matters deemed appropriate by the Superintendent or
designee.
Each employee shall comply with the District’s requirements for
records retention and destruction to the extent those requirements
apply to electronic media. [See CPC]
PERSONAL USE
An employee shall be held to the same professional standards in
his or her public use of electronic media as for any other public
conduct. If an employee’s use of electronic media violates state or
DATE ISSUED: 10/6/2014
LDU 2014.25
DH(LOCAL)-X
1 of 4
Wichita Falls ISD
243905
EMPLOYEE STANDARDS OF CONDUCT
DH
(LOCAL)
federal law or District policy, or interferes with the employee’s ability to effectively perform his or her job duties, the employee is subject to disciplinary action, up to and including termination of employment.
SAFETY
REQUIREMENTS
Each employee shall adhere to District safety rules and regulations
and shall report unsafe conditions or practices to the appropriate
supervisor.
HARASSMENT OR
ABUSE
An employee shall not engage in, or knowingly allow others to engage in, prohibited harassment, including sexual harassment, of:
1.
Other employees. [See DIA]
2.
Students. [See FFH; see FFG regarding child abuse and neglect]
While acting in the course of employment, an employee shall not
engage in, or knowingly allow others to engage in, prohibited harassment, including sexual harassment, of other persons, including
Board members, vendors, contractors, volunteers, or parents.
An employee shall report child abuse or neglect as required by law.
[See FFG]
RELATIONSHIPS WITH
STUDENTS
An employee shall not form romantic or other inappropriate social
relationships with students. Any sexual relationship between a
student and a District employee is always prohibited, even if consensual. [See FFH]
TOBACCO USE
An employee shall not use tobacco products on District premises,
in District vehicles, or at school or school-related activities. [See
also GKA]
ALCOHOL AND DRUGS
An employee shall not manufacture, distribute, dispense, possess,
use, or be under the influence of any of the following substances
during working hours while at school or at school-related activities
during or outside of usual working hours:
1.
Any controlled substance or dangerous drug as defined by
law, including but not limited to marijuana, any narcotic drug,
hallucinogen, stimulant, depressant, amphetamine, or barbiturate.
2.
Alcohol or any alcoholic beverage.
3.
Any abusable glue, aerosol paint, or any other chemical substance for inhalation.
4.
Any other intoxicant or mood-changing, mind-altering, or behavior-altering drug.
DATE ISSUED: 10/6/2014
LDU 2014.25
DH(LOCAL)-X
2 of 4
Wichita Falls ISD
243905
EMPLOYEE STANDARDS OF CONDUCT
DH
(LOCAL)
An employee need not be legally intoxicated to be considered “under the influence” of a controlled substance.
EXCEPTIONS
An employee who manufactures, possesses, or dispenses a substance listed above as part of the employee’s job responsibilities,
or who uses a drug authorized by a licensed physician prescribed
for the employee’s personal use shall not be considered to have
violated this policy.
NOTICE
Each employee shall be given a copy of the District’s notice regarding drug-free schools. [See DI(EXHIBIT)]
A copy of this policy, a purpose of which is to eliminate drug abuse
from the workplace, shall be provided to each employee at the beginning of each year or upon employment.
ARRESTS,
INDICTMENTS,
CONVICTIONS, AND
OTHER
ADJUDICATIONS
An employee shall notify his or her principal or immediate supervisor and the human resources administration within three calendar
days of any arrest, indictment, conviction, no contest or guilty plea,
or other adjudication of the employee for any felony, any offense
involving moral turpitude, and any of the other offenses as indicated below:
1.
Crimes involving school property or funds;
2.
Crimes involving attempt by fraudulent or unauthorized
means to obtain or alter any certificate or permit that would
entitle any person to hold or obtain a position as an educator;
3.
Crimes that occur wholly or in part on school property or at a
school-sponsored activity; or
4.
Crimes involving moral turpitude, which include:
Dishonesty, fraud, deceit, theft, or misrepresentation;
Deliberate violence;
Base, vile, or depraved acts that are intended to arouse
or gratify the sexual desire of the actor;
Felony possession or conspiracy to possess, or any
misdemeanor or felony transfer, sale, distribution, or
conspiracy to transfer, sell, or distribute any controlled
substance defined in Chapter 481 of the Health and
Safety Code;
Felony driving while intoxicated (DWI); or
Acts constituting abuse or neglect under the Texas Family Code.
DATE ISSUED: 10/6/2014
LDU 2014.25
DH(LOCAL)-X
3 of 4
Wichita Falls ISD
243905
EMPLOYEE STANDARDS OF CONDUCT
DRESS AND
GROOMING
DH
(LOCAL)
An employee’s dress and grooming shall be clean, neat, in a manner appropriate for his or her assignment, and in accordance with
any additional standards established by his or her supervisor and
approved by the Superintendent.
DATE ISSUED: 10/6/2014
LDU 2014.25
DH(LOCAL)-X
ADOPTED:
4 of 4
Wichita Falls ISD
243905
STUDENT CONDUCT
ALCOHOL AND DRUG USE
FNCF
(LEGAL)
ALCOHOL
The Board shall prohibit the use of alcoholic beverages at schoolrelated or school-sanctioned activities on or off school property.
Education Code 38.007(a)
ALCOHOL-FREE
ZONES
The Board shall attempt to provide a safe alcohol-free environment
to students coming to or going from school.
COOPERATIVE
EFFORTS
The Board may cooperate with local law enforcement officials and
the Texas Alcoholic Beverage Commission in attempting to provide
this environment and in enforcing the alcohol-free zone provisions
in the Alcoholic Beverage Code.
Education Code 38.007(b)
DISTRICTS IN
LARGE
MUNICIPALITIES
If the majority of the area of the District is located in a municipality
with a population of 900,000 or more, the Board may petition the
commissioners court of the county in which the District is located or
the governing board of an incorporated city or town in which the
District is located to adopt a 1,000-foot alcohol-free zone. Education Code 38.007(b); Alcoholic Beverage Code 101.75,
109.33,109.59
CRIMINAL OFFENSE
A person commits an offense (a Class C misdemeanor) if the person possesses an intoxicating beverage for consumption, sale, or
distribution while:
1.
On the grounds or in a building of a public school; or
2.
Entering or inside any enclosure, field, or stadium where an
athletic event sponsored or participated in by a public school
is being held.
Education Code 37.122
DRUG-FREE ZONES
A person commits a criminal offense (enhanced) if the person knowingly or intentionally possesses a controlled substance listed in
the Health and Safety Code, Chapter 481:
1.
In, on, or within 1,000 feet of any real property that is owned,
rented, or leased to a school district or a playground; or
2.
On a school bus.
Health and Safety Code 481.134
ABUSABLE GLUES,
PAINTS, OR VOLATILE
CHEMICALS
In addition to the above prohibitions, no student shall inhale, ingest, apply, use, or possess an abusable glue, aerosol paint, or
substance containing a volatile chemical with intent to inhale, ingest, apply, or use any of these in a manner:
DATE ISSUED: 2/18/2010
UPDATE 87
FNCF(LEGAL)-P
1 of 2
Wichita Falls ISD
243905
STUDENT CONDUCT
ALCOHOL AND DRUG USE
FNCF
(LEGAL)
1.
Contrary to directions for use, cautions, or warnings appearing on a label of a container of the glue, paint, or substance;
and
2.
Designed to affect the central nervous system, create or induce a condition of intoxication, hallucination, or elation, or
change, distort, or disturb the person’s eyesight, thinking
process, balance, or coordination.
Health and Safety Code 485.031
MANUFACTURE OR
DELIVERY
No student shall intentionally manufacture, deliver, or possess with
intent to manufacture or deliver abusable glue, or aerosol paint that
does not contain additive material in accordance with rules adopted
by the commissioner of health. Education Code 37.006; Health
and Safety Code 485.032
DELIVERY TO A
MINOR
No student who is 18 or older shall intentionally, knowingly, or recklessly deliver abusable glue or aerosol paint to a person who is
younger than 18 years old. No student who is 18 or older shall sell
or deliver a substance containing a volatile chemical to a person
younger than 18.
PARAPHERNALIA
No person shall intentionally or knowingly use or possess with intent to use inhalant paraphernalia to inhale, ingest, or otherwise
introduce into the body an abusable glue, aerosol paint, or other
substance that contains a volatile chemical.
Education Code 37.006; Health and Safety Code 485.033
PARENT OBJECTION
TO DRUG EDUCATION
PROGRAM
Upon receipt of written notification from the parents or legal guardians of a student, the District shall withdraw the student from any
program or activity funded under the federal Safe and Drug-Free
Schools and Communities Act. The District shall make reasonable
efforts to inform parents or legal guardians of the content of such
programs or activities funded under the Act, other than classroom
instruction. No Child Left Behind Act of 2001, 20 U.S.C. 7163
DATE ISSUED: 2/18/2010
UPDATE 87
FNCF(LEGAL)-P
2 of 2
Wichita Falls ISD
243905
STUDENT WELFARE
FREEDOM FROM DISCRIMINATION, HARASSMENT, AND RETALIATION
Note:
FFH
(LOCAL)
This policy addresses discrimination, harassment, and
retaliation involving District students. For provisions regarding discrimination, harassment, and retaliation involving District employees, see DIA. For reporting requirements related to child abuse and neglect, see FFG.
Note that FFH shall be used in conjunction with FFI (bullying) for certain prohibited conduct.
STATEMENT OF
NONDISCRIMINATION
The District prohibits discrimination, including harassment, against
any student on the basis of race, color, religion, gender, national
origin, disability, or any other basis prohibited by law. The District
prohibits dating violence, as defined by this policy. Retaliation
against anyone involved in the complaint process is a violation of
District policy and is prohibited.
DISCRIMINATION
Discrimination against a student is defined as conduct directed at a
student on the basis of race, color, religion, gender, national origin,
disability, or on any other basis prohibited by law, that adversely
affects the student.
PROHIBITED
HARASSMENT
Prohibited harassment of a student is defined as physical, verbal,
or nonverbal conduct based on the student’s race, color, religion,
gender, national origin, disability, or any other basis prohibited by
law that is so severe, persistent, or pervasive that the conduct:
1.
Affects a student’s ability to participate in or benefit from an
educational program or activity, or creates an intimidating,
threatening, hostile, or offensive educational environment;
2.
Has the purpose or effect of substantially or unreasonably interfering with the student’s academic performance; or
3.
Otherwise adversely affects the student’s educational opportunities.
Prohibited harassment includes dating violence as defined by this
policy.
EXAMPLES
Examples of prohibited harassment may include offensive or derogatory language directed at another person’s religious beliefs or
practices, accent, skin color, or need for accommodation; threatening, intimidating, or humiliating conduct; offensive jokes, name calling, slurs, or rumors; physical aggression or assault; display of
graffiti or printed material promoting racial, ethnic, or other negative
stereotypes; or other kinds of aggressive conduct such as theft or
damage to property.
DATE ISSUED: 3/13/2014
UPDATE 99
FFH(LOCAL)-A
1 of 7
Wichita Falls ISD
243905
STUDENT WELFARE
FREEDOM FROM DISCRIMINATION, HARASSMENT, AND RETALIATION
SEXUAL HARASSMENT
BY AN EMPLOYEE
FFH
(LOCAL)
Sexual harassment of a student by a District employee includes
both welcome and unwelcome sexual advances; requests for sexual favors; sexually motivated physical, verbal, or nonverbal conduct; or other conduct or communication of a sexual nature when:
1.
A District employee causes the student to believe that the
student must submit to the conduct in order to participate in a
school program or activity, or that the employee will make an
educational decision based on whether or not the student
submits to the conduct; or
2.
The conduct is so severe, persistent, or pervasive that it:
a.
Affects the student’s ability to participate in or benefit
from an educational program or activity, or otherwise adversely affects the student’s educational opportunities; or
b.
Creates an intimidating, threatening, hostile, or abusive
educational environment.
Romantic or inappropriate social relationships between students
and District employees are prohibited. Any sexual relationship between a student and a District employee is always prohibited, even
if consensual. [See DF]
BY OTHERS
EXAMPLES
Sexual harassment of a student, including harassment committed
by another student, includes unwelcome sexual advances; requests for sexual favors; or sexually motivated physical, verbal, or
nonverbal conduct when the conduct is so severe, persistent, or
pervasive that it:
1.
Affects a student’s ability to participate in or benefit from an
educational program or activity, or creates an intimidating,
threatening, hostile, or offensive educational environment;
2.
Has the purpose or effect of substantially or unreasonably interfering with the student’s academic performance; or
3.
Otherwise adversely affects the student’s educational opportunities.
Examples of sexual harassment of a student may include sexual
advances; touching intimate body parts or coercing physical contact that is sexual in nature; jokes or conversations of a sexual nature; and other sexually motivated conduct, communications, or
contact.
Necessary or permissible physical contact such as assisting a child
by taking the child’s hand, comforting a child with a hug, or other
physical contact not reasonably construed as sexual in nature is
not sexual harassment.
DATE ISSUED: 3/13/2014
UPDATE 99
FFH(LOCAL)-A
2 of 7
Wichita Falls ISD
243905
STUDENT WELFARE
FREEDOM FROM DISCRIMINATION, HARASSMENT, AND RETALIATION
GENDER-BASED
HARASSMENT
EXAMPLES
DATING VIOLENCE
FFH
(LOCAL)
Gender-based harassment includes physical, verbal, or nonverbal
conduct based on the student’s gender, the student’s expression of
characteristics perceived as stereotypical for the student’s gender,
or the student’s failure to conform to stereotypical notions of masculinity or femininity. For purposes of this policy, gender-based
harassment is considered prohibited harassment if the conduct is
so severe, persistent, or pervasive that the conduct:
1.
Affects a student’s ability to participate in or benefit from an
educational program or activity, or creates an intimidating,
threatening, hostile, or offensive educational environment;
2.
Has the purpose or effect of substantially or unreasonably interfering with the student’s academic performance; or
3.
Otherwise adversely affects the student’s educational opportunities.
Examples of gender-based harassment directed against a student,
regardless of the student’s or the harasser’s actual or perceived
sexual orientation or gender identity, may include offensive jokes,
name-calling, slurs, or rumors; physical aggression or assault;
threatening or intimidating conduct; or other kinds of aggressive
conduct such as theft or damage to property.
Dating violence occurs when a person in a current or past dating
relationship uses physical, sexual, verbal, or emotional abuse to
harm, threaten, intimidate, or control the other person in the
relationship. Dating violence also occurs when a person commits
these acts against a person in a marriage or dating relationship
with the individual who is or was once in a marriage or dating
relationship with the person committing the offense.
For purposes of this policy, dating violence is considered prohibited
harassment if the conduct is so severe, persistent, or pervasive
that the conduct:
EXAMPLES
1.
Affects a student’s ability to participate in or benefit from an
educational program or activity, or creates an intimidating,
threatening, hostile, or offensive educational environment;
2.
Has the purpose or effect of substantially or unreasonably interfering with the student’s academic performance; or
3.
Otherwise adversely affects the student’s educational opportunities.
Examples of dating violence against a student may include physical or sexual assaults; name-calling; put-downs; or threats directed
at the student, the student’s family members, or members of the
DATE ISSUED: 3/13/2014
UPDATE 99
FFH(LOCAL)-A
3 of 7
Wichita Falls ISD
243905
STUDENT WELFARE
FREEDOM FROM DISCRIMINATION, HARASSMENT, AND RETALIATION
FFH
(LOCAL)
student’s household. Additional examples may include destroying
property belonging to the student, threatening to commit suicide or
homicide if the student ends the relationship, attempting to isolate
the student from friends and family, stalking, threatening a student’s spouse or current dating partner, or encouraging others to
engage in these behaviors.
RETALIATION
The District prohibits retaliation by a student or District employee
against a student alleged to have experienced discrimination or
harassment, including dating violence, or another student who, in
good faith, makes a report of harassment or discrimination, serves
as a witness, or participates in an investigation.
EXAMPLES
Examples of retaliation may include threats, rumor spreading, ostracism, assault, destruction of property, unjustified punishments,
or unwarranted grade reductions. Unlawful retaliation does not include petty slights or annoyances.
FALSE CLAIM
A student who intentionally makes a false claim, offers false statements, or refuses to cooperate with a District investigation regarding discrimination or harassment, including dating violence, shall
be subject to appropriate disciplinary action.
PROHIBITED
CONDUCT
In this policy, the term “prohibited conduct” includes discrimination,
harassment, dating violence, and retaliation as defined by this policy, even if the behavior does not rise to the level of unlawful conduct.
REPORTING
PROCEDURES
Any student who believes that he or she has experienced prohibited conduct or believes that another student has experienced prohibited conduct should immediately report the alleged acts to a
teacher, counselor, principal, other District employee, or the appropriate District official listed in this policy.
STUDENT REPORT
EMPLOYEE REPORT
Any District employee who suspects or receives notice that a student or group of students has or may have experienced prohibited
conduct shall immediately notify the appropriate District official
listed in this policy and take any other steps required by this policy.
DEFINITION OF
DISTRICT
OFFICIALS
For the purposes of this policy, District officials are the Title IX coordinator, the ADA/Section 504 coordinator, and the Superintendent.
TITLE IX
COORDINATOR
Reports of discrimination based on sex, including sexual harassment or gender-based harassment, may be directed to the Title IX
coordinator. The District designates the following person to coordinate its efforts to comply with Title IX of the Education Amendments of 1972, as amended:
DATE ISSUED: 3/13/2014
UPDATE 99
FFH(LOCAL)-A
4 of 7
Wichita Falls ISD
243905
STUDENT WELFARE
FREEDOM FROM DISCRIMINATION, HARASSMENT, AND RETALIATION
Name:
Linda Muehlberger
Position:
Student Assignment Coordinator
Address:
1104 Broad Street, Wichita Falls, TX 76301
FFH
(LOCAL)
Telephone: (940) 235-1029, ext. 16002
ADA /
SECTION 504
COORDINATOR
Reports of discrimination based on disability may be directed to the
ADA/Section 504 coordinator. The District designates the following
person to coordinate its efforts to comply with Title II of the Americans with Disabilities Act of 1990, as amended, which incorporates
and expands upon the requirements of Section 504 of the Rehabilitation Act of 1973, as amended:
Name:
David Shipley
Position:
Social Worker
Address:
1104 Broad Street, Wichita Falls, TX 76301
Telephone: (940) 235-1019, ext. 14009
SUPERINTENDENT
ALTERNATIVE
REPORTING
PROCEDURES
The Superintendent shall serve as coordinator for purposes of District compliance with all other antidiscrimination laws.
A student shall not be required to report prohibited conduct to the
person alleged to have committed the conduct. Reports concerning prohibited conduct, including reports against the Title IX coordinator or ADA/Section 504 coordinator, may be directed to the Superintendent.
A report against the Superintendent may be made directly to the
Board. If a report is made directly to the Board, the Board shall
appoint an appropriate person to conduct an investigation.
TIMELY REPORTING
Reports of prohibited conduct shall be made as soon as possible
after the alleged act or knowledge of the alleged act. A failure to
immediately report may impair the District’s ability to investigate
and address the prohibited conduct.
NOTICE TO PARENTS
The District official or designee shall promptly notify the parents of
any student alleged to have experienced prohibited conduct by a
District employee or another adult.
INVESTIGATION OF
THE REPORT
The District may request, but shall not require, a written report. If a
report is made orally, the District official shall reduce the report to
written form.
INITIAL
ASSESSMENT
Upon receipt or notice of a report, the District official shall determine whether the allegations, if proven, would constitute prohibited
conduct as defined by this policy. If so, the District shall immedi-
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STUDENT WELFARE
FREEDOM FROM DISCRIMINATION, HARASSMENT, AND RETALIATION
FFH
(LOCAL)
ately undertake an investigation, except as provided below at
CRIMINAL INVESTIGATION.
If the District official determines that the allegations, if proven,
would not constitute prohibited conduct as defined by this policy,
the District official shall refer the complaint for consideration under
FFI.
INTERIM ACTION
If appropriate and regardless of whether a criminal or regulatory
investigation regarding the alleged conduct is pending, the District
shall promptly take interim action calculated to address prohibited
conduct or bullying prior to the completion of the District’s investigation.
DISTRICT
INVESTIGATION
The investigation may be conducted by the District official or a designee, such as the principal, or by a third party designated by the
District, such as an attorney. When appropriate, the principal shall
be involved in or informed of the investigation.
The investigation may consist of personal interviews with the person making the report, the person against whom the report is filed,
and others with knowledge of the circumstances surrounding the
allegations. The investigation may also include analysis of other
information or documents related to the allegations.
CRIMINAL
INVESTIGATION
If a law enforcement or regulatory agency notifies the District that a
criminal or regulatory investigation has been initiated, the District
shall confer with the agency to determine if the District investigation would impede the criminal or regulatory investigation. The District shall proceed with its investigation only to the extent that it
does not impede the ongoing criminal or regulatory investigation.
After the law enforcement or regulatory agency has finished gathering its evidence, the District shall promptly resume its investigation.
CONCLUDING THE
INVESTIGATION
Absent extenuating circumstances, such as a request by a law enforcement or regulatory agency for the District to delay its investigation, the investigation should be completed within ten District
business days from the date of the report; however, the investigator shall take additional time if necessary to complete a thorough
investigation.
The investigator shall prepare a written report of the investigation.
The report shall include a determination of whether prohibited conduct or bullying occurred. The report shall be filed with the District
official overseeing the investigation.
NOTIFICATION OF
OUTCOME
Notification of the outcome of the investigation shall be provided to
both parties in compliance with FERPA.
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FREEDOM FROM DISCRIMINATION, HARASSMENT, AND RETALIATION
DISTRICT ACTION
PROHIBITED
CONDUCT
CORRECTIVE
ACTION
FFH
(LOCAL)
If the results of an investigation indicate that prohibited conduct
occurred, the District shall promptly respond by taking appropriate
disciplinary action in accordance with the Student Code of Conduct
and may take corrective action reasonably calculated to address
the conduct.
Examples of corrective action may include a training program for
those involved in the complaint, a comprehensive education program for the school community, counseling to the victim and the
student who engaged in prohibited conduct, follow-up inquiries to
determine if any new incidents or any instances of retaliation have
occurred, involving parents and students in efforts to identify problems and improve the school climate, increasing staff monitoring of
areas where prohibited conduct has occurred, and reaffirming the
District’s policy against discrimination and harassment.
BULLYING
If the results of an investigation indicate that bullying occurred, as
defined by FFI, the District official shall refer to FFI for appropriate
notice to parents and District action. The District official shall refer
to FDB for transfer provisions.
IMPROPER
CONDUCT
If the investigation reveals improper conduct that did not rise to the
level of prohibited conduct or bullying, the District may take disciplinary action in accordance with the Student Code of Conduct or
other corrective action reasonably calculated to address the conduct.
CONFIDENTIALITY
To the greatest extent possible, the District shall respect the privacy of the complainant, persons against whom a report is filed, and
witnesses. Limited disclosures may be necessary in order to conduct a thorough investigation and comply with applicable law.
APPEAL
A student or parent who is dissatisfied with the outcome of the investigation may appeal through FNG(LOCAL), beginning at the
appropriate level. A student or parent shall be informed of his or
her right to file a complaint with the United States Department of
Education Office for Civil Rights.
RECORDS RETENTION
Retention of records shall be in accordance with FB(LOCAL) and
CPC(LOCAL).
ACCESS TO POLICY
AND PROCEDURES
Information regarding this policy and any accompanying procedures shall be distributed annually in the employee and student
handbooks. Copies of the policy and procedures shall be posted
on the District’s website, to the extent practicable, and readily
available at each campus and the District’s administrative offices.
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