Bus Drivers and Bus Attendants
Handbook
2016-2017
Brandywine School District
Transportation Department
Robert Harding, Supervisor
Charles J. Townsend, Specialist
Lamont Gorman, Safety Professional
HANDBOOK FOR BUS DRIVERS AND BUS ATTENDANTS – 2016-2017
BRANDYWINE SCHOOL DISTRICT
BOARD MEMBERS
John A. Skrobot, Jr.
President
Ralph Ackerman
Vice President
Joseph Brumskill
Michael Falstad
Karen Gordon
Kristin Pidgeon
Cheryl Siskin
Mark A. Holodick, Ed.D.
Executive Secretary
DISTRICT ADMINISTRATION
Mark A. Holodick, Ed.D.
Superintendent
It is the directive of the Board of Education that the Brandywine School District shall not discriminate in its employment
practices or its educational programs and activities of students on the basis of race, creed, color, religion, national origin, age,
sex, sexual orientation, domicile, marital status, disability, genetic information, veteran status, or any legally protected
characteristic. All policies, regulations and practices of the District shall be guided by this directive. Persons having civil rights
inquiries and/or the Americans with Disabilities Act (ADA) may contact Cora Scott, Director of PK-12 Educational Services at
(302) 793-5041. The office is located at the Brandywine School District Office, 1311 Brandywine Blvd. Wilmington, DE 19809.
Es la directiva de la Junta de Educación que el Distrito Escolar de Brandywine no puede discriminar en las prácticas
de empleo o sus programas educacionales y actividades de estudiantes debido a la raza, creencias, color, religión,
origen nacional, edad, sexo, orientación sexual, domicilio, estatus civil, incapacidad, información genética, estado
veterano, o cualquier otra característica. Toda póliza, regulaciones, y prácticas del Distrito deben ser dirigidas por
esta directiva. Alguna persona que tenga preguntas relacionadas a derechos civiles y/o al Acta de Americanos
Incapacitados (Americans with Disabilities Act - ADA) debe comunicarse con la oficina de Cora Scott, Directora de
Servicios Educacionales de grados PK-12 llamando al (302) 793-5041. Esta oficina está localizada en las oficinas del
Distrito Escolar Brandywine, 1311 Brandywine Blvd. Wilmington DE 19809.
HANDBOOK FOR BUS DRIVERS AND BUS ATTENDANTS – 2016-2017
BRANDYWINE SCHOOL DISTRICT
BRANDYWINE SCHOOL DISTRICT
Transportation Department
1409 Eastlawn Avenue
Wilmington, DE 19802
www.brandywineschools.org
(302) 762-7181
THE MISSION OF THE TRANSPORTATION DEPARTMENT IS TO
PROVIDE THE STUDENTS OF THE BRANDYWINE SCHOOL DISTRICT
SAFE TRANSPORTATION FOR THEIR ACCESS TO EDUCATIONAL
FUNCTIONS AND SCHOOL ACTIVITIES OF THE DISTRICT.
SAFETY IS PARAMOUNT
We Are All Responsible for the Safety of All of Our Children.
As we take our students to and from school, or on field trips or athletic charters, remember that we
have both an organizational and an individual obligation to keep our precious cargo safe. We may not be able
to eliminate all of the risks and dangers faced by our children, but we will make every effort to reduce those
risks to the greatest extent that we can
Each of us should make daily decisions with our children’s safety foremost in our thoughts. If you believe that a
situation for which you have individual discretion can be made safer, take the safer option available to you. If
you think that the Transportation Department should address a safety concern you observe, bring it to the
attention of the Dispatch Office or Supervisory staff promptly. Always be ready to help each other, alerting
other drivers and aides to conditions they may not have seen or might have overlooked. Remember that a
parent may respond emotionally out of concern for their child or children – their criticism and expression may
be misdirected, but their motivation is same as ours – their child’s safety.
As issues are raised and addressed between staff members or by administrative response, we are helping each
other meet our responsibility. As individuals and as a group we will be judged by the performance of all of us
and each one of us, and -
We Are All Responsible for the Safety of All of Our Children.
It is the directive of the Board of Education that the Brandywine School District shall not discriminate in its employment practices or its educational programs and activities of students on
the basis of race, creed, color, religion, national origin, age, sex, sexual orientation, domicile, marital status, disability, genetic information, veteran status, or any legally protected
characteristic. All policies, regulations and practices of the District shall be guided by this directive.
HANDBOOK FOR BUS DRIVERS AND BUS ATTENDANTS – 2016-2017
BRANDYWINE SCHOOL DISTRICT
FOREWORD
This handbook is for all Bus Drivers and Bus Attendants employed by the Brandywine School District
Transportation Department. The material contained within represents many years of decisions and
changes aimed to create an orderly work environment. Adherence to the procedures, policies, and
practices presented in this handbook will help assure a safe and efficient workplace environment
consistent with that intended by law and government regulations.
The information covers many of the general guidelines for day-to-day operations and should be used as a
resource for any questions you may have. Many of the practices and procedures described in this
handbook implement laws or regulations covering management of school bus operations performed by
the Brandywine School District Transportation Department. Important policies or regulations may be cited
verbatim or directly referenced in this manual. In the absence of specific regulations or restrictions by an
overseeing authority, this manual represents the “Best Practices” for school bus drivers and attendants
applicable to the Brandywine School District.
When a bargaining unit represents an employee, the present and active contract between that unit and
the Brandywine School District supersedes the comparable section of this Handbook except to the extent
that the section is required by Board Policy or by state or federal law or regulation. Where the labor
contract or other governing law or regulation is silent, the expectations, requirements, rules, and
procedures contained in this handbook will be applied.
Brandywine School District Board of Education Policies Relating to Employee Conduct and Behavior are
included as an appendix to this Handbook. All employees are subject to these policies and are expected
to be aware of their contents. Employees with questions about the included policies and their
applications should contact the Transportation Supervisor for clarification promptly.
Transportation Department management maintains an open door policy and welcomes any questions,
concerns and comments.
Revised August 19, 2016
HANDBOOK FOR BUS DRIVERS AND BUS ATTENDANTS – 2016-2017
BRANDYWINE SCHOOL DISTRICT
TABLE OF CONTENTS
SCHOOL BUS DRIVER - RESPONSIBILITIES............................................................................................ 1
Students with Special Needs .............................................................................................................. 2
BUS ATTENDANT - DUTIES AND RESPONSIBILITIES ............................................................................. 4
....... Emergency Procedures and Vehicle Equipment …………….…………………………………………….6
DAILY OPERATIONAL REQUIREMENTS AND PROCEDURES ................................................................ 7
EMPLOYEE PARKING AND SAFETY AT ENTRANCE TO LOT ............................................................... 19
BULLETIN BOARDS ................................................................................................................................... 19
EMPLOYMENT CLASSIFICATION ............................................................................................................ 19
SENIORITY ................................................................................................................................................. 20
LINES OF COMMUNICATION.................................................................................................................... 20
SCHEDULED WORK AND WORK GUARANTEES ................................................................................... 21
OVERTIME AND PREMIUM PAY .............................................................................................................. 21
BENEFITS ................................................................................................................................................... 21
TIME CARDS ............................................................................................................................................. 21
WORK PERFORMANCE REVIEW ............................................................................................................. 22
COMPLAINTS AND INVESTIGATIONS ..................................................................................................... 22
ACCESS TO PERSONNEL FILE ............................................................................................................... 23
DRESS CODE ............................................................................................................................................ 23
REFLECTIVE VESTS - USE OF SAFETY EQUIPMENT ........................................................................... 23
AVAILABILITY FOR WORK ........................................................................................................................ 24
SICK LEAVE ............................................................................................................................................... 25
PERSONAL DAYS ...................................................................................................................................... 25
TARDINESS ........... ………………………………………………………………………………………………...26
PHYSICAL EXAMINATIONS AND TUBERCULOSIS PREVENTION ........................................................ 26
HANDBOOK FOR BUS DRIVERS AND BUS ATTENDANTS – 2016-2017
BRANDYWINE SCHOOL DISTRICT
ACCIDENT REPORT AND ALCOHOL/DRUG TEST REQUIREMENTS ................................................... 27
COMMERCIAL DRIVER'S LICENSES REQUIREMENTS…… ....…………………………………………….31
DISCIPLINARY ACTIONS AND POLICIES - UNSAFE DRIVING, TRAFFIC VIOLATIONS, AND
ACCIDENTS .................................................................................................................................. 32
SAFETY MEETINGS AND TRAINING SESSIONS .................................................................................... 33
CARE OF EQUIPMENT .............................................................................................................................. 34
ROUTE ASSIGNMENTS ............................................................................................................................ 35
EXTRA CURRICULAR WORK ................................................................................................................... 36
CHARTERS................................................................................................................................................. 37
LATE BUS RUNS AND ACTIVITY RUNS .................................................................................................. 42
OCCASIONAL EXTRA WORK ................................................................................................................... 45
SUMMER SCHOOL .................................................................................................................................... 45
EMERGENCY CLOSINGS, EARLY DISMISSALS AND REVISIONS TO DAILY SCHEDULE ................. 46
RELEASE OF NAMES, ADDRESSES, TELEPHONE NUMBERS ............................................................ 46
TELEPHONE .............................................................................................................................................. 46
DISTRICT ISSUED CELLULAR TELEPHONE PROCEDURES ................................................................ 47
BUS RADIO PROCEDURES ...................................................................................................................... 48
STUDENT CONDUCT AND STUDENT DISCIPLINARY PROCEDURES ................................................. 50
BUS SURVEILLANCE CAMERAS .......... ……………………………………………………………………….56
SCHOOL DIRECTIONS (Parking and Loading) ......................................................................................... 57
APPENDIX A - EVACUATION PROCEDURES INSTRUCTION CONFIRMATION ................................... 64
APPENDIX B - EMERGENCY PREPAREDNESS AND SCHOOL BUS SECURITY................................. 65
APPENDIX C - DEPARTMENT OF EDUCATION TRANSPORTATION REGULATIONS......................... 78
APPENDIX D - DELAWARE RADIO 10-CODE ....... ……………………………………………………………82
APPENDIX E - SAMPLE OF BUS CONDUCT REPORT FORM… .... ………………………………………..83
APPENDIX F - BOARD POLICES RELATING TO EMPLOYEE CONDUCT AND BEHAVIOR…… ....…..84
HANDBOOK FOR BUS DRIVERS AND BUS ATTENDANTS – 2016-2017
BRANDYWINE SCHOOL DISTRICT
SCHOOL BUS DRIVER - RESPONSIBILITIES
A.
The basic responsibility of the school bus driver is to meet the requirements of the regular daily
bus route for the purpose of transporting children to and from school in a safe and timely fashion.
B.
The school bus driver reports directly to the Transportation Supervisor or his/her designee and is
employed for the lawfully designated school year. The Transportation Dispatcher assigns the
day-to-day work to the school bus operator and has authority to make immediate changes
in regularly scheduled work assignments in response to the daily changing needs and
conditions within the district.
C.
The school bus driver must follow all State and Federal laws, rules and regulations and meet all
qualifications under same.
D.
Basic duties of the school bus driver shall include:
1.
Completing a safety and operational check of the school bus and any special equipment
before all trips.
2.
Promptly reporting any malfunctions concerning the bus and/or special equipment to the
maintenance department by completing a Drivers Vehicle Condition Report. Be
specific about the problem without diagnosing the problem (i.e., if the left headlight is out
then specify the left one; if the brakes make a grinding noise only when braking then so
state it). The DVCR must include the bus number, date, and mileage.
3.
Keeping the buses clean and in an orderly condition.
4.
Rigidly adhering to the bus route schedule for both pickup and return home. It is
important to start your route as scheduled. Do not leave a bus stop before its scheduled
time unless all assigned riders are on the bus. Do not intentionally run your route behind
schedule. If a change in time or stop is needed on your route, the proper request must
be made with the Dispatcher on duty. Do not add, change, or move stops without
permission from the Transportation Office. "Test routes" must be approved by the
Dispatcher and can last no more than two days before a proper route change request is
submitted.
5.
Reporting to the Dispatcher any hazardous conditions observed along the scheduled bus
route and route deviations if necessary. If the observed condition may last longer than
one or two days, submit a request to change the route and schedule to the Dispatcher.
6.
Providing the safe custody and oversight of the students on their bus until the student
exits the bus either at their assigned school or at their assigned stop.
7.
Monitoring the safety of student riders when they are approaching, entering, riding and
leaving the bus.
8.
Maintaining knowledge of all rules pertaining to the transportation of school children with
the responsibility to advise the students on the bus of the rules and the infractions of the
same. THE DRIVER WILL DESIGNATE ASSIGNED SEATS FOR ALL STUDENTS ON
TH
THE BUS FROM KINDERGARTEN THROUGH THE 8 GRADE.
9.
Being fair and firm with discipline of all passengers.
HANDBOOK FOR BUS DRIVERS AND BUS ATTENDANTS – 2016-2017
BRANDYWINE SCHOOL DISTRICT
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10.
Reporting all vandalism and discipline problems on the bus, including fights at the bus
stop, on a Bus Conduct Report, and submitting it to the building principal or his/her
designee. The driver is to submit the last (goldenrod) copy to the Transportation Office.
11.
Being courteous and pleasant and demonstrating respect for all students, school
personnel, parents and the general motoring public. (BSD Code of Ethics and BSD
Board Policy 09.2 Policy Statement on Civility)
12.
Immediately reporting to the Dispatcher unusual incidents or events and following the
directions provided by the Dispatcher. This includes unauthorized persons entering the
bus, any deviation from the designated route or schedule (more than 5 minutes late, etc.),
injury to or illness of a child (whether or not it occurred on the bus), finding a child on
board the bus during a post-run or post-trip inspection, failure of a responsible person to
meet a child at a stop (when required), failure of day care providers to meet children at
stops (when required), the need to return a child to school for non-disciplinary reason,
etc. The completion of written incident or Bus Conduct reports may be required.
13.
Adjusting travel time when reporting to work during inclement weather to be at work on
time and to allow time to prepare the bus (this may take more time in the winter).
14.
Accurately completing and submitting any paperwork necessary for the transportation
operation including, but not limited to, fuel reports (if automated recording is not
functioning), repair tickets, emergency evacuation forms, accident reports, incident
reports, student counts, Bus Conduct Reports, Employee Time Reports (or Time Cards),
benefits information, etc.
15.
Providing the safe custody and oversight of the students on their bus until the student
exits the bus either at their assigned school or at their assigned stop.
16.
Properly caring for district and state property (the bus and its contents) while the bus is
under their operation and control in the yard and at all times when the bus is away from
the yard. When parking the bus off-site or at the end of the day, close all windows,
vents, and doors.
17.
Adhering to all Brandywine School District policies and procedures.
18.
Performing all duties as assigned and as required for the safe operation of the school
bus.
Additional Requirements - Transporting Students with Special Needs
Brandywine School District is responsible for the provision of a Free Appropriate Public Education
for all qualified students with a physical or mental disability. An Individual Education Program (IEP) is
developed and reviewed annually for each student who has been identified as requiring special
educational services due to a physical or mental disability. The IEP may require special equipment,
actions, or services by Transportation Department personnel to meet the educational needs of the
identified student. Other students may require special equipment or accommodations to meet medical
needs or other disabling conditions.
HANDBOOK FOR BUS DRIVERS AND BUS ATTENDANTS – 2016-2017
BRANDYWINE SCHOOL DISTRICT
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The Bus Driver and Bus Attendant should serve as a team to meet the identified needs of a
student requiring special transportation services. If an Attendant is not required, the Driver may bear sole
responsibility to meet the identified needs. Information provided to a driver and/or attendant about a
student so they can provide for the student’s needs, limitations, or educational status is to be
kept strictly confidential by all Transportation Department personnel. It is to be shared only with
other Transportation Department personnel approved by the Transportation Supervisor or his/her
designee when they may require the information to properly perform their responsibilities in
addressing the needs of that student.
Bus Driver of Students with Special Needs - Duties and Responsibilities
In addition to meeting the responsibilities and duties required of all School Bus Drivers, the
drivers of buses transporting students with special needs must:
1.
Familiarize themselves with the medical needs or program expectations of students
requiring special services during school related transportation services.
2.
Communicate with the Bus Attendant to assure that the identified special needs of the
students on the bus are met.
3.
Report to Dispatch by radio any observation of any medical or personal condition of the
student that may require emergency or urgent attention to request or coordinate the
appropriate response and support.
4.
Communicate with the school staff and/or Transportation Department staff when additional
concerns about transportation service needs of the students occur.
5.
With the Bus Attendant's help, keep all route sheets, Student Emergency Information
forms, and written Emergency Evacuation Plans properly updated (and accessible).
6.
Provide the students instruction about how an Emergency Evacuation will be conducted
and, if possible, simulate each student's evacuation during evacuation drills.
7.
Keep the bus clean and sanitary to reduce the risk of allergic reactions of or potential
infection to student passengers.
8.
If transporting a student with limited mobility or restricted capacity to safely cross the
street, the driver will pick-up and drop-off the student on the side of the street on which the
student's residence is located unless a one-way street prevents such action. If the route
via, as assigned, does not approach the stop in the proper manner, immediately submit a
correction request with the Dispatch Office.
9.
Assist the Bus Attendant in loading and unloading students requiring the operation of a
mechanical lift.
10.
Assist the Bus Attendant with the proper securement of mobility assistance devices
(wheelchairs, scooters, walkers, etc.). (The device must be secured to prevent movement
of 2 inches or more in any direction.)
HANDBOOK FOR BUS DRIVERS AND BUS ATTENDANTS – 2016-2017
BRANDYWINE SCHOOL DISTRICT
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11.
Assist the Bus Attendant in properly seating and placing passenger restraints on students
requiring such restraints as specified in the student’s stated needs. Wheelchair occupants
must wear properly secured and tightened lap and shoulder restraints.
12.
Promptly report through written Bus Conduct Reports any behavioral or medical
observations that may affect the student's safety or the safety of others around the
student. Submit to the school the Bus Conduct Reports describing the behavior or
observations with the Driver/Attendant response and action taken with a copy to the
Transportation Office. Seek assistance through the Transportation Supervisor or his/her
designee in addressing inappropriate student behavior when previous corrective
measures are not effective.
13.
Insure (with the Bus Attendant) that the student is safely turned over to school personnel
or, on the take-home trip, an authorized person if required and as identified through the
student’s stated needs, or as otherwise directed by the Dispatcher.
BUS ATTENDANT- DUTIES AND RESPONSIBILITIES
Bus Attendants (Bus Aides) are responsible for the safety and behavioral management of all
pupils on the school bus to which they are assigned. The Attendant will sit in a centrally located or
rear seat behind or among the students on the bus or as otherwise guided by the information
provided by the school describing the needs of specific students riding the bus. The Attendant
assists the driver by assuring enforcement of Bus Safety Regulations. The Attendant must assist
new or substitute bus drivers with route directions in accordance with the approved route and schedule,
including directions for lawfully and safely approaching each student’s designated bus stop.
Bus Attendants shall report for work at the Dispatch window for all morning, mid-day, and
afternoon assignments. The Bus Attendant must report to their assigned bus promptly after checking in
at their regularly scheduled work reporting time unless directed otherwise by the Dispatcher. The
Attendant shall enter and leave the bus at the bus’s regular parking space, whether or not the
regular bus driver has reported for work. The Attendant shall return to the Transportation yard on the bus
to which they are assigned unless given other directions or permission by the Dispatcher.
The Bus Attendant helps maintain a healthy and safe bus environment by assisting students with
personal cleanliness as necessary and by assisting the driver in cleaning the bus interior during pre-trip
and post-trip inspections and post-run inspections at the completion of each route. The Attendant must
also be familiar with school bus operations should the driver becomes incapacitated. (See Vehicle
Equipment and Emergency Procedures found below.)
When required for a student as reported to the Transportation Department by the school, the bus
attendant is responsible for making sure that the student is delivered only to a specifically identified
authorized person. This holds true whether on a regular route going to and from school or when the
student is delivered to his/her home after a school trip or other school sponsored program. Whenever
there is a question regarding the authorized person(s), contact the Dispatcher to verify the release of the
student to that person or to verify that the student must be returned to the school. NEVER ASSUME
THAT A PERSON YOU ARE NOT FAMILIAR WITH, WHO HAPPENS TO BE AT THE BUS STOP, IS
THE PERSON THE STUDENT IS TO BE LEFT WITH. ALWAYS VERIFY BY REQUIRING
IDENTIFICATION OF THE PERSON SEEKING CUSTODY OF THE STUDENT!
HANDBOOK FOR BUS DRIVERS AND BUS ATTENDANTS – 2016-2017
BRANDYWINE SCHOOL DISTRICT
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In addition to meeting the expectations of any employee (available to work, reporting to work on
time, wearing appropriate attire, etc.), Bus Attendants must:
1.
Assist students with limited mobility or restricted capacity during loading and unloading.
The Attendant should be behind students as they load and in front of (and facing)
students as they unload. The Attendant should insure that students promptly move away
from the bus to a position of safety when they unload.
2.
Familiarize themselves with the medical needs or program expectations provided for
students requiring special services during school related transportation services and
complete indicated duties and responsibilities.
3.
Conduct a pre-trip inspection with the driver to assure that all special equipment needed
for the special services required by the students is available on the bus and is in good
working order.
4.
Take actions to assure that the student's bus ride to and from school is safe and as
comfortable as possible.
5.
Supervise student conduct to assure proper bus behavior and limit distraction to the Bus
Driver. Sit behind all students on the bus (rear seat if necessary) unless required to
be elsewhere on the bus to monitor or assist a specific student or to address misconduct
by a student. Communicate actions and student behavior to the Bus Driver (including
appropriate non-verbal communication) as needed.
6.
Communicate with the school staff and/or Transportation Department staff when
additional concerns about transportation service needs of the students occur.
7.
Promptly report through written Bus Conduct Reports any behavioral or medical
observations that may affect the student's safety or the safety of others around the
student. Submit to the school the Bus Conduct Reports describing the behavior or
observations with the Driver/Attendant response and action taken, with a copy to the
Transportation Office. Seek assistance through the Transportation Supervisor or his/her
designee when previous corrective measures are not appropriate or are ineffective.
8.
Help the Bus Driver keep Student Emergency Information forms and written Emergency
Evacuation Plans properly updated.
9.
Assist students requiring the operation of a mechanical lift in positioning themselves on
the lift while loading and in safely exiting the lift when unloading.
10.
Properly secure mobility assistance devices (wheelchairs, scooters, walkers, etc.). (The
device must be secured to prevent movement of 2 inches or more in any direction.)
11.
Help students become properly seated. Assist the student in moving from a mobility
device to regular seating as needed. Insure that passenger restraints are properly used
and applied only when restraints are required in the student’s stated needs. Wheelchair
occupants must wear properly secured and tightened lap and shoulder restraints.
HANDBOOK FOR BUS DRIVERS AND BUS ATTENDANTS – 2016-2017
BRANDYWINE SCHOOL DISTRICT
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12.
Insure the student is safely turned over to school personnel or, on the take-home trip, the
appropriate person if required and as identified by the student's stated needs.
13.
Conduct post-run and post-trip inspections with the driver to assure that no students are
left alone on the bus and that the bus and special equipment are kept in clean and
serviceable condition. IT IS YOUR RESPONSIBILITY TO SEE THAT NO STUDENTS
ARE LEFT ALONE ON THE BUS!!! BOTH THE DRIVER AND ATTENDANT WILL BE
SUBJECT TO DISCIPLINARY ACTION UP TO AND INCLUDING TERMINATION IF A
CHILD REMAINS ON THE BUS WHEN IT LEAVES THE SCHOOL OR IS LEFT ALONE
ON A PARKED OR EMPTY BUS.
14.
Complete all Student Attendance Reports and other paperwork (Bus Conduct Report,
etc.) as required and submit it to the Dispatch Office in a timely manner.
15.
Assist the Bus Driver by acting as a lookout when the bus must be backed up or during
unusual traffic conditions.
BUS ATTENDANT – EMERGENCY PROCEDURES AND VEHICLE EQUIPMENT
The Bus Attendant should make sure that he/she is aware of the location of the following
vehicle/emergency equipment for the bus to which they are assigned on any given day in case the driver
becomes incapacitated:
1.
2.
3.
4.
5.
6.
7.
8.
VEHICLE IGNITION SWITCH - location and operation.
ENTRANCE DOOR - location and operation – Operation may be manual, electric, or air
pressure controlled.
WEB BELT CUTTERS
FIRST AID KIT / BODY FLUIDS KIT – Usually mounted on wall at front of bus. Make
sure you know how to remove the First Aid and Body Fluids Kits from mounting brackets.
FIRE EXTINGUISHER - location and operation – Usually mounted near Entrance Door or
near driver. Make sure you know how to remove the Extinguisher from its mounting
bracket.
REFLECTORS (“FLARES”) location and operation – May be mounted in a long
rectangular container anywhere on bus, but near driver’s seat is most frequent.
EMERGENCY EXITS location and operation – Be familiar with the Emergency Exits of
the bus, which usually include the Rear Door (lift up handle – buzzer warning), two
Emergency Windows on each side of the bus (red lift up handles, window is hinged at top
or side – buzzer warning), and Emergency Exit Roof Hatches. Wheel chair lifts may
sometimes be used as an emergency exit – attendants must be familiar with manual
operation procedures for the lift on the bus to which they are assigned.
INSTRUMENT PANEL AND CONTROLS – Especially service brake, parking brake, gear
shift, hazard warning lights, and door opener.
HANDBOOK FOR BUS DRIVERS AND BUS ATTENDANTS – 2016-2017
BRANDYWINE SCHOOL DISTRICT
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BUS ATTENDANT EMERGENCY PROCEDURES – IF DRIVER IS INCAPACITATED
1.
2.
3.
4.
5.
6.
7.
8.
Grasp the Steering Wheel to control direction of travel of vehicle.
Apply stopping pressure on the Service Brake. Steer the bus out of traffic if space is
available. Gradually bring the bus to a stop.
Apply the Parking Brake.
Put the gearshift in Neutral position.
Activate the Hazard Warning Lights.
Use the two-way radio to notify Dispatch of the problem and location of the bus. If the
two-way radio is unavailable or is not acknowledged, use a cellular phone to contact
dispatch or a 9-1-1 center with your problem and location.
Turn off the ignition and put in the Accessory position, if necessary, for use of two-way
radio. .
If the bus is exposed to danger (on railroad tracks, dangerous traffic environment, fire,
flood, weather, etc.), immediate emergency evacuation may be necessary. If so, follow
emergency evacuation procedures described in separate documents. Leave the radio
microphone hanging out of the driver window if your must leave the bus.
DAILY OPERATIONAL REQUIREMENTS AND PROCEDURES
A.
Reporting and readying the bus –
1. Non-smoking facilities - In accordance with State Regulations, smoking is prohibited at all
times at all Brandywine School District properties and facilities and on all vehicles used at
any time to transport students. Bus Drivers and Attendants must refrain from using tobacco
while on duty.
2. Notify the Dispatcher (762-7181) if you will be late for work. The Dispatcher will
determine whether or not another driver must cover your scheduled route.
3. Wear your District Issued Identification Card at all times while on the school bus or on
school property during work hours. Drivers must possess a properly endorsed CDL and
physical examination certification at all times while driving the school bus. Drivers’ and aides’
ID Card must be visible at all times while on the bus or district premises.
4. Drivers (and attendants when assigned) will conduct mandatory daily pre-trip inspections of
the vehicle before leaving the depot. Pre-trip inspections will include exterior and interior
vehicle condition and cleanliness, vehicle lights and equipment, engine gauges and
operation, communications equipment, camera function, and emergency equipment (fire
extinguisher, first aid kit, body fluids kit, and warning reflector triangles). Report equipment
deficiencies to the maintenance garage promptly and complete a Drivers Vehicle
Condition Report (DVCR). Complete a DVCR every day until the deficiency has been
corrected. Report new body or interior damage or unhygienic interior conditions to the
Dispatcher promptly and complete a collision, incident, or DVCR report as needed.
5. If the bus will not start or needs immediate equipment repair, notify the Dispatcher by
radio. BUS DRIVERS WILL NOT ENTER THE MAINTENANCE SHOP ON FOOT OR
DRIVE THE BUS TO THE REPAIR BAYS UNLESS DIRECTED TO DO SO BY THE
DISPATCHER OR MAINTENANCE PERSONNEL.
HANDBOOK FOR BUS DRIVERS AND BUS ATTENDANTS – 2016-2017
BRANDYWINE SCHOOL DISTRICT
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6. Do not start a bus to be driven by another driver unless directed to do so by the
Dispatcher.
7. Test your parking brake (set the brake and place bus in gear; gently press accelerator
to make sure the parking brake keeps the bus from rolling) during your pre-trip. Test
your service brake by moving forward slowly and ‘slamming’ the brake pedal to make
sure that the brake response is effective.
8. School buses may be required to travel extended distances in the case of an
emergency in the district. Do not leave the depot with less than ¾ tank of fuel. Drivers
are responsible for fueling their bus and any bus they use on a charter trip or as a spare
when their regular bus is out of service.
B.
Engine start
1. When starting up and shutting down the buses make sure that the park brake is set.
2. All buses must be in neutral to start the engine.
3. Attention must be paid to gauges at all times but especially at start-up time to verify proper
engine operation as part of the pre-trip inspection. If a driver is unsure of proper gauge
function and the acceptable limits they must ask maintenance personnel for assistance.
4. When starting any diesel bus the first step is to turn the key one click clockwise (to the right
as if going to the accessory position in a car). Wait until all self-test gauges have completed
a sweep and returned to their off positions. Wait for any “WAIT TO START” light to go
out. Turn the key to the right to crank the engine. If the engine does not start in 30 seconds
release the key, Return the key to the OFF position and wait 15 seconds before another
attempt to start the bus. Buses not equipped with a “WAIT TO START” light may be started
right away. ( A “WAIT TO START” may sometimes redisplay after the engine is
running.)
5. ALL BUSES MUST BE IDLED FOR THREE MINUTES AFTER A COLD START BEFORE
PULLING OFF TO REACH ENGINE OPERATING TEMPERATURES. WARM UP IDLE
FOR FIVE MINUTES ON DAYS TEMPERATURE IS LESS THAN 40 DEGREES. Do not
use the accelerator to “race” or “rev” the engine while cold as this can cause serious
engine damage. Allow the engine to idle during the warm-up. “High Idle,” “Idle up,” or
Cruise Control switches (if equipped) may be used to help warm the engine up.
External and internal pre-trip inspections can be conducted during the Engine Idle
Warm-up.
6. AFTER REACHING OPERATING TEMPERATURES, DO NOT IDLE THE ENGINE FOR
LONGER THAN 3 MINUTES TO COMPLY WITH STATE REGULATIONS.
7. If the bus DEF Level is at 50% or less on the screen, contact the Dispatch for instructions of
whether or not to proceed. Report the bus for repair for “Low DEF” any time the DEF reading
is 50% or less.
8. Drivers are to remain with the bus any time the engine is running. If you must get off the bus
(i.e. as part of your pre-trip inspection) you must make sure the parking brake is set and the
transmission is in neutral. If you must leave the bus, you must turn the engine off and
remove the key from the ignition.
HANDBOOK FOR BUS DRIVERS AND BUS ATTENDANTS – 2016-2017
BRANDYWINE SCHOOL DISTRICT
Page 8
C.
Exiting the lot
1. Properly secure your driver restraint system before moving the bus. The seatbelt must be
properly worn across the lap and chest of the driver anytime the bus is in motion.
2. A 5 mph speed limit is to be observed on the lot. Drivers will stop the bus and yield to
pedestrians while driving in and exiting the depot. Speeding in the yard is a serious safety
violation.
3. DO NOT STOP, IDLE, OR PARK BUSES ON EDGEMOOR AVE BETWEEN THE PARKING
LOTS OR ON EASTLAWN AVENUE BETWEEN EDGEMOOR AVENUE AND THE
GARAGE REPAIR BAYS. DO NOT PICKUP OR DROP OFF ATTENDANTS IN THESE
AREAS. This action creates hazardous conditions, especially for pedestrians in the lots.
Much of the Eastlawn Avenue area is a posted No Parking Zone. Violations of this restriction
will be considered “Failure to comply with safety measures” and may be the basis for
disciplinary action.
4. All bus drivers will contact the Dispatch by radio and notify the Dispatch that they are leaving
the terminal. This is to assure that the bus radio is functioning and that the bus is in route to
its assignment.
D.
School Bus Stops
1. ADHERE TO YOUR ROUTE INSTRUCTIONS AND SCHEDULE. The Dispatcher,
Supervisor, or his/her designee must approve route revisions before they are implemented.
Route change forms are available in the office. Do not leave pickup stops before the
scheduled stop time. Remain on route and schedule during delivery routes, even if some
students are not riding home after school.
2. STOP AT ALL STOP LOCATIONS LISTED ON THE ROUTE SHEET EVEN IF THERE ARE
NO RIDERS LISTED AND YOU CAN NOT SEE STUDENTS AS YOU APPROACH THE
STOP LOCATION. Students may wait back away from the roadway or across the street from
the listed stop location. In adverse weather, students may be waiting in a sheltered area or in
a car. Make sure that your yellow bus lights are activated 10 seconds as you approach the
stop location. “MAKE EVERY STOP – EVERY DAY – EVERY TIME!”
3. Bus stops to load or unload students must be made with the bus parallel to the curb or edge
of the roadway as close to the right curb or edge of the roadway as reasonable, or on the
right shoulder of the roadway if practicable. The bus will be stopped sufficiently clear of any
intersection so that the pedestrian or crosswalk area of the intersection is unobstructed. The
closest part of the bus should be about 20 feet from the edge of the intersecting roadway or
street if possible. “DON’T BLOCK THE BOX!”
4. When taking elementary school students home for the first three weeks of the school year,
drivers will announce the next stop to be made on the interior P.A. before leaving the school
and as approaching the first stop. After allowing the students off at the first stop, and after
each subsequent stop, the driver will announce the next stop to be made so student can
prepare to exit the bus.
HANDBOOK FOR BUS DRIVERS AND BUS ATTENDANTS – 2016-2017
BRANDYWINE SCHOOL DISTRICT
Page 9
5. SEQUENCE OF ACTIONS FOR A SAFE AND LEGAL SCHOOL BUS STOP:
a.
b.
c.
d.
e.
f.
g.
h.
i.
j.
k.
l.
m.
n.
o.
p.
q.
r.
s.
t.
Activate Yellow Bus Warning Lights for at least 10 seconds [State Law]
Use Right Turn Signal for 300 feet [State Law]
Pull bus to right curb or road edge as closely as reasonable [State Law]
Bring the bus to a full stop approximately 5 feet from where riders are waiting or
from where riders should cross the front of the bus on exit.
Keep Service Brake firmly depressed.
Set the Parking Brake.
Place Transmission in Neutral position.
Crack open door to activate Red School Bus lights.
Verify that other vehicular traffic is stopped or is not a danger to pedestrians.
Use the Public Address system to direct students to or from the bus – controlling their
street crossing and having them approach the bus if picking them up.
Make sure all students are away from the bus and out of traffic areas – or properly seated
on the bus if picking them up.
Close the Bus Door securely to turn off the Red School Bus Lights.
Allow stopped traffic to pass the bus and clear the roadway. (Wave them around if you
must.)
Use Left Turn Signal to indicate intent to return to traffic lane.
Place the Transmission in Drive (or an appropriate forward gear)
Release the Parking Brake.
Make sure riders are all properly seated.
Check all mirrors to be sure no pedestrians and endangered by moving the bus.
Pull into traffic to proceed to next stop, school, or assignment.
Cancel Left Turn Signal.
6. Only students, authorized district employees, and persons specifically authorized by the
Transportation Department may ride a bus during normal route work.
7. IF YOU ARE APPROACHING A STOP AND BELIEVE THAT A PERSON THERE POSES A
THREAT TO YOUR STUDENTS, KEEP THE BUS DOOR SECURELY CLOSED. USE THE
P.A. SYSTEM TO TELL THE PERSON TO KEEP AWAY FROM THE BUS. IF THEY DO
NOT COMPLY, KEEP THE DOOR CLOSED AND DRIVE AWAY. NOTIFY THE
DISPATCHER BY RADIO FOR FURTHER INSTRUCTIONS. “DRIVE AWAY FROM
DANGER!”
8. IF AN UNAUTHORIZED PERSON ATTEMPTS TO ENTER THE BUS TELL THEM THEY
ARE TRESPASSING AND MUST GET OFF. IF THEY REFUSE TO LEAVE THE BUS
IMMEDIATELY RADIO THE DISPATCHER FOR ASSISTANCE. OUR FIRST ACTION IS
TO NOTIFY THE POLICE.
9. If a person approaches the bus to speak with you direct them to come to the driver window.
Provide them with a contact card, apologize that you can’t control traffic, and then continue
on the route.
10. Pickup or discharge students only at the students' assigned stops or school. Do not pick up
students at locations other than their own stop unless otherwise directed by the Dispatcher.
If safety concerns exist for leaving the student at their assigned stop, contact the Dispatcher
for instructions or assistance. A student’s getting on or off the bus at a location other than at
HANDBOOK FOR BUS DRIVERS AND BUS ATTENDANTS – 2016-2017
BRANDYWINE SCHOOL DISTRICT
Page 10
their assigned stop is a violation of State Regulations and the BSD Student Code of Conduct
– a Bus Conduct Report should be submitted after the student has been appropriately
instructed by the driver. Any request by students, parents, or school officials for a pick-up or
drop-off other than the students' assigned stop must be directed to and approved by
Transportation Office personnel before the trip.
E.
On the road
1. Headlights, taillights, and side marker lights must be on at all times the bus is in operation.
Daytime running lights (if the bus is equipped with them) have a lower light output than
regular headlamps and may not include taillights or side marker lights. USE REGULAR
HEADLIGHTS AT ALL TIMES SO THAT ALL LIGHTS WILL BE ON IF INCLEMENT
WEATHER OR REDUCED VISIBILITY IS ENCOUNTERED. STROBE LIGHTS (when
available) ON BUSES WILL BE OPERATED IN CONJUNCTION WITH THE BUS STOP
LIGHTS EXCEPT DURING INCLEMENT WEATHER CONDITIONS WHEN THEY WILL BE
ON AT ALL TIMES THROUCH THE USE OF THE MANUAL SWITCH FOR THE STROBE
LIGHT.
2. The seatbelt must be properly worn across the lap and chest of the driver anytime the bus is
in motion.
3. Personal cellular telephones, pagers, or any other electronic communication, video, or audio
device must be turned off (or in "silent" mode) and stored out of sight while the bus is in
operation or while students are on the bus. Bus drivers will not “text,” use personal electronic
devices, or engage in personal cellular phone calls while driving or in the presence of
students. Attendants will not “text” or engage in personal cellular phone calls in the presence
of students. The use of Bluetooth or similar communications devices is prohibited when
student are on the bus or the bus is moving.
4. When driving, the driver must be able to hear outside noises as well as the bus radio and
students’ calls for assistance. Drivers are not permitted to wear any type of appliance
covering or in either or both ears (headsets, headphones, earpiece, earplug, any type of
earphone or “ear bud,” etc.) when the bus is in motion or when students are on the bus for
any purpose other than medical need to compensate for hearing loss as certified by a
physician’s certificate previously submitted and filed as part of medical qualification.
5. Personal audio speaker systems may not be used on the bus unless they are securely
restrained as approved by the Transportation Supervisor or his/her designee. The volume of
AM/FM radios or other audio systems will be kept low enough to hear the two-way radio,
student requests for assistance or disruptions to which the driver should respond. DO NOT
CONNECT ANY AUDIO SYSTEM TO OR AMPLIFY IT THROUGH THE BUS PUBLIC
ADDRESS SYSTEM.
The driver will be responsible for the content of any broadcast programs to which parents
may object, especially if the content contains vulgar lyrics or language or “adult” discussions.
Tapes, CDs, or other recorded programs may not be played when at schools or when
students are on the bus unless the school has provided the recording.
6. Immediately radio the Dispatcher and report any warning lights or warning tones that
activate. Pull over and wait for instructions. Do not turn the bus off unless you are
instructed to do so.
HANDBOOK FOR BUS DRIVERS AND BUS ATTENDANTS – 2016-2017
BRANDYWINE SCHOOL DISTRICT
Page 11
7. Buses should leave the depot just in time to reach the first stop on schedule. DO NOT
LAYOVER ALONG THE ROAD OR AT A SCHOOL WITH THE ENGINE RUNNING.
Unnecessary idling contributes to air pollution, creates a health hazard on the bus, and
violates State Regulations for which you could be fined and/or be subject to disciplinary
actions.
8. DRIVE WITH THE SAFETY OF YOUR PASSENGERS IN MIND.
Start and stop
smoothly. Control your speed and following distance to prevent the need to slam on the
brakes. Slow down before turning and on curves to avoid jostling the students in their seats.
Slow down before crossing speed bumps or other rough areas of roadways to prevent your
passengers from bouncing in their seats. ANY PASSENGER INJURY ON YOUR BUS
MUST BE IMMEDIATELY REPORTED TO DISPATCH BY RADIO AND AN INCIDENT
REPORT MUST BE COMPLETED. IN SOME CASES A POLICE REPORT MAY BE
REQUIRED.
9. OBSERVE ALL SPEED LIMITS AND RULES OF THE ROAD. Lower your speed and
increase your following distance at the first sign of inclement weather or changing traffic
conditions.
10. ADHERE TO YOUR ROUTE INSTRUCTIONS AND SCHEDULE. The Dispatcher,
Supervisor, or his/her designee must approve route revisions before they are implemented.
Route change forms are available in the office. Do not leave stops before the scheduled stop
time. If you fall behind schedule, do not try to make up the time. Just try to maintain the
same delay for the rest of the schedule if you can do so safely. Notify the Dispatcher by radio
immediately when you become more than 5 minutes behind schedule. The Dispatcher has
authority to make immediate changes in regularly scheduled work assignments in
response to the daily changing needs and conditions within the district.
11. Above all, be a courteous, respectful, and defensive driver. Always give the right of way
when it is questionable. Signal well in advance of turns or lane changes. Come to full stops
at stop signs and wait until you can enter the intersection or roadway without interfering with
approaching vehicles. Let others sharing the highways see that you are a professional and
that you perform your job in a safe manner. DO NOT PASS OTHER BUSES OR TRAFFIC
TRAVELLING NEAR THE SPEED LIMIT OR AT THE SPEED OF SURROUNDING
VEHICLES. NEVER BE IN A HURRY. It is better to arrive late than not at all.
12. On multi-lane highways, stay in the right lane except to position your bus for a left turn or
exit, to move around an obstruction, or to move past an extremely slow moving vehicle.
Keep your bus speed under the speed limit or slower if needed to maintain a safe following
distance (four seconds).
13. RADIO FOR ASSISTANCE IF YOU ENCOUNTER A TRAFFIC OBSTRUCTION. Notify the
Dispatcher if you are delayed because other vehicles, malfunctioning traffic signals,
construction, or unusual hazards obstruct the roadway. The Dispatcher will provide for
assistance or give you instructions. Do not take needless risks of becoming involved in a
collision. A right turn on red is permitted at most intersections, and is usually the safest
maneuver to deal with a stuck light. Backing the bus is extremely dangerous and is
prohibited unless approved by the Dispatcher and then only with appropriate
assistance from an adult. Do not have a student guide you when backing.
HANDBOOK FOR BUS DRIVERS AND BUS ATTENDANTS – 2016-2017
BRANDYWINE SCHOOL DISTRICT
Page 12
14. Keep your service door securely closed except to load or off-load riders. Only
students, authorized district employees, and persons specifically authorized by the
Transportation Department may ride a bus during route work and activities. Only the driver,
assigned students, teachers and chaperones may ride on charter trips. Drivers are not to
take friends, relatives or fellow employees on any trips at any time. Any exceptions to these
restrictions must be approved in advance by the Transportation Supervisor or his/her
designee. Any person wishing to talk to you can be directed to come to the driver window if
not endangered by passing traffic – or may be directed to contact the Transportation Office to
set up a conference appointment.
15. UNAUTHORIZED PERSONS ARE TO BE PREVENTED FROM ENTERING THE SCHOOL
BUS. RADIO THE DISPATCHER FOR ASSISTANCE IF AN UNAUTHORIZED PERSON
ATTEMPTS TO ENTER THE BUS. OUR FIRST ACTION IS TO NOTIFY THE POLICE.
KEEP THE DOOR CLOSED AND DRIVE AWAY FROM DANGER!
16. SCHOOLS OR PUBLIC PARKS ARE PREFERRED FOR LAYOVER BETWEEN RUNS.
Buses may not be kept at home or parked at home at any time. Drivers should not layover at
any location at which the bus would have to be backed up to get in or out, or where the bus
will obstruct visibility for other traffic entering or leaving a parking area. If a property owner
asks you to leave a business lot or apartment lot, leave immediately and do not park the bus
at that location again. Report the property owner’s request to the Dispatcher. Properly
secure the bus whenever you leave the driver seat. (Transmission in neutral, park brake set,
key in driver personal possession, door/s closed if not on bus.) DO NOT IDLE BUSES
WHILE ON LAYOVER. Unnecessary idling contributes to air pollution, creates a health
hazard on the bus, and may violate laws or regulations for which you could be fined. IF YOU
LEAVE THE BUS UNATTENDED YOU MUST PERFORM A NEW PRE-TRIP SAFETY
INSPECTION BEFORE YOU LEAVE THE LAYOVER LOCATION.
17. Notify the Dispatcher by radio if you are required to layover or hold students on the bus due
to severe weather conditions.
a. DENSE FOG – If visibility is reduced to the extent that driving is unsafe, display your
hazard lights (four-way) and drive slowly. In developments, continue to pick up students
with care. Do not enter or continue along a major roadway until the fog lessens. Park on
a side street or in a parking lot and keep the students on the bus. Notify the Dispatcher
of the conditions and your location and/or request a school respite or a “safe
haven” location. When returning students home, contact the Dispatcher for instructions
if you believe the fog is too dense for student safety at, or on the walk home from, the
stop.
b. HEAVY RAIN – Do not drive into standing or running water when you can’t see exactly
how deep the water might be or if the road is damaged. Continue pick-up routes. When
picking students up, stop at every stop and check carefully for students waiting under
cover from the rain (garages, carports, front doors, in parked cars, etc.). When taking
students home, if rain is so heavy that streets are flooding and run-off could sweep a
student away, hold the student on the bus and continue the run, leaving other students
off at their stops if possible. Return to the stop after completing the rest of the route and
see if conditions have become safe. If unable to safely leave the student at their
assigned stop, ask the Dispatcher for further instructions.
HANDBOOK FOR BUS DRIVERS AND BUS ATTENDANTS – 2016-2017
BRANDYWINE SCHOOL DISTRICT
Page 13
c.
THUNDERSTORMS – During high winds and lightning associated with thunderstorms,
keep students on the bus with windows up and door closed. Continue picking students
up, being sure to check each stop area for students seeking shelter in garages, parked
cars, etc. When taking students home, layover at a safe location until the storm has
passed. Notify the Dispatcher of the conditions and your location and/or request a
school respite or a “safe haven” location.
d. TORNADO – When a TORNADO WATCH is issued, drive carefully and remain watchful
of weather conditions. When a TORNADO WARNING is issued, proceed to the nearest
school and seek further instructions from the Dispatcher. If a tornado is reported to be in
or approaching your area, evacuate the students from the bus and into a nearby building.
If a tornado is seen approaching your bus in the open, notify the Dispatcher of
your location and the tornado, and evacuate the bus. If no building or shelter is
nearby have the students lie facedown in as low-lying a location as possible. Have
them cover their heads and necks with their hands. If possible, move the bus heading
away from the approaching tornado and about 50 feet (or more) past the students
from the storm. Keep the students down until the funnel has passed your location. DO
NOT SEEK SHELTER UNDER AN UNDERPASS – this has been found to be an
especially hazardous location during the passage of a tornado.
18. INSPECT THE BUS INTERIOR AFTER ALL STUDENTS HAVE BEEN DROPPED OFF
BEFORE PROCEEDING TO THE NEXT ASSIGNMENT. INSURE THAT NO CHILD HAS
FALLEN ASLEEP AND REMAINS ON THE BUS. Immediately contact the Dispatcher if any
child is found to have missed their assigned stop. The Dispatcher will give you additional
instructions on where to deliver the child. Any property found must be secured for return to
its owner the next day. Musical instruments or other items of value must be held in the
Dispatch Office until the next school day, when the item will be provided to the driver of that
route for return of the property to its student owner.
19. If you have a discipline problem that must be addressed by leaving the driver seat, pull over
in a safe location, turn on your hazard warning lights, and properly secure the bus (parking
brake set, transmission in neutral, ignition key removed, key in pocket or secure location).
Notify the Dispatcher by radio that you are off route and your location. If you need help, give
the Dispatcher the nature of the problem and listen for instructions. DO NOT RETURN TO
THE SCHOOL UNTIL THE DISPATCHER HAS VERIFIED THAT SCHOOL PERSONNEL
WILL BE AVAILABLE TO ASSIST YOU.
F.
At school
1. ADHERE TO YOUR ROUTE SCHEDULE. Early arrival at school may require that you sit
with the students until the school staff is in place to accept them. Do not arrive early unless
instructed to do so by the Dispatcher.
2. SHUT DOWN THE ENGINE AFTER A THREE MINUTE “COOL DOWN” PERIOD AND
SECURE THE BUS (parking brake set, transmission in neutral, ignition key removed and
secured). Idling the Bus is prohibited except as needed for operational maintenance.
Engines are to be shut down while students unload on arrival at school, or until students are
loaded on the bus after school. Do not re-start the engine until you are ready to pull away.
HANDBOOK FOR BUS DRIVERS AND BUS ATTENDANTS – 2016-2017
BRANDYWINE SCHOOL DISTRICT
Page 14
3. A BUS ARRIVING AT THE SCHOOL LATE FOR DROP-OFF OR PICKUP, MAY LOAD OR
OFFLOAD STUDENTS WITHOUT TURNING THE ENGINE OFF IF THE OTHER BUSES
FOR THAT TIME HAVE ALREADY DEPARTED THE LOADING AREA. Keep the gear shift
in NEUTRAL, the parking brake on, and service brake depressed during the loading or
offloading process if the engine is running.
4. Off-loading may be conducted in two steps. Students may be permitted to enter the building
by school staff for breakfast programs. Any student wishing to have a school breakfast is
allowed to leave the bus. Students remaining on the bus will then be off-loaded at the
scheduled route time or when authorized by school personnel or the Dispatcher.
5. Properly secure the bus whenever you leave the driver seat. (Transmission in neutral, park
brake set, key in driver’s personal possession, door/s closed if not on bus.) IF YOU LEAVE
THE BUS UNATTENDED, YOU MUST PERFORM A NEW PRE-TRIP INSPECTION
BEFORE ALLOWING STUDENTS ON THE BUS.
6. ALL BUSES MUST BE CHECKED AFTER EVERY RUN FOR STUDENTS WHO MAY
HAVE FALLEN ASLEEP! BOTH THE DRIVER AND ATTENDANT WILL BE SUBJECT TO
DISCIPLINARY ACTION UP TO AND INCLUDING TERMINATION IF A CHILD REMAINS
ON THE BUS WHEN IT LEAVES THE SCHOOL. Drivers are also to check for any items
that may have been left on the bus, for damage to the seats, evidence of students writing on
the bus seats and walls, trash, etc. and to file a prompt report to the school of any vandalism
during the run.
7. Drivers and attendants are "VISITORS" when in any school building. Notify the school office
that you are in the building. Sign in and out on the VISITOR LOG and WEAR YOUR
DISTRICT ISSUED IDENTIFICATION as well as any school visitor badge at all times in the
school. Drivers and attendants are permitted to use restroom facilities at all schools. Ask
school office personnel which facilities to use. Drivers and attendants are not to tie up school
telephones or telephones in faculty rooms with personal calls. Calls may be made to the
Transportation Office only.
8. SMOKING IS NOT PERMITTED ON ANY DISTRICT PROPERTY, INCLUDING THE
SCHOOL BUS, AT ANY TIME. Eating or drinking is not permitted on the bus at any time the
bus is in motion or at any time students are on the bus. Drivers and Attendants must refrain
from the use of any tobacco product while on duty.
9. Be on the bus anytime students are on board. Many arguments, pushing and shoving,
jostling for seats, etc. begin while students are boarding buses in the afternoon at school and
these problems often continue while en route home. Be with or on your bus when the
students are dismissed from the school. While students are boarding at the school,
secure the bus (parking brake set, transmission in neutral, key removed from ignition and
securely in driver’s possession) and be out of the driver’s seat to help maintain order.
10. Backing a bus on school grounds is extremely hazardous. DO NOT BACK UP ON SCHOOL
GROUNDS WITHOUT A SCHOOL EMPLOYEE TO GUIDE AND ASSIST YOU.
11. Do not pass other buses in a school parking lot or school driveway when students are
dismissing and boarding buses. All buses should leave at the same time. Do not leave early.
HANDBOOK FOR BUS DRIVERS AND BUS ATTENDANTS – 2016-2017
BRANDYWINE SCHOOL DISTRICT
Page 15
12. The normal time for buses to leave school in the afternoons is about 7-10 minutes after the
bell has rung for dismissal. Listen for the bell or buzzer or look for the bus duty person before
leaving. It is best that you check with the building principal and determine which system your
schools will use. Do not leave schools early on any dismissal, charter, or activity runs
causing students to be left and possibly stranded at a school.
13. If you are delayed from departing a school by a discipline or other problem pull the
bus out of the way of the other buses and turn on your hazard warning lights. Should
you need assistance from school officials, notify the Dispatcher by radio and help will be
summoned for you. If you are unable to get assistance by way of the radio, send the bus
attendant (if one is assigned) or send one of your reliable students in the building to the
office. Secure the bus (parking brake set, transmission in neutral, ignition key removed and
secured). Do not leave students unattended. If necessary, request help from another driver
provided that driver does not already have students on board.
G.
Returning to the depot
1. DO NOT STOP BUSES IN FRONT OF THE OFFICE OR REPAIR BAYS. DO NOT STOP,
PARK, OR DROP OFF OR PICK UP PASSENGERS ON EASTLAWN AVENUE OR ON
EDGEMOOR AVENUE BETWEEN THE PARKING LOTS. This action creates hazardous
travel conditions, especially for pedestrians in the lots. Violations of this restriction will be
considered “Failure to comply with safety measures.” The attendant must complete a
post-trip inspection with the driver. Buses will not stop when entering the yard to
allow the attendant off the bus.
2. A 5 mph speed limit is to be observed. Drivers will yield to pedestrians, stopping the bus if
necessary.
3. School buses may be required to travel extended distances in the case of an emergency in
the district. Fuel the bus if it has less than ¾ tank of fuel.
a. Do not park the bus with less than ¾ tank of fuel. Drivers are responsible for fueling
their bus and any bus they may need to use on a charter trip or as spare when their
regular bus is out of service.
b. When fueling buses, the engine must be off and the parking brake set. Attendants must
exit the bus. Fuel must be dispensed by hand to prevent spillage. Do not leave the fuel
dispensing hose while fuel is flowing. Do not use any foreign object in the fuel nozzle
handle to keep it open.
c.
PASSENGERS, INCLUDING ATTENDANTS, ARE PROHIBITTED FROM REMAINING
ON THE BUS DURING FUELING.
d. Make sure the hose has been removed from the bus tank and properly returned to the
fuel dispensing unit and that the fuel cap is securely in place before moving the bus away
from the fueling site.
e. If the automatic fueling record system is out of order, or the bus must be fueled at a
different location, a written record of the refueling (date, bus number, mileage, gallons of
fuel) must be submitted to the Dispatch Office.
HANDBOOK FOR BUS DRIVERS AND BUS ATTENDANTS – 2016-2017
BRANDYWINE SCHOOL DISTRICT
Page 16
f.
H.
If you are assigned to use another bus, you are responsible for verifying that the bus has
sufficient fuel (more than ¾ tank) before you park the bus.
Parking the bus and engine shutdown
1. Park buses in the depot in neat rows and where assigned if the vehicle has an assigned spot.
Keep your bus parallel to the one next to you and keep side mirrors approximately one foot
apart. This should allow enough room to enter and exit buses. Do not move other buses to
place yours in a more advantageous position.
2.
If assigned to use a spare bus, park the spare bus in your normal spot until maintenance
advises that your regular bus is ready. The spare bus is to be fueled (no less than ¾ tank of
fuel) and cleaned before parking it back in the spare line. If you are unable to clean or
add fuel to the bus before you park it, you must submit a written explanation to the
Dispatch Office. The explanation can be documented on a DVCR..
3.
Drivers (and attendants when assigned) will conduct a post-trip inspection of the bus before
the bus is left parked. Complete a DVCR for any equipment deficiency or interior or seat
damage. Complete a DVCR every day until the deficiency has been corrected or a
written explanation has been provided. Items the driver and attendant find that have
been left on the bus should be reported to the Dispatcher. Valuable items (musical
instruments, jewelry, etc.) should be left in the Dispatch Office until the next day. Students
sometimes fall asleep on the seats or the floor of the bus. IT IS YOUR RESPONSIBILITY
TO SEE THAT NO STUDENTS ARE LEFT ON THE BUS!!! BOTH THE DRIVER AND
ATTENDANT WILL BE SUBJECT TO DISCIPLINARY ACTION UP TO AND INCLUDING
TERMINATION IF A CHILD REMAINS ON THE BUS WHEN IT LEAVES THE SCHOOL
OR IS LEFT ON A PARKED OR EMPTY BUS.
4.
Clean the bus before it is left parked. Place all litter and debris in trash cans or dumpsters.
DO NOT LITTER, WHETHER OR NOT YOU ARE WITHIN THE BUS LOT. If you are
unable to clean the bus before you park it, you must submit a written explanation to
the Dispatch Office. The explanation can be documented on a DVCR..
5.
ALL BUSES MUST BE IDLED FOR THREE MINUTES BEFORE SHUTTING OFF. Buses
are equipped with turbo chargers and need that idling time to ensure proper lubrication and
cooling.
6.
Make sure that all windows, vents, the service door are closed any time you park the
bus to help keep inclement weather, dust and unwanted critters out. SERVICE DOORS
ARE TO BE LEFT UNLOCKED WHEN THE BUS IS PARKED IN THE YARD.
7.
BUS KEYS MUST BE TURNED IN AT THE DISPATCH COUNTER WHEN CLOCKING
OUT.
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BRANDYWINE SCHOOL DISTRICT
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I.
Detours and Travel Restrictions
There are some streets in the Brandywine School District that are not suitable for the weight of
buses. We have been asked not to travel some streets and private roads for various reasons.
Some parking lots are not adequate for the safe maneuvering of a school bus. The driver is
ultimately responsible for ensuring that they do not enter a location in or from which the bus
cannot safely be driven. Those streets and locations listed below are not to be used unless your
route states differently:
1. Landon Rd. in Chalfonte
2. Hillside Rd. in Claymont from Governor Printz Blvd. to Philadelphia Pike
3. Hillside Blvd. in Carrcroft in either direction off Baynard Blvd.
4. E. 35th St. from Northeast Blvd. to Market St.
5. Eastlawn Ave. from Market St. to Northeast Blvd.
6. Sunset Dr. in Holly Oak area from Governor Printz Blvd. to Philadelphia Pike.
7. Orchard Rd. and Buckingham Rd. between Marsh Rd. and Veale Rd. as a cut-through.
8. 300-400 block of Smyrna Ave in Gwinhurst.
th
9. N. Claymont Street from Todds Lane to 35 St. (past East Side Charter School).
10. All streets in Villa Monterey (near Wawa or Dunkin Donuts).
11. Duncan Road from Brandywine Blvd to River Road
12. Any drive-thru service lane (banks, convenience store, fast food restaurant, etc.)
13. Any private lot or property unless patronizing a business during a break or layover.
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BRANDYWINE SCHOOL DISTRICT
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EMPLOYEE PARKING AND SAFETY AT ENTRANCE TO LOT
General employee parking is provided in the lot to the east (right) of the Edgemoor Avenue Gate.
Handicapped employee parking will be 6 – 8 marked spaces at the bottom of the ramp from the
lower lot to the Dispatch Office (first come – first served). The District does not assume responsibility
for theft or damage to vehicles. Lock your vehicles and do not leave items visible that may attract
unwarranted attention. Special parking arrangements may be approved for employees expected to
be out late due to after-hours charters, activities, or meetings. If you will be out after the bus lot is
closed, ask the Dispatcher on duty where you should park so you do not interfere with the alarm system.
Make sure you obtain a gate opener for entry and exit of depot. Gate openers must be returned on the
morning of the next business day after issue.
Do not park on Edgemoor Avenue or Eastlawn Avenue. Vehicles parked just outside the gate on
Eastlawn Avenue may violate parking laws. Vehicles parked on either side of Edgemoor Avenue create a
safety hazard for employee pedestrians or vehicles. Employees being dropped off by vehicles
entering the lot or turning around for drop off in front of the gate may be subject to disciplinary
action for unsafe conduct.
Although anyone may park a vehicle on a public street unless prohibited by signs, we ask that
transportation employees not park their vehicles on Eastlawn Avenue opposite curb cuts and driveway
areas. Other businesses located along Eastlawn Avenue may have no lot in which to park and need that
space for parking. Please show them the courtesy of leaving space for them to park on the street.
BULLETIN BOARDS
Bulletin boards in the entry area and main lobby are for use by office staff to post information of
importance. With weekly charter information, routes open for bid, seniority lists, and changes in policies,
guidelines, and practices, these are important communication links for all employees and should be
scanned frequently for new information.
Bulletin boards in other employee accessible areas will be designated for the use of the collective
bargaining representatives of regular employees. Use of those bulletin boards is restricted to the official
materials posted by those representatives in accordance with existing labor agreements. Private use of
those bulletin boards is prohibited.
A separate bulletin board may be provided for the convenience and use of all employees. Derogatory,
obscene or profane messages are prohibited.
EMPLOYMENT CLASSIFICATION
Classifications for drivers and attendants are as follows unless otherwise determined by an active
agreement with a bargaining unit:
1.
Regular Full-Time / Part-Time) Employee [Driver / Attendant] - includes all drivers and
attendants assigned regular hours based on established routes for the transportation of
students to and from schools or for spare assignments in support of to-and-from school
transportation. They may be annualized or ‘pendng’ the process of being annualized.
2.
Substitute / Reported Time Employee [Driver / Attendant] – drivers and attendants paid
on a time worked basis for the routes they are assigned to cover on the days they report.
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BRANDYWINE SCHOOL DISTRICT
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SENIORITY
The term "seniority," as applied to drivers and attendants, means a preferred position for specific
purposes which one employee may have over another employee because of greater length of continuous
service. Layoffs, extra work assignments, etc., shall be governed by seniority unless otherwise
determined by a labor agreement or specifically elsewhere in this handbook. Continuous service is
defined as uninterrupted service from the most recent date of hire in the Transportation Division of the
Brandywine School District and/or the previous component districts. The following shall constitute a
break in continuous service; resignation, separation for just cause, retirement, absence without
authorized leave for three continuous work days, failure to report to work after a recall notice (see current
negotiated Agreements), failure to report back to work at the end of an approved leave, or employment
which interferes with his/her regular assignment in the school district.
There will be two seniority lists for drivers and attendants; a Regular Full-Time / Part-Time Employee
Seniority List and a Reported Time Employee Seniority List. The Regular Full-time / Part-Time Lists will
govern preferred assignments over the Substitute / Reported Time Lists.
LINES OF COMMUNICATION
Under the direction of the Transportation Supervisor or his/her designee, the Transportation Dispatcher
assigns the day-to-day work to the school bus drivers and attendants. The Dispatcher has authority to
make immediate changes in regularly scheduled work assignments in response to the daily changing
needs and conditions within the district. All employees are expected to comply with the directions from
the Dispatch Office for the overall safety of the students and employees of the district. Failure to follow
Dispatch directions may be cause for disciplinary action.
District employees are provided access to the internet and email by the district. Workstations are
available in the Kiosk Room to assure that all employees can access the electronic services of the district.
Routine correspondence to an employee, including the distribution of documents and district publications,
can be accomplished by an email attachment, a ‘hotlink,’ or a specified internet address (URL, etc.) sent
to the employee’s email address. An electronic “Delivery Receipt” or “Read Receipt” will serve to record
that a document or other correspondence was provided to an employee through their email. Employees
should check their email boxes frequently and delete old messages they feel are no longer needed so
they will not miss new messages or important communications.
Employees are encouraged to contact their immediate Supervisor or his/her designee about conditions
affecting their job performance. If the first level contact answer is not satisfactory, provision is maintained
for proper access to higher authority.
Each level of contact shall be given a reasonable time to either resolve the concern or refer it to the next
higher level for resolution. Unless an immediate decision is made to refer the issue to the next higher
level, the employee's concern normally will be addressed within two business days. A response providing
an additional but definite time frame during which a final answer will be provided may extend this
administrative limitation.
All lines of communication beyond the Supervisor must be in the form of a written description of the
unresolved problem and a request for a conference by the employee. A hearing with the Superintendent,
and/or his/her designee, shall be arranged if the procedure fails to provide an acceptable solution.
For covered employees, grievance procedures specified in their labor contract will govern the grievance,
dispute, or employee complaint process.
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BRANDYWINE SCHOOL DISTRICT
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SCHEDULED WORK AND WORK GUARANTEES
Scheduled work shall be defined as the established bus routes for the transportation of students to and
from the district schools for each day that school is in session in accordance with the lawful school year
and any associated Late Runs in accordance with applicable bargaining unit agreements. Scheduled
work does not include summer school (and associated trips), charter trips, activity trips, or any other extra
trips that an employee may opt to do as extra work. The number of hours of work guaranteed per day
shall be established as related to specific route assignments.
An employee shall notify the Supervisor of Transportation, in writing, on or about May 1 of the current
year, of his/her intent to return the next year. This only expresses the employee's desire to return for the
following school year. If there are any changes in an employee's situation over the summer months
(June, July) it is requested the employee inform the supervisor of the change prior to August 1st.
The supervisor will inform employees by August 15 if they will not be rehired. Rehiring for special needs
and early education program routes will be based on information available by that date.
OVERTIME AND PREMIUM PAY
Employees will be limited to 37.5 scheduled hours of work during each workweek. The Transportation
Supervisor or his/her designee may approve in writing regularly scheduling an employee to work up to 40
hours per week. Drivers will not be scheduled for overtime assignments (regular route assignments
exceeding 40 hours of work per week). This does not include Extra Compensation (EC) assignments that
do not require the employee to run beyond their regularly scheduled time (for example, sparing on other
bus runs, charter and activity takes and returns).
BENEFITS
Benefit information will be given to all new employees through the regular personnel orientation process.
TIME CARDS
A.
Employees are required to use time cards to document attendance, reporting on or before their
scheduled reporting time, or to support claims for overtime pay. Employees must punch time
cards to report on duty and to report off duty for each driving period or interval.
B.
An employee’s paid time begins at the time their regularly scheduled Start Time, even if they
punch in earlier, unless they are given an earlier assignment. Failure to start work promptly
at your scheduled Start Time is considered Tardiness, even when the employee has punched
in.
C.
All extra time outside of regularly assigned hours must be properly recorded on the time card.
DRIVERS WILL NOT MARK UP OR WRITE ON THE TIME CARDS. DRIVERS ARE NOT
PERMITTED TO REMOVE TIME CARDS FROM THE REPORTING AREA AT THE
DISPATCH WINDOW.
D.
The employee must clock in and out on the time card to properly document any compensable
extra time, charter or activity run. Employees who fail to punch in on their time card before or at
HANDBOOK FOR BUS DRIVERS AND BUS ATTENDANTS – 2016-2017
BRANDYWINE SCHOOL DISTRICT
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their scheduled reporting time may be assumed to be tardy and subject to appropriate
administrative and disciplinary consequences related to their tardiness.
E.
Extra time claimed for work between regularly assigned driving periods or intervals, or for time
at the end of the employee’s regularly scheduled morning or afternoon route assignments must
be reported on and Extra Time Report explaining the extra assignment or explaining why the
extra time was need for the route. The explanation must match the Dispatcher’s log of the
driver’s radioed report of the delay during the route. The Dispatcher or Supervisor must
authorize additional work in advance.
F.
The Dispatcher on duty must verify that the Extra Time Report matches the driver’s radioed
report and the time clocked out. The time stamp on the Extra Time Report must match the time
stamp on the Time Card.
G.
Employees who fail to regularly punch off and back on duty between runs may suffer loss or
delay of additional pay due to inability or difficulty in verifying their claim of additional time.
H.
Employees reporting to work late must report to the Dispatcher on duty for assignment.
I.
No employee may punch another person's time card! Anyone caught intentionally punching
any time card other than his or her own will be subject to disciplinary action up to and including
dismissal.
WORK PERFORMANCE REVIEW
An annual work performance review, including review of employee absence and lateness records will be
made by May 1 each school year. Review of work performance may encompass visual observations, oral
or written complaints, and warnings during the year. Time records and dispatch records will be reviewed
for lateness and absenteeism. Particular attention will be paid to absences without notification.
Evaluation of employee performance will be ongoing during the school year. Employees may be coached
or provided corrective instructions verbally or in writing, but all disciplinary action will be in written form.
Employment for the next school year is contingent upon a satisfactory work performance review and
available work.
COMPLAINTS AND INVESTIGATIONS
The Transportation Office is responsible for the proper provision of the services it provides. All
complaints to the office will be reviewed promptly. Less serious complaints may be handled by the
Dispatcher advising involved drivers personally or by attaching a note to the driver's time card.
Complaints are sometimes received anonymously or from a "third party." Retaliation against any child
based on the supposition or belief that the child or their parents are the source of a complaint will
not be tolerated under any circumstances and will be the basis of disciplinary action up to and
including termination.
At the discretion of the Transportation Supervisor or his/her designee an employee subject to an
investigation may be immediately suspended with pay until the investigation is complete and pending the
outcome of the investigation. If the allegations being investigated lead to disciplinary sanctions, all or part
of the period of suspension may be changed to suspension without pay as part of those sanctions and as
permitted by the labor agreement covering the investigated employee.
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BRANDYWINE SCHOOL DISTRICT
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ACCESS TO PERSONNEL FILE
Personnel records are confidential. Information contained in the file may be released only as authorized
by the employee or in accordance with legal agreements or requirements.
An employee may inspect his or her personnel file in accordance with procedures established and
overseen by the school district and/or a governing labor agreement covering that employee.
DRESS CODE
Brandywine bus drivers’ and attendants' personal appearance, hygiene, and conduct must receive high
priority. You are expected to look and act the part of a professional.
Employees are to keep themselves neat and clean at all times. Men and women must wear clothing
appropriate for driving or serving as an attendant on a school bus. Clothing with suggestive messages or
possibly promoting the use of tobacco, alcohol, drugs or violence is prohibited. Halter-tops, hair curlers,
and very short shorts are not permitted. Shirts or blouses with sleeves, with a closed front to just below
the collarbone, and slacks or walking shorts are required attire. Remember, you cannot command
respect from student passengers, parents, or school personnel unless you take pride in your appearance.
Footwear should be appropriate for driving and personal safety. Shoes or other footwear should fit the
employee’s foot securely with a sole that will not slip off of the control pedals or on bus flooring surfaces.
High-heels, platform shoes, open-toed shoes, sandals, or flip-flops are unsafe for school bus drivers and
attendants. Drivers and attendants should wear shoes with closed toes and backs and flat or limited
height soles. Footwear should also be appropriate for inclement conditions, providing proper traction or
friction surfaces for drivers and attendants to go to, enter and exit the bus safely without slipping or falling.
For safety reasons, attendants and drivers of buses transporting special needs students in particular
should not wear jewelry or accessories that can be grabbed. Students who cannot control their impulsive
actions have grabbed necklaces and earrings. These events can result in injury to the employee from
which the jewelry is grabbed. Drivers and attendants on these buses should wear lanyards only if the
lanyard is equipped with a breakaway clasp.
REFLECTIVE VESTS:- USE OF SAFETY EQUIPMENT
All Bus Drivers, Bus Aides, Maintenance Technicians/Mechanics, or other personnel who have been
issued Reflective Safety Vests are required to properly wear such vests at all times while on foot in the
Employee Parking Lot, the Upper Bus Parking Area, or the Lower Bus Parking Area of the Transportation
Facility at 1409 Eastlawn Avenue. This includes while walking to and from the Employee Parking Lot or
the Employee Handicapped Parking Area to report for duty or after reporting off duty. Bus Drivers and
Bus Aides are required to properly wear issued Reflective Safety Vests when on foot in the Maintenance
Shop or the Maintenance Shop Parking Lot. Wearing the issued Reflective Safety Vest is not required in
the Office Parking Area.
In addition, Bus Drivers, Bus Aides, Maintenance Technicians/Mechanics, and other appropriate
personnel (unless exempted at the discretion of the Transportation Supervisor or his designee/s) are
required to properly wear issued Reflective Safety Vests when performing duties on the outside of a bus
or other vehicle on any traffic way or parking lot whether or not on Brandywine School District property.
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BRANDYWINE SCHOOL DISTRICT
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For purposes of this requirement, “properly wear” means to wear the issued Reflective Safety Vest as the
outer upper body garment (over all other upper body apparel) with the reflective surfaces exposed on the
outer side of the vest and the zipper portion of the vest sufficiently closed to expose the reflective
surfaces to ready visibility.
Failure to properly wear the issued Reflective Safety Vest when required is a Serious Safety Infraction
subjecting the employee to possible disciplinary action up to and including termination.
AVAILABILITY FOR WORK
It is expected that each employee will report to work and perform his/her duties in accordance with his/her
assignments. Frequent or prolonged absenteeism or tardiness places serious hardships on
transportation services and results in complaints from students, parents, and school officials. Attendance
procedures currently in effect at Brandywine School District Transportation are as follows:
1.
Employee absences must be reported by one hour before reporting time or 6:00 a.m.,
whichever is earlier. Employees who will be able to report for their mid-day run
must notify the transportation office by 8:30 a.m. If the employee will be in for
their afternoon run, or is calling off for their afternoon assignments, they must
notify the transportation office by 11:00 a.m. Employees not meeting these guidelines
will not be excused from the absence.
2.
All employees, when calling off from work, must call in on the Absence Reporting Line. If
the line is not answered and goes to “recording” state your name, route number and
reason for your absence. The phone number for this line is 764-8888. Sending a
message with another employee, calling the main office number, leaving a voice mail at a
different number, or sending an email does not satisfy call off requirements.
3.
Employees absent without properly calling off from work are subject to disciplinary action.
4.
Any employee absent for three consecutive scheduled work days without properly calling
off is considered to have abandoned his/her job and to have voluntarily resigned unless
the Transportation Supervisor and/or his/her designee have been made aware of
extenuating circumstances that prevented the employee from reporting to work or
reporting the absence .
5.
Transportation employees are needed for the entire specified school year and are
expected to arrange any personal trips or vacations at times when schools are closed.
Drivers and attendants do not receive vacation days. Three personal days per year are
available with prior permission. Personal days are charged to sick time and are only
excused if the employee has available sick time to cover the day(s).
6.
Continual or chronic absence from a regular route assignment by a driver or attendant is
disruptive of the efficient operation of the transportation system. In some cases, a stable
environment and consistency of personnel is important to the readiness of the children to
learn. If a period of absence for an approved leave is extensive or indefinite, the route
may be reassigned to a different driver or attendant at the discretion of the Transportation
Supervisor or his/her designee, or as allowed by a negotiated labor agreement. On
HANDBOOK FOR BUS DRIVERS AND BUS ATTENDANTS – 2016-2017
BRANDYWINE SCHOOL DISTRICT
Page 24
return to work, the replaced employee may be required to bid for an available route or
assigned at the discretion of the Transportation Supervisor or his/her designee.
7.
If an employee feels that extenuating circumstances interfere with their ability to report for
work as required, they should personally bring this matter to the attention of the
Supervisor of Transportation.
8.
When attendance is used to determine qualifications for summer assignments or
assignments to special positions, both the number of days taken for personal or family
illness and the number of occurrences of time off for those purposes are taken into
account. An occurrence is a continuous period of time off regardless of the number of
consecutive days taken off. Board approved leaves of absence are not included in either
the number of days or occurrences. Each documented occurrence of tardiness is also
included in attendance for purposes of summer assignments and may be used to
determine qualifications for special assignments.
SICK LEAVE
Sick leave may only be used in accordance with State Regulations to cover personal illness, critical
illness in the family, and personal days.
When an employee has taken three consecutive days off for personal illness or for the serious
illness of a member of the employee’s immediate family, the employee is required to submit a
physician’s certificate of the employees' or the family member’s illness to the Transportation
Office. Where an attendance pattern appears to warrant it, an employee shall be notified in writing that a
physician’s certificate will be required for all future absences that qualify to be charged to sick leave.
An employee will receive written notification from the Supervisor of Transportation when the employee’s
sick time credit is nearly depleted. If an employee has used all accrued sick leave, any period of
absence for illness will be documented as a deduct from the employee’s pay. The employee will not be
paid for the period of time during which they are absent. The employee will also be required to provide a
doctor’s certificate for any period of absence. The doctor’s certificate is to be given to the Dispatcher
immediately on return to work. In addition, deducted time is considered unexcused absence that
could subject the employee to disciplinary action.
The physician’s certificate provided must:
a.
state the nature of the illness,
b.
the duration of the illness,
c.
specify when the employee may return to work,
d.
have live signature of attending physician (not a stamp) and cannot be
signed by a nurse or clerk in the doctor's office, and
e.
state that the employee may return to full duties, without restriction(s).
PERSONAL DAYS
Up to three (3) personal days may be taken each year provided the employee has available sick time to
cover the absence(s).
The Supervisor of Transportation must approve personal days in advance. The Supervisor reserves the
right to limit the number of persons permitted to take personal days to have sufficient work force
available.
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BRANDYWINE SCHOOL DISTRICT
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Annualized employees must submit applications for Personal Time Off online through the Data Service
Center at least ten (10) calendar days before the requested day off. The employee will be notified of
approval or denial of the requested Personal Day Off through their district email.
Reported time employees may request up to three (3) personal days off per year without pay, subject to
advance approval by the Supervisor of Transportation. Applications for reported time personnel must be
submitted to the Chief Dispatcher at least ten (10) calendar days in advance of the requested day off.
The reported time employee will be notified of the approval or denial of the requested Personal Time Off
Without Pay through their district email.
TARDINESS
An employee is tardy if he/she fails to report for work and begin their assignment at the designated Start
Time of their scheduled workday. An employee’s failure to start work promptly at their scheduled Start
Time is Tardiness, regardless of the time the employee clocked in on their Time Card.
a. An employee who reports to their work or bus assignment 1-7 minutes late will receive a tardy
occurrence; however, the employee will not be deducted in pay.
b. An employee who reports to their work or bus assignment 8 minutes (or more) late to work will
receive a tardy occurrence and the employee may be deducted in pay by to quarter-hour
segments.
If a tardy employee’s pay is being deducted and their assignment has been covered by another
employee, their pay deduction will continue until the starting time of another assignment as
directed by the Dispatcher.
Tardiness is considered during your personnel evaluation and may be used to determine
eligibility for bid, assignment, or employee priority for assignment. An employee who arrives tardy
to work is also subject to progressive disciplinary action. While the intent is to correct and change the
employee’s behavior to acceptable work performance, tardiness of any amount may serve as the basis
for disciplinary action up to and including termination from employment.
PHYSICAL EXAMINATIONS AND TUBERCULOSIS PREVENTION
Attendants must submit a health certification at the time of hire and periodically submit tuberculosis status
certification.
School bus drivers are required to submit documentation of an annual physical examination. The
physical may be performed by the employee’s personal physician or at any properly staffed medical
facility at the employee’s discretion. The Brandywine Transportation Department reimburses school bus
drivers a specific amount as determined by the applicable labor agreement toward required annual
physicals subject to the following restrictions and procedures:
a. The Delaware School Bus Driver Physical Examination form constitutes a legally
required document attesting to the physical qualification of the school bus driver. The
original copy of the Delaware School Bus Driver Physical Examination form must be
completed in its entirety except for the Tuberculin Test. Required laboratory and
urinalysis results must be indicated on the form. The form must bear the original
signature of the Medical Examiner conducting the examination (M.D, D.O. P.A, or
A.P.N.).
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BRANDYWINE SCHOOL DISTRICT
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b. Reimbursement for a portion of out-of-pocket costs to the driver for the physical is
determined by the applicable labor agreement or by the state. The driver must submit
a receipt on the official letterhead or prescription form of the medical practice for
these costs. Drivers can only be reimbursed up to the amount specified in the
applicable labor agreement.
c.
The first physical for a new employee will be reimbursed only after the successful
completion of the employee’s period of probation. Thereafter, provided the employee
continues regular employment with the district, reimbursement will be submitted at
the time the physical is presented to the office.
d. The transportation office will notify drivers at least 30 days before the physical due
date. It is the responsibility of the employee to arrange for the examination by the
physician of their choice before the expiration of their previous physical.
e. Drivers are not permitted to drive without a current physical. They will not be paid for
any time missed when no valid physical is on file.
Drivers and attendants must be verified as not posing a threat of transmitting tuberculosis to other staff or
students. New employees must submit tuberculin test results on their first School Bus Driver Physical
Examination form or on their initial Health Certification form (attendants) or by separate documentation.
Documentation of a Mantoux tuberculin skin test conducted within twelve months prior to their School Bus
Driver Physical or Health Certification is acceptable. A result showing signs of an active TB infection will
require the employee to submit verification from a licensed health care provider or the Department of
Public Health that they do not pose a threat of transmitting tuberculosis to other staff or students. Each
employee must provide tuberculosis status certification every five years as required by Delaware
Administrative Code Title 14 Section 805 The School Health Tuberculosis (TB) Control Program.
ACCIDENT REPORT AND ALCOHOL/DRUG TEST REQUIREMENTS
Collision, Accident, and Injury Incident Reporting
1.
COLLISION - A collision is the physical contact between the vehicle being operated and
any other object or vehicle.
2.
ACCIDENT - An accident is an uncontrolled event or series of events leading to a
collision, damage to the vehicle, or injury to an occupant due to the movement of the
vehicle. An accident includes damage or injury resulting from a fire occurring while the
vehicle is being driven or operated outside of the terminal. An accident does not include
damage or injury resulting from boarding or alighting from the vehicle, from criminal
activity or a fight, or from a fire occurring while the vehicle is parked or not being driven
operated.
3.
CHARGEABLE ACCIDENT – An event in which property damage or injury results from a
collision or movement of the school bus and in which disciplinary action for the driver is
based on the driver’s operation of the bus in an unsafe manner or in violation of law,
whether or not a traffic citation is issued or prosecution is preferred.
4.
INJURY – An injury is any claimed or reported injury, not including the symptoms of an
illness or chronic disorder, regardless of its cause, whether or not there are visible signs
of the claimed injury.
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BRANDYWINE SCHOOL DISTRICT
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5.
INCIDENT – An incident is any non-collision/non-accident event or occurrence resulting
in claimed, reported or possible injury to any occupant of the vehicle, or any non-collision
event causing damage to the vehicle or its contents. A fight or criminal event involving
physical contact or threatened physical contact is an incident, whether or not the threat
was carried out or contact was made and whether or not any participant reports or claims
injury.
Duty to Report
The driver of any District vehicle has a duty to report any collision, any accident, or any incident in
which the vehicle is or its occupants are involved, or in which they have been claimed to be involved by
any person, regardless of whether or not the driver believes such claim to be accurate.
Failure to provide a timely report of a collision, accident, or incident may be cause for disciplinary
action which can include dismissal based on the severity of the harm resulting from the events or the
impact to the District.
Immediate Reporting
The driver of a District vehicle involved in a collision, an accident, or a vehicle fire will immediately
contact the Dispatcher by radio or telephone and notify the Dispatcher of their location, the event and any
need for emergency services. The driver will provide the vehicle number, the location, estimated severity
of injury, and estimated level of vehicle or property damage. The police must be notified if any vehicle is
disabled by the collision, if any person reports or claims being injured to any extent by the collision, or if
any driver involved in the collision is believed to have been drinking an alcoholic beverage. If the police
are notified by the District or by another involved party, the District vehicle will not be driven further except
as needed to move to a safe location or to transport injured persons to medical care. Uninjured
passengers of the district vehicle will be held on the vehicle until their identity and contact information has
been provided to the investigating police officer unless an unsafe or emergency situation dictates an
evacuation of the vehicle.
The driver of a District vehicle involved in any other Incident will promptly report to the Dispatcher
by radio or telephone giving the vehicle number, the location at which the vehicle is or will be stopped,
and the nature of the Incident. After having established order or calm after the Incident, and attending to
the immediate needs of any injured person(s), the driver will advise the Dispatcher of the status of the
injured and/or involved parties and any need for emergency services. When serious injuries result from
any suspected criminal activity or fight, a police report will be filed before the vehicle is driven further
except as needed to transport injured persons to medical care or to move the vehicle and passengers to
a safer location.
Emergency Services, Police, and Supervisor Notification
The Dispatcher will promptly notify Emergency Services (9-1-1) if any person is reported by the
driver to be visibly injured or to have claimed being injured by a collision.
The Dispatcher will immediately notify the appropriate Police Agency if the driver reports that a
collision or accident involves any visible, claimed, or alleged injury, apparent damage clearly in excess of
$500, a possible drinking driver (possibly under the influence of alcohol or drugs), or a driver apparently
attempting to leave the scene of the collision or accident without properly exchanging information.
The Transportation Supervisor and/or his/her designee will be notified as soon as Emergency
Services needs have been addressed. The Supervisor and/or his/her designee will respond to the scene
HANDBOOK FOR BUS DRIVERS AND BUS ATTENDANTS – 2016-2017
BRANDYWINE SCHOOL DISTRICT
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of a collision, accident, or injury-producing incident to represent the School District and direct actions
relating to students, employees, and District Vehicles involved in the event.
Driver Reporting
The driver of a District vehicle involved in a collision, accident, or incident will file a written report
of the events at the Dispatch office before leaving work for the day.
Collisions, accidents, or incidents will be reported on a State of Delaware Insurance Coverage
Office “Automobile Accident Report.” The report will include a list of all occupants on the vehicle at the
time of the event and all known witnesses to the event.
Incidents involving passenger misconduct resulting in damage or claimed or reported injury will
also require the submission of the “Pupil Transportation Bus Conduct Report” for involved students.
CDL Alcohol/Drug Testing (USDOT/DOE Regulations)
The driver of a District commercial vehicle (requiring a CDL for operation) or a school bus driver
or attendant is subject to Alcohol and/or Drug Testing Regulations of the Department of Education.
These requirements are consistent with the requirements of the US Department of Transportation.
The types of Alcohol/Drug Tests required are:
1. Pre-Employment (Drug test only – includes School Bus Attendants)
2. Post-Collision (as required and directed by the Transportation Supervisor or his/her
designee)
3. Random (as directed by the service agent for the Delaware Department of Education)
4. Reasonable Suspicion (as ordered by the Transportation Supervisor or his/her designee)
5. Return to Duty or Follow-up (as authorized or directed by a Substance Abuse Professional)
An employee must follow the directions of the Transportation Supervisor or his/her designee in
reporting to the designated drug and/or alcohol sample collection site. Failure to comply with explicit
instructions by the Transportation Supervisor or his/her designee, or collection site technicians or
personnel, relating to the alcohol and/or drug test may be “Willful failure or refusal to submit” to the
required test (a USDOT Drug/Alcohol Testing Violation) and result in disciplinary action up to and
including termination of employment.
Post-Collision Testing
Post-collision testing of a district driver is required when the collision involves:
1.
Any loss of human life, or;
2.
Any bodily injury requiring immediate medical attention away from the scene and the
district driver receives a traffic citation, or;
3.
Any involved vehicle being disabled so as to require being towed from the scene and the
district driver receives a traffic citation.
Post-collision testing may be directed by the Transportation Supervisor or his/her designee when
the driver is expected to receive a traffic citation, even if it is not issued by the investigating officer at the
scene of the accident.
HANDBOOK FOR BUS DRIVERS AND BUS ATTENDANTS – 2016-2017
BRANDYWINE SCHOOL DISTRICT
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Any ALCOHOL or DRUG TESTS administered by or at the direction of an investigating police
officer will be accepted as meeting these requirements. Failure of a driver to cooperate with and submit
proper samples (breath, blood, or urine) to investigating officers, or refusal of a driver to submit other test
samples (breath, saliva, or urine) as required by the Transportation Supervisor (or other designated
person) will be considered WILLFUL FAILURE to complete the required test and will lead to IMMEDIATE
DISQUALIFICIATION of the employee from further performance of their duties.
If the investigating officer(s) conduct only ALCOHOL TESTS, and Drug Testing is required, the
Transportation Supervisor or his/her designee will provide the appropriate directions and materials to
complete the necessary testing procedure as determined by the Department of Education and its service
agent.
If an ALCOHOL TEST is not performed at the scene by police, and Drug and Alcohol Testing are
required, the Transportation Supervisor or his/her designee will provide the appropriate directions and
materials to complete the necessary testing procedure as determined by the Department of Education
and its service agent.
Retesting
In some instances (i.e. cold specimen, insufficient specimen, etc.), the collection site must require that an
employee immediately provide another test specimen. Some cases of specimen collection may be
required to be conducted under direct observation by Federal and State Regulations. Any employee
refusing to follow the directions of the staff at the test collection site or otherwise deviating from the
observation and testing requirements will be subject to the specified regulatory consequences. In most
cases, the employee is in violation of the Regulations and is disqualified from performing safety-sensitive
functions as if the sample had been tested positive for controlled substances.
If the agency overseeing the USDOT testing procedures for the State of Delaware Department of
Education indicates do the District a second collection must take place, the employee must submit
another specimen in accordance with the applicable federal testing procedures as directed by the
Supervisor or his/her designee. Failure to provide a second specimen as directed is a violation of the
Regulations and the employee will be disqualified from performing safety-sensitive functions as if the
original specimen had been tested positive for controlled substances.
If the Medical Review Officer reports to the District that a negative drug test specimen is dilute, the
employee (or applicant) will be directed to provide another specimen immediately. Declining to take
another drug test for this purpose is a violation of USDOT Regulations, and the employee (or applicant)
will be disqualified from performing safety-sensitive functions.
VIOLATION OF USDOT ALCOHOL AND/OR DRUG RESTRICTIONS AND TESTING REQUIREMENTS
WILLFUL FAILURE BY THE EMPLOYEE TO COMPLETE ANY OF THE REQUIRED
ALCOHOL OR DRUG TESTS IS A “DISQUALIFYING OFFENSE” FOR CDL LICENSING OR SCHOOL
BUS EMPLOYMENT PURPOSES.
OPERATING OR DRIVING A DISTRICT VEHICLE, OR ENGAGING IN ANY SAFETY
SENSITIVE FUNCTION AS A DRIVER OR ATTENDANT, WHILE UNDER THE INFLUENCE OF ANY
DRUG, AFTER HAVING TESTED POSITIVE FOR ANY CONTROLLED SUBSTANCE, OR WITH A
BLOOD ALCOHOL CONTENT OF MORE THAN .04 MG/DL ARE “DISQUALIFYING OFFENSES” FOR
CDL LICENSING OR SCHOOL BUS EMPLOYMENT PURPOSES. A BLOOD ALCOHOL CONTENT
OF .02 MG/DL OR MORE WILL RESULT IN A 24-HOUR DISQUALIFICATION.
HANDBOOK FOR BUS DRIVERS AND BUS ATTENDANTS – 2016-2017
BRANDYWINE SCHOOL DISTRICT
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DISQUALIFIED EMPLOYEES WILL BE PLACED ON ADMINISTRATIVE LEAVE AND MAY
NOT RETURN TO WORK UNTIL THEY HAVE REQUALIFIED FOR THEIR POSITIONS BY MEETING
“RETURN TO DUTY” REQUIREMENTS AS SPECIFIED BY THE DEPARTMENT OF EDUCATION
AND USDOT REGULATIONS.
The Following Acts are specifically prohibited and will lead to immediate disqualification and
removal from the performance of safety-sensitive functions of the employee:
1.
Reporting for or remaining on duty while having a Blood Alcohol Concentration of 0.04
mg/dl or more;
2.
Consuming alcohol while on-duty or within 4 hours before reporting for duty:
3.
Consuming alcohol within 8 hours following an accident or collision or until a postaccident test has been conducted, whichever occurs first;
4.
Willful failure or refusal to submit to a post-accident alcohol and/or drug test procedure, a
random test, a reasonable suspicion test, or return to duty or follow-up test;
5.
Reporting for or remaining on duty after having consumed a controlled substance except
those pursuant to medical prescription and with the medical advisement that the
substance will not adversely affect the driver’s ability to safely operate the District vehicle
or school bus or engage in other safety sensitive functions (i.e. – attendant).
COMMERCIAL DRIVER’S LICENSE REQUIREMENTS
In accordance with Delaware Motor Vehicle Regulations, all school bus drivers must keep a current
Commercial Driver License (minimum of Class B at Brandywine) with at least a passenger and school bus
endorsement. At present the Brandywine School District does not have any buses equipped with air
brakes, therefore, that endorsement is not currently required. All drivers must keep a current annual
Delaware School Bus Driver physical on file in the Transportation Office. Drivers who fail to obtain a
physical examination and submit a new Delaware School Bus Driver Physical before the expiration date
will be removed from driving duties until a current Delaware School Bus Driver Physical has been filed
with the Transportation Supervisor or his/her designee. Drivers must carry the green School Bus Driver
Physical Certification card along with their driver's license at all times when operating the school bus.
Drivers are required to produce their license to be photo copied before the school year begins and at any
time as requested by the Transportation Supervisor or his/her designee.
Drivers holding licenses from states other than Delaware must hold a Commercial Driver License and
School Bus Driver qualifications from the state issuing their license. They must complete the minimum
training for school bus drivers required by the State of Delaware. They must maintain an annual
Delaware School Bus Driver Physical on file. They must provide a certified copy of a five-year driving
history to the Transportation Supervisor before they are hired. They must provide a new certified driving
th
record the Transportation Supervisor before the first day of school and by January 30 of each school
year during their continued service as a school bus driver for the Brandywine School District.
Commercial Drivers are required by USDOT regulations to report any conviction for a traffic violation to
their employer within 30 days of the conviction, even if driving their own vehicle. Drivers are required by
USDOT regulations to report receiving any notification of disqualification from driving (for any reason),
license suspension, revocation, or cancellation to their employer within one business day. These
required notifications must be made to the Transportation Supervisor or his/her designee (if the
Supervisor is not available).
HANDBOOK FOR BUS DRIVERS AND BUS ATTENDANTS – 2016-2017
BRANDYWINE SCHOOL DISTRICT
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DISCIPLINARY ACTIONS AND POLICIES – UNSAFE DRIVING, TRAFFIC VIOLATIONS, ACCIDENTS
Poor driving performance must be dealt with in a timely and decisive manner during the school year.
The driver of any vehicle is responsible for the safe, lawful operation and parking of the vehicle. Payment
of the fine, assessment, and/or costs or any traffic or parking enforcement action issued to any
Brandywine School District vehicle is the responsibility of the driver of the vehicle at the time the alleged
violation occurred. The driver is responsible for the payment of such fine, assessment or costs if found
guilty of the violation or if the driver fails to contest the alleged violation. Failure to contest the
enforcement action or pay the fine, assessment, or costs in a timely manner may result in disciplinary
action up to and including termination. The District may, in addition, pursue steps to assure that the
driver is held personally responsible for the alleged violation.
The following findings may result in disciplinary action for a driver when found responsible for accidents,
found guilty of moving traffic violations, or having a bona fide complaint registered against them while
operating school buses for the Brandywine School District. All of the following are taken into
consideration in the annual work performance review.
A.
Bonafide complaints registered for poor driving practices – Unsafe driving practices confirmed by
direct observation of a District administrator or police officer or confirmed by investigation of
reports from other parties will lead to appropriate corrective or disciplinary action up to and
including termination. Unsafe driving practices include but are not limited to the following whether
or not the driver is found guilty of a traffic violation:
Following too Closely – following another vehicle with less than 4 seconds of headway
Speeding – any speed above the posted or applicable general speed limit
Failure to Stop for a Changing Traffic Signal - if you are more than 2 seconds away from the
intersection when the yellow light displays
Failure to Stop and Remain Stopped for Stop Sign or Light – scan all directions before any lawful
movement (takes about 1 to 2 seconds)
Railroad Grade Crossing Violation – Failure to Stop and look for an approaching train unless
directed to proceed by a police officer or flagman – or failure to completely clear the grade
crossing once the bus has started across.
Failure to Remain in the Rightmost Traffic Lane on a Multi-Lane Roadway – except to pass a
slow moving vehicle (10-15 mph under posted speed limit) or traffic obstruction, or to move into
position to turn left at an upcoming exit, intersection or driveway [DO NOT PASS OTHER
BUSES]
Failure to Signal Intention to Turn / Improper Use of Signals – Turn signals must be used at least
5 seconds before you turn or change lanes. Hazard Warning Lights should be used only when
the vehicle is a stationary hazard to traffic. (Do not use Hazard Warning Lights when stopped in
traffic behind another school bus stopped to load or unload students.)
Right of Way – causing another vehicle to slow down or take any avoidance or evasive action in
response to your movement between lanes, from a traffic control (yield, stop sign, stop light), or
during your turning left across the other vehicle’s travel lanes
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BRANDYWINE SCHOOL DISTRICT
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Sudden Acceleration – pulling away from a bus stop before all passengers are properly seated (if
a student refuses to sit notify dispatch by radio and continue at an appropriately reduced speed to
complete the route assignment; submit a bus conduct report); needlessly hard braking
Disregarding Passenger Safety – failing to adjust speed and maneuver to reduce the jostling of
riders (turns, speed bumps, pavement deformations, etc.)
Obstructing an Intersection – entering an intersection when there is not enough room for the bus
to completely clear the intersection in the direction you move or turn – or intentionally stopping
within or partially within an intersection to load or unload students
B.
Found guilty of moving traffic violations (no accident involved) –
C.
Responsible for minor collision or accident, little property damage (on or off road) –
D.
Responsible for minor collision or accident on route where driver is found guilty of a moving traffic
violation.
E.
Responsible for serious collision or accident with extensive property damage and/or involving
personal injury or fatality.
F.
Loss of License – A driver who has had his/her license and/or school bus endorsement
suspended or revoked by the Department of Motor Vehicles of this state or any other jurisdiction,
will be immediately removed from all assignments. The employee will not be retained as or
considered for rehire as a driver until he/she has complied with all requirements to achieve full
restoration of driving privileges and endorsements.
G.
Failure to File Required Reports - Failure to notify the Transportation Supervisor of a traffic
conviction or loss of license privilege in a timely manner; Failure of a driver licensed in a state
other than Delaware to provide a periodic certified driving record from the state issuing their
license; Failure to maintain legally required address information with the Division of Motor
Vehicles and the Brandywine School District Transportation Department.
SAFETY MEETINGS AND TRAINING SESSIONS
A.
Safety Meetings - Attendance at the periodic safety meetings is required. Record of attendance
at safety meetings will be placed in personnel files. Non-attendance will be cause for disciplinary
action.
B.
Retraining Sessions - In the event of a Chargeable Accident where a driver is not dismissed,
drivers may be required to undergo a minimum of one hour additional training with a trainer with
special emphasis on correcting the cause of the type of accident in which the driver was involved.
Attendance for the re-training session is required. Non-attendance will be cause for disciplinary
action.
C.
Training Sessions – Drivers may be required to participate in special training sessions to improve
skills, to address changes in laws, regulations, and procedures, or to address safety and other
concerns relating to services provided by Brandywine School District Transportation Department.
Record of participation will be placed in personnel files. Non-participation will be cause for
disciplinary action.
HANDBOOK FOR BUS DRIVERS AND BUS ATTENDANTS – 2016-2017
BRANDYWINE SCHOOL DISTRICT
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CARE OF EQUIPMENT
Buses are to be returned to the depot and parked in their regular or assigned parking spaces between
assignments. Unless being used for a charter or other assignment, buses will be returned directly to the
depot after the morning drop offs at schools. Drivers should not leave personal property on the parked
school bus. The District will not be responsible for the loss or theft of personal property left on the bus.
The bus may be assigned to other transportation or service function needs by the Maintenance Staff
and/or Dispatcher. The driver will turn the bus key in to the dispatch office before or when punching off
duty and obtain the key for their assigned bus when punching in for their regular route or other
assignment. Operation of a Brandywine School District bus is authorized only when using a bus key
issued by the Dispatch office or by district bus maintenance personnel. The creation or possession of a
“personal” key for a bus is not authorized. The use or possession of a “personal” key may lead to
disciplinary actions.
Buses may not be used for personal travel or errands. Drivers are expected to take a direct route from
one assignment to the next unless the driver lays over at a location only a short distance from the most
direct route between assignments or unless the Dispatcher approves the route deviation.
Drivers are to be especially aware of damage they may cause to buses. Drivers sometimes drive over
curbs, rub tires against sidewalks and curbs (especially at schools), fail to avoid (or at least reduce speed
for) potholes or speed humps, or strikes overhanging trees and limbs (which cause dents, clearance light
damage, broken mirrors and windshields). Regularly encountered hazards (potholes, rough roadways,
overhanging trees, etc.) should be reported promptly to the Transportation Office to request correction or
repair or for route revision.
Liquid spills on the consoles have caused electrical problems. No open liquid container should be in the
driver's compartment while the bus is in motion or while students are on the bus. Drivers or attendants will
not eat or drink in the presence of students.
Maintenance of unobstructed driver vision is critical to the safe operation of a school bus. Drivers
are to clear all papers or objects away from the dashboard or front windows of the bus as part of
required inspections. Windows and viewing areas will be kept free of any object that might
obstruct vision or least to driver distraction. Stickers or decorative items are prohibited from
placement on any window, mirror, or glass area of the bus. Drivers will not hang items from
mirrors or other objects at the front of the bus or from the ceiling or sides of the bus.
Drivers are responsible for regularly maintaining the cleanliness of the interior of the bus. Buses are to
be swept and trash cans are to be emptied daily. Should a driver desire to wash the exterior of the
bus he/she may do so at the designated wash location but arrangements are to be made ahead of time
with the Dispatcher on duty so payment for time to wash the bus can be approved. Failure to maintain
your responsibility in the cleanliness of the bus is cause for disciplinary action.
Failure to conduct required pre-trip and post-trip inspections and report repair needs or deficiencies on
the provided forms, failure to properly submit fuel reports, or failure to properly park and secure the bus in
the yard are safety and maintenance infractions and are cause for disciplinary action.
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BRANDYWINE SCHOOL DISTRICT
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ROUTE ASSIGNMENTS
A.
Bus routes for the next school year will be posted in late July or early August. Routes will be
assigned based on seniority and demonstrated competence with special equipment. Employees
requesting routes that require additional training must complete any required training before
assignment to the route. Any employee who does not complete any required additional training
will not be considered for the requested route assignment. Employees may be disqualified from
assignment to routes serving pre-school students, kindergarten students, or students who are
sensitive to the maintenance of a routine for past-year poor attendance or excessive tardiness as
determined by the Supervisor or his/her designee.
B.
Bus routes (tentative) for an upcoming school year will be mailed to employees eligible for
bidding. A copy of each tentative route will be available at the Transportation Office at that time.
Drivers and attendants are asked to indicate desired routes in order of preference and return the
choice slip by the date and time indicated. The 30 most senior drivers and 10 most senior
attendants will be given the first date and time deadline for assignment. Assignments from those
choice slips will be posted at the Transportation Office at least 3 hours before the deadline for
bids by driver seniority positions 31 through 60 and attendant positions 11 through 20.
Assignments from the choice slips from the second groupings will be posted at the Transportation
Office at least 3 hours before the deadline for bids by drivers and attendants in the next grouping.
Assignments and postings will continue in increments of 30 drivers and the remaining attendant
positions until all route assignments are completed. Employees are not required to be present for
route assignments as long as their choice slip is submitted by the indicated deadline. Posting of
routes assigned to more senior employees will provide less senior drivers/attendants the
opportunity to select an open route that they might have thought was going to be taken by a more
senior driver/attendant. Drivers or attendants who submit their choice slips late, or choice slips
for which indicated routes were assigned to a more senior driver, are assigned at the discretion of
the Supervisor.
C.
TOTAL PAID HOURS listed for a Route is the amount of time to be paid at the assigned
employee’s hourly rate for each day of the route. These hours may include a ‘SPARE’ listing
during which the Route is not associated with a specific school. Drivers who bid for and are
assigned to a route with a ‘SPARE’ are paid during that time period and may be assigned any
function at the discretion of the Dispatcher, including a ‘take’ or ‘return’ associated with a charter.
Refusal to accept such assignments may be cause for disciplinary action and reassignment to a
Route that does not include a “SPARE” segment, even if the Route to which the driver is
reassigned has fewer TOTAL PAID HOURS.
1. Mid-day runs are tied to a main route by DOE Transportation Department contract with the
District and are included in TOTAL PAID HOURS. Mid-day runs may not be abandoned midyear. The entire route must be given up for bid.
2. ROUTE HOURS START and ROUTE HOURS END are the times employees must report to
and remain at work. Employees are expected to report at the time specified and proceed to
their Route assignment immediately.
D.
Under the direction of the Transportation Supervisor or his/her designee, the Dispatcher has
authority to make immediate changes in regularly scheduled work assignments in response to the
daily changing needs and conditions within the district. All employees are expected to comply
with the directions from the Dispatch Office for the overall safety of the students and employees
of the district. Failure to follow Dispatch directions may be cause for disciplinary action.
HANDBOOK FOR BUS DRIVERS AND BUS ATTENDANTS – 2016-2017
BRANDYWINE SCHOOL DISTRICT
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E.
The bus assigned to a Route will not be changed unless taken off the Route by maintenance.
The Supervisor reserves the right to change equipment should equipment be needed on another
route (i.e. a larger capacity bus needed to correct an overload). A driver wishing to change
his/her bus can do so by bidding on a different Route.
G.
Orientation meetings are held in August usually the week before school starts. Employees pick
up their Route assignments and information folders at that time. All drivers and attendants
must attend the orientation unless specifically excused by the Transportation Supervisor
or his/her designee. Employees excused from orientation will be required to complete any
mandatory and other specified training at a later date.
H.
All drivers with assigned Routes must be complete dry runs of their Routes on the day of the
orientation meeting unless the Transportation Supervisor or his/her designee approves other
arrangements.
I.
Routes that become available after the start of the school year will be posted for sign-up for a
period of five (5) workdays. The Dispatcher may assign an open Route to a substitute driver until
the Route is regularly assigned through the posting and seniority process. Assignment to the
open Route will be made on a seniority basis from the qualified drivers (or attendants) who signed
up for the open Route.
EXTRA CURRICULAR WORK
Employees are hired for the specific purpose of transporting students to and from school. Additional work
in the form of curriculum trips, field trips, sports trips, and after-school activities may be available.
Additional work outside of regularly assigned hours is the choice of the employee and is filled as outlined
in the following sections. Summer school is not part of the regular school year calendar. Employees'
requests for additional work will be assigned under the following procedures providing the extra work
does not interfere with regularly assigned hours.
Schedules for charters and activities are made at least a week before the day they are run. Employees'
hours that have been scheduled for the ensuing week will not be made up in additional scheduling if the
employee is out and cannot fulfill the hours already assigned.
A “charter” is typically an isolated non-regularly-recurring trip. An “activity run” is typically a recurring
regularly scheduled (not necessarily daily) limited duration extra-curricular school to home trip provided at
the school’s request. A single short assignment that can be ‘pyramided’ as part of the activity assignment
can be assigned as an activity run. The Transportation Supervisor or his/her designee will determine
whether a specific request for transportation is to be assigned as a charter or pyramided as an activity
run.
A driver assigned to an extracurricular assignment is to proceed by the most direct route immediately to
that assignment after completion of their regular route or previous assignment unless otherwise directed
or approved by the Dispatcher.
Failure to adhere to extra work procedures below may result in disqualification from future extra
work assignments in addition to other disciplinary action. New employees will be instructed in extra
work procedures.
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BRANDYWINE SCHOOL DISTRICT
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CHARTERS
1.
If needed for operational coverage, the Dispatcher may divide a charter between two drivers –
one to perform a ‘take’ (from school to destination) and the other to perform a ‘return’ (charter
destination back to school). When a charter is divided due to operational needs, driver
assignment will be based on route, time, and equipment availability without adherence to seniority
except that any originally assigned driver will complete the appropriate portion of the charter
when possible.
2.
If an employee cannot make a trip, the Field Trip Requisition form must be returned for
assignment to another employee. Trips may not be traded among employees.
3.
Employees must notify the Dispatcher if they are unable to fulfill an assigned charter and return
the Field Trip Requisition form before the day the trip is scheduled or they will lose their turn in
rotation. An employee who has received an approved Field Trip Requisition form but is unable to
take the trip for personal reasons will lose his/her turn in rotation. An employee who returns three
(3) trips that he/she did sign for will not be considered for trips for the remainder of the school
year.
4.
In addition to the time card, employees on charter trips must time stamp the Field Trip Requisition
form when they report for and return from the charter. The driver must also enter the mileage
readings in the designated location of the Field Trip Requisition form.
5.
On completion of the assignment, employees must submit the fully and accurately
completed Field Trip Requisition form. This form is used to bill the teacher/school and is
the form from which you will be paid for the trip. Incomplete or inaccurate information
may delay billing as well as payment to you for the trip. Field Trip Requisition forms must
be completed by each driver.
6.
Drivers will be issued district cellular phones to be carried and kept ON during all charter trips
which may extend into time periods during which no Dispatcher is on duty. This equipment is not
optional and must be carried and kept ON as a condition of driving a charter trip for possible
emergency communications. Drivers must report on the Charter Report any official use of the
cellular phone. They will be responsible for reimbursing the district for any personal calls or text
messages made or received on the district cellular phone they have been issued.
Drivers may be issued handheld radios to communicate between buses in convoy during charter
trips which may travel beyond the range of the district’s regular radio repeater system. Drivers
may be issued gate openers (at least one per convoy) when the charter is expected to return at a
time during which a Dispatcher is not on duty.
All specially issued equipment (cell phone, radio, and/or gate opener) must be returned by the
employee to whom they were issued on the morning of the business day following the charter or
trip for which they were issued. The driver’s compensation for the trip will not be processed until
all related forms, reports, and equipment have been submitted or returned.
7.
Employees and buses on all extracurricular trips must remain at the trip destination in
case of an emergency or earlier departure time than anticipated, unless otherwise directed
by the Dispatcher. This does not apply to employees who are assigned only the 'take' or the
'return' portion of a charter who must return to complete regularly assigned work. Employees
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BRANDYWINE SCHOOL DISTRICT
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assigned to the ‘return’ portion are to report to the pickup location immediately upon completion of
their regular or previous assignment in the event of a need of the participants to return earlier
than the scheduled time.
8.
Prior to departure of any charter, the driver will provide an emergency orientation for the
passengers. The driver will have the coach or chaperone on the bus acknowledge that the
orientation was conducted. See Appendix B for the orientation summary and a copy of the
acknowledgement form.
9.
No students will be transported on trips without a coach or chaperone on each bus. Bus drivers
or attendants are not to serve as chaperones on trips to which they are assigned.
10.
Bus drivers or attendants are not to engage in any athletic or recreational activities related to the
charter trip. Employees on trips are to remain in reasonable proximity to the bus and be available
to begin immediate operation of the bus if necessary. Employee participation in nontransportation related activity other than time at the destination for personal breaks or meals may
serve as the basis for disciplinary action. Employees engaging in athletic, recreational, or other
personal activity during a charter or trip may also be subject to disciplinary action.
11.
Drivers who select any trip are expected to know how to reach the destination in the shortest time
and distance possible. Trip directions provided by the Charter or Dispatch office will be
followed. If you are not sure of the directions you should secure those directions through the
office. Do not try to work out directions once you have started a trip. This has caused
unnecessary mileage charges, time charges, late arrivals to destinations, and complaints from
school personnel. Drivers who become “lost” because they failed to obtain directions may be
subject to disciplinary action. They may also be disqualified from assignment to future charters.
12.
When there are two or more buses on a trip, drivers are to stay in convoy in case of a breakdown
or emergency. The lead driver will be designated by the Charter office. The lead driver will be
responsible for following the provided trip directions. The lead bus will drive at a speed at or
below the posted or applicable speed limit that will insure that the slowest bus will not become
separated from the rest of the convoy. All other drivers will remain in convoy behind the lead bus
and follow the directions of the lead driver.
13.
Charter buses returning to a school or return destination after activity runs have ended will
perform the activity route coverage needed to deliver the returning students home unless
otherwise directed by the on-duty Dispatcher. Charter buses returning to a Middle or Junior
High School will coordinate with other activity buses assigned to the school and perform the
activity route coverage needed to deliver the returning students home unless otherwise directed
by the on-duty Dispatcher.
14.
On return to the yard after the completion of all duties related to the charter assignment, the
driver (and attendant, if assigned) will clean and fuel the bus before parking it. If the fuel pumps
are not available, the driver will attach a Bus Repair Form to the keys indicating the need for fuel
and place the keys in the drop slot. The charter driver will be required to fuel that bus the next
regular operating morning. This procedure applies to any bus a charter driver may have
used – their regularly assigned bus, a bus regularly assigned to another driver, or a spare
bus.
15.
On the next business day after the charter, the assigned employees will complete and submit
their charter report forms with any issued cellular telephone, handheld radio, and/or gate opener
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BRANDYWINE SCHOOL DISTRICT
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in person to the Dispatcher or to the Charter Scheduler. The employee to whom equipment was
issued is responsible for its replacement if lost.
A.
Weekday Charters
1.
A list of weekday charter trip requests which have been received will be posted each
Wednesday by 10:00 a.m. for charters to be filled for the following week (*some
exceptions to this can occur due to shorter weeks, holidays, and the vacation time), and
will remain posted for 24 hours. Each requested charter will be assigned a number for
bidding purposes.
*(If there is no school on a Friday, charters will be posted on
Tuesday instead of Wednesday).
2.
All regular employees are eligible for charters that do not conflict with their regular
annualized route/activity assignment/s. If regular employees were assigned preferred
charters, did not bid on or were not assigned to a charter due to conflicting normal route
or school hours, reported time employees may be used to cover a trip.
3.
If interested, a driver (or attendant, if the trip requires an attendant) must fill out one
Charter Bid Slip. Forms are available at the bulletin board or at the dispatch office
window. The employee must select only trips that will not interfere with their regular
assigned route work. The first form each employee submits will be honored unless a
“Revised” Bid Slip is submitted before the submission deadline. Employees are not
permitted to sign up for charters if they are on leave or absent during the posting or
assignment period. Charter Bid Slips may not be completed or submitted by another
employee. Charter Bid Slips must be time stamped and submitted to the Charter
Scheduler by 10:00 a.m. on the day after the list of charter trips have been posted
[usually Thursday].
4.
Employees must list their charter assignment requests in their order of preference from
left to right and top line to bottom line on the Charter Bid Slip. If an employee wishes to
bid on more than 40 charters, they must attach another charter bid sheet labeled Page 2
reflecting their additional preferences. Charter Bid Slips that do not list specific charters
by preference will be moved to the bottom of the regular seniority list for assignment.
5.
Employees who fail to submit a Charter Bid Slip will be bypassed for assignment until
their seniority position cycles back to the ‘top’ of the list. Employees who decline a
charter assignment, other than a late requested charter, will be bypassed for assignment
until their seniority position cycles back to the ‘top’ of the list. No employee will be
bypassed due to a cancelled charter.
6.
Employees cannot be assigned a charter in conflict with their regular annualized
route/activity assignments. Any indication of a preference for a conflicting charter on a
Charter Bid Slip will be considered “no bid” for that charter. If all indicated preferences
conflict with the employee’s regular annualized routes/activities, the employee will be
bypassed for assignment until their seniority position cycles back to the ‘top’ of the list.
7.
The Transportation Office will assign charters to employees available from their regular
routed schedule from the holdover list, then from the seniority list. The first such charter
listed on an employee’s Charter Bid Slip that has not been previously assigned to a
holdover or more senior employee will be assigned to that requesting employee. During
any given week, if the weekday charters selected by an employee are chosen by other
employees with more seniority, the employee with less seniority will be offered any
HANDBOOK FOR BUS DRIVERS AND BUS ATTENDANTS – 2016-2017
BRANDYWINE SCHOOL DISTRICT
Page 39
charter remaining after Charter Bid Slips from reported time employees have been
processed. Charters remaining after the Charter Bid Slips from regular employees have
been processed may be assigned to reported time employees.
8.
Charters that become available (request for charter received) after 10:00 a.m. on
Thursday (or Wednesday on short weeks) will be assigned to the most senior qualified
employee/s having requested a charter that week without having received an
assignment. Charters that become available (request for charter received) after 4:00 PM
on Thursday (or Wednesday on short weeks) will be assigned to any qualified
employee/s who was not assigned a charter on which they had bid or had received no
charter assignment at all. If those employees decline the late requested charters, the
charters will be assigned to employees on the charter substitute list. Employees will not
be penalized or disqualified for declining late requested charters.
9.
Employees who do not receive a weekday charter because all available charters were
assigned to more senior employees will be placed on a ‘holdover’ list. Employees on the
holdover list must sign up for a charter the next week or their name will be removed from
the holdover list. Selections by the employees on the holdover list will be filled first.
10.
The trip form will be placed on the employee's time card on Friday for any trips that will
run on the following Monday. The remaining trips for Tuesday-Friday will be placed on
the respective employee's time card on Monday.
11.
Except for previously approved personal time off, if an employee is absent any portion of
the day of or the day before their assigned charter, the trip will be re-assigned to another
employee. Personal emergencies will be decided on a case-by-case basis at the
discretion of the Supervisor at the time of the incident.
12.
Weekday charter drivers will notify the Dispatcher on arrival at the assigned school or
other place of departure. Drivers should arrive at the school or place of departure at least
ten (10) minutes before departure time. Late arrival for a charter will serve as the basis
for disciplinary action.
13.
Weekday charter drivers may have a regular route assignment after completion of the
charter. If the charter group or sponsors have not returned to the bus by the
scheduled “Loading time for return” the driver must contact the Dispatcher. If
delay of departure for the group’s return will result in the driver being late for their regular
assignment, the driver may be directed by the Dispatcher to leave the charter location
and report to their regular assignment. If possible, the driver should let the person
responsible for the charter group know that we will send a bus to pick the group up for
their return as soon as one is available after all of the regular route obligations are met.
Again if possible, this bus will be the bus originally assigned to the charter. The charter
driver is required to comply with the Dispatcher/Charter Scheduler instructions in
these instances.
HANDBOOK FOR BUS DRIVERS AND BUS ATTENDANTS – 2016-2017
BRANDYWINE SCHOOL DISTRICT
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B.
Weekend and Holiday Charters
1.
Available weekend or holiday charters will be posted for bidding by noon of the second
Friday preceding the date of the charters (8 or more days in advance). Bid Slips for those
postings must be submitted by 12:00 p.m. of the Thursday before the charter (or Wednesday
if the week is shortened by a scheduled Friday school closing – 2 days in advance of the
weekend/holiday). Charter Bid Slips must be time stamped and may not be revised after
submission.
2. Weekend and holiday charter requests received before 12:00 p.m. of the Thursday before the
requested charter(s) are assigned on a strict seniority and rotation basis. A list of these
assignments will be posted by the close of business on that Thursday so other employees
down the seniority list will be aware when their turn is near. Weekend or holiday charter
authorizations received after 12:00 p.m. of the preceding Thursday will be offered to
employees who did not receive a weekend/holiday charter in seniority order until the charter
has been accepted. Late assigned charters will not count as the accepting employee’s turn
in seniority rotation. If the charter is not accepted by any employees on the Regular FullTime / Part-Time Seniority List, reported time employees may be used to cover the charter.
3. If a driver is unable to take a weekend or holiday charter when his/her name comes up by
seniority on the preceding Thursday, that driver will be bypassed for subsequent weekend or
holiday charters until their name comes up again in rotation. This disqualification will not
apply to charter authorizations received after 12:00 p.m. on the Thursday before the weekend
or holiday of the charter or for which the driver does not receive at least 24 hours’ notice of
the assignment.
4. Except for previously approved personal time off, an employee who is absent for any portion
of the last working day before a weekend or holiday charter will not be allowed to take a
weekend or holiday charter. Personal emergencies will be decided on a case-by-case basis
at the discretion of the Supervisor or his/her designee at the time of the incident.
5. An employee who has an unexcused absence the week before a weekend or holiday charter,
including tardiness that results in the reassignment of a route or that excludes that driver from
being able to cover a route to which they could otherwise be assigned, will not be allowed to
take the weekend or holiday charter. Personal emergencies will be decided on a case-bycase basis at the discretion of the Supervisor or his/her designee at the time of the incident.
6. The driver is to secure and prepare a bus for a weekend or holiday charter on the last
regularly scheduled working day before the charter. Buses must be fueled by 6:00 p.m., as
the fuel pumps are not in operation after that time.
7. If instructed to do so by the Charter Scheduler, weekend/ holiday charter employees will
notify the identified contact person by telephone on their arrival at the yard to report for the
charter. This telephone notification must be made from the telephone at the Dispatch
counter or the Kiosk Room to verify that the employee’s arrival at the yard. A call from
a cellular telephone is not acceptable for this purpose.
8. Drivers and aides may request or decline being placed on a Weekend Charter Substitute List
to be used when another driver/aide assigned to a weekend or holiday charter calls off from a
charter or fails to report at the scheduled reporting time for a charter. Accepting a charter as
a substitute driver/aide with not count as that employee’s turn in seniority rotation.
HANDBOOK FOR BUS DRIVERS AND BUS ATTENDANTS – 2016-2017
BRANDYWINE SCHOOL DISTRICT
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9. Employees must report to the Transportation Office at least ½ hour before the start of the trip.
If an employee is late, a substitute will be assigned and the late employee will be sent home.
Drivers are to arrive at the school or place of departure at least ten (10) minutes before
departure time. Late arrival for a charter will serve as the basis for disciplinary action.
10. If a driver is called in to substitute on a trip, it will not count as his/her turn in rotation.
11. Employees who fail to report for or must be replaced on a weekend or holiday charter will not
be offered weekend or holiday charters for the remainder of the school year.
12. Should a driver's scheduled trip be canceled, that driver will be offered the opportunity to
make up a trip on the next possible weekend or holiday.
LATE BUS RUNS AND ACTIVITY RUNS (or “Activities”)
An LATE BUS RUN is usually performed between 4:00 p.m. and 5:00 p.m., although earlier runs may
occasionally occur. Activity runs are performed after 5:00 p.m. (Times cited in this section are for
illustration only. Actual late or activity run times are posted each year or season.) Late Bus and activity
runs operate on a "DART" type or main road basis with few stops as agreed between the assigning
Dispatcher and the appropriate school office. Because the majority of riders participate in athletic
programs, slight changes in stops are sometimes necessary and drastic changes may, in time, be
required. BUSES MAY STOP ONLY AT LOCATIONS AUTHORIZED ON THE LATE OR ACTIVITY
ROUTE SHEET OR AT A STUDENT’S REQUEST ON THE MAIN ROADWAY IF NO SIDEWALK
EXISTS. THE DISPATCHER MUST APPROVE ALL OTHER STOP CHANGES. State transportation
safety regulations apply with yellow and red warning light systems to be used and students are not to be
crossed on four (4) lane roads. Students also are not to be crossed on main roads as Shipley Rd.,
Silverside Rd., Darley Rd., Wilson Rd., Murphy Rd., Edgemoor Rd., etc. or at any two-way roadway
location with three traffic lanes.
1.
Drivers may indicate interest in assignment to a Late Bus and/or Activity run when
they submit the bid form for the next school year routes in the summer. Interested
drivers will be contacted at the time of bidding regarding scheduling of Late Bus
and Activity runs.
2.
Late Bus or Activity runs are assigned by availability and/or seniority. The run
assignments will be done on a "pyramid" basis. When regular route hours conflict with
the hours for Late Bus/Activity runs, the regular route assignment will serve as the activity
"pyramid" base. Drivers will not be paid for the time between the end of their regularly
assigned route and the beginning of the Late Bus or Activity run. A driver who has been
awarded a single Late Bus/Activity or block of activities may be needed at times to cover
later evening activities. Those drivers who are not able and/or willing to cover the later
activities are subject to having a single or block of activities reassigned to another driver
that is willing to work later. If this becomes necessary, it will be done on a day-by-day
basis. If a driver is frequently not able and/or unwilling to cover later activities, the
Transportation Supervisor may reassign a single or block of activities to a driver that is
willing to work later for the remainder of the school year.
3.
Changes in activity times may occur with the change in sport seasons. A driver who has
opted to take regular activities may be re-assigned to cover some activities that run later
during the winter sport season. A driver who normally has a 5:00 or 6:00 p.m. activity
may have some of those hours assigned to someone else when the normal activity driver
HANDBOOK FOR BUS DRIVERS AND BUS ATTENDANTS – 2016-2017
BRANDYWINE SCHOOL DISTRICT
Page 42
has been re-assigned to cover late night activities. This is done to keep the number of
buses and drivers on the road to a minimum and to prevent anyone from being scheduled
more than forty (40) hours per week. If a driver is unable to do a later run, the pyramid
system will be used when possible and another driver assigned.
4.
A substitute list of activity drivers who signed for, but did not get an activity due to lesser
seniority, will be maintained and used when necessary. Substitution will normally be by
seniority and in rotation. Drivers on the substitute list will have first consideration for any
driver unable to do his/her Late Bus or Activity run. If there is no available substitute on
the list then the remainder of the seniority list will be used to fill the opening.
5.
Except for School Closings, drivers who give up their Late Bus or Activity Run, for
whatever reason, may request to be placed on the substitute list but cannot regain that
Late Bus or Activity Run. Drivers who fail to perform scheduled Late Bus or Activity runs
for unexcused reasons may be replaced.
6.
Employees assigned to a Late Bus Run may elect to take an approved pay
deduction if he/she decides not to report to work for the run on a day that
the school is scheduled to be closed. The employee must request the time
off and approved pay deduction at least 2 full school days prior to the date
the requested time off and deduction is to be taken. Failure to provide at
least 2 school days’ notice will result in the employee’s absence being
considered unexcused.
7.
If a new Late Bus or Activity run is requested during the school year, it will be assigned
by the pyramid system, in order of availability and seniority of regular, current activity
drivers. If the requested time schedule does not permit pyramiding, the new Late Bus or
Activity run will be awarded by seniority to a driver on the substitute list.
8.
If an assigned Late Bus or Activity run is to be open for an extended period of time for
reasons of unexcused absence or a board approved leave, the Late Bus or Activity will
be offered to the person with the most seniority on the Activity Substitute list. Should an
employee be out for an extended period of time and has accrued sick leave to cover the
absence, the employee may retain the Activity.
9.
Activities are normally scheduled in one-hour blocks. Drivers that are on the clock for
Activities must stay through the hour(s) of assignment. Violations will result in loss of pay
and may result in loss of Activities.
10.
Only students presenting an Activity Bus Pass authorized by a school official or
students returning from a charter after regular school hours are permitted to ride
Late Buses or Activity buses. The driver of the Late Bus or Activity bus may direct
that a student asking to ride obtain a proper pass at the school office. Activity bus
passes will be returned to the school the next school day unless they must be held
for an investigation by the Transportation Department.
11.
Late Bus Run or Activity drivers are required to take home students returning from a
charter trip unless the charter returns later than the Late/Activity Run is scheduled to
leave. The on-duty Dispatcher will instruct the Late Bus/Activity drivers and
charter drivers whether to hold over and/or to cover an activity route to deliver the
returning students to their homes.
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BRANDYWINE SCHOOL DISTRICT
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12.
The driver of a Late Bus or Activity Bus will announce the stops listed on the Activity
Route before leaving the school and will announce the next planned stop when a student
exits the bus. If a student causes the bus to be delayed or diverted from the planned
route, the driver will notify the Dispatcher and submit a Bus Conduct Report to be
forwarded to the school.
13.
The driver of the last scheduled Late Bus or Activity leaving any school for that day is
required to make sure no students are left at the school.
14.
Activity runs of drivers calling off sick or who are otherwise not at work will be reassigned
for that day. Drivers who take pre-approved personal time off in the morning or are out
due to a doctor's appointment (must be supported with a note from the doctor) may keep
their activities. As long as a driver is at work in the morning and at least their elementary
run in the afternoon they may keep their assigned Activity.
15.
On some Activities, a hold will be attached to the run due to a home game or late return
from an away game or event. Drivers assigned to an Activity with a hold must wait at the
school for the game or event to be over. Should you see that the hold is going to
interfere with a later Activity that you have been assigned, contact the Dispatcher for
further instruction.
16.
On occasion, Activities may be canceled due to inclement weather or other reasons.
Should an Activity be canceled before 2:00 p.m. on the day it is scheduled, there will be
no payment made for that Activity. Should the Activity be canceled after 2:00 p.m. on the
day it is scheduled the driver is to write the Activity up as if it was run and the driver will
be compensated at their prevailing driving rate provided the driver waits out the time of
the Activity for possible reassignment at the discretion of the Dispatcher. Should a driver
decide not to wait out all the time, they will only be compensated for the time they actually
wait. Activities that are canceled before 2:00 p.m., where a driver also has later Activity
runs scheduled, will have that time paid at layover rate. For example, a driver has a 4:00
Late Bus Run, a 5:00 and 6:00 Activity scheduled and the 5:00 is canceled prior to 2:00
p.m., the driver will be paid at layover rate from 5:00 to 6:00 p.m. All time between
activity runs will be paid at layover rate. For example, if a driver is scheduled for a Late
Run, 6:00 and 7:00 p.m. Activities, they will receive 3 hours of driving time and 1 hour of
layover (the layover would be from 5:00 to 6:00).
17.
The pyramid system is based on seniority and/or availability, keeping the fewest number
of buses on the road. Such assignments are at the discretion of the Transportation
Supervisor or his/her designee and will be made in accordance with seniority whenever
practical. Late Bus Runs are assigned to a driver and are included in the driver’s
annualized hours as part of their route assignment. At the discretion of the
Transportation Supervisor and in accordance with the needs of the district, an Activity run
may be attached to a route assignment and be made part of a driver’s regularly assigned
hours.
18.
Drivers must submit their accurately completed Activity Report for their Late Bus Run or
Activity Run at the end of each day. Incomplete or inaccurate reports may delay payment
for the driver's Activity hours.
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BRANDYWINE SCHOOL DISTRICT
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OCCASIONAL EXTRA WORK
Occasional Extra Work is unscheduled work needed as determined by the Supervisor or Shop Foreman
and is made available to employees based on their qualifications. Examples include driving buses to
periodic DMV inspections or off-site repairs, cleaning buses, snow removal, starting buses on severely
cold days, yard maintenance, etc. Occasional Extra Work is assigned by the Dispatch Office based on
seniority and employee signup subject to availability for non-overtime hours or regular route assignments.
SUMMER SCHOOL
District summer school and special needs programs are usually held in June, July, and early August.
Summer school hours are posted at the time of the summer route posting.
Brandywine School District drivers and attendants are hired as 10-month employees for the regular
school year. Summer school work is offered to qualified existing employees in preference to offering
summer school routes to contractors or new employees. The procedures and standards expressed in
this handbook apply to all employees working during the summer except as modified by this section.
1.
Sign-up sheets for Bus Drivers and Bus Attendants for summer school routes, inspection
work and summer charter availability will be posted for one week in late May when
scheduling permits. Employees who were subject to disciplinary action for absences or
tardiness during the regular school year may be disqualified from summer school
assignments.
2.
Specific summer school routes will be posted when calendar/hours information is
available (usually on or about June 1st). Employees can sign-up for summer routes by
attending a bid meeting or by submitting bid sheets listing the routes in their preference
order before the meeting. The specific procedure to be followed will be announced as
summer route information becomes available.
3.
Route assignments are made by attendance (using days off for personal or family illness,
occurrences of illnesses, and occurrences of tardiness – excluding Board approved
leaves) then seniority order from among those who have signed up for work for school
routes. Employees not assigned will be called for other summer work by attendance then
seniority order. Persons receiving summer work are not given additional summer work
until the original assignment is completed, except in the event of an emergency coverage
situation. If a driver or attendant who has accepted a summer school assignment is
absent during the remainder of the regular school year other than for a pre-approved
personal day off, they will be removed from their summer assignment, and another driver
or attendant will be assigned to the vacated summer assignment.
4.
Drivers and attendants who choose to do summer routes must be available for the entire
period for which they bid. No driver or attendant receives sick benefits in the summer.
Employees with unexcused absences or tardiness will be replaced for the remainder of
the summer school program. An excused absence is one that the employee is able to
supply documented evidence for of an illness or death in the family for which they would
normally be excused during the regular school year. Although the time missed is
excused, this simply means an employee may retain the summer work. This does not
allow the employee to receive compensation for the time missed.
HANDBOOK FOR BUS DRIVERS AND BUS ATTENDANTS – 2016-2017
BRANDYWINE SCHOOL DISTRICT
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5.
Summer School payroll is calculated on an extra work basis according to the pay weeks
and pay periods in effect at the time the work is performed. Checks are issued biweekly
on the regular state payroll system.
EMERGENCY CLOSINGS, EARLY DISMISSALS AND REVISIONS TO DAILY SCHEDULES
1.
School bus drivers and attendants will report to work for the assigned route hours in
accordance with the published school calendar.
2.
At times during the school year, adjustments to the regular daily schedule will take place
(early dismissals for parent conferences, testing, etc.). Drivers and attendants will be
notified before these changes and are expected to arrange their schedules accordingly.
3.
Notices of emergency school closings or delayed openings will be announced on the
local radio stations (WDEL 1150 AM, WILM 1450 AM, WSTW 93.7 FM, WJBR 99.5 FM).
Effort is made to reach a decision by 5:30 am and to have it announced on the radio as
soon as possible thereafter. If available, employees may be notified of closings by the
district’s emergency telephone notification system.
4.
In the event of an early closing due to inclement weather, hazardous road conditions, or
school building emergencies, employees will be notified as soon as information is
available. Employee telephone numbers must be on file and kept current. (Telephone
numbers will not be given to the general public or fellow employees by Transportation
Department, whether or not the number is unlisted.) Employees who do not have a
telephone have the responsibility of contacting the Dispatcher and reporting to work as
needed.
5.
There may be times when the situation dictates the transportation of students under less
than desirable road and environmental conditions. The school bus operator must adjust
his/her driving practices and proceed safely with regard to existing conditions. The driver
must contact the Dispatcher for specific instructions in extremely hazardous situations.
RELEASE OF NAMES, ADDRESSES, TELEPHONE NUMBERS
The addresses and telephone numbers of district transportation employees shall not be given out to any
private person or firm. In the course of any investigation by a local, county, state, or federal law agency,
this information will be given to law enforcement authorities only.
TELEPHONE
Telephones may be made available in the Kiosk Room or Meeting/Break Room for local telephone calls
as a convenience for all employees. Internal intercom calls may also be possible from these telephones.
Employees may make local calls from these telephones, but should keep in mind other employees who
made need to use them as well. Please limit phone calls to five (5) minutes.
The Transportation Office does not accept personal telephone calls for employees.
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BRANDYWINE SCHOOL DISTRICT
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DISTRICT ISSUED CELLULAR TELEPHONE PROCEDURES
Cellular telephones are issued to school bus drivers with gate openers for off-hour or remote travel
assignments for emergency calls or urgent calls when communication by two-way radio is not possible.
Outgoing calls are restricted to numbers programmed into the phone. If you receive non-official and
unauthorized calls on the bus cellular phone, hang up immediately and report them to the Dispatcher
before you go off duty. You are required to reimburse the District for any personal or unnecessary
cellular calls, even if the call is made to the Transportation Office or made by the Dispatcher at your
request.
Issued Telephones are to be in possession of the driver and ON at all times the bus is in operation
and no Dispatcher is on duty or at all times during the charter or off-hour or remote assignment
for which the phone is issued. This is especially important when you are on charters during the
evening and on weekends. The driver is responsible for replacement of a lost or damaged cellular
telephone.
Drivers will not initiate or request cellular phone calls while the bus is moving except in extreme
emergency. Talking on a cellular telephone is a distraction for any driver, even in "hands free"
operations. Conversations on cellular phones will be delayed until you pull to the side of the roadway. If
you are called on the bus phone and cannot talk due to traffic or safety concerns, have the caller wait until
you have pulled to the side or call you back later.
The use of personal cellular phones by drivers or attendants is prohibited while students are on
the bus or by drivers while the driver is engaged in the operation of the bus. Personal cellular
phones are to be turned off or placed in “silent” mode and stored out of sight whenever students are on
the bus.
The non-emergency use of a cellular phone by a school bus driver while the bus is in motion can
also lead to traffic charges against the driver. [Title 21 Section 4176B Del. Code]
EMERGENCY CALLS BY BUS DRIVERS
For Emergencies NOT OCCURRING ON THE SCHOOL BUS - (accidents, crimes in progress, etc.)
Bus Drivers may notify emergency services by dialing 9-1-1 by or by holding the “8” key
down for two seconds.
FOR EMERGENCIES INVOLVING THE SCHOOL BUS - ONLY IF THE RADIO CONTACT IS NOT
AVAILABLE
DRIVERS WILL REPORT THE EMERGENCY TO THE DISPATCH OFFICE BY SPEED
DIALING “2” (Pressing the ”2” key for two seconds.)
This will insure that proper district personnel are promptly dispatched to assist with and monitor
the situation. The phone call can be "conferenced" to an Emergency (911) Reporting Center if
police, fire, or ambulance services are needed.
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BRANDYWINE SCHOOL DISTRICT
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OFF HOUR SERVICE CONTACTS (breakdowns, weekend charters, etc.)
SPEED
DIAL
1
2
3
4
5
6
7
8
CHARTER SCHEDULER
DISPATCH OFFICE
DISPATCH CELL PHONE (if unable to contact Office number)
EMERGENCY (9-1-1)
SHOP FOREMAN
SAFETY PROFESSIONAL
SPECIALIST
SUPERVISOR
EXPLANATION OF PROCEDURES
1.
Except for “911” - calls can only be made through the programmed STORED NUMBERS.
Numbers cannot be entered on the telephone keypad. The Dispatch Number (location 2) is
staffed during most hours of operation.
2.
Try to have all calls directed to our Dispatch office. If the person dialing the phone is a student,
they might not be able to relate a valid location to the call recipient.
3.
The call can be transferred to a 911 Center in "conference" mode so that an emergency call
taker and the BSD Dispatcher can cooperate to obtain the emergency information and the bus
location. The BSD Transportation Office will have schedules and other information available to
more quickly determine the bus location than would a 911 Center.
BUS RADIO PROCEDURES
A.
Keep the radio ON and the VOLUME AUDIBLE at all times while the bus is in use.
B.
Identify yourself on the radio with your Route Bus Number. If you are using a substitute
bus, identify yourself with the usual Route Number ON Bus Number. (example – “35 on
Bus 103”)
C.
FEDERAL COMMUNICATIONS RULES AND REGULATIONS
1.
EMERGENCY CALLS HAVE ABSOLUTE PRIORITY. No other unit shall use the
radio while an emergency is being handled unless their call is an ON-BUS
emergency as well. (Accident or prevention of an accident, injured student,
serious disruption/fight, crime in progress, etc.)
2.
THE DISPATCH CENTER IS THE COMMUNICATIONS CONTROL POINT OR
CONTROL STATION. Any non-emergency communications between buses
must be specifically requested of and authorized by the dispatch center.
COMPLIANCE WITH A REQUEST OR DIRECTION BY THE DISPATCH
CENTER TO LIMIT TRANSMISSIONS IS MANDATORY. NO OTHER UNITS
HANDBOOK FOR BUS DRIVERS AND BUS ATTENDANTS – 2016-2017
BRANDYWINE SCHOOL DISTRICT
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WILL TRANSMIT OTHER THAN EMERGENCY MESSAGES. If you are told to
WAIT or "STAND BY," STAY OFF THE RADIO.
3.
THE USE OF OBSCENE, INDECENT, SUGGESTIVE, PROFANE, VULGAR,
OR ABUSIVE LANGUAGE IS PROHIBITTED. All transmissions are audible on
all buses and any radio monitoring our frequencies.
4.
PERSONAL, FALSE, OR DECEPTIVE MESSAGES ARE PROHIBITTED. All
information transmitted is to be truthful and accurate. Do not request emergency
clearance unless absolutely necessary. Give proper and accurate locations with
all transmissions. UNOFFICIAL USE OF OR TRANSMISSION ON THE RADIO
IS A SERIOUS SAFETY VIOLATION and may be result in disciplinary action up
to and including termination of employment.
D.
PRESS TO TALK, RELEASE TO LISTEN. Do not begin to talk until you have pressed
the microphone Push-to-Talk button (about one second) and the radio “PTT Tone” (three
rapid beeps) has sounded. Release the button after you have finished your statement
(about one second). DO NOT HOLD THE BUTTON DOWN unless you are sending a
message.
E.
ALWAYS MONITOR BEFORE TRANSMITTING. Listen for about 3 seconds to make
sure the air is clear before transmitting. IF SOMEONE ELSE IS TALKING - WAIT.
F.
SPEAK SLOWLY AND DISTINCTLY. Hold the microphone about 2 inches from your
mouth, press the “PTT” button until you hear the “PTT Tone”, and talk in a normal tone
of voice. DO NOT SHOUT.
G.
WAIT FOR THE DISPATCHER TO ACKNOWLEDGE YOUR REQUEST AND TELL
YOU TO GO AHEAD. Give your Bus Number, your Exact Location, and say
"EMERGENCY" only if you are reporting an ON-BUS emergency.
H.
SAMPLE EMERGENCY TRANSMISSION ----250 TO BRANDYWINE - I AM AT SHIPLEY AND WELDIN ROADS WITH AN
EMERGENCY.
THIS IS BRANDYWINE - GO AHEAD WITH YOUR EMERGENCY MESSAGE.
250 TO BRANDYWINE - SHIPLEY AT WELDIN - I HAVE JUST BEEN INVOLVED IN
AN ACCIDENT. NO ONE ON THE BUS IS INJURED. WE ARE BLOCKING TRAFFIC.
I.
KEEP YOUR TRANSMISSION SHORT. Each time you transmit - Give your Bus
Number, your Exact Location, and then your message. If you must explain your
message, stop after about 15-20 seconds and wait for the Dispatch Center to tell you to
continue. REMEMBER - MORE THAN ONE BUS EMERGENCY CAN OCCUR AT THE
SAME TIME. DO NOT "HOG" THE AIR.
HANDBOOK FOR BUS DRIVERS AND BUS ATTENDANTS – 2016-2017
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J.
RADIO CODES – While “Plain English” communication is always acceptable, commonly
used 10-Codes may be used to help shorten transmissions. A list of commonly used
Delaware 10-Codes can be found in Appendix D.
K.
DO NOT DISCUSS CONFIDENTIAL MATTERS. Others can hear your message.
L.
KEEP YOUR MICROPHONE ON THE HOOK WHEN NOT IN USE. Loose microphones
can lead to "open mics" and interfere with the radio system. Loose microphone cords
can interfere with the bus operating controls. If not using the radio, keep both hands "on
the wheel."
M.
PUPILS MAY NOT USE THE RADIO (or Cell Phone or PA System) EXCEPT IN AN
EMERGENCY WHEN THE DRIVER AND/OR ATTENDANT ARE UNABLE TO MAKE
THE TRANSMISSION OR ANNOUNCEMENT THEMSELVES.
STUDENT CONDUCT AND STUDENT DISCIPLINARY PROCEDURES
The Bus Driver and Attendant are responsible for properly and cooperatively managing student conduct
on the bus. During the first week of school the drive must inform students of emergency evacuation
procedures, the rules for safely riding the bus, and that the Student Code of Conduct applies on the bus
as well as on school grounds.
Proper student management is one of the hallmarks of an effective, professional school bus driver. While
any student may occasionally misbehave, students sitting properly in their seats, speaking in subdued
“classroom” voices, refusing to become part of a disruption created by another student, characterize a
properly managed bus. Drivers achieve this by establishing a relationship of mutual personal respect with
their passengers (knowing their names, treating all students respectfully, dealing with problems in a way
that does not inconvenience all due to misconduct by one, etc.). The purpose of disciplinary processes
for the bus is to achieve a condition of student behavior that will assist in assuring a safe ride to and from
school.
The following procedures help to maintain an environment of mutual respect on the bus and still address
misbehaviors should they occur.
TH
1.
ALL STUDENTS THROUGH 8 GRADE MUST BE ASSIGNED SEATS ON THEIR BUS.
School personnel (principal, etc.) can help develop and/or review the chart to avoid known personality
conflicts between students. Drivers will submit their seating charts to the Dispatcher by September
3, 2015. Changes during the year are to be submitted the day the change is implemented. A copy
of the seating charts will be kept accessible on the bus for the use of spare or substitute drivers.
[Assigned seating helps avoid confusion when loading the bus, reduces possible bullying, provides an
opportunity to learn the student’s names, offers the driver options to adjust seating to address
misconduct, reduces vandalism to equipment, and serves as an important source of information for
investigation of serious bus crashes or incidents.]
2.
Minor, non-aggressive misconduct may be addressed by the driver without a written Bus Conduct
Report. Tell the student what they are expected to do in as positive a statement as possible. [i.e. “Stay
in your assigned seat.” “Move your feet in out of the aisle.” “Put that in your book bag until you are at
school.” etc.] If the student refuses to reasonably comply with the driver’s instructions, or repeated efforts
fail to result in appropriate behaviors by the student, the driver should continue the route, adjusting driving
techniques as needed for safety (reduce speed, increase following distance, accelerate and brake gently,
HANDBOOK FOR BUS DRIVERS AND BUS ATTENDANTS – 2016-2017
BRANDYWINE SCHOOL DISTRICT
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etc.). A written Bus Conduct Report should factually describe the continued misbehavior and summarize
the driver’s attempts to achieve proper conduct on the bus.
3.
Misconduct that creates a risk of immediate injury, or aggressive conduct by a student (fighting,
teasing, harassment, touching, bullying, intimidation, threatening another, etc.), must be promptly
addressed by the driver. As soon as the driver becomes aware of such conduct or a disturbance on the
bus, the driver should pull over at a safe location. The driver must notify the Dispatcher of their location
and briefly give the facts of why they pulled over. [NOTE FOR DRIVERS: Make sure that your radio
message has been properly acknowledged before you shut down your bus (if necessary). Do not leave
the driver’s seat unless the bus has been secured (Door securely closed, engine off, parking brake set,
wheels turned toward curb, key in your pocket.). Securing the bus will turn the radio off.] Students
involved should be separated and seated apart for at least the remainder of the route. The driver should
not continue the route until reasonable order has been restored on the bus and they can continue to
safely drive the bus. If the students refuse to comply with directions to restore order, the driver should
advise dispatch and wait for assistance or directions from the Dispatcher. Bus Conduct Reports for each
student involved in a conflict or engaged in dangerous behavior should describe the facts about what the
driver saw and/or what was said during the incident.
4.
During take-home runs, drivers should not return to the school with a misbehaving student until
the Dispatcher has verified that a school administrator will be available to meet the returning bus. In
many cases, the safer option is to deliver the students to their regular stops and follow-up with a
written Bus Conduct Reports the next school day. This is especially true when the time to drive back
to the school will exceed the time to drive to the offending student’s stop. When you “return to school”
you are bound by the decision of the administrator coming to assist with your bus. There is no assurance
that the school administrator will remove the offending student from the bus, and a written Bus Conduct
Report is required for any official intervention and disciplinary action to occur. In addition, returning to
school ‘penalizes’ students who have not engaged in misconduct by delaying their return home. THE
DISPATCHER WILL INSTRUCT THE DRIVER WHETHER TO RETURN THE STUDENT/S TO THE
SCHOOL OR TO DELIVER THEM TO THEIR STOP.
A driver experiencing serious student behavior problems on the way to school can request that a school
administrator meet the bus on its arrival.
Denial of bus riding privileges for a student is determined by the appropriate building administrator and is
based on the number of incidents and the seriousness of the offense(s). The administrator will follow
procedures as set forth in the Student Code of Conduct. SCHOOL AUTHORITIES CANNOT ACT
WITHOUT PROPER DOCUMENTATION TO SUPPORT THEIR DECISION. SUBMIT A BUS CONDUCT
REPORT FOR ALL BEHAVIORS ON THE BUS FOR WHICH A STUDENT DISCIPLINARY
INTERVENTION IS REQUESTED.
School bus drivers and attendants do not have the authority to remove students from buses due to
misconduct. Students are to be discharged at their school or at their assigned stop only. Students
are not to be left at school or a non-assigned stop at a driver's discretion. If a driver wants to request that
a student be removed from the bus at school, they must radio the Dispatcher, who will contact proper
building personnel and make sure that an appropriate school district employee will take charge of the
student. The driver is not to return to the school until the Dispatcher has authorized the return.
If the safety and welfare of other students on board the bus is in jeopardy and the driver is unable to
regain control the driver is to radio the Dispatcher who will notify the Transportation Supervisor or his/her
designee. In case of a serious incident (i.e., the display of a weapon or serious fight) the police will be
notified through the Dispatcher. Drivers are not permitted to drive students to the police stations
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BRANDYWINE SCHOOL DISTRICT
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under any circumstances. If the police are needed, the Dispatcher will notify 9-1-1 and the police
will be sent to the bus location.
If a student who has been suspended from the bus or from school attempts to board the bus at the bus
stop to go to school, the driver must contact the Dispatcher for specific instructions on what to do with the
student. The official notice of bus suspension must have been provided to the Dispatch Office from the
school to be enforceable. Verbal instructions to the driver from any source other than the Transportation
Office cannot be enforced. Secondary students (grades 7 and up) may be asked to leave the bus. If they
refuse to do so, do not engage in confrontation, but notify the Dispatcher. Elementary students (grades
pre-K-6) should not be asked to leave the bus at the stop unless their parent is present at the stop to take
custody of the student. In either case, the Dispatcher should contact the school to request that the bus
be met by an administrator to take direct custody of the student from the bus. The driver must prepare a
Bus Conduct Report for Defiance – Refusing to Comply with Disciplinary Sanctions.
5.
Driver conduct in dealing with disruptions can either reduce or increase the severity of the
problem being addressed. Drivers must:
a. Avoid physical contact with a student (except as needed to protect himself or herself or possibly
another person on the bus from injury).
*** The Brandywine School District and Brandywine Transportation Department do not permit
manhandling or physical discipline of students by drivers or attendants. If an employee is
accused of these actions an immediate investigation will be conducted. If the accusations are
substantiated, the employee(s) will be subject to disciplinary action up to and including
termination of employment. If the investigation supports the conclusion that a crime may have
been committed, appropriate law enforcement agencies will be notified as required by law.
Disciplinary actions by the district are not limited by or contingent upon the outcome of any
criminal investigation or charges. State Regulations states that conviction of any crime
committed against a child will disqualify that employee from any further or future
employment as a bus driver or bus attendant in the State of Delaware.***
District Regulation Regarding Employee Use of Force - R08.11.1
C.2. Student Fights. These Regulations will apply in a situation where students are fighting
only when a student does not respond to attempts to intervene by physical escort or verbal
requests to stop fighting. Employees attempting to intervene should use his/her best judgment to
determine if it is necessary to use physical restraint and to call for help from a trained employee in
the building. Under no circumstance should the employee attempt physical restraint if s/he
has not been trained in the proper techniques or believes s/he may get injured. [emphasis
added]
D.2.e.
Physical restraint should not be used as a punishment to force compliance or as a
substitute for appropriate educational support. [emphasis added.]
b. Avoid verbal confrontations with students – When a driver argues with a child their status as an
adult authority is diminished. In addition, their words may be taken out of context and used
against them. Keep directions simple, positive, and to the point (“Stay in your assigned seat.”
“Move to this seat here.” “Stay out of the aisle.” etc.). Maintain your composure – do not yell at
students.
c.
Avoid ultimatums - Challenging a student with an ultimatum may place the driver in a position in
which they cannot enforce the condition they impose. (Examples – “I’m not moving this bus until
HANDBOOK FOR BUS DRIVERS AND BUS ATTENDANTS – 2016-2017
BRANDYWINE SCHOOL DISTRICT
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you sit down,” either places the student/s in control of the bus or weakens the driver’s authority if
they have to move before all of the students are fully seated. “I’m not going to move this bus with
this child on it,” may weaken the driver’s authority if the option to remove the student can not be
exercised due to unavailability of other alternatives.) Drivers are in custody (guardianship) of the
students on the bus until the students have been delivered to either their assigned school or
assigned stop. Leaving the bus with students unattended will lead to disciplinary action.
d. Address students, parents, and members of the community civilly. “Please” and “Thank you” are
terms reflecting a level of respect that should be used whenever possible. If a polite request or
direction does not lead to cooperation, the statement can be restated as direction (see b above).
The driver should serve as an example of polite, civil behavior. Brandywine School District
policies require that all employees treat all persons and students in a civil and respectful manner.
Conduct or behavior toward a student, parent, or community member that is disparaging or
harassing in nature may lead to disciplinary action against the employee.
e. Address students as individuals. Addressing a student by name reflects a level of respect by
recognizing their individual worth and status. Asserting that “everyone” is engaged in the same
behavior can create resentment by students who are otherwise not creating a problem. Even a
group of students is made up of individuals who can be held accountable for their own personal
behavior and corrected independently of others in the group.
f.
Avoid unnecessary conversations with students while driving the bus. Such conversations may
distract the driver and decrease driving safety. Again, students may take the driver’s words out of
context and attribute to them a statement that they did not make. This may cause a disruption on
the bus and serve as the basis for rumors or unjustified complaints about the driver.
g. Avoid ‘nagging’ students for continued misconduct. While very young (pre-school through first
grade) students may need repeated reminders about behavioral expectations, continued
repetition of behavioral directions to older students are unlikely to achieve compliance after two or
three reminders. Continuing to repeat directions or lecturing the offending or other students
under these circumstances fosters resentment by other students on the bus.
h. Enforce the bus rules or expectations equally. If a driver corrects a student’s conduct they must
correct the same conduct for all other students on the bus.
i.
Avoid making any statements that students may perceive to be threats. Do not “threaten” with
“write-ups” or with specific consequences. Such “threats” are often the basis for student and
parental complaints to school and transportation administrators alleging bus driver harassment of
students. (If a driver intends to submit a Bus Conduct Report, they should not tell the student.
They can then change their mind without the student perceiving a lack of commitment.)
j.
Respect the privacy of students. Do not discuss one student’s conduct in front of other students
even if the other students saw the conduct themselves. If a driver discusses a student with a
school administrator, they should do so out of hearing range of other students. [NOTE TO
DRIVERS: Student privacy is protected by federal laws and regulations. If parents wish to
discuss issues involving their children, they must be referred to the school and a conference with
the appropriate officials and individuals can be scheduled.]
HANDBOOK FOR BUS DRIVERS AND BUS ATTENDANTS – 2016-2017
BRANDYWINE SCHOOL DISTRICT
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6.
BUS CONDUCT REPORTS (See Appendix E for a copy of the form)
The procedures of the Student Code of Conduct approved by the Board of Education for the
Brandywine School District will be followed when more serious discipline problems arise on the
school bus. Repeated or serious misconduct on the bus must be reported to the student’s school
on a Bus Conduct Report. A driver’s failure to properly report serious acts of misconduct on their
bus may lead to disciplinary action against the driver.
Bus Conduct Reports must be submitted in a timely manner. They must be given to the
appropriate school official on the day of misconduct occurring in the morning or no later than the
day after misconduct occurring in the afternoon.
Bus Conduct Reports may become the basis for other legal documents, especially if the student
commits a criminal act or the district moves to expel the student from school. Since the
documents may be subject to intense review, Bus Conduct Reports must be accurate and
objective.
The Bus Conduct Report must be as specific as reasonably possible (Bus, Route, Date, Time,
Location/Street and Intersection). The location may be used in some cases to determine police
and court jurisdictions.
If the driver does not know the name of the student, they should ask them. If a student refuses to
give their name (or if they provide a false name) an additional misconduct (Defiance) occurs and
should be added to the infractions. If the driver can identify the student but cannot obtain the
student’s name, a physical description of the student should be included in the Details of
Behavior to aid in later identification.
If the driver cannot identify the student involved in a major disruption, obtain a list of all students
on the bus at the time for investigation and possible follow-up purposes. Avoid becoming involved
in a confrontation with the student or other riders on the bus in an attempt to identify the student
or determine the student’s name. The school will be responsible for investigating the incident
further.
Details of Behavior - In addition to the “check-off” violation/s, describe the specific behavior and
driver efforts to correct it. The behavior described should cover only the specific incident at the
date and time on the form. Any language or statements cited should be exactly as made/heard
(quoted). Do not abbreviate or paraphrase. If a vulgar word or statement is made, write out
exactly what was heard (in quotes). Limit the description to the facts on the specific date and
time of the event only. Keep the description professional – not personal.
The description should not include what the student has done in the past, what the student
“always” or “constantly” does or what the driver thinks should be done about the student’s
conduct.
Distribution of Copies –
The driver keeps the last copy (gold) and gives all of the remaining copies to the official or staff
member designated by each school. THE DRIVER OR ATTENDANT COMPLETING A BUS
CONDUCT REPORT MUST SUBMIT THE GOLD COPY OF THE REPORT TO THE
DISPATCHER NO LATER THAN THE NEXT WORK DAY AFTER IT IS SUBMITTED TO THE
SCHOOL. A copy of the report will be provided to the driver or attendant if they request it.
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BRANDYWINE SCHOOL DISTRICT
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The Transportation Department maintains a database of conduct reports submitted to assure
proper documentation and follow-up action on reported events. (Based on the Gold Copy)
The school official taking action based on the Bus Conduct Report is to indicate the
actions/interventions taken on the remaining copies. The third and fourth copies (pink and
yellow) are to be returned to the Dispatch office by the school. If the school gives the (pink and
yellow) copies back to the driver, the driver must turn the yellow copy into Dispatch and keep the
pink one. If the school gives a driver a ‘package’ of Conduct Reports, the driver should turn the
entire ‘package’ in to Dispatch who will distribute them appropriately.
Follow-up or Continued Difficulties with Students - Any driver having concern that a student
repeatedly disrupts the bus or engages in misconduct despite past Bus Conduct Reports about
similar behaviors should bring their concerns to the attention of the Transportation Supervisor or
his/her designee. Drivers should not confront school officials about student conduct or
disciplinary actions. The Transportation Supervisor or his/her designee will coordinate efforts
with school officials.
Conferences with drivers or attendants requested by school officials and/or parents must be
scheduled through the Transportation Supervisor or his/her designee who must be included in the
meeting. If a driver or attendant is approached at a stop by a parent, provide them with the
courtesy card giving the Transportation Office number to schedule a meeting through the
Transportation Supervisor or his/her designee.
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BRANDYWINE SCHOOL DISTRICT
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BUS SURVEILLANCE CAMERAS
Buses are equipped with video surveillance and recording systems to document and discourage student
misconduct on buses. The video recordings will be provided to schools on their request to support
disciplinary reviews. The recording may be requested by drivers to aid in the identification of students on
the bus engaged in misconduct. Drivers should also make sure to conduct pre-run and post-run
inspections for the benefit of the camera to identify when and where vandalism or other less obvious
violations occur. The recordings can also be used to investigate allegations of unreported student
conduct or allegations against the bus driver. (Drivers should be aware that many students possess the
technology to make video recordings without being blatant about it. Always assume that someone is
recording your conduct.)
Drivers conducting pre-trip bus inspections should look for evidence that the camera system is functioning
properly and report any deficiencies. Check that each camera is free of any object that could obstruct its
view and that protective lenses are clear. .
SEON SYSTEMS: Verify that that the camera Alarm button (silver :bulls-eye button) light is off
when opening the bus in the morning. The light will flash green when the bus ignition is turned on. The
green will change to a steady light after about 60 seconds to indicated that the DVR is recoding,
ANGELTRAX SYSTEMS: After a warm up period of about 30 seconds the Alarm button (white
with 3 indicators) will start flickering red to show that the DVR is recording. .
If the camera indicator does not show that the system is recording, report it by radio as an equipment
malfunction. Submit a DVCR.
Pressing the “Alarm” button will insert a marker in the recording from 10 seconds before the “alarm” and
for 10 minutes after the “alarm” to help focus on specific events.
Cameras are set to record for 20 minutes or more after the bus is turned off. This provides recording time
when the driver secures the bus to address a disruption.
NEW CAMERA SYSTEMS HAVE BEEN INSTALLED IN SOME BUSES. OPERATIONAL
INSTRUCTIONS WILL BE DISTRIBUTED AFTER THE BEGINNING OF THE SCHOOL YEAR.
HANDBOOK FOR BUS DRIVERS AND BUS ATTENDANTS – 2016-2017
BRANDYWINE SCHOOL DISTRICT
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SCHOOL DIRECTIONS (Drop Off, Parking, and Loading)
From the depot to:
District Office - Right on Todds Lane, then right on Northeast Blvd, and follow north onto Gov. Printz
Blvd to Edgemoor Rd. Left on Edgemoor Rd. to Brandywine Blvd. Right on Brandywine Blvd. to the
driveway entering the rear lot of the Mount Pleasant Elementary School building. Left on that driveway to
the parking area behind Mount Pleasant Elementary School.
Brandywine Operations Center (BOC) - Right on Todds Lane then right on Northeast Blvd. to Lea Blvd.
Left on Lea Blvd. to Miller Rd. Left on Miller Rd. to Concord Pike. Right on Concord Pike about one and
one-quarter mile past Murphy Rd. to Mount Lebanon Rd. Left on Mount Lebanon Rd. to first building on
left. Turn right after entering driveway and circle the parking lot.
Burnett Building - Right on Todds Lane then right on Northeast Blvd. to Lea Blvd. Left on Lea Blvd. to
Monroe St. Left on Monroe St. to 37th St. Right on 37th St. to school on left.
DROP OFF: Off load at the open entrance door at the rear of the school nearest the
parking lot. Buses may be directed to drop of at the comparable door on the opposite [west] side
of the building.
PARKING AND LOADING: Buses enter the first driveway and park single file. Buses load
and unload along the sidewalk at the west side (“far side”) of the building. Drivers are not to load
or unload any students in the street.
Darley Road Elementary School Building (Boys and Girls Club) / Used for some special programs Right on Todds Lane then right on Northeast Blvd. and follow north onto Governor Printz Blvd. to
Philadelphia Pike. Right on Philadelphia Pike to Darley Rd. Left on Darley Rd. about 3/4 mile to school
on right.
DROP OFF: Riders from other programs or schools are dropped off on Darley Road at the
entrance driveway for the school. Programs located within the building are dropped off in the
front of the building along the sidewalk. ** STAY 2 FEET AWAY FROM THE CURB TO AVOID
TAILSWING STRIKING THE EXTENDED PORTICO ROOF.
PARKING AND LOADING: Buses enter the driveway and keep right through the parking
lot. Turn around at the end of the parking lot and drive back in the lane along the front of the
school. Park along the curb at the assigned entrance. Depart in single file if more than one bus.
** STAY 2 FEET AWAY FROM THE CURB TO AVOID TAILSWING STRIKING THE EXTENDED
PORTICO ROOF.
HANDBOOK FOR BUS DRIVERS AND BUS ATTENDANTS – 2016-2017
BRANDYWINE SCHOOL DISTRICT
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HIGH SCHOOLS
Brandywine High School - Right on Todds Lane then right on Northeast Blvd. to Lea Blvd. Left on Lea
Blvd. to Washington St. Ext. Right on Washington St. Ext. to Shipley Rd. Left on Shipley Rd. to Foulk
Rd. Right on Foulk Rd. about ½ mile to school on right.
DROP OFF: Regular drop off is the curb directly in front of the school near the main door.
Sports/Activity drop off is on the right [south] side near the tennis courts.
PARKING AND LOADING: Buses form two columns along the curb directly in front of the
school main door to the left of and from the flag pole circle. Some lead buses may park to the
right of the flag pole at the curb. Departure order – buses to right of flag pole, then from front lead
or front left bus alternating by rows so no buses pass another departing bus. Sports/activity
buses load on the right [south] side of the school near the tennis courts.
Concord High School - Right on Todds Lane then right on Northeast Blvd. to Lea Blvd. Left on Lea
Blvd. to Washington St. Ext. Right on Washington St. Ext. to Shipley Rd. Left on Shipley Rd. to
Naamans Rd. Right on Naamans Rd. to Ebright Rd. Left on Ebright Rd. Move into the left turn lane and
turn left into the second driveway. Turn right as soon as you enter the parking lot, turn left at the upper
end of the lot, turn left at the rear of the lot, and turn left into the driveway adjacent to the school.
DROP OFF: Off load students along the curb of the driveway along the north side of the
building.
PARKING AND LOADING: Buses form two bumper-to-bumper columns in the driveway
along the north curb leaving marked crosswalks open. If traffic is directed at the exit, both
columns can depart and enter Ebright Road at the same time. Otherwise, depart by each row with
the bus on the right pulling away before the bus of the left moves into the exit lane.
Mt. Pleasant High School - Right on Todds Lane then right on Northeast Blvd. to Lea Blvd. Left on Lea
Blvd. to Market St. Right on Market St. which becomes Philadelphia Pike to Washington St. Ext. Left on
Washington St. Ext. to school on right.
DROP OFF: Buses enter the school at the eastmost driveway (closest to Philadelphia
Pike). Buses line up in the driveway in front of the football field/concession stand and unload
along the curb at the cafeteria entrance (canopy area).
PARKING AND LOADING: Buses form a single bumper-to-bumper column along the curb
at the front of the school (main door) leaving any marked crosswalk open. Depart single file.
Students in wheelchairs and Activity/Sport Charter buses load at the cafeteria entrance at the
overhang.
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MIDDLE SCHOOLS
P.S. Dupont Middle School - Right on Todds Lane then right on Northeast Blvd. to Lea Blvd. Left on
th
Lea Blvd. to Monroe St. Left on Monroe St. to the first driveway on the right after 37 St. Stay to the left
of the driveway divider. Around the outside of lot to the rear of the school.
DROP OFF: Middle school buses offload at the curb along the rear of the school.
:::: STEP/ECAP buses offload in the offset driveway at the Kindergarten entrance on Monroe St.
PARKING AND LOADING: Buses for the middle school form bumper-to-bumper columns
leaving marked crosswalks open. Buses depart alternating from columns to a single line exit onto
Monroe St.
:::: STEP/ECAP buses form a single bumper-to-bumper column in the offset driveway at the
Kindergarten entrance on Monroe Street at the east end of the school building. Buses depart
single file.
ACTIVITY BUSES:: Buses load and offload along the curb at the rear of the school.
Springer Middle School - Right on Todds Lane then right on Northeast Blvd. to Lea Blvd. Left on Lea
Blvd. to Washington St. Ext. Right on Washington St. Ext. to Shipley Rd. Left on Shipley Rd. past Foulk
Rd. about ½ mile to school on left. Enter the first driveway – before the school building itself. Park in
angles marked bus parking spaces
DROP OFF: Buses offload along the curb for the parking lot on the south [left] side of the
school.
PARKING AND LOADING: Buses park in the marked angled spaces headed toward the
school. Two buses [short buses] park bumper-to-bumper at the west end of the curb along the
school side of the parking lot facing the circle at the end of the lot. Buses depart single file
beginning with the two buses along curb and proceeding from the leftmost bus to the right in
succession. Stay off the grass in the circle.
Talley Middle School - Right on Todds Lane then right on Northeast Blvd. and follow north onto
Governor Printz Blvd. to Philadelphia Pike. Right on Philadelphia Pike to Darley Rd. Left on Darley Rd.
to Carpenter Rd. Right on Carpenter Rd. to Naamans Rd. Left on Naamans Rd. past first stoplight.
Right on driveway for Bechtel Park to rear of school on right.
DROP OFF: Buses offload along the curb along the north side of the school past the turnaround loop at the end of the school – usually as close to the end of the sidewalk as possible.
PARKING AND LOADING: Buses form a single bumper-to-bumper column along the curb
from the front driveway to the small parking lot exit leaving any marked crosswalk or school staff
designated crossing open. The bus approaching the small parking lot exit offsets away from the
curb to block the driveway and following buses remain offset from the curb in the driveway to the
rear turnabout. Buses with routes going west on Naamans Road stay at the rear of the line along
the curb to be able to turn into the turnabout loop. Buses depart single file out Merribrook Drive
from the front of the line or, if going west, through the turnabout loop to exit the Bechtel Park
driveway from the rear of the school [buses proceeding east on Naamans Road use Merribrook
Dr.; buses proceeding west on Naamans Road use Bechtel Park driveway]. Activity buses
usually load on the entrance road next to the playing fields.
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ELEMENTARY SCHOOLS
Bush Special School – Bush School is located in the Hanby Elementary School building. Right on
Todds Lane the right on Northeast Blvd. to Lea Blvd. Left on Lea Blvd. to Washington St. Ext. Right on
Washington St. Ext. to Shipley Rd. Left on Shipley Rd. to Silverside Rd. Right on Silverside Rd. to
Kingman Dr. (traffic light). Left on Kingman Dr. and follow Kingman Dr. to the end of the street at Berwyn
Dr. Left on Berwyn Dr. then right into school exit drive. Keep right along the exit drive to the parking lot
entrance to the left and enter the parking lot to the left of the school. When other buses are present and
parked in the lot, keep to the left and along the outside edge of the lot to enter the fire lane/driveway to
the left at the rear of the school. Proceed around the school and enter the parking lot at the end of the
fire lane/driveway. Pull up to the end of the curb at the intersection with the entrance driveway for the
school.
DROP OFF: Buses offload along the curb at the east side of the school (opposite side from
the Hanby School parking lot). Stay in line and move up to offload along the curb as lead buses
depart. Buses depart individually when offloaded. Exit through the main (entrance/exit) driveway
[keeping to the right of the driveway] turning right onto Berwyn Drive and left onto Kingman Drive
to return to the yard unless going to another assignment.
PARKING AND LOADING: Buses park end-to-end along the curb at the east side of the
school (opposite side from the Hanby School parking lot) extending into the fire lane/driveway if
the curb along the side of the building is full. Buses depart individually when loaded and released
by school staff, with buses staying in line and moving up as loading safety permits. To depart the
school when released by school staff, exit through the main (entrance/exit) driveway [keeping to
the right of the driveway] and turning onto Berwyn Drive.
Carrcroft Elementary School - Right on Todds Lane then right on Northeast Blvd. to Lea Blvd. Left on
Lea Blvd. to Washington St. Ext. Right on Washington St. Ext. to Marsh Rd. Left on Marsh Rd. past I-95
to Crest Rd. Right on Crest Rd. to school on left.
DROP OFF: Buses offload onto the sidewalk on the left [west] side of the school.
PARKING AND LOADING: Buses park bumper-to-bumper single file along the sidewalk on
the left [west] side of the school leaving any marked crosswalk open. Buses arriving and unable
to park along the curb will double park in the driveway entrance. Buses depart single file – with
the buses along the curb departing first and double parked buses waiting until the curb is clear.
Claymont Elementary School - Right on Todds Lane then right on Northeast Blvd. Continue north onto
Gov. Printz to Philadelphia Pike. Right on Philadelphia Pike then next left on Seminole Ave. to Green St.
Left on Green St. to school on right.
DROP OFF: Buses offload onto sidewalk along front of school. Buses arriving before
school staff is available during offloading park bumper-to-bumper front the end of the front
sidewalk. If the end of the line of waiting buses extends to the beginning of the marked bus
parking lanes, arriving buses will form a second, then third, bumper-to-bumper column to wait for
offloading.
PARKING AND LOADING: Buses park bumper-to-bumper in three columns with the first
bus parking at the end of the curb in front of the school nearest the Community Center, filling
each column from right to left in order of arrival unless otherwise directed by Dispatch. Buses
arriving after the three marked columns are full will park bumper-to-bumper along the curb leaving
a 10 foot opening behind the buses in columns. Marked crosswalks will be left open. When
authorized to leave, buses will depart row-by-row form the left (outside) column with all three
buses in the first row leaving before the left bus in the second row departs.
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Forwood Elementary School –Right on Todds Lane then right on Northeast Blvd. to Lea Blvd. Left on
Lea Blvd. to Washington St. Ext. Right on Washington St. Ext. to Marsh Rd. Left on Marsh Rd. to
Silverside Rd. Left on Silverside Rd. to Floral Dr. Right on Floral Dr. to Matwood Rd. Right on Matwood
Rd. to school.
DROP OFF: Buses offload along sidewalk directly in front of the school. Stay off of grass
in the front circle. Buses unload two at a time. Buses depart single file.
PARKING AND LOADING: Buses park single file bumper-to-bumper along the curb
directly in front of the school leaving marked crosswalks open. Stay off of grass in the front
circle. Buses depart single file when released by school staff.
Hanby Elementary School - Right on Todds Lane the right on Northeast Blvd. to Lea Blvd. Left on Lea
Blvd. to Washington St. Ext. Right on Washington St. Ext. to Shipley Rd. Left on Shipley Rd. to
Silverside Rd. Right on Silverside Rd. to Kingman Dr. (traffic light). Left on Kingman Dr. and follow
Kingman Dr. to the end of the street at Berwyn Dr. Left on Berwyn Dr. then right into school exit drive.
Keep right along the exit drive to the parking lot entrance to the left and enter the parking lot to the left of
the school.
DROP OFF: Buses park side-by-side at an angle facing the school about 15 feet from the
curb. Direct the students offloading to walk directly to the sidewalk and enter the building by the
side door. Remain parked until all buses are empty or until released by school staff. To depart
the school, buses turn counterclockwise in the parking lot starting with the bus furthest to the left.
Proceed along the outside edge of the parking lot and turn right onto the exit drive (the same
driveway by which the bus entered). Exit left onto Berwyn Drive and right onto Kingman Drive to
return to the yard unless going to another assignment.
PARKING AND LOADING: Buses park side-by-side at an angle facing the school about 15
feet from the curb. To depart the school when released by school staff, buses turn
counterclockwise in the parking lot starting with the bus furthest to the left. Proceed along the
outside edge of the parking lot and turn right onto the exit drive (the same driveway by which the
bus entered). Exit left onto Berwyn Drive.
Harlan Elementary School - Right on Todds Lane then right on Northeast Blvd. to Lea Blvd. Left on Lea
Blvd. to Washington St. Left on Washington St. to 37th St. Right on 37th St. then left on Madison St. to
rear of school.
DROP OFF: Shorter or wheelchair buses assigned for students with special needs offload
at the ramp in the rear lot of the school off Madison St. Full sized buses offload on Madison St. at
the rear driveway, keeping to the right, and crossing students under bus light crossing
conditions.
PARKING AND LOADING: Shorter or wheelchair buses assigned for students with special
needs load and unload at the ramp in the rear lot of the school off Madison St. Full sized buses
th
hold on Madison St. near 37 St. until their passengers exit the school, then pull up to the rear
driveway, keeping to the right, and crossing students under bus light crossing conditions.
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Lancashire Elementary School - Right on Todds Lane then right on Northeast Blvd. to Lea Blvd. Left
on Lea Blvd. to Washington St. Ext. Right on Washington St. Ext. to Marsh Rd. Left on Marsh Rd. to
Naamans Rd. Left on Naamans Rd. about 1/4 mile to school on left.
DROP OFF: Buses enter driveway from Naamans Road and turn right toward the school
then bear or turn left on internal driveways to enter bus lot on south side of school. Buses park
facing toward school building in marked angled bus spaces to wait for school staff to monitor
offloading
PARKING AND LOADING: Buses enter driveway from Naamans Road and turn right
toward the school then bear or turn left on internal driveways to enter bus lot on south side of
school. Buses park facing toward school building in marked angled bus spaces. If all of the
angled spaces are occupied, the arriving bus will pull before reaching the crosswalk at the rear lot
and wait until loaded or until directed forward into the rear lot by school personnel. Buses depart
single file from the left and loop back through the lot to exit along the same driveway used to
enter.
Lombardy Elementary School - Right on Todds Lane then right on Northeast Blvd. to Lea Blvd. Left on
Lea Blvd. to Washington St. Ext. Right on Washington St. Ext. to Rockwood Rd. Left on Rockwood Rd.
which becomes Talley Rd. and follow to Weldin Rd. Left on Weldin Rd. to Foulk Rd. Right on Foulk Rd.
about ½ mile to school on right.
DROP OFF: Buses offload onto the sidewalk along the front entrance of the school.
PARKING AND LOADING: Buses park single file bumper-to-bumper along curb directly in
front of school with the first bus at the end of the circle driveway opening toward Foulk Rd.
Marked crosswalks will be left open. Stay off the grass in the front circle. Buses depart single
file.
Maple Lane Elementary School - Right on Todds Lane then right on Northeast Blvd. and follow north
onto Governor Printz Blvd. to Bellevue Rd. Right on Bellevue Rd. to Philadelphia Pike. Right on
Philadelphia Pike past Holly Oak Rd. to Maple Lane. Left on Maple Lane to school on left.
DROP OFF: Buses offload onto sidewalk long the front entrance of the school.
PARKING AND LOADING: Buses enter the main driveway and turn left to park single file
bumper-to-bumper along curb directly in front of school leaving any marked crosswalk open.
Buses depart single file.
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Mt. Pleasant Elementary School - Right on Todds Lane then right on Northeast Blvd. to Lea Blvd. Left
on Lea Blvd. to Market St. Right on Market St. which becomes Philadelphia Pike and follow past
Washington St. Ext. to Duncan Rd. Right on Duncan Rd. to school on right.
DROP OFF: Buses enter the west driveway (closest to Philadelphia Pike) and begin
parking single file bumper-to-bumper along the right curb at the sidewalk crossing at the
eastmost exit driveway (closest to Brandywine Boulevard). Buses park in a staggered double
column to wait for offloading by school staff starting at the left bend in the driveway close to the
east exit with approximately 2 feet between the bumpers leaving all marked crosswalks open.
Buses in the outside (left) column of park with the bus door directly opposite the gap between
bumpers of the buses in the right (curbside) column – leaving any marked crosswalk open.
PARKING AND LOADING: Buses enter the west driveway (closest to Philadelphia Pike)
and begin parking single file bumper-to-bumper along the right curb at the sidewalk crossing at
the eastmost exit driveway (closest to Brandywine Boulevard). Buses park in a staggered double
column starting at the left bend in the driveway close to the east exit with approximately 2 feet
between the bumpers leaving all marked crosswalks open. Buses in the outside (left) column of
park with the bus door directly opposite the gap between bumpers of the buses in the right
(curbside) column – leaving any marked crosswalk open. Buses depart single file through the exit
driveway with buses in the double parked area alternating with the bus closest to the exit
departing in turn.
Revised August 19, 2016
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APPENDIX A
EVACUATION PROCEDURES
for
CHARTER OR FIELD TRIPS
In order to ensure the safety of school bus passengers in an actual emergency, every school bus driver
assigned to transport students on charter, sports, or field trips, shall assign an evacuation team prior to
each trip. The team may consist of teachers, coaches, students or any other passenger. A roster should
be provided to the driver or carried by the chaperone accounting for all passengers.
Passengers assigned to evacuation teams must be seated where they can effectively carry out their
responsibilities in an emergency.
Each Evacuation Team will consist of at least the following:
1.
A passenger assigned to set the parking brake, turn off the engine, turn on warning flashers and
to call in on the radio or other means, and report the incident to the Transportation Department, in
case the driver is unable to do so.
2.
A passenger assigned to lead passengers to a safe location at least 100 feet from the bus and to
take the first aid kit off the bus.
3.
Two passengers assigned to stand outside the bus, next to the front door, to help students exit
the bus and for taking the fire extinguisher.
4.
Two passengers assigned to stand outside the bus next to the rear door, to help students exit the
bus.
In addition to assigning an evacuation team, the following information shall be discussed and/or
demonstrated prior to each activity trip or field trip:
1.
2.
3.
4.
5.
6.
7.
Location and use of the fire extinguisher.
Location of the first aid kit.
Location of the warning reflectors.
Location and use of all emergency exits.
How to shut off the engine and set the parking brake.
How to open the service door, to include, safety releases on the door, if so equipped.
Instruct passengers to keep aisles clear at all times and not to block emergency exits.
THE DRIVER OF THIS TRIP DID ASSIGN AN EVACUATION TEAM AND EXPLAINED THE
EMERGENCY PROCEDURES TO OUR GROUP.
Sponsor____________________________________________________Date______________
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APPENDIX B
EMERGENCY PREPAREDNESS AND SCHOOL BUS SECURITY
DRIVER and ATTENDANT RESPONSIBILITIES
While terrorist activity has occurred in our country for centuries, recent events have
increased the public awareness and sensitivity to threats to children and schools. In
school bus transportation, the driver and attendants play the key role in assuring the
safety of our children – from criminal acts as well as from traffic dangers. The following
information, recommendations, and procedures are derived from the National
Association of State Directors of Pupil Transportation Services (NASDPTS), the U.S.
Transportation Security Administration (TSA), and the Brandywine School District
Emergency Preparedness Plan.
Be Prepared for Unanticipated Operations
Leave the yard with a full fuel load and with all equipment and supplies (first aid kit,
body fluids kit, etc.) stocked. Always perform a complete pre-trip inspection.
Always report the use of any safety supplies for immediate replenishment. The bus
must be ready for unexpected, last minute changes in assignment. The bus may have
to travel much longer distances and remain in service longer than usual.
Stay Alert (Double-Take Rule)
If you see something that makes you take a second look – make a special note of it.
Your subconscious is responding to something that seems to be out of place. Satisfy
yourself that there is no immediate hazard or avoid the “threat” and report it to the
Dispatcher so other drivers and attendants may be alerted.
Suspicious Objects (The Four B’s)
The most common object used to hide contraband, explosives and weapons are:
Bags
Bottles
Boxes
Backpacks
If you find one of these near or in you bus and can not associate it with a passenger,
consider it suspicious and a possible threat. If you cannot otherwise confirm that it is
not a threat, call the Dispatcher for assistance.
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School Bus Security Rules
 Never open the bus door to speak with someone you do not know.
 Never allow an unauthorized person to enter the bus. Ensure that chaperones or
guest riders have been authorized by a proper authority.
 Never accept boxes, packages or bags for transporting unless they are being carried
by a passenger.
 Never let a suspicious situation go without taking note and acting when necessary.
 Never discuss in public details of routes, stops and passengers.
 Never operate a bus without performing a pre-trip safety and security inspection.
 Never park a bus without conducting a safety and security sweep of your bus’s
interior for suspicious items.
 Never assume that a bag or backpack left on the bus is safe. If suspicious, contact
the Dispatcher.
Conduct a Pre-Trip Security Inspection Whenever the Bus Has Been Parked
Unattended
Pay particular attention to:
 Tires - check for objects under or near the tires, such as spikes, nails or metal
objects.
 Drops or puddles of fuel, brake fluid, coolant or any other unknown substance.
 Objects placed on or in the bus that are new or unusual, such as bags, bottles or
boxes. This check includes observing what passengers bring onto the school bus that is
new.
 The top of the bus and interior compartments.
Field and Activity Trips
 The bus should be parked as close to the activity site as possible. Check the bus
frequently during the activity.
 When possible, park the bus in public view. Try to park near an area of regular
traffic or pedestrian flow.
 Park the bus directly under or near outside lighting.
 When you approach the parked bus be aware of any person(s) on or near the bus
and note their description.
 Allow only authorized passengers to board the bus.
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On the Road
 Follow safe driving procedures.
 When approaching a stopping location (railroad crossing, traffic signal, etc.), be
aware of unusual vehicles or people nearby. If they pose a serious threat, drive away as
soon as you legally and safely can. Notify the Dispatcher.
 Keep unauthorized people from entering the bus.
 Be aware of anyone following your bus. Notify dispatch and, if possible, provide a
vehicle description, license plate number and driver description.
 Be aware of suspicious people and vehicles on freeway overpasses, train trestles, or
above tunnel entrances.
 Leave a safe distance (reference point: whether you can see the other vehicle rear
tires touching the road) between the bus and other stopped vehicles. Avoid being
“blocked in” by other vehicles. Always leave an escape route.
 Try not to stop next to or between large delivery trucks or tractor-trailer trucks.
 If the bus is struck by gunfire or other projectile (rocks, thrown objects, etc.), leave
the area immediately, stop in a safe location and check for injuries and damage, and
notify dispatch.
Loading and Unloading Students at Stops










Focus on safe loading and unloading procedures.
Instruct students to always follow safe loading and unloading procedures.
Remind students to never accept packages or items from people they do not
know.
When approaching the stop, be aware of unusual vehicles or people nearby. If
they pose an immediate and serious threat, do not stop; immediately notify the
Dispatcher.
Never allow unauthorized people to enter the bus.
Be aware of suspicious boxes, bags, bottles or containers at the stop.
If you are being followed by a vehicle, notify the Dispatcher. If possible, provide a
vehicle description, license plate number and driver description.
Be aware of homes, apartments or business buildings near your stop that have
items unusual for the location outside (liquid containers, chemical drums,
compressed air tanks, machinery, electrical wiring, etc.).
Report unusual odors coming from homes, apartments or business buildings
near your stops.
Be aware of people using special signals in order to enter homes, apartments, or
business buildings. Towels used as flags or any type of signaling device should be
considered suspicious and reported.
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APPENDIX C
DELAWARE REGULATIONS
ADMINISTRATIVE CODE
TITLE 14 EDUCATION
SECTION 1150 SCHOOL TRANSPORTATION
As Amended July 1, 2015
7.0 Qualifications and Responsibilities of School Bus Drivers
7.1 School bus drivers shall meet the qualification requirements of all applicable
laws including 49 CFR Part 383.123, Title 21 of the Delaware Code, Division of Motor
Vehicles Regulations including 2 DE Admin. Code 2222, and this regulation.
7.2 Initial qualification.
7.2.1 An applicant shall satisfactorily complete the school bus driver classroom
training. The school bus driver classroom training shall remain valid toward initial
qualification for a period of one year. Additional requirements shall include:
7.2.1.1 Pre-employment drug test;
7.2.1.2 Child protective registry check;
7.2.1.3 Criminal background affidavit;
7.2.1.4 State Bureau of Investigation fingerprinting for state and Federal
Bureau of Investigation criminal background checks;
7.2.1.5 Delaware school bus driver physical with TB screening; and
7.2.1.6 CDSBD Training. Effective July 8, 2015, a school bus driver with a
Commercial Learner's Permit (CLP) is prohibited from operating a school bus with
passengers other than as permitted by 49 CFR Part 383.25.
7.3 Out-of-state licensed school bus drivers shall meet the same requirements for
qualification for an "S" endorsement as a driver with a Delaware license listed in 21
Del.C. §2708(b)(7) regarding criminal convictions and complete and provide to the
Transportation Supervisor:
7.3.1 Pre-employment drug test;
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7.3.2 Child protective registry check
7.3.3 Criminal background affidavit;
7.3.4 State Bureau of Investigation fingerprinting for state and Federal Bureau of
Investigation criminal background checks;
7.3.5 Delaware school bus driver physical with TB screening;
7.3.6 School bus driver classroom training;
7.3.7 CDSBD Training. Effective July 8, 2015, a school bus driver with a
Commercial Learner's Permit (CLP) is prohibited from operating a school bus with
passengers other than as permitted by 49 CFR Part 383.25; and
7.3.8 Past five years driving record from the state where licensed and provide
annual updates.
7.4 Reinstatement of school bus drivers
7.4.1 Drivers with an "S" endorsement who have not actively driven for two or
more years shall complete the following requirements:
7.4.1.1 Pre-employment drug test (see paragraph 25.5 below);
7.4.1.2 Child protective registry check;
7.4.1.3 Criminal background affidavit;
7.4.1.4 State Bureau of Investigation fingerprinting for state and Federal
Bureau of Investigation criminal background checks;
7.4.1.5 Delaware school bus driver physical with TB screening (if needed);
7.4.1.6 School bus driver classroom training; and
7.4.1.7 CDSBD Training.
7.4.2 Drivers with an "S" endorsement who have not actively driven for a period
more than one and less than 2 years shall complete the following requirements:
7.4.2.1 The Transportation Supervisor shall review the driver's records and a
CDSBD Trainer shall evaluate the driver for two hours without pupils on board (using
the CDSBD Training checklist) to determine what, if any, additional training is needed.
The Transportation Supervisor shall note completion of the training required in the
driver's records;
7.4.2.2 Pre-employment drug test; and
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7.4.2.3 Delaware school bus driver physical with TB screening (if needed).
7.4.3 Drivers requesting reinstatement of their "S" endorsement following
mandatory suspension or revocation of over one year shall complete the following
requirements:
7.4.3.1 Pre-employment drug test;
7.4.3.2 Child protective registry check;
7.4.3.3 Criminal background affidavit;
7.4.3.4 State Bureau of Investigation fingerprinting for state and Federal
Bureau of Investigation criminal background checks;
7.4.3.5 Delaware school bus driver physical with TB screening (if needed);
7.4.3.6 School bus driver classroom training;
7.4.3.7 CDSBD Training;
7.4.3.8 Successful retake of required written tests for CDL and "S"
endorsement with DMV;
7.4.3.9 Successful retake of Skills test with DMV; and
7.4.3.10 Successful retake of Road test with DMV
7.5 School bus drivers shall complete an annual District-provided in-service training
program of at least four (4) hours during each fiscal year (July 1 to June 30) beginning
in fiscal year 2016. Those not completing an initial or annual in-service training program
shall not be permitted to perform their duties in the following school year until
completing a four (4) hour in-service training program. Based on funding available from
the General Assembly, a stipend may be paid to each driver.
7.6 Districts and schools shall have a policy concerning the responsibilities of
school bus drivers which, at a minimum, includes the following:
7.6.1 A statement that the school bus driver is in full charge of the bus and
pupils, has the authority of a classroom teacher and is responsible for the health, safety,
and welfare of each passenger.
7.6.2 Statements listing at a minimum the following specific responsibilities of the
bus driver:
7.6.2.1 Operate the school bus in a safe and efficient manner at all times.
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7.6.2.2 Conduct thorough pre-trip and post-trip checks on the vehicle to
ensure that the vehicle and safety equipment is operational, that no child is left on board
the bus and that the vehicle is clean and secure.
7.6.2.3 Establish and maintain rapport with passengers.
7.6.2.4 Maintain discipline among passengers.
7.6.2.5 Meet emergency situations effectively.
7.6.2.6 Communicate effectively with District and school staff, parents and
students.
7.6.2.7 Maintain effective contact with the public.
7.6.2.8 Complete reports as required by the state or District.
7.6.2.9 Complete required training programs satisfactorily.
7.6.2.10 Refrain from using profanity, indecent language or tobacco while on
duty.
7.6.2.11 Dress appropriately, as defined by District or school policy.
7.6.2.12 Pick up and drop off pupils only at designated stops.
7.6.2.13 Submit to periodic random drug and alcohol testing and be subject
to actions specified in the Delaware Code and in federal requirements.
7.6.2.14 Report suspected cases of child abuse to the school principal or
designated official.
7.6.2.15 Immediately notify direct supervisors, including Transportation
Supervisors, and school administration of any school bus accident after ensuring the
safety of pupils.
7.6.2.16 Prior to each departure, instruct each pupil transported on an
activity or field trip in a school bus in safe riding practices and on the location and
operation of emergency exits.
7.7 Perform other duties as assigned by the Transportation Supervisor or designee.
7.8 Criminal Background Checks
7.8.1 The drivers shall present themselves to SBI personnel at one of the
Delaware State Police Troops that processes such criminal background checks and
follow these procedures:
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7.8.2 For application of an S-endorsement or public school related employment
or as part of the contract for services, the applicant driver shall sign a Release for
Criminal Background Check Information form approved by DelDOT and DOE. The
release shall allow DelDOT to share the information received with the DMV.
7.8.3 The driver shall cooperate in all respects with this criminal background
check process.
7.8.4 The driver shall request that SBI send an original version of the criminal
background check to DelDOT, and shall obtain a receipt indicating the criminal
background check is in process to return to the District where seeking employment or
contracted services.
7.8.5 The DelDOT authorized person shall review the criminal background
reports received and shall forward criminal background check issuance
recommendation to DMV for determination of eligibility for a "S" endorsement pursuant
to 21 Del.C. §2708.
7.8.6 On completion of the procedure, the driver will be sent a clearance letter or
denial of clearance letter by DMV, and the driver shall provide a copy of the letter to the
District where the driver is seeking employment or contracted services.
7.8.7 For out-of-state drivers, federal and criminal background checks need to be
requested in the driver's state and the reports need to be sent to the District for
determination.
12 DE Reg. 1086 (02/01/09)
18 DE Reg. 961 (06/01/15)
8.0 Qualifications and Responsibilities of School Bus Aides
8.1 Qualifications for School Bus Aides include the following and shall apply to all
new applicants and for any person whose employment as an aide has lapsed for a
period of over one year. All requirements shall be met before serving as an aide on a
school bus.
8.1.1 Be at least 18 years of age.
8.1.2 Be fingerprinted to allow a criminal background check at both state and
federal level and meet the same requirements (pre licensing) specified for school bus
drivers in the Delaware Code.
8.1.2.1 The aides shall present themselves to the SBI personnel at one of
the Delaware State Police Troops that processes such criminal background checks.
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8.1.2.2 The aide shall sign a Release for Criminal background Check
Information form approved by SBI and request that SBI send the original version of the
criminal background check to the District where employment or contracted services is
being sought for eligibility determination. Upon completion, the aide will obtain a receipt
from SBI to return to the District where employment or contracted services is being
sought.
8.1.3 File with the District Transportation Supervisors a notarized affidavit (the
same as the school bus driver affidavit) attesting to acceptable criminal history pending
an official state and federal criminal record report.
8.1.4 Submit to the federal drug and alcohol testing procedures established for
school bus drivers.
8.1.5 Complete an annual DOE physical for aides. New aides shall complete the
physical satisfactorily before beginning their duties. Current aides shall complete their
physicals before January 1, 2016. Districts shall issue a DOE physical card to aides
establishing valid completion of the DOE physical and aides shall carry it with them
while on duty.
8.1.6 Complete the school bus driver classroom training and other District
required training programs satisfactorily.
8.2 School bus aides shall complete an annual District-provided in-service training
program of at least 4 hours during each fiscal year (July 1 to June 30) beginning in fiscal
year 2016. Those not completing an initial or annual in-service training program shall
not be permitted to perform their duties in the following school year until completing a 4hour in-service training program. Based on funding available from the General
Assembly, a stipend may be paid to each aide.
8.3 Districts shall have a policy concerning school bus aides which, at a minimum,
lists the following responsibilities:
8.3.1 Assist in loading and unloading of pupils, including lift operation.
8.3.2 Ensure that pupils and equipment are properly secured to ensure safe
transport. Adjust, fasten, and release restraint devices for pupils and equipment, as
required. Continually, monitor overall safety of pupils and equipment.
8.3.3 Ensure that all pupils remain seated at all times when riding the school bus.
8.3.4 Assist the driver during unusual traffic conditions; act as a lookout when the
driver is backing the bus.
8.3.5 Assist the driver in the enforcement of all state and District bus safety
regulations.
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8.3.6 Perform record keeping tasks related to pupil attendance and bus
assignment.
8.3.7 Monitor and report pupil misbehavior according to established procedure.
8.3.8 Assist the driver in keeping the interior of the bus clean.
8.3.9 Assist the driver with the post-trip inspection to ensure no pupil is left on
board the bus.
8.3.10 Assist pupils with disabilities as prescribed in the pupil’s IEP and with
personal needs associated with their disabilities.
8.3.11 Assist in bus evacuation drills.
8.3.12 Work cooperatively with all school personnel and parents, guardians and
Relative Caregivers.
8.3.13 Perform other duties as assigned by the Transportation Supervisor or
designee.
6 DE Reg. 643 (11/1/02)
9 DE Reg. 404 (9/1/05)
12 DE Reg. 1086 (02/01/09)
18 DE Reg. 961 (06/01/15)
9.0 Pupil Conduct on School Buses
9.1 Districts shall have a policy concerning the behavior of pupils on school buses
that shall, at a minimum, contain the following rules which if not followed may result in
the suspension or denial of bus riding privileges:
9.1.1 Obey the driver promptly, and be courteous to the driver and to fellow
pupils. Pupils are to conduct themselves while on the bus in such a way that they shall
not distract the driver from driving tasks.
9.1.2 Be at their bus stop on time or as required by their District for pickup.
9.1.3 Wait in a safe manner for the bus on the sidewalk or shoulder, not the
roadway.
9.1.4 Keep a safe distance from the bus while it is in motion.
9.1.5 Enter the bus when verbally directed to by the bus driver or aide without
crowding or disturbing others and occupy their seats immediately.
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9.1.6 Get on or off the bus only when it is stopped.
9.1.7 Remain seated and facing forward.
9.1.8 No student shall occupy a position in the driver area in front of a barrier or
white floor line that may distract the driver's attention or interfere with the driver's vision.
9.1.9 Stay out of the driver’s seat. Also, unnecessary conversation with the driver
is prohibited while the bus is in motion.
9.1.10 Follow highway safety practices in accordance with the Motor Vehicle
Laws of the State of Delaware by walking on the side of the road facing traffic when
going to or from the bus or bus stop along the highway.
9.1.11 Before crossing the road to board the bus cross only upon an audible
clearance signal from the driver/aide.
9.1.12 Do not cross the road until it is clear of all traffic or when all traffic has
come to a complete stop and then walk in front of the bus beyond the crossing control
arm and far enough to be seen by the driver at all times.
9.1.13 For unloading, walk at least 10 feet away from the side of the bus and
remain in view of the driver. For those crossing the road, walk to a position at least 10
feet in front of the right corner of the bumper and away from the bus. After looking in all
directions and being told to begin crossing by the driver or aide, walk to the left edge of
the school bus, look for traffic again in all directions, and wait to be told to cross by the
driver/aide.
9.1.14 Observe classroom conduct when on the bus.
9.1.15 Do not open the bus windows without permission from the driver, extend
any body part out of the windows or call out to passers-by.
9.1.16 Do not leave the bus without the driver’s consent, except on arrival at their
regular bus stop or at school.
9.1.17 Keep the bus clean, sanitary, and orderly and do not damage or abuse the
equipment.
9.1.18 Do not smoke, use profanity, eat or drink on the bus.
9.1.19 Do not throw articles of any kind inside, around the bus or out of the bus
windows.
9.1.20 Other forms of misconduct that shall not be tolerated on the bus and at
bus stops are acts such as, but not limited to, bullying, indecent exposure, obscene
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gestures, spitting, and other actions that may be addressed in the District or school
code of conduct.
12 DE Reg. 1086 (02/01/09)
18 DE Reg. 961 (06/01/15)
10.0 Procedures for Operating Buses
10.1 Each District or school shall establish procedures that adopt at a minimum the
procedures in this section for the operation of their school buses:
10.2 No person other than a pupil, teacher, school official, aide, driver in training or
substitute driver shall be permitted to ride on a school bus while transporting pupils.
Exceptions may be made for parents, guardians and Relative Caregivers involved in
Department of Education educational programs that provide for transportation and
others approved by the Transportation Supervisor.
10.3 The driver shall maintain a schedule in the bus and shall at all times adhere to
it. Drivers shall not be required to wait for pupils unless they can be seen making an
effort to reach the bus stop.
10.4 The driver shall maintain discipline on the bus, and shall report cases of
disobedience or misconduct to the designated school officials. No pupils may be
discharged from the bus for disciplinary reasons except at the home or school. The
principal or designated school official shall be notified of such action immediately. Any
change to the action taken by the driver or any further disciplinary action to be taken is
the responsibility of the principal or designated school official.
10.5 Pupils shall have definite places to board and exit the bus. Pupils should not
be allowed to leave the bus at any place other than the regular stop without written
permission from their parents, guardians or Relative Caregiver and approval by the
principal or designated school official. Each District or school may adopt a more
restrictive policy.
10.6 Buses shall be brought to a full stop and properly positioned before pupils are
allowed to board and exit the bus. Pupils are not permitted to ride outside or in any
hazardous location in the bus including the area ahead of the barriers or white floor line
designating the driver area.
10.7 Buses shall not stop near the crest of hills, on curves, or on upgrades or
downgrades of severe inclination. When stopped for the purpose of receiving or
discharging pupils, the bus shall always be stopped on the right side of the road and as
far off the paved or main traveled portion of the highway as the condition of the shoulder
permits and parallel to the main traveled portion of the highway.
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10.8 Pupils who must cross the road to board the bus or after leaving the bus shall
cross at a distance in front of the bus and beyond the crossing control arms so as to be
clearly seen by the driver and only upon an audible clearance by the driver. The driver
shall signal pupils to cross by instructions through the external speaker of the public
address system.
10.9 All loading and unloading of pupils shall be made from the service door. The
rear exit door is not to be used except in cases of emergency or emergency drills. No
object shall be placed in the bus that restricts the passage to the emergency door or
other exits.
10.10 No one but the driver shall occupy the driver’s seat.
10.11 Pupils shall be assigned to seats by the driver, subject to the approval of the
Transportation Supervisor.
10.12 The doors of the bus shall be kept closed and in the latched position while
the bus is in motion.
10.13 When the bus is stopped on school grounds, pupils are aboard, and the
motor is running, the transmission shall be in neutral (clutch disengaged) and the
parking brake set. While on school grounds, drivers shall not leave their seat while the
motor is running or leave the key in the ignition switch.
10.14 Fuel tanks shall not be filled while the engine is running or while anyone is in
the bus.
10.15 Weapons of any kind are not permitted on a school bus.
10.16 Animals are not permitted on school buses; however, a service animal is
permitted if a physician certifies that it is required or it is part of the pupil’s IEP or 504
Plan.
10.17 A school bus shall not be used for hauling anything that would make it
objectionable for school use or unsafe for passengers.
10.18 Band instruments, shop projects and other school projects shall not be
permitted on the bus if they interfere with the driver or other passengers. The aisle,
exits, and driver’s vision shall not be blocked.
10.19 Bus stops on roadways with three or more lanes (with oncoming traffic) must
be made on the right side of the road. Pupils shall not be required to cross more than
two lanes of traffic when entering or leaving the bus.
10.20 Headlights or daytime running lights shall be on at all times when the bus is
in motion.
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10.21 On the bus route every effort should be made to load children before a
turnaround is made and unload them after the turnaround is made.
10.22 Backing of school buses is prohibited, except in unusual circumstances:
10.22.1 A school bus shall not be driven backwards on school grounds unless an
adult is posted outside the bus to guard the rear of the bus. The driver and adult shall
agree on signals to be used for backing.
10.22.2 When backing is unavoidable at other locations, extreme caution shall be
exercised by the bus driver and an outside adult observer outside the bus shall be used
if available. The driver and observer shall agree on signals to be used for backing.
10.23 If loading or unloading pupils off the road or on school grounds, do not
activate the flashing lamps.
3 DE Reg. 942 (01/01/00)
9 DE Reg. 404 (09/01/05)
12 DE Reg. 1086 (02/01/09)
18 DE Reg. 961 (06/01/15)
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11.0 Accident Reports
11.1 All drivers or Contractors shall complete accident reports and submit them to
the Transportation Supervisor in order to assure accurate information pertaining to
school bus accidents.
11.2 The following information shall be included on all school bus accident reports
and be maintained in the District transportation files:
11.2.1 A description, preferably using diagrams, of the damage to each vehicle in
addition to estimates of damage costs.
11.2.2 A description of all personal injuries.
11.2.3 A list of passengers and witnesses.
11.2.4 Name, address and telephone number of the driver.
11.2.5 If available, the school bus seating chart.
11.2.6 Follow up information, such as the actual cost of repairs, should be added
to the accident report wherever it is filed; i.e., in federal, state or local offices, so that the
record of the accident is completed. Other pertinent information relating to the accident
that should be added later, if the information is readily available, includes:
11.2.6.1 Disposition of any litigation.
11.2.6.2 Disposition of any summonses.
11.2.6.3 Net effects of all personal injuries sustained, including medical care
given, physician’s fees, hospital expenses, etc.
11.2.6.4 Amount of property damage other than to vehicles involved.
11.2.6.5 Any corrective actions taken against the school bus driver, e.g.,
training, suspension, or dismissal.
11.2.6.6 A summation of the driver’s total accident record so that each
completed report form contain a listing of the total number of accidents that the driver
has had.
3 DE Reg. 942 (01/01/00)
12 DE Reg. 1086 (02/01/09)
18 DE Reg. 961 (06/01/15)
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12.0 Transportation Benefits
12.1 Transportation benefits shall be provided for pupils in grades K to 6 whose
legal residences are one (1) mile or more from the public schools to which they would
normally be assigned by the District administrations and for pupils in grades 7 to 12
whose legal residences are two (2) miles or more from the public schools to which they
would normally be assigned by the District administrations. Requests for otherwise
ineligible transportation benefits due to unique hazards shall be processed according to
this regulation.
12.2 For the purpose of these regulations, the “legal residence” of the pupil is
deemed to be the legal residence of the parent(s), legal guardian(s), or Relative
Caregiver as described in 14 Del.C. §202(e)(3). Daycare facilities may be designated as
a pupil’s residence for pickup and drop off.
12.3 To determine pupil eligibility for transportation benefits, measurement shall be
by the most direct route provided by a public road or public walkway. The measurement
shall be from the nearest point where a private road or walkway connects the legal
residence of the pupil with the nearest public entrance of the school building to which
the pupil is normally assigned by the District administration.
12.4 All school bus routes shall be measured from the first pickup point to the
respective schools served in the approved sequence, and then by the most direct route
back to the first pick up point.
12.5 Additional bus routes required after the opening of school shall be approved
by the Department of Education and supported by evidence of need to include:
enrollment number changes, descriptions of existing routes in the area of proposed
additional service, the run times, and actual loads. A description of the proposed route
shall also accompany the request.
12.6 Transportation for eligible pupils may be provided from locations other than
their legal residence provided that:
12.6.1 Such pickup and discharge points as approved by the District
administration are in excess of the relevant one and two mile limits from the school to
be attended, and such transportation to be provided will be to the public school to which
the pupil is assigned by the District administration.
12.6.2 Such transportation to be provided be on the same bus and route to and
from the school attended by the pupil (i.e. each pupil is entitled to one seat on one bus)
except that permission may be granted on a year by year basis by the District
administration for eligible pupils to ride other buses if seats are available and does not
create additional expense to the State.
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12.6.3 The limitation pertaining to “same bus and route” indicated above is not
applicable to pupils attending vocational technical schools or kindergartens operating
one half day sessions.
12.7 A spur to a bus route (where a bus leaves a main route) shall not be
scheduled unless the one way distance is greater than ½ mile.
12.8 Pupils otherwise ineligible to ride a bus may ride if a physician certifies that a
pupil is unable or should not walk from home to school and return.
12.9 . Unless permitted as an exception by the General Assembly and in vocational
technical school, each school in a Local School District shall have a defined attendance
area (not overlapping) for transportation. Charter schools shall provide the same level of
transportation service as the school District in which it is located. Area bus stops may
be used outside of the school District in which the charter school is located.
8 DE Reg. 541 (10/1/04)
12 DE Reg. 1086 (02/01/09)
18 DE Reg. 961 (06/01/15)
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APPENDIX D
Delaware Commonly Used 10-Codes
10-1
10-2
10-3
10-4
10-5
10-7
10-8
10-9
10-10
Situation OK - I'm All Right
Arrived at Location (to which I was sent)
GO AHEAD WITH MESSAGE
0K - Message understood
RELAY a Message (Other Unit asked to "10-5" for Calling Unit)
I'M OUT OF SERVICE - Give Location
I'M IN SERVICE (Back in Service) - Give Location
PLEASE REPEAT YOUR LAST MESSAGE/TRANSMISSION
ACCIDENT 10-10PD - Property Damage Accident (NO ONE IS INJURED)
10-10PI - INJURY ACCIDENT
10-13 WEATHER WARNING
10-18 As Soon As Possible
10-19 Return to Terminal (or given Location)
10-20 WHAT IS YOUR LOCATION?
10-21 Call by Phone
10-22 Disregard Last Message (Assignment/Information)
10-24 Assistance Needed (non-emergency)
10-25 Estimated Time of Arrival
10-27 POLICE ARE NEEDED
10-33 Parking Violation
10-33A Disabled Vehicle
10-35 Confidential Information
10-36 What Time Is It? - Time Check
10-44 AMBULANCE IS NEEDED
10-69 Enroute To (ex. 200 is 10-69 your location.)
10-100 EMERGENCY MESSAGE FOLLOWS - ALL UNITS CLEAR THE FREQUENCY
N.
SPECIAL RADIO CODES (SHOULD ONLY BE USED IF YOU ARE SURE AN EMERGENCY RESPONSE BY POLICE MAY RESULT)
10X "CONFIRMED" - GUN ON BOARD
10K "CONFIRMED" - KNIFE ON BOARD
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APPENDIX E
SAMPLE
BRANDYWINE SCHOOL DISTRICT
PUPIL TRANSPORTATION
Bus Conduct Report
STUDENT NAME __________________________________BUS #_______
ROUTE # ______DATE_____________________
SCHOOL _______________________STREET/LOCATION ______________________________TIME __________A.M or P.M.
1.
2.
3.
4.
WRONG STOP – BOARDING/EXITING
FOOD/DRINK ON BUS
WON’T STAY PROPERLY SEATED
HARASSING/TEASING/BULLYING
5.
6.
7.
8.
FIGHTING/THREATENING/ASSAULT 9. REFUSE TO FOLLOW DIRECTIONS
DESTROYING PROPERTY
10. DISRUPTING BUS/HORSEPLAY
VULGAR LANGUAGE/GESTURES
11. DEFIANCE/REFUSE TO GIVE NAME
LITTERING/THROWING OBJECTS
12. OTHER _______________________
DETAILS OF BEHAVIOR: __________________________________________________________________________________
__________________________________________________________________________________________________________
__________________________________________________________________________________________________________
_________________________________________________________________________________________________________
WITNESS(ES) ________________________________
________________________________
DRIVER’S SIGNATURE ___________________________________
ACTION TAKEN ____________________________________________________________________________________________
_________________________________________________________________________________________________________
_________________________________________________________________________________________________________
________________________________________________________________________________________________________
WHITE – PRINCIPAL
GREEN - PARENT
YELLOW AND PINK (FOR DRIVER) – MAIL TO TRANSPORTATION OFFICE
INDICATING ACTION TAKEN
GOLD – DRIVER KEEPS WHEN HANDING REPORT TO SCHOOL OFFICE AND TURNS IN TO TRANSPORTATION OFFICE
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APPENDIX F
BRANDYWINE SCHOOL DISTRICT
BOARD OF EDUCATION
POLICIES RELATING TO EMPLOYEE
CONDUCT AND BEHAVIOR
06.1 STATEMENT ON CONFLICTS OF INTEREST & CODES OF CONDUCT FOR
EMPLOYEES (Modified 04/23/12; Review Due 04/23/15)
06.2 STATEMENT ON PROHIBITION AGAINST DISCRIMINATION IN
EMPLOYMENT OPPORTUNITIES (Modified 12/13/10; Review Due 12/13/13)
06.3 STATEMENT ON THE PREVENTION OF HARASSMENT OR BULLYING OF
EMPLOYEES (Republished 12/13/10; Review Due 12/13/13)
06.5 STATEMENT ON EMPLOYEE ATTENDANCE (Modified 01/25/10; Review Due
01/25/13)
06.9 STATEMENT ON TERMINATION RULES FOR INSTRUCTIONAL OR NONINSTRUCTIONAL SUPPORT PERSONNEL (Modified 04/11/11; Review Due 04/11/14)
06.11
STATEMENT ON A DRUG/ALCOHOL-FREE WORKPLACE (Modified 01/23/12;
Review Due 01/23/15)
06.12
STATEMENT ON DRUG OFFENSES OCCURRING OUTSIDE THE
WORKPLACE (Modified 01/24/11; Review Due 01/24/14)
06.15
STATEMENT ON ACCEPTABLE USE OF DISTRICT COMPUTER
& COMMUNICATION SYSTEMS BY DISTRICT EMPLOYEES OR
INDIVIDUAL BOARD MEMBERS (Adopted 10/26/09; Review Due 10/26/12)
06.17
STATEMENT ON EMPLOYEE-STUDENT COMMUNICATION
THROUGH SOCIAL NETWORKING OR ELECTRONIC MEDIA
(Adopted 10/25/10; Review Due 10/25/13)
06.18
STATEMENT ON ADDRESSING VIOLENCE IN THE WORKPLACE
(Adopted 04/23/12; Review due 04/23/12)
07.7
STATEMENT ON SUICIDE PREVENTION TRAINING
(Adopted June 2016)
R08.11.1
REGULATION ON RESTRAINT OF STUDENTS PARTICIPATING
IN THE PROGRAMS OF THE BRANDYWINE SCHOOL DISTRICT
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BRANDYWINE SCHOOL DISTRICT BOARD OF EDUCATION
06.1
STATEMENT ON CONFLICTS OF INTEREST & CODES OF CONDUCT
FOR EMPLOYEES (Adopted 02/26/2000)
A.
PURPOSE: The purpose of this policy is threefold: a) to adopt the State laws regulating
the conduct of employees of the State as the policy of the Board of Education, b) to
supplement that code with additional provisions to protect the public’s trust in the school
district, and c) to specify the training and information to be provided to employees in
order to support proper conduct and prevent violations of this policy.
B.
ISSUE: Public trust in District employees is essential to the healthy operation of the
District. District employees must, therefore, avoid conduct which is in violation of their
public trust or which creates a justifiable impression among the public that such trust is
being violated. Violations of state law on Conflicts of Interest and Codes of Conduct by
District employees may have serious consequences including loss of employment and/or
criminal prosecution.
C.
POLICY:
1. Conflicts of Interest and Conduct Violations under Chapter 58 of Title 29 of the
Delaware Code.
Title 29 of the Delaware Code, Chapter 58 addresses prohibited conduct for
employees of State Agencies. Sections 5801 through 5810 apply to all employees of
the District who receive compensation for service.
a. Conflicts of Interest under § 5805
i.
Restrictions on exercise of official authority.
No employee may participate on behalf of the District or any State agency
in the review or disposition of any matter pending before the District or
State agency in which the employee has a personal or private interest
except to answer questions concerning the matter upon a request from
any person with official responsibility with respect to the matter, or if the
employee has a statutory responsibility with respect to action or inaction
on any matter where the person has a personal or private interest and
there is no provision for the delegation of such responsibility to another
person, The person may exercise responsibility with respect to such
matter, provided, that promptly after becoming aware of such conflict of
interest, the person files a written statement with the Public Integrity
Commission fully disclosing the personal or private interest and
explaining why it is not possible to delegate responsibility for the matter to
another person.
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A personal or private interest in a matter is an interest which tends to
impair a person's independence of judgment in the performance of the
person's duties with respect to that matter. A person has an interest which
tends to impair the person's independence of judgment in the
performance of the person's duties with respect to any matter when:
ii.

Any action or inaction with respect to the matter would result in
a financial benefit or detriment to accrue to the person or a
close relative to a greater extent than such benefit or detriment
would accrue to others who are members of the same class or
group of persons; or

The person or a close relative has a financial interest in a
private enterprise which enterprise or interest would be
affected by any action or inaction on a matter to a lesser or
greater extent than like enterprises or other interests in the
same enterprise.
Restrictions on representing another's interest before the state.
No employee may represent or otherwise assist any private
enterprise with respect to any matter before the District or
Department or School in which the employee works or is
employed or with respect to any matter before the State, except
with respect to any matter in the exercise of such person's official
duties.
iii.
Restrictions on contracting with the state.
No employee who has a legal or equitable ownership of more than 10%
(more than 1% in the case of a corporation whose stock is regularly
traded on an established securities market) shall enter into any contract
with the District or any State agency (other than an employment contract)
unless such contract was made or let after public notice and competitive
bidding. Such notice and bidding requirements shall not apply to contracts
not involving more than $2,000 per year if the terms of such contract
reflect arms' length negotiations.
iv.
Post-employment restrictions.
No employee shall represent or otherwise assist any private enterprise on
any matter involving the District or any State agency, for a period of 2
(two) years after termination of employment or appointed status with the
District, if the person gave an opinion, conducted an investigation or
otherwise was directly and materially responsible for such matter in the
course of his/her official duties. Nor shall any former employee disclose
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confidential information gained by reason of public position nor shall the
person otherwise use such information for personal gain or benefit.
v.
Unauthorized disclosure of confidential information.
No employee shall disclose any information required to be maintained
confidential by the Public Integrity Commission under § 5806(d)
(disclosure of personal financial interests), § 5807(b) (application for a
waiver of section 5805 and 5806) or (d) (application for an advisory
opinion), or § 5810(h) (proceedings relating to a violation of Chapter 58)
of Title 29 of the Delaware Code.
b.
Violations of the Code of Conduct under § 5806
Employees shall not:
i.
Have any interest in any private enterprise or incur any obligation
of any nature which is in substantial conflict with the proper
performance of such duties in the public interest.
ii.
Accept other employment, any compensation, gift, payment of
expenses, or any other thing of monetary value under
circumstances in which such acceptance may result in any of the
following:

Impairment of independence of judgment in the exercise of
official duties;

An undertaking to give preferential treatment to any person;

The making of a governmental decision outside official
channels; or

Any adverse effect on the confidence of the public in the
integrity of the District, Department or particular District
School, or the government of the State.
Provided however, that a minimal gratuity provided on occasion to
blind or disabled employees or other blind or disabled persons
supervised by the Division of Visually Impaired, shall not be
considered to be a violation of this section.
iii.
Acquire a financial interest in any private enterprise which such
employee has reason to believe may be directly involved in
decisions made by the employee in an official capacity on behalf
of the District or State agency. Such employee must file a written
statement with the Public Integrity Commission fully disclosing the
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same. (Disclosure forms are available on the official Website of
the Public Integrity Commission. A link to the Website will be
provided on the District Website.) Such disclosure shall be
confidential and the Public Integrity Commission shall not release
such disclosed information, except as may be necessary for the
enforcement of this chapter. The filing of such disclosure
statement shall be a condition of commencing and continuing
employment or appointed status with the District.
2.
iv.
Use District employment to secure unwarranted privileges, private
advancement or gain.
v.
Engage in any activity beyond the scope of his/her position which
might reasonably be expected to require or induce an employee to
disclose confidential information acquired by his/her position.
vi.
Beyond the scope of District employment, disclose confidential
information gained by reason of employment, nor shall such
official otherwise use such information for personal gain or benefit.
vii.
Grant sexual favors as a condition, either explicit or implicit, for an
individual's favorable treatment by that person or the District.
Conflicts and interest and other Conduct violations by District Policy and other
State laws:
a. Political And Election Activities:
i.
Employees may not be involved in any activity advocating (1) a
party or candidate for election, or (2) a politically related cause on
District or school premises during the normal in-school work day
or while engaged in the business of the District except, in
conjunction with the teaching function. (29 Del. C. § 5954)
Employees engaged in political activities outside of work hours
and away from District property may not identify or promote
themselves as representing the District. Employees who violate
the provisions of 29 Del. C. § 5954 shall forfeit employment and
be ineligible for any position in state service for 1 year.
ii.
For persons who hold dual positions as elected State officials or
paid appointed persons, who are also employed by the District,
State law prohibits payment from more than one tax-funded
source during coincident hours of the workday. (29 Del. C. §§
5821-5823)
b. School Referenda:
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Employees shall not require students to participate in activities in support of
school referenda.
c. Tutoring:
A Teacher, District Tutor or District Homebound Instructor shall not privately
tutor or provide instruction consistent with his or her employment with the
District any students in his or her school building for payment by parent(s), or
legal guardian/custodian or Relative Caregiver. With respect to homebound
instruction, a teacher's pay shall be limited to the compensation provided by
the District for services provided pursuant to District, State or Federal
funding.
d Codes of Ethics for Employees:
3.
i.
All District employees shall follow the Code of Ethics attached to this
Policy as Appendix A.
ii.
Certificated and/or professionally licensed employees shall also follow the
Standards of Ethics of the Delaware Department of Education
Professional Standards Board attached to this Policy as Appendix B.
Implementation
a.
Obtaining Guidance.
All employees are subject to the provisions of the State Code regulating
conduct. Violations of these provisions can result in removal, demotion or
suspension by the Public Integrity Commission and/or the Board. In
addition, violations of State laws could lead to criminal prosecution and
sanctions. The Public Integrity Commission also has authority to refer
complaints to the Attorney General’s office for criminal prosecution.
In order to help employees and Board members avoid violations of the
State Code of Conduct, an advisory opinion or waiver of State law may be
requested from the Public Integrity Commission. The Public Integrity
Commission has adopted Rules of Procedures for obtaining advisory
opinions and filing complaints. These Rules can be obtained from the
Public Integrity Commission’s office. Issues that impact all employees of
the District equally may be addressed to the Director of the Legal
Department, who is authorized to seek an advisory opinion or waiver from
the Public Integrity Commission as necessary. An individual employee
must seek independent legal advice for individual questions concerning
violations of State law. If an advisory opinion is obtained and the advice
is followed, the individual is protected from future complaints (29 Del. C. §
5807).
b. Reporting
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Violations or suspected violations of the State Code of Conduct are to be
reported to the Superintendent or his/her Designee who shall report the
violation to the Public Integrity Commission. The State Code (29 Del. C. §
5810) specifies how complaints are to be filed.
c. Administration
(1) The Superintendent, or his/her designee is responsible for:
Providing a printed copy of the policy to all new Staff and to provide
access to this policy to all Staff on the District website.
(2) Referring Staff to the Public Integrity Commission for advisory opinions,
requests for waivers, and/or complaints as needed.
(3) Maintaining a record of all conflict of interest cases.
d. Violations
Violations of this policy may result in disciplinary action up to and
including termination of employment (see also Section 5810 (d) of the State
Code of Conduct). Violations of this policy, including violations of the State
Code of Conduct, will be recorded in the employee’s personnel file. A third
violation of this policy and/or State Code of Conduct shall result in a
recommendation for termination by the Superintendent. A hearing shall be
conducted before action is taken by the Board.
4. Good Faith Complaints
The employee who made a good faith complaint and feels that retaliatory actions are
occurring may submit a written complaint to the Director of the Department of Human
Resources for investigation and possible action. The Department of Human
Resources shall maintain a procedure for addressing such complaints.
D.
REVIEW AND REPORTING: This policy shall be reviewed as required by Policy 01.3.
E.
HISTORY:
Adopted 02/26/2000; Replacing former Policy 06.1 (Adopted 10/21/91);
Modified 04/01; Modified 05/21/01; Modified 03/21/02; Modified 03/27/06; Modified
02/23/09; Modified 04/23/12.
F.
REFERENCES:
29 Del. Code §§ 5801 – 5810; 29 Del. C. § 5924.
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APPENDIX A
CODE OF ETHICS
FOR EMPLOYEES OF THE
BRANDYWINE SCHOOL DISTRICT
PREAMBLE
The primary purpose of the Brandywine School District is the education of children residing
within its boundaries. The Board of Education of the Brandywine School District expects
members of its Staff to perform this task with the highest professional and personal integrity. To
this end, it has established this Code of ethics for all employees of the or expects all employees
to adhere to it in relationships with students, parents, co-workers, and officials of the state of
Delaware. In doing so it recognizes that employees of the District come from varied professions,
which may have ethical standards of their own. The Board expects its employees to be familiar
with the code of ethics that applies to their profession. If a conflict exists between the District’s
Code of Ethics and that of the employees’ profession, the Board expects the employee to
resolve the conflict in a manner by which the education and safety of the children in the District
is more appropriately served.
ETHICAL PRINCIPLES
PRINCIPLE I: PROFESSIONAL ETHICAL CONDUCT
A District employee shall:

Respect and obey all State and Federal laws and regulations concerning local school
districts and public employment as they apply to school District employees enacted by the
General Assembly.

Be accountable for maintaining his/her integrity and honestly in all aspects of his/her
employment with the District.

Be aware of and adhere to all Board Policies.

Present facts without distortion.

Recognize his/her employment with the District is a public trust and not use it for private
advantage or personal gain.

Seek to find and employ, and share with others, more efficient and economical ways of
getting tasks accomplished.

Expose suspected misconduct wherever discovered.
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
Conduct business for the District through appropriate channels.
A District employee shall not:

Intentionally misrepresent official policies of the Board of Education of the Brandywine
School District or laws or regulations of the State of Delaware.

Offer any favor, service, or thing of value to obtain special advantage.

Falsify records, or direct or coerce others to do so.
PRINCIPLE II: ETHICAL CONDUCT TOWARDS COLLEAGUES
A District employee shall:

Treat all colleagues with respect and courtesy.

Support his/her colleagues in the proper performance of their duties to the District.

Always maintain a proper professional relationship with colleagues.
A District employee shall not:

Reveal confidential information concerning colleagues, unless disclosure serves a
professional purpose or is required by law.

Willfully make false statements about a colleague.

Discriminate against, coerce, or harass a colleague on the basis of race, gender, color,
creed, national origin, age, sexual orientation, or marital status.

Intentionally deny or impede a colleague in the exercise or enjoyment of any right,
obligation, or privilege of their employment.
PRINCIPLE III: ETHICAL CONDUCT TOWARDS STUDENTS
A District employee shall:



Deal considerately and justly with each student and shall resolve problems, including
discipline, according to law and Board policy.
Make reasonable effort to protect students from conditions detrimental to learning, physical
health, mental health, or safety.
Give the greatest concern to the students in the District without any distinction as to who
they are or what their backgrounds may be.
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
Always maintain a proper professional relationship with students.
A District employee shall not:

Intentionally expose a student to disparagement.

Reveal confidential information concerning students unless disclosure serves a professional
purpose or is required by law.

Discriminate against, coerce, or harass a student on the basis of race, gender, color, creed,
national origin, sexual orientation, or age.

Intentionally deny or impede a student in the exercise or education of any right, obligation,
or privilege of their education.
PRINCIPLE IV: ETHICAL CONDUCT TOWARDS PARENTS AND COMMUNITY
A District employee shall:

Make reasonable efforts to communicate information that should be revealed in the interest
of the student to parents and the community.

Make reasonable attempts to understand the communities and cultures from which the
District’s student population derives.

Make reasonable efforts to cooperate with parents and others to improve the schools in the
District according to the Strategic Plan of the District.

Present facts to Parents and the Community without distortion.
A District employee shall not:

Intentionally misrepresent official policies of the Board of Education of the Brandywine
School District or laws and regulations of the State of Delaware.

Offer any favor, service, or thing of value to obtain special advantage.

Willfully make false statements about a parent or other member of the community.
Intentionally deny or impede a parent or guardian in the exercise or enjoyment of any right,
obligation, or privilege of their employment.

PRINCIPLE V: ETHICAL CONDUCT TOWARDS THE BOARD
A District employee shall:
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
Treat all Board members with respect and courtesy.

Support the Board in the proper performance of their duties to the District.

Always maintain a proper professional relationship with the Board.
A District employee shall not:

Reveal confidential information concerning Board business, unless disclosure serves a
professional purpose or is required by law.

Willfully make false statements about the Board or Board member(s).

Discriminate against, or harass Board member(s) on the basis of race, gender, color, creed,
national origin, age, sexual orientation, or marital status.

Intentionally deny or impede Board member(s) in the exercise or enjoyment of any right,
obligation, or privilege of their exercise as their responsibility as member(s) of the Board.
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Appendix B
The Professional Standards Board’s
Ethical Guideline for Delaware Educators
Preamble
The Professional Standards Board is committed to providing leadership for improving the
quality of education in the State of Delaware by establishing high standards for educator
licensure, certification, professional development and conduct.
Purpose Statement
The purpose of The Professional Standards Board’s Ethical Guideline for Delaware
Educators is to inform and clarify expectations and commitments of educators to the
student, the profession and the educational community. This applies to current Delaware
educators, those educators new to Delaware and recent college graduates. This guideline is
not intended to be a definitive list of acceptable and unacceptable behaviors, but is intended
to be an edifying document that will facilitate conversations and reflections of current and
future practice.
Forward
Delaware educators recognize the trust and responsibility the public has vested in the
profession for educating the children of Delaware. Educators acknowledge the worth and
dignity of all people and must exemplify a commitment first to the student, to teaching and
student learning, the profession and to their educational community. Delaware educators
are entrusted to pursue personal professional growth, to promote democratic citizenship
and diversity, and to serve as appropriate role models.
Commitments
To the Student:
� Standard: The educator’s primary commitment is to students: the students’
pursuit of knowledge, the development of the students’ potential and
the students’ cognitive, physical and psychological safety.
o The educator shall treat every student with dignity and respect by
valuing students’ personal boundaries and maintaining professional
relationships with students both inside and outside of the classroom or
school. Educators shall engage all students in the acquisition of
knowledge and understanding in an environment free from
harassment, intimidation or physical danger. The educator shall
accord just and equitable treatment to every student, regardless of
race, color, creed, sex, sexual preference, age, socioeconomic status,
handicapping condition, national origin or ethnic background. The
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educator promotes the worth and dignity of each student and has an
obligation to support each student in the quest of reaching his/her full
potential and of becoming a contributing member in our democratic
society.
To the Profession:
� Standard: The educator, in maintaining the dignity of the profession, shall
demonstrate personal integrity, exemplify honesty and compassion, maintain
high levels of competence, engage in or lead appropriate continuing
professional development to move their students and the profession forward,
and respect and follow the law.
o The educator shall encourage, support and respect fellow educators by
providing the best of educational services. The educator shall respect
the confidential expectations of the profession with students,
colleagues and in records, and shall refrain from the exploitation of
relationships for personal gain. The educator has an obligation to raise
educational standards; to keep abreast of current research and
technology; to commit to their own learning; and to create, support and
maintain challenging learning environments for all. Educators
collaborate with colleagues in the interest of student learning. The
educator serves as a positive role model and shall refrain from the use
of alcohol, tobacco and/or drugs on any school grounds or at any
school activity. The educator is aware of the fine line between his/her
personal and professional life relative to the purposeful or inadvertent
sharing of digital media and burgeoning internet applications, and
therefore exercises due diligence in this Information Age. Educators
shall demonstrate a high standard of personal character and conduct,
and promote the principles of democracy.
To the Educational Community:
� Standard: The educator collaborates with parents and the educational
community to enhance and promote student learning by building trust and
respecting diversity.
o The educator encourages the educational community to be active
participants in the formulation of educational policy and to be
advocates for students. The educator shall communicate appropriate
information with parents and endeavor to understand their
community’s cultures and diverse home environments. It is expected
that the educator will distinguish between personal views and those of
the employing educational agency and will model and encourage
students to pursue the principles of our democratic heritage. The
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educator is responsible to the educational community for practicing the
profession to the highest ethical principles.
Delaware State Board of Education Endorsement
On August 20, 2009, the State Board of Education reviewed The Professional Standards
Board’s Ethical Guideline for Delaware Educators. After consideration, the State Board of
Education joins the Professional Standards Board in their commitment to providing leadership
for improving the quality of education in Delaware through high standards and endorsed The
Professional Standards Board’s Ethical Guideline for Delaware Educators as a guideline for
educators.
8/6/2009 ~ Approved by the Professional Standards Board
9/1/2009 ~ To be published in the Delaware Register of Regulations
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BRANDYWINE SCHOOL DISTRICT BOARD OF EDUCATION
06.2
STATEMENT ON PROHIBITING DISCRIMINATION IN EMPLOYMENT
OPPORTUNITIES (Adopted 12/15/2000)
A. PURPOSE: To reaffirm the Board’s commitment to equal employment opportunities for
all persons without regard to race, creed, color, national origin, gender, age, marital
status, sexual orientation, military service, or disabling condition consistent with State
and Federal law. This policy of nondiscrimination applies to the recruitment, employment
and subsequent placement, training, promotion, compensation, tenure and probation,
and other terms and conditions of employment for which the Board has jurisdiction.
B. ISSUE: The Board recognizes its responsibility to provide all students with a variety of
cultural perspectives that can be best accomplished by a multiethnic balanced work
force that reflects the pluralistic nature of the Brandywine School District Community.
C. POLICY:
1. Discrimination based upon race, creed, color, national origin, gender, age, marital status,
sexual orientation, military service, or disabling condition in all employment opportunities
available in the Brandywine School District is prohibited in the Brandywine School District.
2. The Superintendent, or his/her designee, shall ensure that the District's Success Plan
contains the elements required by 14 DE. Admin C. § 202, including but not limited to the
description of a strategy to attract and retain a highly skilled and committed faculty and staff
reflective of the diversity in the school community.
3. The Superintendent, or his/her designee shall establish written Board regulations consistent
with this Policy, State and Federal law and regulations to be reviewed annually by the
Superintendent, or his/her designee. Such regulations must include, at a minimum procedures
for staffing at all levels of the organization, and a process to disseminate this policy to staff and
the public. Board regulations implementing this policy shall not be inconsistent with any such
procedures negotiated by represented employee groups for matters addressed in this policy.
D. REVIEW AND REPORTING: This policy will be reviewed as required by Policy 01.3.
E. HISTORY: Adopted 12/15/2000; Replacing Section 6020 (Adopted 3/4/81); Modified
12/15/03; Modified 10/22/07; Modified 12/13/10.
F. REFERENCES: Title VII of 1964 Civil Rights Act, as amended 1999 (42 U.S.C. § 200e); The
Age Discrimination Act (42. U.S.C. § 6103); the Americans with Disabilities Act (42 U.S.C. §
12134); Section 504 of the Rehabilitation Act (29 U.S.C. § 794); 19 Del. C. § Chapter 7; Policy
06.10; Policy 06.14; 14 DE. Admin Code 202.
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BRANDYWINE SCHOOL DISTRICT BOARD OF EDUCATION
06.3 STATEMENT ON THE PREVENTION OF HARASSMENT OF EMPLOYEES (Adopted
04/23/01)
A. PURPOSE: To promote a work environment of dignity and respect for all District employees
and to define and outline the District’s commitment to protect employees from degrading or
intimidating conduct.
B. ISSUE: An employee's ability to perform his/her job effectively and in a safe and dignified
work environment are of primary concern in the Brandywine School District. A respectful work
environment is essential to the well-being of our employees and imperative in order to fulfill the
District’s mission, provide resources that support employee work performance, and meet the
District’s legal obligations and responsibilities. Therefore, the District is committed to protecting
the rights and dignity of all of its employees.
C. POLICY: The District administration and all supervisory personnel are responsible for
maintaining a work environment free from harassment. Harassment that rises to the level of
bullying as defined under Title 14 of the Delaware Code Section 4112D shall be
addressed under Policy 08.2 of this manual.
1. Definitions:
a. The term employee includes all paid full-time, part-time, casual-seasonal, and substitute staff,
and for these purposes members of the Board of Education for the Brandywine School District.
b. The term employment includes any service performed by paid full-time, part-time, casualseasonal, and substitute staff, and for these purposes members of the Board of Education for
the benefit of the District or students in the District at the request of any authorized employee of
the District.
c. For purposes of this policy, workplace shall be defined as the regular scheduled work hours
of an employee or any time an employee is responsible for any District student including but not
limited to the following: (a) field trips (includes all hours an employee is responsible for any
students); (b) after school activities; i.e., sports, student dances, etc. or (c) on District property
including State-owned vehicles.
d. For purposes of this policy, incivility includes conduct such as directing vulgar, obscene or
profane gestures or words at another individual; taunting, jeering, inciting others to taunt or jeer
at an individual; using personal epithets, gesturing in a manner that puts another in fear for
his/her personal safety, invading the personal space of an individual after being directed to
move away, physically blocking; remaining in a classroom, office or school area after a teacher,
administrator, or other employee in authority has directed one to leave. It does not include the
expression of controversial or differing viewpoints that may be offensive to some persons, so
long as (a) the ideas are presented respectfully and at an appropriate time and place, and (b)
such expression does not disrupt, or is not reasonably anticipated to disrupt, the educational
process.
2. Prohibited Conduct:
a. Offensive or hostile conduct involving an individual’s race, gender, national origin, age, color,
marital status, disability, religion or other legally protected characteristic under State or Federal
law or regulation, is prohibited in any workplace of the Brandywine School District.
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b. Use of District data or computer software accessed through District or State owned
computers, equipment or computer systems to harass or bully an employee is prohibited in any
workplace of the Brandywine School District.
c. Acts of incivility against employees by parents or other members of the community.
d. Employees are prohibited from taking any retaliatory action against anyone who witnesses or
reports harassment, or other conduct prohibited by this Policy to the appropriate administrator.
e. Employees, students and members of the community are prohibited from making any false
accusations of harassment, or retaliation against employees in any workplace of the
Brandywine School District.
3. Applicability:
All employees, students, parents and other members of the community are subject to this Policy
while in a Brandywine School District workplace.
4. Reporting and Investigation:
a. Employees shall be required to report suspected acts of harassment, false accusations,
and/or retaliation to the appropriate administrator consistent with regulations developed
pursuant to this Policy.
b. All allegations of harassment, false accusations or retaliation shall be investigated based
upon regulations developed pursuant to this Policy.
5. Remedial Action:
a. Employees will be subject to disciplinary action consistent with this Policy up to and including
termination. Students will be subject to discipline pursuant to Data Code 021, 039, or 701 of the
Code of Student Conduct. Community members will be subject to action as provided in
subsection d below.
b. Substantiated allegations of harassment, false accusations, and/or retaliation by an employee
may result in the following disciplinary action at the discretion of the Superintendent:
i. Verbal warning
ii. Cautionary Letter
iii. Formal written reprimand
iv. Suspension without pay for a number of days
v. Demotion
vi. Involuntary Transfer
vii. Required Professional Development in any area deemed appropriate or other training in
Bullying Prevention
viii. Termination of employment
c. If allegations of harassment, bullying, or retaliation are substantiated against the
Superintendent, appropriate personnel action shall be taken at the discretion of the Board.
d. Pervasive uncivil conduct by parents or other members of the Community:
The principal of any school, or supervising administrator of any District Building or event may,
upon the determination that a parent or other member of the community exhibits a pattern of
uncivil conduct towards employees, limit the type and nature of the contact between employees
and the parent or community member including, but not limited to barring the parent for
community member from the building or event and possible future events, within the discretion
of the principal or administrator.
6. Regulations:
a. The Superintendent, or his/her designee, shall establish written Board regulations consistent
with this Policy, and State and Federal law and regulations. Written regulations shall be
reviewed annually thereafter by the Superintendent, or his/her designee.
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b. Regulations must include, but not be limited to:
arassment, false accusations, and/or retaliation,
ng, false
accusations, and/or retaliation against students by employees,
applicable under Delaware law.
c. Board regulations implementing this policy shall not supercede any such procedures
negotiated by represented employee groups for matters addressed in this policy.
D. REVIEW AND REPORTING: This policy shall be reviewed as required by Policy 01.3.
E. HISTORY: Adopted 04/24/01; Modified 04/19/04; Modified 12/17/07; Modified 06/23/08.
F. REFERENCES: Delaware Code, Title 11; Title 14 §§ 1043, 1049, 4112; 4112D; Title VII of
the 1964 Civil Rights Act as amended; State of Delaware Sexual Harassment Policy and
Complaint Procedure.
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BRANDYWINE SCHOOL DISTRICT BOARD OF EDUCATION
06.5 STATEMENT ON EMPLOYEE ATTENDANCE (Modified 01/25/10)
A.
PURPOSE: The purpose of this policy is to establish guidelines and expectations for
acceptable and unacceptable employee attendance throughout the Brandywine School
District (“District”).
B.
ISSUE: In order to maintain a positive learning and productive service environment for
the students and community of the Brandywine School District, employees are expected
to maintain acceptable patterns of attendance.
C.
POLICY:
1.
An employee’s attendance record is a significant contributing
factor towards an employee’s overall annual performance
appraisal/evaluation. An employee may be subject to disciplinary
action, up to and including termination of employment, when a
factual determination has been made that the attendance record of
the employee is unacceptable according to the provisions of this
policy.
2.
An employee's attendance shall be reported and recorded
pursuant to Brandywine School District Attendance Reporting
Procedures specifying the reporting and recording responsibilities
of employees, Building/Department Attendance recorders, and the
District Office Attendance Coordinator.
3.
4.
District employees are required to:
a.
Maintain an acceptable attendance record by
reporting to work on-time each day, and remaining
at work until the end of the workday, as scheduled.
b.
Follow established District and/or
Department/School procedures for reporting
absence(s), tardiness, and or early departures.
c.
Request time off for a day(s) and/or an extended
leave of absence, and return to work after an
absence according to District Regulations
established pursuant to Board Policy 06.6 and
available on the District Website.
An employee will be considered tardy if he/she reports for
work any time after the designated start of the employee’s
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scheduled workday without proper prior notice or notice of
extenuating circumstances to their immediate supervisor.
5.
An employee has an early departure from work if he/she leaves work
any time before the designated end of the employee’s scheduled workday
without proper prior notice or notice of extenuating circumstances
to
their
immediate supervisor.
6.
An employee’s attendance record may be considered
unacceptable by his/her immediate supervisor under the following
circumstances:
a.
The employee exhibits a pattern of absence(s), tardiness
and/or early departures which adversely impacts District
operations and/or the employee’s overall job performance;
b.
The employee has a history of not following established
procedures for reporting absence(s), tardiness, and/or early
departures;
c.
The employee has exceeded his/her sick and/or vacation
allotment, and continues to be absent without Board
approval pursuant to the Regulations associated with Board
Policy 06.6 resulting in deduct(ions) from pay;
d.
The employee does not request approval in advance for an
anticipated absence from work;
e.
The employee is away from work on an unauthorized
and/or unapproved absence from work and not on any
type of approved leave pursuant to Board Policy 06.6;
f.
The employee uses sick leave for purposes not allowed
under Title 14 § 1318, 1319 and/or 1320 of Delaware Code.
7.
Administrators shall ensure that the same attendance
standards are applied to each employee they supervise.
8.
Employees shall be able to access, from the District website,
information concerning their overall attendance record and shall
also receive an annual copy of their attendance record which,
after their review and signature, will be placed in their personnel
file.
D.
REVIEW AND REPORTING: This policy shall be reviewed on or before the date
specified below.
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E.
HISTORY: Adopted 07/17/06; Modified 01/25/10
A.
REFERENCES: Fair Labor Standards Act (FLSA); Americans with Disabilities
Act (ADA); 14 Del. C. §§ 1318, 1319, and 1320; Board Policy 06.6 and 06.15.
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BRANDYWINE SCHOOL DISTRICT BOARD OF EDUCATION
06.9 STATEMENT ON TERMINATION RULES FOR INSTRUCTIONAL OR NONINSTRUCTIONAL SUPPORT PERSONNEL (Adopted 04/23/01)
A. PURPOSE: To address termination proceedings for instructional or non-instructional support
personnel (“Support Personnel”) whose employment is covered by a collective bargaining
agreement.
B. ISSUE: In order for the Board to fulfill its responsibility to act on recommendations from the
Superintendent to terminate the employment of Support Personnel covered by a collective
bargaining agreement, it is necessary to have a consistent and fair process for termination.
C. POLICY:
1. Guidelines
a. Only the Board has the authority to terminate the employment of Support Personnel covered
by a collective bargaining agreement.
b. The Superintendent, or his/her designee, will submit recommendations for termination of
Support Personnel covered by a collective bargaining agreement to the Board during a duly
noticed Executive Session. Recommendations for termination presented to the Board shall
include appropriate documentation to support the recommendation.
c. The Superintendent, or his/her designee, shall notify the affected employee by certified mail
of the action of the Board within 5 business days of Board action.
d. A decision by the Board to terminate the employment of Support Personnel covered by a
collective bargaining agreement can be appealed to the Board by the employee in accordance
with Regulations established under this policy.
2. The Superintendent, or his/her designee, shall establish written Board regulations consistent
with this Policy.
D. REVIEW AND REPORTING: This policy shall be reviewed as required by Policy 01.3.
E. HISTORY: Adopted 10/17/83; Modified 04/23/01; Replacing Section 6140; Modified
02/23/04; Modified 06/23/08.
F. REFERENCES: None.
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BRANDYWINE SCHOOL DISTRICT BOARD OF EDUCATION
06.11
STATEMENT ON A DRUG/ALCOHOL-FREE WORKPLACE (Modified 01/23/12;
Review Due 01/23/15)
A.
PURPOSE: To develop a clear and concise policy on the unlawful use of drugs (controlled
substances), alcohol, and/or marijuana prescribed by a physician or other intoxicating
substances that may impair an employee’s performance at work, in the work environment.
B.
ISSUE: The Board of Education believes that alcohol, illegal drugs, and marijuana or other drugs
prescribed by a physician that impairs an employee’s performance at work have no place in the
workplace. In addition, Congress passed the Drug-Free Workplace Act of 1988, requiring the
certification by Federal grantees of a drug-free workplace, and the Board supports that Act.
Regulations adopted by the United States Department of Education supplemented the Act by
requiring an alcohol-free workplace, and requires local school boards to adopt policies consistent
with the State and Federal laws and regulations.
C.
POLICY:
1.
Definitions:
For purposes of this policy, “workplace” shall be defined as during regular scheduled
work hours or any time an employee is responsible for any District student including but
not limited to the following: (a) field trips (includes all hours an employee is responsible
for any students); (b) after school activities; i.e., sports, student dances, etc. or (c) on
District property including State-owned vehicles.
2.
Testing Facilities:
The services of a United States Department of Health and Human
Services/National Institute of Drug Abuse certified drug and alcohol testing
laboratory and collection site shall be retained for the purpose of any and all drug
and alcohol testing required under this policy. The Superintendent or his/her
designee shall maintain evidence of certification of any laboratory and collection
site retained under this policy.
3.
4.
Pre-employment Testing:
a.
All persons offered employment with the District shall submit to pre-employment
drug testing at a location designated by the District.
b.
A positive test for drugs from pre-employment testing may invalidate an offer for
employment with the District, unless evidence of lawful use by prescription is
provided.
Requests for Assistance
a.
An employee who believes he/she has an alcohol or drug abuse problem may
request the confidential assistance of a Department of Human Resources
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Administrator who will refer the employee to the appropriate counseling and
treatment services.
b.
5.
Employees who voluntarily request assistance in dealing with an alcohol or drug
abuse problem may do so without jeopardizing their continued employment.
Information disclosed in the process of seeking assistance will not serve as a
basis of a disciplinary action.
Prohibited Behaviors and Testing Requirements:
a.
The unlawful manufacture, distribution, dispensing, possession or use of a
controlled substance, alcohol, marijuana prescribed by a physician or other
intoxicating substances that impairs an employee’s performance at work is
prohibited in the District, in all District workplaces, all State-owned vehicles, and
in carrying out any Federal grant activity for all employees.
b.
An employee will be required to submit to a test for drug, alcohol, or other intoxicating
substances upon reasonable suspicion of probable cause that the employee has engaged
in the unlawful manufacture, distribution, dispensing, possession or use of a drug
(controlled substance), alcohol, marijuana prescribed by a physician or other intoxicating
substances in the workplace.
c.
Employees who are required to participate in random drug and alcohol screening by State
or Federal law shall also be subject to the provisions of C.4.b.
6.
7.
Reporting Requirements:
a.
All violations of this policy shall be reported to the Superintendent or his/her
designee, and when appropriate, to the applicable law enforcement agency. If
and employee has knowledge that the Superintendent is violating this policy, the
report shall be made to the Superintendent’s designee, or to the Director of
Human Resources as appropriate. If an employee has knowledge that the
Superintendent’s designee is violating this policy, then the report shall be made
directly to the Superintendent.
b.
An employee shall notify the Superintendent in writing of any criminal
drug or alcohol statute conviction for a violation occurring in the
workplace no later than five days after such conviction.
Personnel Action for Violations:
a.
Violations of this policy shall result in personnel action against the employee as
indicated below:
i. Unlawful/prohibited possession, use or consumption of alcohol, a
controlled substance (including marijuana prescribed by a physician)
or counterfeit controlled substance or other intoxicating substance.
First Violation: Five to 30 day suspension without pay and mandatory
participation in an approved substance abuse rehabilitation
program OR Termination.
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Subsequent Violation: Termination.
ii. Unlawful possession or use of a hypodermic syringe or of drug
paraphernalia.
First Violation: Five to 30 day suspension without pay and mandatory
participation in an approved substance abuse rehabilitation
program OR Termination.
Subsequent Violation: Termination.
iii. Refusal to submit to testing upon a determination of probable cause.
First Violation: Five to 30 day suspension without pay and
mandatory participation in an approved substance abuse
rehabilitation program OR Termination.
Subsequent Violation: Termination.
iv. Failure to present evidence of completion of an approved substance abuse
rehabilitation program.
First Violation: Termination.
v.
Unlawful delivery or distribution to a person under the age of 21 of alcohol, a
hypodermic syringe, or drug paraphernalia or any amount of a controlled
substance, counterfeit controlled substance, or of a non-controlled
substance under the representation that the substance is a controlled
substance, or any other intoxicating substance.
First Violation: Termination.
vi. Trafficking as defined by 16 Del.C. § 4753A or
applicable Federal law.
First Violation: Termination.
vii.
Failure to report a conviction pursuant to C.5c.
First Violation: Termination.
b.
A conviction of the charged offense shall not be necessary to take personnel
action against the employee for a violation of the policy. The employee against
whom a personnel action is taken shall be entitled to due process pursuant to 29
Del. C. Ch. 101, and the rules and regulation of the State Board of Education.
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8.
c.
Personnel action shall be taken in all cases of a chargeable offense under 16
Del. C Ch. 47 or comparable Federal law.
d.
Nothing in this policy shall preclude the Board from taking concurrent and/or
independent personnel action against the employee under 14 Del. C. § 121 (5)
for immorality, misconduct in office, incompetency or willful neglect of duty or
other applicable statutory or civil law provisions.
Regulations:
The Superintendent, or his/her designee shall establish written Regulations consistent
with this Policy, State and Federal law and regulations to be reviewed annually by the
Director of Legal Affairs. Regulations implementing this policy shall not be inconsistent
with any such procedures negotiated by represented employee groups.
D.
REVIEW AND REPORTING: The policy statement on Drug/Alcohol Free Workplace shall be
reviewed on or before the date specified below.
E.
HISTORY:
Adopted 02/25/99; Replacing Section 6180; Modified 11/17/03; Modified
09/24/07; Modified 10/25/10; Modified 01/23/12; Review Due 01/23/15.
F.
REFERENCES: Drug-Free Workplace Act of 1988, 16 Del. C. ch. 47; 29 Del. C. ch.
101; 14 Del. C. § 121 (5).
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BRANDYWINE SCHOOL DISTRICT BOARD OF EDUCATION
06.12
STATEMENT ON DRUG OFFENSES OCCURRING OUTSIDE THE
WORKPLACE (Modified 01/24/11; Review Due 01/24/14)
A.
PURPOSE: To address situations where an employee is involved in a drug offense outside of
the workplace.
B.
ISSUE: While an employee’s involvement in a drug offense in the workplace is covered by the
District’s Drug/Alcohol-Free Workplace Policy, an employee’s involvement with drugs outside the
workplace must be addressed if such involvement impairs the employee’s effectiveness or does
not support the mission of the District as established by its Strategic Plan and Delaware Law.
C.
POLICY: If a District employee illegally possesses, uses, or distributes a controlled substance
outside of the workplace (i.e., outside of regular scheduled work hours or at a time when the
employee is not responsible for any District student), the District shall consider termination if such
conduct:
1.
Supports the conclusion that the employee presents a threat to the safety and welfare of
students and/or other employees; or
2.
Impairs the employee’s effectiveness, including the employee’s ability to serve as a role
model, and/or does not support the mission of the District.
D.
REVIEW AND REPORTING: This policy shall be reviewed on or before the date
specified below.
E.
HISTORY: Adopted 1995; Republished 12/15/03; Republished 01/28/08; Modified 01/24/11;
Review Due 01/24/14
F.
REFERENCES: 14 Del. C. § 121 (5)
16 Del. C. Chapter 47
29 Del. C. Chapter 101
Art. X of the Delaware Constitution of 1897, as amended
BSD 2007-2010 Strategic Plan
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BRANDYWINE SCHOOL DISTRICT BOARD OF EDUCATION
06.15
STATEMENT ON ACCEPTABLE USE OF DISTRICT COMPUTER
& COMMUNICATION SYSTEMS BY DISTRICT EMPLOYEES OR
INDIVIDUAL BOARD MEMBERS (Adopted 10/26/09; Review Due 10/26/12)
A.
PURPOSE: To establish the criteria for the acceptable use of the
District's
computer and communication systems by employees and individual members of the Board.
B.
ISSUE: Access to the District's computer and communication systems is a privilege. In order to
provide this privilege to employees, and Board members, the District must ensure that its
Employees and Board members will abide by the terms of the Acceptable Use Policy of the
Delaware Department of Technology and Information ("DTI").
C.
POLICY:
1.
The computer and communication systems provided by the District to employees and/or
individual Board members are properties of the State. Use of these systems can and may be
monitored by DTI and other administrative departments of the District, including but not limited to
the Department of Technology.
2.
The policy applies to all aspects of the computer and communications systems including,
but not limited to District email, internet access, telephone, cell phone, and voice mail.
3.
The Board hereby adopts and incorporates by reference the Acceptable Use Policy for
State Employees established by the DTI, including but not limited to the definition of computer
and communications systems, access to and maintenance and protection or
such systems,
definition of unlawful and inappropriate use, responsibility of employees, and remedial action. A
link to the most current DTI Acceptable Use Policy shall be provided on the District's Website
and/or a copy will be attached to the policy.
4.
All employees and individual Board members with access to and using District computer
and communication systems must have an appropriately signed DTI ACKNOWLEDGEMENT
STATEMENT indicating that he/she has read and agreed to abide by the guidelines set forth in
the DTI Acceptable Use Policy. Employees' signed ACKNOWLEDGEMENT STATEMENTs shall
be placed in their official personnel file maintained in the District's Human Resources
Department.
Signed ACKNOWLEDGEMENT STATEMENTs of individual Board members shall be maintained
in the Superintendent's Office. A signed ACKNOWLEDGEMENT STATEMENT shall apply to the
current DTI Acceptable Use Policy and will be valid for the duration of the employee's
employment or the Board member's term, unless significant changes in the DTI Acceptable Use
Policy requires a new ACKNOWLEDGEMENT STATEMENT to be signed by employees and
individual Board members.
5.
The Superintendent, or his/her designee(s), shall create and maintain
written regulations to implement this policy.
6.
Failure to abide by this policy or applicable regulations may result in
discipline including, but not limited to, denial of access to the computer or
communications systems or termination of employment.
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D.
REVIEW AND REPORTING:
specified below.
This policy shall be reviewed on or before the date
E.
HISTORY: Adopted 10/26/09; Review Due 10/26/12
F.
REFERENCES: Delaware Department of Technology and Information.
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BRANDYWINE SCHOOL DISTRICT BOARD OF EDUCATION
06.17 STATEMENT ON EMPLOYEE-STUDENT COMMUNICATION
THROUGH SOCIAL NETWORKING OR ELECTRONIC MEDIA
(Adopted 10/25/10; Review Due 10/25/13)
A.
PURPOSE: To establish guidelines for Employee-Student contact through Social Networking
sites or through electronic media sites (i.e. text messaging) that are not hosted by or housed on
the Brandywine School District Server, or monitored by DTI in order to minimize the potential for
inappropriate contact between employees and students on Social Networks or other electronic
media sites and/or the appearance of impropriety.
B.
ISSUE: The Board recognizes that the use of social networking or electronic media could have a
positive effect on instruction and academic achievement of students in the District. However, the
content of some social networking or electronic media sites directed at or available to students
may be inappropriate, contain unlawful information or images, which are contrary to the mission
of the District, or may give the appearance of such.
C.
POLICY:
1.
Definitions:
a. Social Network or Electronic Media-- An electronic community maintained on websites
or accessed through the Internet, or through accounts on web-based sites, or a site through
home based email or other type of internet based account not accessible to monitoring by
DTI, and/or the Brandywine School District, or subject to the State of Delaware Acceptable
Use Agreement. Electronic Media will include text messages sent through a telephone or cell
phone system.
b. Personal Account--Any account maintained by an employee that is not connected to
the Brandywine School District or the State server nor subject to
the State of Delaware
Acceptable Use Agreement.
c. School related site--A site created by a Certificated or professionally licensed nonadministrative employee, an administrator, an athletic coach, or other employee providing
instruction to students for the District and posted on a school based website maintained on
the Brandywine School District server, or the Department of Education Home Access Center.
d.
Educational/ Informational Networking/Media Sites--A site created, maintained, or
used by employees for the purpose of providing instruction or other academic or school
related information to students that is not accessible to monitoring by DTI, the Brandywine
School District, or subject to the State of Delaware Acceptable Use Agreement.
e. Student--Any student in grades Pre-Kindergarten through 12th grade or
receiving educational services beyond the 12th grade in any public or private Elementary or
Secondary school and currently or formerly enrolled in the Brandywine School District
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regardless of age. This definition does not include students who have reached the age of
majority and are no longer secondary school students.
f.
Parents--The legal parent, guardian or Relative Caregiver of a student.
g. Immediate Family-- Persons who are related by blood, marriage or adoption
including a parent, step parent, great grandparent, grandparent, step grandparent, great aunt,
aunt, great uncle, uncle, brother, sister, step brother, step sister, half brother, half sister,
niece, nephew, first cousin or first cousin once removed.
2.
Social Networking & Electronic Media:
a. Employees of the District who maintain personal social networking, electronic
media, or email accounts shall not allow any student access to said sites nor agree to
contact or interact with students on a student maintained social network, electronic media, or
email account unless the student is a member of the employee's immediate family.
b. Employees shall not publish or distribute on any personal account maintained by the
employee any personally identifiable information about students, including but not limited to
names, addresses, or photographs taken on school district property or a school sponsored
event, and all information identified in Policy 08.9,
c. Nothing in this policy shall prohibit employees from maintaining personal accounts
for social networking/media or email for activities outside the scope of his/her employment
and with personally owned equipment.
3.
School Related Sites:
Administrators and Certificated and/or professionally licensed employees, and coaches
are encouraged to use District and school based websites, or the Department of Education Home
Access Center for classroom, school, or school related, or District related instructional or
informational communications with students and parents of the District.
4.
Educational/Informational Networking/Media Sites:
a.
Certificated and/or professionally licensed non-administrative employees or
athletic coaches may use educational/informational networking/media sites for instructional,
training or informational purposes with the written permission of the building principal as
outlined in Regulations established to implement this policy described below.
b.
Employees are responsible for the content of the site, the terms of membership
or access, and for assuring the privacy of the site.
c.
The building principal must approve the continued use of the site on an annual
basis and provide the Superintendent or his/her designee written verification of the sites
approved by September 30 of each school year. During the 2010-11 school year, the initial
implementation year for this policy, educational/informational networking/media sites for
instructional, training or informational purposes in existence as of January 15, 2011 must be
reviewed and approved by the building principal by March 1, 2011.
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5.
Regulations:
a.
The Superintendent, or his/her designee, shall create Regulations for school
related and/or educational/informational networking sites.
b.
Regulations for the use of educational/informational networking sites must
include, but not be limited to:
i.
A written proposal from the employee outlining the instructional, training
or informational purpose of the site:
ii.
A requirement that membership to the site is limited to current students,
or student athletes of the employee, the parents of those students, the
Superintendent or his/her designee, and at least one (1) administrator of the
school the student attends;
iii.
A requirement that the contents of the site must comply with all District
and School policies and codes of conduct;
iv.
A requirement that the site must comply with federal laws concerning the
protection of children and privacy, including but not limited to the Child Internet
Protection Act, and the Family Educational Rights and Privacy Act;
6.
Violations of this Policy
An intentional violation of this policy or the regulations implementing this policy may lead
to discipline for the employee up to and including termination of employment.
D.
REVIEW AND REPORTING:
specified below.
This policy shall be reviewed on or before the date
E.
HISTORY: Adopted 10/25/10; Review Due 10/25/13; Implementation Date 01/15/11
F.
REFERENCES: None.
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BRANDYWINE SCHOOL DISTRICT BOARD OF EDUCATION
06.18
STATEMENT ON ADDRESSING VIOLENCE IN THE WORKPLACE
(Adopted 04/23/12)
A.
PURPOSE: To adopt the State of Delaware policy prohibiting violence towards state employees
in the workplace as modified for a public school district, and to establish regulations specific to
the Brandywine School District.
B.
ISSUE:
The State of Delaware Workplace Violence Policy prohibits violence against state
employees in all locations where state employees work, represent the State of Delaware, or
perform a work-related duty. Additionally, Title 14 of the Delaware Code § 4112 requires public
school administration to report acts of violence against school district employees committed by
students, employees and other adults to the appropriate police agency. Although the State
Workplace Violence policy applies to all Brandywine School District employees the reporting and
provisions do not address some of the requirements of § 4112; some of administrative position
used are not consistent with administrative positions in a school district, and Brandywine School
District employees are not subject to Merit Rule 12.1 referenced in the enforcement section of the
policy.
C.
WORKPLACE VIOLENCE POLICY:
1.
Adoption and Modification of the State Policy
I.
Policy Statement: The State of Delaware is committed to providing a workplace
that is safe, secure and free of harassment, threats, intimidation and violence for all
employees. It is every employee’s duty to maintain a safe workplace. To ensure a safe
workplace and to reduce the risk of violence, all employees should review and
understand all provisions of this workplace violence policy. Consistent with this policy,
threats or acts of physical violence, including intimidation, harassment, and/or coercion
which involves or affects state employees or which occur on state property will not be
tolerated.
II.
Policy Scope: This policy applies to all locations where state employees work or
represent the State of Delaware. This includes the workplace, customer and vendor
premises and State sponsored events and activities. The workplace is any location,
either permanent or temporary, where an employee performs any work-related duty.
This includes but is not limited to buildings and the surrounding perimeters, including
parking lots. It includes all state-owned, leased or donated space, including vehicles,
and any location where state business or sponsored activity is conducted.
III.
Policy Provisions:
a. Threats or Acts of Violence Defined: The Board does not tolerate any type of
workplace violence committed by or against employees. Employees are
prohibited from making threats or engaging in violent activities. Threats or acts of
violence include conduct against persons or property that is sufficiently severe,
offensive, or intimidating to alter the conditions of District employment, or to
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create a hostile, abusive, or intimidating work environment for one or more
employees, customers, or business partners.
b. Definition of Workplace Violence: Workplace violence is defined as all threats or
acts of violence occurring on District and other state property, as defined in the
policy scope, regardless of the relationship between the District or the state and
the individual involved in the incident. This list of behaviors, while not all
inclusive, provides examples of conduct that is prohibited:













aggressive or hostile behavior that creates an objective reasonable fear
of injury to another person or subjects another individual to emotional
distress;
intentionally damaging District property or property of another employee;
hitting or shoving an individual with any part of one’s body and/or object;
threatening to harm an individual or his/her family, friends, associates, or
their property;
the intentional destruction or threat of destruction of property owned,
operated, or controlled by the state;
making harassing or threatening telephone calls, or sending harassing or
threatening letters or other forms of written or electronic communications;
intimidating or attempting to coerce an employee to do wrongful acts, as
defined by applicable, law, administrative rule, or policy that would affect the
business interests of the state;
the willful, malicious and repeated following of another person, also
known as “stalking”, and making of a credible threat with intent to place the
other person in reasonable fear for his or her safety;
making a suggestion or otherwise conveying that an act to injure persons
or property is “appropriate”, without regard to the location where such
suggestion occurs;
possession of a weapon while on employer property or while on employer
business (unless specifically approved by the Cabinet Secretary/Agency
Head as a job-related requirement);
committing acts of violence motivated by, or related to, race, age, color,
national origin, religion, sexual orientation, sex, disability, marital status,
sexual harassment or domestic violence.
Violence can include more than inflicting physical harm to others or self.
Violent behavior also consists of threats and acts of aggression. Some
examples of threats are remarks of revenge and abusive and obscene
statements. Acts of aggression are abusive behavior, such as stalking,
pounding of fists, stomping, swiping at objects, tearing paper and tampering
with property, in an attempt to intimidate, inflict harm or destroy property.
(Steps to Help Prevent Workplace Violence can be found in Appendix A.)
c. Procedure: All personnel are responsible for notifying their supervisor of any
threats, which they have witnessed or received. Threats against supervisors and
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co-workers can foreshadow violence. Even without any actual threat, employees
should report any behavior they have witnessed which they regard as threatening
or violent, when the behavior is related or might be carried out at work or is
connected to State employment. Employees are responsible for making this
report, regardless of the relationship to the individual who initiated the threat or
threatening behavior. Any potentially dangerous situations must be reported
immediately to a supervisor or the human resource office. The supervisor is
responsible for reporting the situation to his/her immediate supervisor. The
immediate supervisor is responsible for ensuring that the Director of Human
Resources and the Superintendent have been notified of the incident. Reports
can be made anonymously and all reported incidents will be investigated if there
is sufficient information in order to initiate an investigation. Reports or incidents
warranting confidentiality will be handled appropriately and information will be
disclosed to others only on a need-to-know basis. Acts of aggression and violent
behavior should also automatically require action. When they occur,
management should tell aggressive employees to leave the workplace or have
them removed. A decision should be made regarding disciplinary action. If the
employee(s) remains employed, they should be assisted in obtaining counseling.
The employee(s) that was the target of the aggression should have their needs
and concerns addressed. The District will actively intervene at any indication of a
possibly hostile or violent situation. If, after an investigation, it is determined that
an employee has probably been the victim of:
1.
A violent felony,
2.
An Assault III,
3.
An Unlawful Sexual Contact
4.
An Offensive Touching
5.
A Terroristic Threatening,
as prohibited by Title 11 of the Delaware Code, the supervisor receiving the
initial report shall immediately report the incident to the appropriate police agency
and criminal charges filed as appropriate and required by Title 14 of the
Delaware Code § 4112.
d. Warning Signs, Symptoms and Risk Factors: While the Board does not
expect employees to be skilled at identifying potentially dangerous persons,
employees are expected to exercise good judgment and to inform the human
resource office if any employee exhibits behavior, which could be a sign of a
potentially dangerous situation. Such behavior may include:







discussing weapons or bringing them to the workplace;
displaying overt signs of extreme stress, resentment, hostility, or anger;
making threatening remarks;
sudden or significant deterioration of performance;
displaying irrational or inappropriate behavior;
dropping hints about a knowledge of firearms;
making intimidating statement like: “You know what happened at the Post
Office,” “I’ll get even” or “You haven’t heard the last of me.”
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




physical signs of hard breathing, reddening of complexion, menacing
stare, loudness, fast profane speech;
having a romantic obsession with a co-worker who does not share that
interest;
intense anger or lack of empathy;
history of interpersonal conflict; domestic problems, and/or
unstable/dysfunctional family;
brooding, strange behavior or “time bomb ready to go off.”
Supervisors should be alerted to and aware of these indicators. If an employee
exhibits such behavior, those observing the behavior should advise their chain of
command regarding their concerns and the employee should be monitored and such
behavior should be documented.
e. Domestic Violence: This policy encourages all state employees, including
District employees, to be aware of the issue of domestic violence and its impact
in the workplace. The Delaware State Office of Management & Budget/Human
Resource Management and/or the Department of Human Resources can direct
employees to resources to either learn more about or receive services related to
domestic violence. The Domestic Violence Coordinating Council is the State
agency responsible for coordinating the State’s efforts in domestic violence. The
Domestic Violence Coordinating Council’s website, www.dvcc.state.de.us, has a
list of available resources. This policy also requires all individuals who apply for
or obtain a protective or restraining order which lists a State location as being a
protected area, to provide to the designated management representative a copy
of the petition and declarations used to seek the order, a copy of any temporary
protective or restraining order which is granted, and a copy of any protective or
restraining order which is made permanent.
Further, any employee who is involved in the criminal justice process as a
complainant/victim, and is protected by a “no-contact order” as part of this
process will furnish to management the particular circumstances of this order.
Any employee who is the respondent in a civil protective proceeding, and/or the
defendant/offender in a criminal “no-contact” proceeding, and for whom the
complainant/victim is employed at the same job site, is responsible for furnishing
to management a copy of the criminal and/or civil order.
Upon receipt of information as indicated above, the Superintendent is to develop
a plan ensuring compliance with the order and promoting the safety of the
employee and others at the job site. The Delaware State Police can be helpful in
developing this plan. The Superintendent, to the extent that it is practicable, is to
consider the privacy of the complainant/victim and is to avoid re-victimization. If
both parties are at the same worksite, the plan should include measures to
ensure compliance with the order as well as the safety of the parties and the
other workers. Further, such a plan should not penalize the complainant/victim.
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Agencies interested in domestic violence related training can contact the Domestic
Violence Coordinating Council at (302) 255-0405.
f.
Dangerous/Emergency Situations: In all situations, if violence appears to be
imminent, employees should take the precautions necessary to assure their own
safety and the safety of others. Employees who confront or encounter an armed
or dangerous person should not attempt to challenge or disarm the individual.
Employees should attempt to remain calm. If a supervisor or security officer can
be safely notified of the need for assistance without endangering the safety of the
employee or others, such notice should be given. Otherwise, cooperate and
follow the instructions given by the individual. If possible, employees should
immediately notify proper law enforcement authorities and/or security if they
believe that there is a serious threat to their safety or the safety of others.
g. Enforcement: Threats, threatening conduct, or any other acts of aggression or violence
in the workplace will not be tolerated. The violation of this policy may be grounds for
discipline up to and including dismissal. Students will be subject to discipline pursuant to
the appropriate Code of Student Conduct and § 4112. Employees will be subject to
remedial and disciplinary action consistent with the State Policy and § 4112 that may
include:
1.
2.
3.
4.
5.
6.
7.
8.
9.
Verbal warning
Cautionary Letter
Formal written reprimand
Suspension without pay for a number of days
Demotion
Involuntary Transfer
Required counseling
Termination of employment
Criminal prosecution.
Non-employee adults, including parents or other community members, remedial actions
will be consistent with the State Policy and § 4112 limiting the type and nature of the
contact the parent or community member may have with the employee or the work
location of the employee. This may include barring the parent or community member
from any District building or any District event, and/or criminal prosecution.
h.
Fitness-for-Duty Evaluation: At the discretion of the Superintendent or his/her
designee, an employee exhibiting warning signs, symptoms and risk factors, that
indicate violence, including but not limited to those set forth in Section D of the
State policy, may be ordered to submit to a psychological evaluation to determine
the employee’s fitness-for-duty. The human resources office will provide a list of
health care providers as appropriate for the situation. The health care provider
should report the results of the evaluation to the human resources office which
shall then consult with the Cabinet Secretary or designee to determine the
employee’s fitness-for-duty based on the evaluation. All evaluation records shall
be maintained in a confidential manner as permitted by law.
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2.
i.
Referral to Delaware Employee Assistance Program or Crisis Intervention
Program: Where a supervisor suspects that an employee has work-related
and/or personal problems, the supervisor should, in consultation with the human
resources office, recommend that the employee contact the State of Delaware’s
Employee Assistance Program for counseling and support.
j.
Dissemination of Policy: All employees will be given copies of this policy. All
new employees will be given a copy of this policy as part of their orientation.
Regulations:
a.
The Superintendent, or his/her designee, shall establish written
Board regulations consistent with this and the State Policy, and
State and Federal law and regulations. Written regulations shall be
reviewed annually thereafter by the Superintendent, or his/her
designee.
b.
Regulations must include, but not be limited to:
 A process for investigations;
 A process for providing Employees a copy of to this
policy;
 A process for employees to report workplace
violence;
D.
REVIEW AND REPORTING:
specified below.
This policy shall be reviewed on or before the date
E.
HISTORY: Adopted 04/23/12; Review Due 04/23/15.
F.
REFERENCES: The State of Delaware Workplace Violence Policy; Title 14 Del. C. § 4112.
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Appendix A
Steps to Help Prevent Workplace Violence:

Check references of all prospective employees, and conduct criminal background
checks of prospective employees where appropriate. It is imperative that every
effort is made to check references of employees, especially prior criminal
records.

Take action immediately if an employee exhibits bizarre behavior. This may
include requiring the employee to be drug-tested if there is “reasonable
suspicion,” disciplining the employee up to and including termination, or granting
the employee a leave of absence and referring them for psychiatric assistance.

Inform employees that threats of violence will not be tolerated. Through written
and oral communication, make employees aware that threats of violence will be
treated the same as acts of violence. Employees who threaten others will be
subject to discipline up to and including termination.

Be aware of workplace romances that have “gone sour”. Failed romantic
relationships involving co-workers can often lead to charges of sexual
harassment. This harassing conduct can be a prelude to violence.

Develop a crisis plan. This plan should be shared with all employees so that they
can know how to react in a crisis, including who is responsible for managing and
responding to threats. It is a good idea to designate a management
representative who will be responsible for handling workplace violence issues.
This plan should provide for: reporting incidents to local law enforcement
authorities; securing work areas where the disturbances occurred; ensuring the
physical safety of employees and others remaining in the area as soon as
possible; ensuring that no work area is left short-staffed while others assist the
victim or help secure the area; and quickly assessing the safety of the work area
if it was disturbed or damaged during an incident.

Take all threats of violence seriously. If management is aware that an employee
is being threatened, they should act to protect that employee during working
hours. This may mean considering heightened security.

Develop a procedure for reporting incidents. A procedure for reporting violent
incidents should be developed. This procedure will apply to all types of violent
incidents, whether or not physical injury has occurred (i.e. verbal abuse, threats
of violence, menacing, etc.). This procedure should be in writing and should be
easily understood by all employees. It should take into account issues of
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confidentiality or employees may be reluctant to come forward. Each incident
should be reported to and evaluated by a designated management
representative.

Conduct a detailed investigation of incidents. All incidents should be investigated
as soon as possible. A delay of any kind may cause important evidence to be
removed, destroyed intentionally or unintentionally. The investigation should be
focused on fact-finding to prevent reoccurrence.
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BRANDYWINE SCHOOL DISTRICT BOARD OF EDUCATION
POLICY 07.7: STATEMENT ON SUICIDE PREVENTION TRAINING
(Adopted June 2016)
A. PURPOSE: In compliance with Title 14, §4124. Brandywine School District establishes this
Policy to outline the procedures/protocol for training public school employees on suicide
prevention.
B: ISSUE: The Brandywine School District (hereinafter referred to as “The District”) recognizes
the serious problem of youth suicide and acknowledges that providing this policy for schools
and districts related to youth suicide recognition and prevention is very important. The District
also acknowledges that youth suicide is a complex issue, which cannot be addressed by the
districts and schools alone. This Suicide Prevention Policy (“Policy”) meets the requirements of
14 Del. C. §4124, relative to Suicide Prevention.
The Superintendent shall ensure that all requirements of 14 Del. C. § 4124 in regards to suicide
prevention are included in the Student Code of Conduct and are reviewed annually and updated
as needed.
C: POLICY:
Suicide Prevention Training for Public School Employees
Each public school employee of the District shall participate in at least one combined training
each year totaling ninety (90) minutes on suicide prevention. The training materials shall be
evidence-based and developed and/or approved by the Department of Education, Department
of Health and Social Services, and the Department of Services for Children, Youth and Their
Families. Any in-service training required by this section shall be provided within the contracted
school year as provided in 14 Del. C. §1305(e).
Suicide Prevention Program
The District shall develop a Suicide Prevention Program. The components of the District’s
Suicide Prevention Program may vary to address the needs of different grade levels. Each
school shall establish a committee that is responsible for coordinating the suicide prevention
program within the school. This can be addressed through a currently existing committee in the
school.
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Confidential and Anonymous Reporting
School staff shall follow the District “Crisis Intervention Procedures for Suicide Threats” to
provide for confidential and anonymous reporting of a student demonstrating the warning signs
of suicide. The document outlining the process will be maintained by the principal or a staff
member designated by the principal and a copy will be sent to the Student Services Office. At a
minimum, any privacy rules shall be followed, including any applicable Family Educational
Rights and Privacy Act (FERPA) and Health Insurance Portability and Accountability Act
(HIPAA) provisions.
Procedure for communication between school staff members and medical professional
who are involved in treating students for suicide issues.
For a student who has not reached the age of 18, Release of Information forms shall be signed
by the parent, guardian, or relative caregiver in order for the primary care physician or
healthcare professional to communicate with school personnel regarding any treatment of a
student.
Notwithstanding the foregoing, communications between healthcare professionals and school
staff regarding any treatment of a student may occur for any student 14 years or older who has
provided consent for voluntary outpatient treatment in accordance with 16 Del. C. § 5003. In
accordance with HIPAA and FERPA guidelines, releases shall be signed before communication
may take place. Communications without signed releases in emergency situation may occur in
accordance with HIPAA and FERPA regulations and guidelines.
• If a parent refuses to sign a release form at school, the school will review this policy with
them, explaining the reasons the release would be advantageous to the student.
• Emergency evaluations can be obtained from hospital emergency departments; a licensed
healthcare professional; a physician; or nurse practitioner; or from the state’s Child Priority
Response Mobile Crisis Service if the student is under 18 years of age, or from the Adult Mobile
Crisis Service if student is between the ages of 18-21.
Posting of the Suicide Prevention Policy
The District shall post this Suicide Prevention Policy in all student and staff handbook(s) and on
the District’s website.
Retaliation Restrictions
No employee, school volunteer or student shall be retaliated against for reporting a student
thought to be demonstrating the warning signs of suicide.
D. REVIEW AND REPORTING: The Superintendent or his/her designee will report to the
Board on the status of this policy as needed
E. HISTORY: Adopted June 2016
F. REFERENCES: 14 Del. C. § 4124, related to Suicide Prevention
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BRANDYWINE SCHOOL DISTRICT
R08.11.1
REGULATION ON RESTRAINT OF STUDENTS PARTICIPATING
IN THE PROGRAMS OF THE BRANDYWINE SCHOOL DISTRICT
STATEMENT OF PURPOSE:
To establish the criteria and circumstances for the use of physical restraint of students by District staff
consistent with Policy 08.11.
REGULATION:
A.
Techniques, Environments & Activities Subject to Regulation:
1. Physical restraint: Physically holding a student for the sole
purpose of restricting or preventing voluntary movement by the
student.
2. Extended physical restraint: Physical restraint of 20
(twenty) or more minutes.
3. Seclusion:
a. Supervised confinement of a student outside of
the presence of other students in a limited physical space
for a set period of time or until the student gains control as a
means of limiting the student's freedom of movement in a setting
from which the student is physically prevented from leaving (i.e.
Time-Out);
b. Supervised placement of a student in the hallway outside of the
classroom.
B.
Techniques, Environments & Activities NOT Subject to this Regulation:
1.
hand,
Physical escort: Touching or holding a student on or by the
wrist, arm, shoulder, or back for the purpose of
(a) directing a student to a safe place; or
(b) intervening in a fight; or
(c) redirecting a student away from a potential or actual harmful situation.
2.
Enivronments/Activities
a.
b.
d.
c.
In-school suspension
Detention
Student requested break
Teacher request for a student to return to his/her
desk or sit on the sidelines of an activity.
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C.
General Rules:
1.
These Regulations apply to all students under the conditions
specified below. Restraints which are administered to students pursuant
to their Individualized Education Programs, Section 504 Accommodation
Plans, or other plans developed in accordance with state and federal law
or regulations, and which has been agreed upon by both the school and
the parent/guardian, shall be deemed to meet the requirements of these
Regulations.
2.
Student Fights. These Regulations will apply in a situation where
students are fighting only when a student does not respond to attempts
to intervene by physical escort or verbal requests to stop fighting.
Employees attempting to intervene should use his/her best judgment to
determine if it is necessary to use physical restraint and to call for help
from a trained employee in the building. Under no circumstance should
the employee attempt physical restraint if s/he has not been trained in the
proper techniques or believes s/he may get injured.
3.
All students who display a pattern of behavior that impedes their learning
or the learning of others should receive appropriate behavioral assessment, including a
Functional Behavioral Assessment (FBAs).
A FBA must be followed by Behavioral
Support Plan (BSP) that incorporates appropriate positive behavioral interventions,
including instruction in appropriate behavior and strategies to de-escalate the students
own behavior.
D.
Physical Restraint:
1.
Training & Staff Development
a.
Only administrators, certified non-administrative personnel, and
paraeducators ("Staff") may be trained to use physical restraint on
students.
b.
Staff cannot use restrain on a student unless they have
received training as specified in this Regulation.
c.
The building principal has the discretion to determine which Staff in his/her
building will receive training to use physical restraint. It is recommended that this
includes, at minimum, all administrative staff, Deans of Students, and those Staff that
must be trained as required by a particular program (i.e. BSAP, Emotional Support
Program).
d.
Staff shall receive training annually. The Superintendent, or his/her
designee, shall be responsible for establishing a training schedule and
hiring or appointing Trainers for this purpose. The training schedule shall
be established and posted in each building by the beginning of the first
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student day each school year. In addition, once trained, Staff shall
receive a certificate of training.
e.
Staff providing services for students in the Brandywine Specialized Autism
Program ("BSAP") shall receive training in Devereux Crisis Prevention & Intervention
techniques ("Devereux"), or a similar program as determined by the Superintendent or
his/her designee. Staff working with all other students shall receive training in the Crisis
Prevention Institute model of Nonviolent Crisis Intervention ("CPI"), or a similar program
as determined by the Superintendent or his/her designee. Staff required to receive
Devereux or CPI training may voluntarily agree to receive additional training in the other
method. Devereux Training can replace CPI training in a building.
2.
When may Physical Restraint be Used?
a.
Physical restraint may be used when non-physical interventions have
been attempted without success. It may only be used when a student’s
behavior poses a threat of imminent, serious physical harm to self and/or
others or when otherwise outlined in a Behavioral Support Plan
created by a team as a result a functional behavioral assessment, their
Individualized Education Programs, Section 504 Accommodation Plans,
or other plans developed in accordance with state and federal law or
regulations.
b.
Physical restraint is limited to the use of such reasonable force as may be
necessary to protect a student or other persons from assault or imminent,
serious physical harm.
c.
Unless specifically indicated in an agreed-upon Behavioral Support
Plan, physical restraint may not be used as a response to property
destruction, disruption of school order, a refusal to comply with a school
rule or staff directive, or verbal threats which do not constitute a threat of
imminent, serious physical harm. Physical restraint may never be used as
a means of discipline.
d.
No physical restraint may be used which prevents a student from
speaking or breathing, and must be used in such a way as to prevent or
minimize physical harm. If, at any time during the restraint, the student
demonstrates significant physical distress, the restraint shall be
discontinued.
e.
Physical restraint should not be used as a punishment to force
compliance or as a substitute for appropriate educational support.
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E.
Seclusion:
1.
Training & Staff Development
There is no specific requirement for Staff to receive training to use
Seclusion. Staff may benefit from the de-escalation techniques
provided in physical restraint training and voluntarily agree to
receive such training even if they will not be engaging in physical
restraint of students;
2.
When can Seclusion be used?
a.
Seclusion may only be used when less restrictive alternative
methods have been considered or attempted and deemed inappropriate
or insufficient to protect the student or others from injury under the
circumstances.
b.
Seclusion should not continue after the student has regained control of
his/her behavior.
c.
Supervised confinement can only occur in a space or room
that allows staff full view of the student, has appropriate ventilation, and is
free of any potentially hazardous conditions such as unprotected light
fixtures and electrical outlets.
d.
All forms of seclusion must occur under constant supervision (i.e. visual
or physical contact as the situation warrants). Supervision can be done
by an administrator, certified or professionally licensed nonadministrative employee or paraeducator.
e.
Seclusion should not be used as a punishment to force compliance or
substitute for appropriate educational support.
F.
Follow-up & Reporting Requirements
1.
Following the use of physical restraint or seclusion, the building principal
or a designated program Staff member will meet with the student to
address the behavior which prompted the restraint. By the end of the
working day, or as soon as practicable but no longer than five (5) school
days, he/she will also review the incident with the staff members who
were involved and determine whether follow-up is needed for students
who may have witnessed the incident.
2.
A staff member who administers a restraint shall verbally inform the
building principal, or his/her designee, as soon as practical that day and
by written report no later than the next school day.
3.
The building principal or his/her designee shall, make every effort to,
verbally inform the student’s parent/guardian of the use of physical
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as
a
restraint by the end of the work day and by written report no later than
three (3) school days following such use. The report must include:
a.
The names and job titles or staff who administered the restraint
and the person(s) who observed it.
b.
The date and time the restraint was used, the time it began and
ended, and the name of the administrator who was verbally
informed.
c.
A description of the activity of the restrained student and other
students and staff in the vicinity immediately preceding the use of
the restraint; the behavior which prompted it; the efforts made to
de-escalate; alternatives which were attempted first; and the
justification for resorting to physical restraint.
d.
A description of the restraint used and the reasons why; the
student’s behavior and reactions during the restraint; how it
ended; and documentation of injury, if any, to the student or staff
and any medical care provided.
e.
For extended restraints, a description of the alternatives which
were attempted first; the outcome of those efforts; and the
justification for administering an extended restraint.
f.
Information regarding any further action(s) taken by school staff,
including any disciplinary actions taken toward the student.
g.
Information regarding opportunities for the student’s
parent/guardian to discuss the restraint and related matters with
the building principal or his/her designee, as well as their right to
file a grievance.
Staff may use the report form created for this Regulation.
4.
When a restraint has resulted in a serious injury to the student or Staff
member involved, or when an extended restraint has been administered,
a written report must be submitted to the building principal within five (5)
school days of the date of the restraint. School building administration
must, at this time determine if the restraint was unreasonable, and report
the incident to the District Office if warranted.
5.
The building principal or his/her designee shall maintain an ongoing
record of all reported instances of the use of physical restraint. A copy of
the ongoing record of all reported instances shall be made a part of the
educational record at the end of the school year.
6.
These regulations do not prohibit any individual from reporting a crime
committed by a student to local law enforcement or other state agencies.
Law enforcement officers, school security staff, or judicial authorities are
not prohibited by this regulation from the exercise of their responsibilities,
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which may include the physical detainment of a student or other person
alleged to have committed a crime or who poses a security risk. In
addition, an individual who is mandated reporter under Title 14 is not
prohibited from complying with their responsibility to report neglect or
abuse to the appropriate state agency.
G.
Posting & Communication of Regulation:
The Superintendent, or his/her designee, shall cause these regulations to be
posted under the appropriate channel of the District's Website for parents, and/or
printed in the Code of Student Conduct.
H.
Review & Modification:
1.
The regulations will be reviewed annually by the Department of Pupil and
modified as the Director of Pupil Services, or his/her designee deems
necessary.
2.
The Director of Pupil Services, or his/her designee, will make all required
changes to regulations after the annual review and ensure that those
changes are posted on the District Website.
Questions concerning this Regulation should be addressed to the Legal Department at 1311 Brandywine
Boulevard, Wilmington, DE, 19809 or (302) 793-5047.
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