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Personnel Policies

4000 PERSONNEL

Equal Opportunity Employment
Employment Procedures
Certificated Staff Contracts
Extra Duty and Extended Duty Contracts
Certificated Personnel Reemployment
Substitute Teacher Employment
Transfer Request
Certificated Staff Duties, Schedules and Working Hours
Support Staff Duties, Schedules and Working Hours
Absences, Leave and Vacation-General Attendance
Absences, Leave and Vacation-Personnel Leave
Family and Medical Leave
Holidays and Vacation
Professional Activities, Training and Professional Growth-General Professional
Professional Development Program
Conferences and Travel
Guidelines for District-wide Committees
Compensation
Salary Schedules
Benefits
Withholding Taxes
Workers' Compensation Benefits
Group Insurance Benefits
Retirement Compensation
Certificated Personnel Performance Evaluation
Performance Evaluation: Teaching Standards
Support Staff
Performance Evaluation: Staff Conduct
Resignation: Certificated Staff
Resignation: Support Staff
Suspension or Termination: Support Staff
Nonrenewal/Termination: Probationary Teacher
Termination of Contract: Permanent Teacher
Termination of Employment: Administrators
Reduction in Force: Certificated Staff
Reduction in Force: Support Staff
Sexual Harassment
Employees with Communicable Diseases
Board/Staff Communications
Staff Involvement in Decision Making
Conflict of Interest
Staff Dispute Resolution
Personnel Records
Drug Free Workplace
Driver Drug Testing
Use of District Property

Policy 4110
Equal Opportunity Employment

The Board of Education of the School District is an equal opportunity employer. The Board is committed to providing equal opportunity for all individuals in all areas of recruitment, selection, placement, training, assignment, transfer, compensation, benefits, discipline, retention, and promotion. The Board commits itself to the policy that there shall be no unlawful discrimination against any person because of race, color, religion, age, sex, national origin or disability. All decisions with regard to employment shall be in compliance with applicable state and federal laws.

The Board is required by the Immigration Reform and Control Act to employ only American citizens and aliens who are authorized to work in the United States. The purpose of this law is to preserve jobs for those individuals who are legally entitled to them.
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Policy 4120
(Regulation 4120)
(Form 4120)
Employment Procedures

The Board of Education, upon recommendation of the Superintendent, votes on the employment of all staff members.  In approving applicants the Board will be guided by the desire to obtain individuals committed to providing the highest quality education for the District's students.  For Title I staff qualifications and hiring, refer to Policy and Regulation 1621 – Title I.

No person will be employed by the Board until the District obtains a clear criminal records check and a clear check of the Child Abuse/Neglect Registry maintained by the Missouri Department of Social Services.  Similarly, all persons employed by outside vendors/contractors who will have contact with students will be required to successfully undergo a criminal records and a clear check of the Child Abuse/Neglect Registry prior to contact with students.  Such background checks will be performed at the vendors/contractors’ expense and will, upon request, be shared with the DistrictAll finalists for an employment position will be required to sign a release of liability authorizing prior employers, including school districts, to furnish any information about the applicant and the applicant’s work performance, including but not limited to discipline records and performance evaluations. The administration may also conduct random background checks after employment.  Failure to check references and prior employment for new hires prior to their start date may result in disciplinary action up to and including suspension without pay.

As part of the criminal records check, any person employed after January 1, 2005, shall submit two sets of fingerprints to be used by the Missouri Highway Patrol and the Federal Bureau of Investigation.  The fingerprints shall be collected pursuant to standards determined by the Missouri Highway Patrol.  All District employees who are authorized to access the Missouri Automated Criminal History Site (MACHS) will only use such criminal history information for purposes of verifying qualifications for employment.  The District will not create copies of the criminal record for employment record purposes and will not disseminate the record, except as permitted by law. 

The District will designate a full-time employee, who will be fully trained in the Missouri Highway Patrol’s automated criminal history site (MACHS), to serve as the District Local Agency Security Officer (LASO).  The District’s LASO Security Officer will be responsible for implementation and oversight of the District’s Use of MACHS for all applicants.  Any employee who attempts to access MACHS without authorization, improperly disseminates an applicant’s criminal history record or facilitates unauthorized access to MACHS, will be subject to disciplinary action up to and including termination.

All vacancies should be posted for a minimum of ten (10) school days before the Superintendent may recommend a qualified applicant to the Board for employment.  In an emergency situation the Superintendent may temporarily employ an applicant prior to the expiration of the posting.  The temporary applicant may be considered along with other applicants for the position after the ten days.  However, in order to hire a Board member's spouse, the position must have been advertised.  (Refer to Policy 0342 – Nepotism, Conflict of Interest and Financial Disclosure.)

The Superintendent or his designee is the person who shall respond to requests from potential employers for information regarding a former District employee.  The information the District should provide is title, position, length of employment, whether the employee was terminated or resigned, and whether the District would re-hire the employee.

Additionally, when requests for information regarding a former employee against whom allegations of sexual misconduct involving a student have resulted in the employee being terminated or resigning in lieu of termination, or allegations of sexual misconduct have been substantiated by Children’s Division, the Superintendent or his designee shall disclose the allegations of sexual misconduct and the findings of a CD investigation when responding to requests for information to a potential public school employer .

Any school district employee who is permitted to respond to requests for information, acting in good faith, who reports authorized information, as provided in this policy or, who, in good faith, reports alleged sexual misconduct on the part of a District employee, will not be disciplined or discriminated against because of such report. 

This foregoing policy is intended to comply with the Amy Hestir Student Protection Act, Senate Bill 54, including section 162.068 RSMo.  The District shall provide notice of this policy to all current employees and to all potential employers who contact the District regarding the possible employment of a District employee.

Amended: October 27, 2015
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Policy 4130
(Regulation 4130)
(Form 4130)
Certificated Staff Contracts

Employment contracts will be in writing and will be signed by the employee, the Board president and the Board secretary. Contracts will include the amount of annual compensation and the days of service.

Certificated staff members under contract include probationary teachers, permanent teachers and administrative staff. The probationary period allows a teacher to demonstrate, and the District to assess the teacher's competence. Beginning after the initial one (1) year contract, teachers who have demonstrated their competence through performance may be offered additional contracts.

The Board may elect to employ certain certificated individuals on a part-time basis, as needed. Part-time certificated employees will be contracted on a class-by-class basis, not as a percentage of full-time employment. Part-time employees will not be provided the benefits provided to full-time employees. In addition, part-time certificated employees who do not teach at last four hours per day will not be eligible for pension benefits.
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Policy 4131
(Form 4131)
Extra Duty and Extended Duty Contracts

Certificated employees may be contracted to provide sponsorship and coaching duties as recommended by the Superintendent and approved by the Board. Compensation for such positions will be provided in accordance with a Board approved compensation schedule. Such contracts will be reviewed bi-annually and may be extended for an additional year upon recommendation of the Superintendent and at the discretion of the Board. Certificated employees also may be contracted for periods of time beyond the school year. Compensation for such extended duty will be calculated on the existing salary schedule. Assignment to extended duty is for two years upon the recommendation of the Superintendent and at the discretion of the Board.

Amended November 20, 2003
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Policy 4140
Certificated Personnel Reemployment

The reemployment of teachers shall be considered not later than the regular March meeting of the Board. All employees shall be recommended by the Superintendent and the appropriate principal.
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Policy 4150
Substitute Teacher Employment

The Board of Education will employ qualified substitutes for all employee groups. The Superintendent/designee will prepare and submit to the Board a procedure for reporting absences, assigning substitutes and developing a substitute compensation plan.

Substitute teachers shall meet all requirements as established by the State Board of Education. Rate of compensation shall be according to the annual school budget approved by the Board of Education.

Records shall be kept by the Superintendent concerning number of days taught by substitutes and the amount of funds expended. The Board shall be informed concerning this data at periodic intervals.
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Policy 4210
Transfer Request

Staff accepting employment with the District agree to accept the building assignment of the Superintendent of Schools. Staff will not be assigned where they would be under the direct supervision of a member of the employee's immediate family (father, mother, son, daughter, sister, brother, or spouse).

Staff transfers may be initiated by administrative directive or by staff request. In order to facilitate awareness of opportunities, the Superintendent/designee will post vacancies on bulletin boards in each school. The decision concerning filling of the vacancy or new positions by transfer will be made by the Superintendent in consultation with the building principals affected.

An employee who desires a change in grade and/or subject assignment and/or a transfer to another building shall request the transfer on the prescribed form which will be available in the Personnel Office.

An employee must accept the transfer requested unless he/she has notified the administration in writing of a desire to withdraw the request and said notification is received by the principal and Superintendent/designee before the date on which notification of transfer is sent to the teacher.
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Policy 4220
(Regulation 4220)
Certificated Staff Duties, Schedules and Working Hours

The school year will be set annually by the Board of Education. The start date, end date, and number of contracted days will be contained in staff contracts. The length of the teaching day will also be set by the Board.

Certificated staff are required to be on duty during the teaching day. In addition to the teaching day, certificated staff are required to attend scheduled staff meetings, parent conference days, IEP meetings, and other meetings as may be determined by the administration and Board of Education.
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Policy 4221
(Regulation 4221)
(Form 4221)
Support Staff Duties, Schedules and Working Hours

The school year and work calendars will be set annually by the Board of Education. Work hours may be changed by the administration as needed.

Regular attendance is essential in order to maintain a high quality of instruction. Support staff employees, with reasonable notice, will be subject to disciplinary action when their absenteeism is deemed to be excessive.

Overtime/Compensatory Time
Employees who work overtime must receive prior authorization from their immediate supervisors.
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Policy 4310
Absences, Leave and Vacation General Attendance

PERSONNEL SERVICES: Absences, Leave and Vacation
General Attendance

Regular attendance is essential in providing District students with a high quality of instruction. Certificated and Support staff will have available 9 days of sick leave per school year and 2 personal days. Bus drivers are excluded from the category of classified for the purposes of this policy as their salary is adjusted when absent.

Absences may be charged against sick leave for the following reasons:

a. Illness, temporary disability or permanent disability of the employee. The Board reserves the right to require a physician’s certification attesting to the illness or disability of the claimant and/or inclusive dates of the employee’s incapacitation if the absence is for more than ten (10) consecutive days.

b. Illness or injury to a member of the immediate family. The Board defines “immediate family” to include spouse, parents, children, mother-in-law, father-in-law, grandparents, grandchildren, brothers and sisters of an employee or employee’s spouse.

c. Illness or injury of other relatives, with permission granted by the superintendent.

The Superintendent will review each incident of excessive absence and may require the employee to provide medical documentation or may consider disciplinary actions up to and including termination.

Unused sick leave may be accumulated to a maximum of seventy (70) days. Reimbursement for sick days over seventy (70) will be paid at the rate of $50 per day for certificated employees and 60% of this amount for classified employees. (For example: A teacher with 74 days at the end of May will be paid 4 x $50 = $200; check will be cut in August). When a certificated employee retires or leaves the District they will be paid $50 per day of unused sick leave. When a classified employee retires or leaves the District they will be paid $30 per day of unused sick leave.

Purpose
The purpose of the Sick Leave Bank is to provide emergency sick leave time to eligible certificated staff and support staff members who have exhausted all of their allotted leave time and experience a catastrophic illness or injury, including illness of or injury to an immediate family member, warranting additional leave.

The Sick Leave Bank is a benefit, not an entitlement, and is not intended to be used as a substitute or replacement for permanent disability income or to pay the costs of custodial care for employees who sustain permanently disabling, non-terminal diseases or injuries. Sick Leave Bank benefits are not available to employees as the result of injuries which qualify for Missouri Workers’ Compensation benefits, maternity or paternity leave, or child-rearing leave.

Definitions
The following definitions apply to this policy:

Catastrophic illness or injury – A severe condition or combination of conditions affecting the mental or physical health of an employee or the employee’s immediate family that requires the services of a licensed practitioner for a prolonged period of time and requires the employee to exhaust all leave accrued by the employee.

Immediate family – Individuals who reside in the same household with the employee and are related by kinship, adoption, or marriage or qualify as a foster child recognized by the Missouri Division of Family Services; and an employee’s child, spouse, or parent, regardless of whether the child, spouse, or parent lives in the same household as the employee.

Licensed practitioner – A licensed physician, licensed nurse practitioner, or other licensed health care professional.

Eligibility and Employee Contribution Requirements
All certificated staff and support staff members are eligible to join the Sick Leave Bank if they meet the following conditions. In order to participate in the Sick Leave Bank for a given school year, an employee must donate one (1) day of his or her allotted sick leave time on or before September 15 of that school year. New certificated staff or support staff members who begin their employment with the School District after September 15 are granted one (1) month from their first day of employment to join the Sick Leave Bank.

Employees who have participated in the Sick Leave Bank for five (5) consecutive years and wish to continue participating in the Sick Leave Bank do not have to donate any additional days to the Bank in order to remain eligible to participate in the Bank, unless the number of sick leave days in the Bank drops below one hundred (100) days, in which case the employees must resume donating one (1) day of allotted sick leave time per person per school year.

Application for Sick Leave Bank Days
Any eligible certificated or support staff member who wishes to request Sick Leave Bank time must fill out a Sick Leave Bank Application. If the employee is physically or mentally unable to complete the application form, his or her family, friends or colleagues may do so on the employee’s behalf. Completed applications must be submitted to the Sick Leave Bank Committee along with supporting documentation from a licensed physician. The Sick Leave Bank Committee will evaluate all Sick Leave Bank Applications and will notify applicants, in a timely fashion, whether the request is approved or denied. If the request is approved, the Sick Leave Bank Committee will also notify the applicant as to the number of days of leave from the Bank the applicant is authorized to utilize.

Replacement of Sick Leave Bank Days
Employees who use Sick Leave Bank days as the result of a qualifying catastrophic illness or injury shall not be required to replace such days.

Maximum Number of Withdrawal Days
No Sick Leave Bank participant will be allowed to withdraw more than twenty-five (25) days of leave from the Sick Leave Bank per qualifying illness or injury.

Accumulation of Sick Leave Bank Days
The days in the Sick Leave Bank will be cumulative from year to year.

Sick Leave Bank Committee
The Sick Leave Bank shall be managed by the Sick Leave Bank (SLB) Committee. The Committee shall be made up of the superintendent, principal and CTA president.

The SLB Committee will track the number of days donated to and removed from the Sick Leave Bank and is responsible for notifying members of the Sick Leave Bank when the amount of available leave in the Bank drops below one hundred (100) days. The SLB Committee will also be responsible for evaluating and granting or denying applications for withdrawals from the Sick Leave Bank.

Amended October 18, 2007
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Policy 4320
(Regulation 4320)
Absences, Leave and Vacation Personnel Leave

The Board of Education shall adopt regulations for the following types of leave for District employees:

  1. Sick Leave
  2. Personal Leave
  3. Bereavement Leave
  4. Leave for Jury Duty
  5. Military Leave
  6. Leave of Absence
  7. Family and Medical Care Leave (See Policy and Regulation 4321.)

Specific provisions of the various types of District leave described in Regulation 4320.
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Policy 4321
(Regulation 4321)
(Form 4321)
Family and Medical Leave

The Board of Education recognizes that leaves of absence are occasionally necessary due to family or medical reasons. The District has adopted detailed procedures to ensure compliance with the Family and Medical Leave Act of 1993 (FMLA). As provided by District regulations, eligible employees are entitled to use up to twelve (12) workweeks of unpaid leave for family and medical reasons. The Board of Education has designated a District administrator to act as FMLA Compliance Officer. As part of its compliance program, the District will notify each employee of the name, address and telephone number of the District's FMLA Compliance Officer and will provide a statement of commitment to adhere to FMLA regulations. The FMLA Compliance Officer will regularly evaluate the District's FMLA compliance to ensure fair and equitable opportunities for all eligible employees.
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Policy 4330
Holidays and Vacation

The Board will annually adopt a calendar which will provide for the following holidays:

  1. Labor Day
  2. Thanksgiving Day
  3. Christmas Day
  4. New Year’s Day
  5. President’s Day
  6. Memorial Day

Staff members will not receive additional compensation for holidays unless they are required to work on such holidays.

Administrators employed on a twelve (12) month contract shall have vacation as provided in their individual contracts. Vacation shall be scheduled in compliance with the Superintendent's guidelines and is subject to Superintendent approval.

Amended November 20, 2003
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Policy 4410
Professional Activities, Training and Professional Growth General Professional Development

The Board encourages all employees to be engaged in a continuous program of professional and technical growth in order that they may be qualified to provide quality educational programs and services for all students.

It is the policy of the Board of Education that a program of in-service training be established to provide an opportunity for the continuous professional and technical growth for all employees. The in-service training program for each year will be outlined in the proposed budget for that year with estimated costs to be approved by the Board of Education.

As a result of the operation of this policy, employees will become knowledgeable regarding new developments and changes in their specialized fields and will utilize new and improved methods in practice.

The administrative staff, employing administration and management techniques consistent with modern management development, will provide leadership that will assist each employee to make a maximum contribution to the District's effort to provide quality educational programs and services for all students.
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Policy 4411
(Regulation 4411)
Professional Development Program

The Board shall provide a Professional Development Program to be in compliance with State Statutes regarding assistance for beginning teachers. A committee will be elected by the teachers to develop a plan to carry out the goals of the Professional Development Program.

The Professional Development Program shall further be in compliance with the "Outstanding Schools Act" Section 7 of Senate Bill #380 of the 87th General Assembly.

The District will establish a Professional Development Committee to work with beginning teachers and experienced teachers in identifying instructional concerns and remedies; assist beginning teachers with implementation of their professional development plan; serve as a consultant upon a teacher's request; arrange training programs for mentors; assess faculty needs and develop in-service opportunities for school staff; present faculty suggestions, ideas and recommendations pertaining to classroom instruction within the School District; and review and evaluate the District's staff development program.
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Policy 4420
(Regulation 4420)
Conferences and Travel

The Superintendent may authorize professional leave for attendance of personnel at state, regional, and national meetings without pay deduction. The number of absences allowable for professional leave is a judgment value on the part of the Superintendent and is subject to budget limitations for employing substitutes and reimbursement for travel, meals and lodging and registration.
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Policy 4430
District Committees
Guidelines for District-wide Committees

A written description of each district-wide committee established in the District will be posted in each building explaining the goals and objectives of the committee and the method used to select members to the committee.

Each committee will write a summary report of its findings and/or recommendations and present this to the appropriate administrator. The chairperson of said committee will present this report to the Board of Education at the appropriate scheduled Board meeting.

Guidelines for District-wide Committees with Employee Representation
District-wide committees may be formed for the purpose of recommending policy changes to the administration and Board. Employees who are selected to serve on these committees should represent all buildings and/or interests of the employee group(s).
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Policy 4500
Compensation

The Superintendent, with input from staff members, will prepare salary schedules annually for all employee groups. These schedules will be submitted to the Board of Education for approval. The Board of Education will designate certain extra duty positions for additional compensation. The Board's designations of positions for additional pay will be based upon the time and responsibility required in the specific performance. Extra duty and extended year positions may be contracted on an annual basis unless so stated otherwise by the Board of Education.

Amended November 20, 2003
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Policy 4505
Salary Schedules

The Superintendent, with input from staff members, will prepare salary schedules annually for all employee groups. These schedules will be submitted to the Board of Education for approval. (See also Policy 4131 - Extra Duty and Extended Duty Contracts.)
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Policy 4510
Benefits

The Board of Education provides fringe benefits to full-time staff members. The extent and nature of fringe benefits provided may vary by employee group and work schedule.

Insurance coverage for staff members includes:

  1. Liability Insurance
  2. Workers' Compensation Insurance
  3. Unemployment Compensation Insurance
  4. Medicare Coverage
  5. Medical Insurance

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Policy 4520
Withholding Taxes

A Federal withholding tax is retained for the Collector of Internal Revenue as payment on Federal Income Tax for the current year. The amount withheld is determined by salary and the number of dependents. No salary check will be issued until all withholding funds are submitted.

A State withholding tax is retained for the Missouri Department of Revenue. The amount withheld is determined in the same manner as the Federal Income Tax. Employees may authorize additional sums to be withheld by notifying the payroll department in writing and completing a new W-4 form indicating the additional amount to be withheld each pay period. No salary checks will be issued until all withholding funds are submitted.

Public School Retirement System (PSRS) of Missouri
All full-time teachers and part-time teachers who work seventeen (17) hours or more per week are members of PSRS. Support employees with a teaching certificate are also eligible for membership in PSRS.

Public Education Employees Retirement System (PEERS)
All support employees who work twenty (20) hours or more per week on a regular basis for thirty (30) calendar days are members of PEERS and are also covered by Social Security.

Medical and Dental
Medical insurance payments will be deducted for all teachers on a monthly basis.

Credit Union and Tax Sheltered Plan
Credit Union and Tax Sheltered Plans will be deducted under the terms of the respective contracts.

Tax Sheltered Annuities
The School District provides for payroll deduction and processing for employees participating in tax- sheltered annuities.

Salary Deductions Any staff member may authorize additional voluntary deductions for payment of tax-sheltered annuities, dues to professional organizations, credit union, and dependent coverage for medical and dental benefits. Payday will be the 20th of each month.

Amended January 19, 2006
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Policy 4530
Workers' Compensation Benefits

Employees who suffer an injury caused by an accident or occupational disease arising out of and in the course of employment ("work-related injury") will receive benefits paid by the District according to the Workers' Compensation Law of the State of Missouri ("the Law"). Absence from duty resulting from a work-related injury will be compensated according to the Law. Employees who receive workers' compensation benefits for lost time from work due to a work-related injury are not eligible for additional sick leave or vacation benefits under this policy, except with respect to those employees whose average weekly wage as defined by the Law ("average weekly wage") exceeds the actual wage necessary to obtain the maximum total disability rate as defined by the Law ("maximum wage").

In addition to the benefits for temporary total disability allowed under the Law, an employee whose average weekly wage at the time of the work-related injury exceeds the maximum wage at the time of the work-related injury will receive in wages the difference between the employee's average weekly wage and the maximum wage during the time period such employee is entitled to temporary total disability benefits under the Law. This additional benefit provided herein does not affect an employee's wage rate for purposes of permanent disability benefits.
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Policy 4540
(Regulation 4540)
Group Insurance Benefits

The Board of Education directs that medical group insurance coverage for staff members will be provided. The Superintendent/designee will solicit proposals and make recommendations to the Board of Education for approval of the insurance provider.

Employees shall be given information regarding COBRA benefits at the times of employment and separation.

The contract for medical insurance will be submitted for competitive bidding at least once every three (3) years.

For purposes of this policy competitive bidding means public notice of the request for medical insurance bids and the provision of information about district participants, claims history, and the details of the District’s existing health insurance policy and proposed modifications.

Amended January 19, 2006
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Policy 4550
Retirement Compensation

Retirement provisions for all eligible employees will be in accordance with the provisions of the Missouri Public School Retirement System (PSRS) and the Public Education Employees Retirement System (PEERS).

Full-time certificated staff employed after April 15, 1986, are subject to the Medicare portion of Social Security.

At the time of initial employment an employee shall be given his/her first COBRA notification. Second notification and continuation of benefits are contingent upon the employee notifying the District of a qualifying event.

Any plan of group health insurance shall include a provision allowing persons who retire, or who have retired, to become members of the plan if they are eligible to receive benefits under the Retirement System, by paying premiums at the same rate as other members of the group.

Employees who retire or who have retired and who are eligible for retirement benefits from either the PSRS or PEERS Plans are eligible to participate in District health benefit programs. In addition, the spouse and/or unmarried dependent children of any employee may also participate in District health benefit programs provided that these family members are receiving or are eligible to receive retirement benefits from either the PSRS or PEERS Systems. The retiree must apply for insurance coverage within the first year he/she is eligible to receive retirement benefits.

Amended: September 19, 2006
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Policy 4610
(Form 4610)
Certificated Personnel Performance Evaluation

The Board of Education's ultimate goal in education is to provide the highest quality educational experience to all District students. The District's performance-based evaluation system contributes to that goal by promoting the professional improvement of each staff member and, when necessary, by providing data to remove an employee whose employment is detrimental to students.

Performance-based evaluation is a process endorsed by the Board of Education for performance improvement that includes identification of performance expectations, documentation of performance, discussion of performance, development of improvement plans, and making personnel decisions based upon performance. The evaluation process for every employee is an on-going process that takes place every day. Formal, summative evaluations will be prepared and reviewed with each tenured teacher at least every other year. All other District employees will receive summative evaluations annually.
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Policy 4640 
Performance Evaluation: Teaching Standards

District teaching standards include, but are not limited to:

  • Ensuring that students are actively participating and are successful in the learning process.
  • Teacher will monitor and manage student learning by specific assessment vehicles.
  • Student and teacher will be prepared and knowledgeable of the curricular content.
  • Teacher will maintain students' on task behavior.
  • Teacher will use professional communications and interactions with the school community.
  • Teacher will remain current on instructional knowledge.
  • Teacher will seed and explore changes in teaching behaviors that will enhance student learning.
  • Teacher will act responsibly in the overall mission of the school.

Final standards for teaching in the District will be in place by June 30, 2010.

Adopted:  December 14, 2009
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Policy 4620
(Form 4620)
Support Staff

The development of a competent support staff is a major objective of the performance evaluation. All supervisors and/or principals will complete an annual written evaluation on all support staff under their supervision. The following areas will be evaluated:

  1. Job knowledge
  2. Quality of work
  3. Quantity of work
  4. Dependability
  5. Cooperation
  6. Attendance
  7. Punctuality
  8. Other areas as appropriate for the specific job

This evaluation will be used to improve job proficiency and to determine eligibility for reemployment.
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Policy 4630
(Form 4630)
Performance Evaluation: Staff Conduct

The Board of Education requires all staff members to serve as positive role models for District students.  District schools exist to provide quality, cognitive, and affective education for District students in a safe and appropriate setting.  In achieving these objectives, staff are required to meet certain performance criteria including, but not limited to:

  1. Review and comply with Board policies, regulations, and procedures as well as related building rules and practices.
  1. Properly prepare for student instruction.
  1. Fully utilize instructional time for learning activities.
  1. Maintain students under active supervision at all times.
  1. Assess student performance in a regular and accurate manner.
  1. Modify instructional goals to meet the needs of each student.
  1. Comply with administrative directives.
  1. Communicate with students in a professional and respectful manner.
  1. Communicate with colleagues, parents and District citizens in a professional manner.
  1. Properly operate and maintain district property.
  1. Utilize district technology solely for school district business.
  1. Maintain required records and submit requested reports in a timely manner.
  1. Comply with all safety guidelines and directives.
  1. Refrain from the use of profane and obscene language.
  1. Dress in a professional manner.
  1. Attend to all duties in a punctual manner.
  1. Maintain student confidentiality pursuant to state and federal law.
  1. Follow and implement student Individual Education Programs (IEP) under the Individuals with Disabilities Education Act (IDEA) or plans under Section 504 of the Rehabilitation Act.
  1. Maintain and account for District funds in the staff member’s possession and control.
  1. Maintain professional relationships with students.  With the exception of students who are immediate family with the staff member, this requirement also includes avoiding situations that could lead to allegations of inappropriate relationships with students, including, but not limited to:
  1. Being present in any setting where students are provided or are consuming alcohol or illegal drugs.
  1. Inviting students to be alone with a staff member at a staff member’s residence, on staff member’s private property, or in a staff member’s motor vehicle without the prior consent of the building principal.
  1. Communicating with students, electronically or in person, about the student’s sexual activity or concerning the staff member’s sexual or romantic conduct.
  1. Being present on District premises alone with a student in a room where the door is closed, the door is locked, or the lights are off, unless required temporarily due to emergency circumstances.  Counselors and administrators are exempted from this prohibition in performance of professional duties.
  1. Covering the interior window(s) of instructional space and offices with any material that blocks or obscures outside vision into the space, unless required temporarily due to emergency circumstances.
  1. Communicating with students about sexual topics outside approved District curriculum, unless done as part of a District investigation into sexual abuse or harassment.
  1. Utilizing students to attend to personal errands for the staff member.
  1. Allowing students to drive a staff member’s vehicle.

Amended: November 17, 2015
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Policy 4710
Resignation: Certificated Staff

Certificated employees who for any reason intend to retire or resign at the end of the current school year are encouraged to indicate their plans in writing to the Board as early as possible, but no later than June 1.

Resignations to become effective during the school year require a release by the Board and must be considered on an individual basis. Letters of resignation shall be submitted to the Superintendent/designee and the principal/supervisor. The letter should state reasons and an effective date for the resignation.

It is the practice of the administration to recommend to the Board those certificated employees who request to resign after June 1 and prior to July 31 be released from their contracts when there is good cause determined by the Board. After July 31, a certificated employee may petition the Superintendent to recommend a release from his/her contract for extremely unusual reasons. Should the Superintendent decline to recommend a release and the certificated employee leaves the District, the District reserves the right to pursue any and all legal options available to it.

Release from Contract
Once under contract, only the Board has the authority to release the certificated employee from a contract. The Board typically considers health of the certificated staff member and transfer of spouse legitimate reasons for resignation of professional staff. However, the Board will consider each resignation on an individual basis. A certificated employee will not be released from contract unless a suitable replacement is found.

Any request for release from contract by a certified staff member other than the superintendent shall be submitted in writing and directed to the superintendent. For purposes of assessment of liquidated damages, the date of request for release shall be the date on which the written request is received by the superintendent’s office. The Board may consider a release of contract for the following reasons:

A. Health – Any request for a release of contract based upon health of the certified staff member shall require a certificate by a physician that continued employment will be detrimental to the person’s health.

B. Transfer of Spouse – If a teacher’s spouse receives a transfer from the geographical area, the Board may grant a release, but the release shall be conditional upon the employment of a duly qualified replacement.

C. Other Reasons – Recognizing that the teacher’s contract is a legal document which binds both the teacher and the Board, the Board’s attitude shall generally be one of disapproval for requests of release of contract for reasons other than health and transfer of spouse. The Board will at all times hold the welfare of the students paramount during consideration and deliberation of request for release.

Additional Considerations
The Board will consider requests for release from a signed contract using the following guidelines:

  • The resignation must be submitted in writing with the reason for the request stated.
  • After June 1, requests will be honored only when a suitable replacement can be found.
  • The superintendent and administrators responsible for seeking a replacement will be responsible for determining whether or not a candidate is suitable.
  • Any request made after May 1 must be accompanied by a cashier’s check for the appropriate amount of liquidated damages.

For purposes of assessment of liquidated damages, the date of a request for release shall be the date on which a written request is received by the superintendent’s office. Certified staff members released from their contracts by the Board will be assessed liquidated damages according to the following schedule, unless the fee is waived by the Board:

  • Prior to May 1 No damages
  • May 2 to May 31 6% of annual contract
  • June 1 to June 30 8% of annual contract
  • July 1 to July 31 10% of annual contract
  • August 1 to end of school 12% of annual contract

The above stated fees are for actual cost, time and other expenses incurred in seeking a suitable replacement. The fee will be charged in full without regard to the amount of time taken to find a replacement or whether or not a replacement can be found. The contract amount is inclusive of extra duty stipends. It is recognized that the actual damages will be difficult if not impossible to ascertain and, therefore, the Board has established the amount of liquidated damages based upon the time frame prescribed above. The Board may, at its sole discretion, waive the fee and the suitable replacement clause when a release is requested by reason of health, transfer of spouse or other circumstance which would create an undue hardship on the certificated employee or when the resignation might be considered in the best interest of the educational program.

Staff members who receive this release from contract forfeit their right to paid unused sick leave.

Amended September 15, 2005
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Policy 4711
Resignation: Support Staff

Support staff who wish to resign should address a letter of resignation to the Superintendent with copies to the personnel administrator and the principal/supervisor. The letter should state reasons and an effective date for the resignation.

Fourteen (14) days written notice is the minimum amount of time for resignation by a support staff member.
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Policy 4720
Suspension or Termination: Support Staff Non-Contractual Employees

Individuals employed without a contract are subject to suspension and dismissal at any time. The Superintendent is authorized to suspend such employees with pay subject to Board review. In addition, the Superintendent may recommend the suspension without pay or termination of non-contractual employees to the Board of Education.

Contractual Employees
During the term of the employment contract, a support staff employee may be suspended with pay pending review of the Board. Prior to suspension or termination, such support staff employees will be informed of the reason for discipline and will be given an opportunity to respond to those reasons. Upon request of the employee, a meeting with the Board of Education will be scheduled to review the recommendation for suspension or dismissal. Contractual employees, who are not offered a new contract, are not entitled to meet with the Board of Education. However, in such situations, the employee may review the nonrenewal with the Superintendent/designee.
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Policy 4730
(Regulation 4730)
(Form 4730)
Nonrenewal/Termination: Probationary Teacher

Pursuant to section 168.126.2, R.S.Mo. (Supp. 1992), the Board of Education may choose to non-renew a probationary teacher's contract for the coming school year or may choose to terminate a probationary teacher's employment during the term of a contract in accordance with procedures outlined in Regulation 4730.

The Board of Education may terminate a probationary teacher's contract during the term of a contract for statutory causes as follows:

  1. Physical or mental condition that renders the teacher unfit to instruct or associate with children.
  2. Immoral conduct.
  3. Willful or persistent violation of, or failure to obey, the school laws of the state or the published regulations of the School District.
  4. Excessive or unreasonable absence from the performance of duties.
  5. Conviction of a felony or a crime involving moral turpitude.
  6. Incompetence, inefficiency, or insubordination.

Prior to mid-contract termination of a probationary teacher for causes 1-6, the teacher will be provided with written charges and will be provided with an opportunity for a due process hearing before the Board of Education as set forth in Regulation 4730. Prior to the mid-year termination for cause #6, the teacher will also be provided with a notice of deficiencies and probationary period as set forth in Regulation 4730.
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Policy 4731
(Regulation 4731)
(Form 4731)
Termination of Contract: Permanent Teacher

Pursuant to sections 168.114 and 168.124, R.S.Mo. 1986, the Board of Education may terminate a permanent teacher's indefinite contract for one or more of the following causes:

  1. Physical or mental condition that renders the teacher unfit to instruct or associate with children.
  2. Immoral conduct.
  3. Incompetence, inefficiency, or insubordination.
  4. Willful or persistent violation of, or failure to obey, the school laws of the state or the published regulations of the School District.
  5. Excessive or unreasonable absence from the performance of duties.
  6. Conviction of a felony or a crime involving moral turpitude.

The indefinite contract of a permanent teacher may be terminated for the foregoing reasons only in accordance with the procedures prescribed by sections 168.116, 168.118, and 168.120, R.S.Mo. 1986.
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Policy 4732
(Regulation 4732)
Termination of Employment: Administrators

The terms and conditions of the Superintendent's employment are governed by the employment contract between the Board of Education and the Superintendent. Employment and termination of the Superintendent are provided for in Policies 1720 and 1722. The employment of all other certificated teachers who are employed as administrators and who are not eligible for permanent status as a teacher are provided for in this policy.

Such district administrators are not eligible for permanent status in their administrative position. However, as provided by law, administrators may be entitled to permanent status as a teacher should their administrative employment be voluntarily or involuntarily terminated. All such administrators may be assigned to other administrative positions or teaching positions as provided in the regulations enacted under this policy.
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Policy 4740
(Regulation 4740)
Reduction in Force: Certificated Staff

If it becomes necessary to reduce the number of teachers due to a decrease in enrollment, District reorganization or the financial condition of the District, the Board will act to retain the most qualified teachers while following all applicable statutory guidelines.

The Board may place a permanent teacher upon unrequested leave of absence without pay when the Board determines that such action is necessary because of a decrease in pupil enrollment, District reorganization or the financial condition of the District. In placing such a teacher on leave, the Board will be governed by the provisions of the Teacher Tenure Law and District policies and regulations.

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Policy 4741
(Regulation 4741)
Reduction in Force: Support Staff

The Board of Education is authorized to reduce the number of support staff when in the Board's sole discretion factors including, but not limited to, decreases in student enrollment, District reorganization or financial reasons necessitate such reduction. In making such staff reductions, the Board will seek to retain those staff members best able to serve the needs of District's students.
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Policy 4810
(Regulation 4810)
(Form 4810)
Sexual Harassment

Sexual harassment constitutes unlawful sex discrimination. It is the policy of the Board of Education to maintain a learning and working environment that is free from sexual harassment.

It shall be a violation for any employee of the School District to harass another staff member or student through conduct or communication of a sexual nature. It shall also be a violation of this policy for students to harass other students through conduct or comments of a sexual nature. Furthermore, it shall be a violation of this policy for any person who is not an employee or student of the District to harass a staff member or student of the District through conduct or comments of a sexual nature while such employee is engaged in the performance of duties for the District or while such student is under District supervision.
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Policy 4820
(Regulation 4820)
Employees with Communicable Diseases

An employee may be excluded from work if the employee (1) has, or has been exposed to, an acute (short duration) or chronic (long duration) contagious or infectious disease, and (2) is likely to transmit the contagious or infectious disease, unless the Board of Education or its designee has determined, based upon medical evidence, that the employee:

  1. No longer has the disease.
  2. Is not in the contagious or infectious stage of an acute disease.
  3. Has a chronic infectious disease that poses little risk of transmission in the school environment with reasonable precautions.

School officials may require an employee suspected of having a contagious or infectious disease to be examined by a physician and may exclude the employee from work, in accordance with the procedures authorized by this policy, so long as there is a substantial risk of transmission of the disease in the school environment.

Employees with acute or chronic contagious or infectious diseases have a right to privacy and confidentiality. Only staff members who have a medical reason to know the identity and condition of such employees will be informed. Willful or negligent disclosure of confidential information about an employee's medical condition by staff members will be cause for disciplinary action.

The District will implement reporting and disease outbreak control measures in accordance with the provisions of Missouri Department of Health publication PACH-16, "Prevention and Control of Communicable Diseases: A Guide for School Administrators, Nurses, Teachers and Day Care Operators," a copy of which shall be on file in the office of the Supervisor of Health Services and in the office of each school nurse.
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Policy 4830
(Regulation 4830)
Board/Staff Communications

While the primary line of communication between the staff and the Board of Education remains through the Superintendent, the Board expresses a desire to maintain open communication with the certificated and support staff. Open communication between Board and staff facilitates continuing improvement of education and the proper disposition of personnel matters that may arise.
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Policy 4831
Staff Involvement in Decision Making

The Board of Education encourages the staff to provide input and participate in the development and implementation of District programs. However, the final decision on all policy matters will be made by the Board of Education.
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Policy 4840
(Regulation 4840)
Conflict of Interest

District employees are prohibited from engaging in any activity that would conflict, or raise a reasonable question of conflict, with their responsibilities in the District.
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Policy 4850
(Regulation 4850)
Staff Dispute Resolution

The Board of Education recognizes that in any workplace misunderstandings and disputes arise. If left unresolved, these disputes could undermine staff morale and can interfere with the educational mission of the District. The Board has adopted a formal process for dispute resolution that encourages specified employees to resolve concerns quickly and at the most immediate administrative level. This policy does not limit the right of any employee to file grievances under Policy and Regulation 4810 - Sexual Harassment, or Policy and Regulation 1310 - Civil Rights, Title IX, Section 504.
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Policy 4860
Personnel Records

Personnel files on all employees will be maintained in the District's administrative offices. It is the intent of the Board of Education to maintain complete and current personnel files, including all information necessary to comply with the Fair Labor Standards Act, for all District employees.

The District will maintain the following information in personnel files: applications, certification documents, performance evaluations, current transcripts, employment contracts and performance related documents. Medical records, including health insurance records, will be maintained separately. Files containing immigration records will be kept separate from personnel files.

The personnel file(s) of an individual employee will be considered confidential to the extent allowed by law. Access to personnel files will be on a strict need-to-know basis by appropriate District administrators, legal counsel, or state agencies with authority.

Upon request to and in the presence of the appropriate administrative official, any employee will have the right during regular working hours to inspect his/her own personnel file, with the exception of the ratings, reports and records obtained prior to the employment of the individual, including confidential placement papers.

Information of a critical nature will not be entered or filed in the employee's personnel folder until the employee is given notice, as well as an opportunity to review the information and comment thereon. The employee will have the right to append a reply to the statement, which will also be included in the folder.
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Policy 4870
Drug Free Workplace

The unlawful possession, use or distribution of illicit drugs and alcohol on school premises or as a part of school activities is strictly prohibited.

Employees under the influence of alcohol, drugs, or controlled substances while on duty are a serious risk to themselves, to students and to other employees. Employees who display physical manifestations of drug or alcohol use while on duty, may be subject to drug testing. Any employee who violates this policy will be subject to disciplinary action up to and including termination and referral for prosecution. Employees may also be required to satisfactorily participate in rehabilitation programs.

As a condition of employment, all employees must abide by the terms of this policy. Employees who are convicted of a drug offense which occurred on school premises or while on duty must notify the Superintendent of their conviction. Notification must be made by the employee to the Superintendent within five (5) days of the conviction. Within ten (10) days, the Superintendent will provide notice of such violation to the Impact Aid Program, United States Department of Education, or other appropriate government agency.

The District will institute a drug-free awareness program to inform employees of:

  1. The dangers of drug and alcohol abuse in the workplace.
  2. This policy of maintaining a drug-free workplace.
  3. Available counseling and rehabilitation.
  4. The penalties that may be imposed upon employees for drug abuse violations occurring in the workplace.

On the basis of medical certification, employees with the illness of chemical dependency shall qualify for the employee benefits and group insurance coverages that are provided for under group health and medical insurance policies. The confidential nature of the medical records of employees with chemical dependency shall be preserved in the same manner as for all other medical records.

The District's responsibility for chemical dependency is limited to its effects on the employee's job performance. If the employee violates this policy, refuses to accept diagnosis and treatment, or fails to respond to treatment, and performance is adversely affected, the employee will be subject to employment action in proportion to the performance problem. Implementation of this policy will not require or result in any special regulations, privileges or exemptions from the standard administrative practice applicable to job performance requirements.

Upon the request of the Department of Elementary and Secondary Education or an agency of the United States, the District shall certify that it has adopted and implemented the drug prevention program described in this policy, in the form required by such agency. The District shall conduct a biennial review of this policy to determine its effectiveness, implement necessary changes, and to ensure that the disciplinary sanctions are consistently enforced.

This policy shall be distributed in writing to all present and future employees.
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Policy 4871
(Regulation 4871)
(Form 4871)
Driver Drug Testing

The District recognizes that it shares the responsibility to prevent accidents and injuries resulting from the misuse of alcohol or the use of controlled substances by its employees who operate commercial motor vehicles. The District complies with the provisions of the Omnibus Transportation Employee Testing Act of 1991, which mandates that the District test its drivers who are required to hold commercial drivers licenses under specified conditions. The District will regularly evaluate its policies and procedures to ensure that it remains in compliance with federal regulations.
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Policy 4880
Use of District Property

Employees may be provided access to and use of District property including, but not limited to, desks, file cabinets, closets, storage areas and computers for classroom use. These items remain the property of the District and are subject to inspection by District administrators
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