Staff Handbook Fremont County School District #24

2015-2016

TABLE OF CONTENTS District Vision & Mission ............................................................................................................................... 3 Staff Responsibilities ..................................................................................................................................... 3 Familiarity with Governing Board Policy ....................................................................................................... 3 Hours of Duty and Responsibility .................................................................................................................. 3 Classroom Time Schedule ............................................................................................................................. 4 Supervision of Students ................................................................................................................................ 4 Required Teacher Reporting ......................................................................................................................... 4 Guidance Philosophy..................................................................................................................................... 5 Field Trips ...................................................................................................................................................... 5 Student Discipline ......................................................................................................................................... 6 Staff Lunch Period ......................................................................................................................................... 6 Secondary Lunch Supervision ....................................................................................................................... 6 Assemblies and Special Events...................................................................................................................... 7 Cash Handling Procedures ............................................................................................................................ 7 Payday ........................................................................................................................................................... 7 Fringe Benefits and Supplemental Benefits .................................................................................................. 8 Paid Holidays for 12 Month Employees ........................................................................................................ 8 Vacation Time - 12 Month Employees .......................................................................................................... 8 Paid Time Off................................................................................................................................................. 9 Staff Leaves and Absences ............................................................................................................................ 9 Leave Types ................................................................................................................................................. 10 Staff Travel .................................................................................................................................................. 10 Family Medical Leave Act (FMLA) ............................................................................................................... 10 Salary Schedule Advancement .................................................................................................................... 14 Wyoming Unemployment Provisions ......................................................................................................... 14 Rehired Retirees from Wyoming Retirement System................................................................................. 15 Communications ......................................................................................................................................... 15 Valuables ..................................................................................................................................................... 15 Staff Dress Code .......................................................................................................................................... 15 School Telephone Procedures .................................................................................................................... 15 1

Visitors ........................................................................................................................................................ 16 Ordering Supplies and Materials ................................................................................................................ 16 Staff Meetings ............................................................................................................................................. 16 Request for Use of School Vehicle .............................................................................................................. 17 Transportation of Students ......................................................................................................................... 17 Securing the Premises ................................................................................................................................. 18 Emergency Drills/Procedures...................................................................................................................... 18 Nurse’s Office and Health Practices............................................................................................................ 18 Computer Access ........................................................................................................................................ 18 Keys ............................................................................................................................................................. 19 Maintenance/Work Order Requests........................................................................................................... 19 Care of Equipment ...................................................................................................................................... 19

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District Vision & Mission VISION We empower all learners to succeed in an ever-changing world.

MISSION To partner with students, parents, staff and community, as learners together, to create a safe, progressive educational experience where students are inspired to reach their full potential and success is an expectation for all.

Staff Responsibilities When an individual signs a contract (Certified Staff) or Letter of Employment (Professional and Classified Staff), an obligation is made to adhere to the professional ethics of the district and to follow the district’s chain of communication (principal or supervisor/superintendent/school board). District Employees are required to maintain confidentiality at all times. Nothing should be discussed or shared with others that are not directly involved with the student and/or staff member and should never be discussed outside the school setting. Teachers shall fulfill all phases of their contract including teaching assignments, workshops, professional meetings, faculty meetings, extra-curricular activities and assistance at school activities. Teachers must also prepare lesson plans, identifying standards, benchmarks, objectives and assessments. Extra duties (bus, recess and lunch duty) must be listed in the plan book.

Familiarity with Governing Board Policy Staff members must make themselves familiar with pertinent Governing Board Policies. Board Policies are accessible on the school district’s website.

Hours of Duty and Responsibility Hours of duty are 7:35 a.m. to 3:45 p.m. Monday - Thursday and 7:35 a.m. to 1:45 p.m. on Friday as established by the Building Principals and/or Supervisors. Professional Learning Communities (PLC’s) begin at 7:15 a.m. every Friday. Unless otherwise notified, staff may leave after school on Fridays at 1:45 p.m. Staff support hours are also determined by their supervisor.

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Classroom Time Schedule All personnel are to perform hall supervision duty by their classrooms or offices at 8:00 a.m. each morning. If it is necessary to leave the classroom for any reason, the room must be supervised by a neighboring teacher or administrator. Teachers and paraprofessionals are expected to monitor restrooms and student areas during recesses, passing times. Your presence will improve our safe learning environment. Staff may not leave during the regular work day without prior approval from their principal/supervisor.

Supervision of Students All staff is responsible for supervisory duties of students in the classrooms, hallways, lunchroom and assemblies. Staff should never allow students (including their own children) to remain in the building without direct staff supervision. Keys should never be loaned out at any time. Trained student aides and student athletic managers may have limited access to keys in order to perform their duties. Students are never to be released early to go to lunch, assemblies, athletic practices or extracurricular activities. Class and club meetings must have sponsor approval and be cleared with the principal five days in advance of the planned meeting. Earn respect from your students by giving it. Consistency is the key when enforcing school rules. When student attendance is required, all staff will also attend.

Required Teacher Reporting 1. Daily Absence and Lunch Count – All classroom teachers must enter morning attendance and a lunch count for students planning to each lunch into Infinite Campus by 8:10 (secondary) and 8:45 a.m. (elementary) each morning. An accurate lunch count is imperative to allow the kitchen to plan accordingly. 

Elementary teachers will enter afternoon attendance by 1:00 p.m.

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Secondary teachers will enter attendance into Infinite Campus at the beginning of each class period. Any changes to attendance, such as tardies, should be made during the same class period because calls are made to parents each class period to inform them of their child’s 4

absence from the class. Please inform the secretary so she does not make calls unnecessarily. 2. Outside Agency Reports-Reports to outside agencies (including vocational) shall be cleared with both school and business offices before being sent out. 3. End-of-Year Reports-At the end of each school year, each staff member will be given a check-out sheet to complete. It will contain a checklist of items to be accomplished as well as a commentary assessment or evaluation of the yearly program. It is to be handed in as part of final checkout. 4. Report Cards and Standards Reports-Each teacher is responsible for posting grades for each student in class. Grades must be posted in Infinite Campus no later than 8:30 a.m. the Monday following the close of the quarter unless otherwise noted. Report cards will be available to parents at parent/teacher conferences in the fall and will be mailed to parents on the first Friday following the close of the remaining quarters. Standards should be created as a “work in progress” and be included with report cards. 5. Pupil Withdrawal-Upon a pupil’s withdrawal from school, the classroom teacher will be required to prepare two copies of the Withdrawal Form (located in each office). This form must be completed in its entirety inclusive of the new place of transfer. One copy is given to the pupil for presentation to his/her new school and the other is handed in to the office for filing. 6. Passes-Fill out passes thoroughly so if a student is stopped, the principal or another teacher knows exactly who is to use the pass; where the student is going; when the student was released; and who issued the pass.

Guidance Philosophy The philosophy of the guidance program is that it exists for the maximum benefit of the student. Therefore, the faculty should feel free to utilize the guidance services at any time they feel that such services will aid the student in his or her total development. The emphasis is always on the individual, even when students meet in groups for guidance purposes. Guidance can best be defined as the services available to each student to:    

Facilitate academic success in school; Help better understand his/her strengths and limitations; Identify his/her interests; Aid him/her in planning for and attaining realistic goals.

Information such as school grades, health and attendance records, standardized test results, interests, hobbies, educational plans, and interviews will be found in the permanent record folders of each student. Faculty members are encouraged to review the records of students in their classes and log on to the FERPA access sheet.

Field Trips A Field Trip Form must be completed on-line for approval by the principal. All field trips must be planned carefully and at least one month in advance. All athletic events must 5

be planned two weeks in advance. Bus requests must be made two weeks in advance. All teachers taking students on trips will supply the staff, via email, a list of students who will be absent from classes for school-sponsored activities at least one full day before the trip. Permission slips signed by parents of all students including a medical release are required in order to participate in the field trip.

Student Discipline 

All teachers are to cooperate in and are primarily responsible for maintaining good order and discipline throughout the building.

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Teachers as professionals need to refrain from using sarcastic or ironic statements when reprimanding pupils.

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When students are referred to the office for further disciplinary action, the referring teacher must enter a report of the infraction into the student management system under “Behavior Management.”

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Office personnel will also enter a resolution statement of the incident.

Staff Lunch Period The lunch period for staff will be the same as for students unless otherwise noted in exchange for duty during student lunch times. Staff may leave during the lunch period if they are not required to be on lunch/bus duty. Staff are never allowed to have a negative lunch account balance.

Secondary Lunch Supervision 

Staff are asked to be aware of what students may or may not do during the noon break and enforce the following policies:

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After students finish eating in the lunch room, they are to leave the building.

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Students are not allowed to pass through the halls to leave the building through the south entrance.

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Students are asked to stay outside during good weather. In case of inclement weather, an announcement will be made about where students should go for the remainder of the lunch break.

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Food and beverages must be consumed in the lunchroom or in designated places outside— Central Commons, Student Council Park, for instance.

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The north and the east sides of the building are off limits.

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Students are asked to use the garbage can provided; littering is unacceptable.

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Four staff members will have noon duty each week: Two for high school and two for middle grades. 6

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Responsibilities for noon duty will begin at the start of lunch and will continue until the first bell rings calling students back to class.

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One staff member is assigned to cafeteria duty during junior high/high school lunch. Other teachers will monitor hallway leading to entrance and Student Council Park during lunch hours.

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If there is an excessive amount of inappropriate behavior with any particular student, or s/he refuses to obey a reasonable request to behave, that student will be dealt with accordingly.

Assemblies and Special Events From time to time, special events or assemblies will be held during school hours. Teachers and pupils will be invited to attend; however, teachers will be responsible for the supervision of the pupils within their charge. In celebration of holidays and other special occasions, students may be treated with parties or other activities. School facilities other than the classroom may be used as long as a “Facilities Use Form” is filled out and approved by the principal. When the activity is added to the calendar, the maintenance director should be informed and proper arrangements will be made.

Cash Handling Procedures Employees that deal with cash must follow procedures to ensure the safeguarding of funds and to maintain reliable records for financial and managerial reporting. The following procedures should be adhered to as a minimum requirement when employees collect cash or checks at school: 

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Any employee who collects money on behalf of the school district for any reason should provide a receipt to the student or parents. All funds collected by the employee should be taken to the appropriate school secretary each day for deposit. Money should be locked in a vault or safe at all times.

Payday Payday is the fifth of each month (Friday if the 5th falls on Saturday and Monday if the 5th falls on a Sunday). Certified Staff will be paid effective 2015-2016 September through August on the 5th of each month. Timesheets are due by the 26th of each month. Employees and supervisors must sign the timesheets (electronically if applicable) before timesheets will be processed for payment. Any changes to payroll deductions must be submitted by the 25th of each month to the payroll office. 7

Fringe Benefits and Supplemental Benefits The district provides benefits to benefit eligible employees including:      

Wyoming Retirement Health Insurance Term Life Insurance Personal Accident Insurance Short Term Disability Health Reimbursement Account & Health Savings Account Contributions

Supplemental benefits are available to employees at their expense including:    

Vision and Dental Insurance Supplemental Term Life Insurance Life Flight Insurance Legal Shield (identify theft protection and legal assistance)

Paid Holidays for 12 Month Employees (including Building Secretaries during months of Employment)        

Independence Day Labor Day Thanksgiving (2 days) Christmas (2 days) New Year's Day President's Day (or February alternate day) Good Friday Memorial Day

Vacation Time - 12 Month Employees Vacation is earned on a monthly basis but is credited to the employee's account in July of each year. Vacation can be used as approved by the supervisor; however, in the event of termination before June 30, the employee will be charged back for vacation used by not earned. Unused vacation earned from prior fiscal year must be used by the end of the summer of new fiscal year unless approved to be carried forward by the Superintendent. Vacation leave will not be compensated for in lieu of time off. If a person terminates employment with the school district, unused vacation leave will be paid at the employee's daily rate up to the amount earned within the limit of accumulation.

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Vacation for 12 month employees is is earned as follows:   

1-4 Years of Service - 10 days 5-9 Years of Service - 15 days 10+Years of Service - 20 days

Paid Time Off Paid Time off is earned at twelve (12) days per year for 10 month employees and fourteen (14) days for 12 month employees, to be used for personal leave, doctor’s appointments, illness of a staff member or immediate members of his/her family, bereavement. All permanent part-time employees (not including substitutes) will earn Paid Time Off. One day is equivalent to one of the employee's work days (i.e. work 4 hour per day schedule, counts as one full day). Paid Time Off is cumulative to 120 days for all staff. The district offers PTO Buyout for unused PTO for departing staff at the rate of $75/day for full-time staff and pro-rated for part-time staff based on their percent of full-time status.

Staff Leaves and Absences All staff must provide advance notice of absence by requesting an absence in AESOP with the correct Leave Code. If the leave is unexpected in cases of illness or emergency, and leave occurs less than 24 hours from when you request the leave, you are required to enter the leave in AESOP by 6:00 a.m. and use "Unexpected Leave" as the reason so AESOP will immediately schedule a substitute, if applicable. If a position is "unfilled", the building secretary will attempt to contact subs by phone to fill the position. NOTE: Absences must be entered in AESOP within 24 hours of the leave or your Supervisor will have to enter the leave for you. AESOP does not allow you to enter a leave after 24 hours has passed. Teachers must put together a substitute teacher folder containing the following: 1. An up-to-date class list and seating chart; 2. Materials needed for the day or days of absence and detailed instructions for completion; 3. Any special information about the classroom, students, or day’s activities that would make the substitute’s job easier; 4. A workable set of lesson plans for use in case of emergency. Teachers need to inform students at the beginning of the year what is expected when there is a substitute teacher; and remind them of these expectations prior to anticipated absences.

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Leave Types Paid Time Off: see above Vacation: see above Academic Leave: leave with students—field trips; testing, athletic events Professional Leave: conferences; workshops. Witness or Jury Duty: School employees chosen for jury duty or receiving a subpoena to appear as a witness in a trial shall be permitted to do so. Employees called for such duty shall continue to receive school salary but will return all jury stipends, other than meal and travel allowance to the district. The district will pay the cost of the substitute if applicable. Unpaid Leave: leave the employee chooses to take without pay.

Staff Travel 1. Staff requesting travel must complete a leave request in AESOP. Once approved you will receive an email confirmation. 2. After your leave has been approved, complete the online Transportation Request Form. Once approved, you will receive an email confirmation. 3. If you require travel arrangements (hotel, registration, airline tickets), email the detailed travel plan/arrangements that need to be made, including the budget for which the trip is being funded, to Amber Dye in the Business Office. To access the required Travel Forms and links, visit the school website (www.shoshonischools.org), Employee Quick Links, Staff Forms, Travel.

Family Medical Leave Act (FMLA) Pursuant to the provisions of the Family and Medical Leave Act (FMLA) (P.L. 103-3) of 1993 and amendments in section 585 of the National Defense Authorization Act for FY 2008 (H.R. 4986, the district hereby adopts the following policy relating to family and medical leave for eligible employees of Fremont Country School District #24. BENEFITS Eligible employees are entitled to a total of up to twelve (12) weeks (60 working days) of unpaid, job protected leave and paid leave per year (based on the 12-month period measured forward from the date of the first FMLA leave usage), depending on the amount of available Paid Time Off Leave and vacation time accrued, for the following five leave situations: 1. The birth of a child, or placement of a child with the employee for adoption or foster care; 2. The employee’s own “serious health condition”; 10

3. Because the employee needs to care for their spouse, child, or parent due to his/her serious health condition; 4. Because of a qualifying exigency arising out of the fact that the spouse, son, daughter, or parent of the employee is on active duty or called to active duty status in support of a contingency operation as a member of the National Guard or Reserves; 5. Because the employee who is the spouse, son, daughter, parent or next of kin of a covered service member who is recovering from a serious illness or injury sustained in the line of duty on active duty. The employee is entitled to up to 26 workweeks of leave in a single 12-month period to care for the service member, who is undergoing medical treatment, recuperation, or therapy, is otherwise in outpatient status, or is otherwise on the temporary disability retired list, for a serious injury or illness. For purposes of the benefits referred to above, a serious health condition means “an illness, injury, impairment, or physical or mental condition” that involves: 1. In-patient care in a hospital, hospice, or residential medical care facility; or 2. Continuing treatment by a health care provider for a condition that either prevents the employee from performing the functions of the employee’s job, or prevents the qualified family member from participating in school or other daily activities. 3. Subject to certain conditions, the continuing treatment requirement may be met by: a. a period of incapacity of more than three (3) consecutive calendar days combined with at least two (2) visits to a health care provider, or b. one (1) treatment by a health care provider followed by a regimen of continuing treatment under the supervision of the health care provider, c. incapacity due to pregnancy, or d. incapacity due to a chronic condition. Over-the-counter medications, bed rest, taking of fluids, exercise, and other activities that can be initiated without a visit to a health care provider do not constitute continuing treatment. Serious health condition does cover conditions such as asthma and diabetes even if the episode of incapacity does not last more than three (3) days. For purposes of the benefits referred to above which pertains to leave for the care of a child, the term “child” shall mean a son or daughter which is either biological, adopted, or foster child, a stepchild, a legal ward, or a child or a person standing in loco parentis, who is: 1. Under eighteen (18) years of age; or 2. Eighteen (18) years of age or older and incapable of self-care because of a mental or physical disability. ELIGIBLE EMPLOYEE To be eligible for leave under this policy and to be considered an eligible employee, an employee must have been employed: 1. For at least twelve (12) months (nonconsecutive) prior to the commencement of the leave; and 2. Worked at least 1250 hours within the previous twelve (12) month period. Time paid (i.e. Paid Time Off leave) will not be counted in calculating hours of service.

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In the case of employees only employed for nine (9) months out of each twelve (12) month period, this will require that they be employed for at least 1250 hours of service during the twelve (12) month period. BENEFITS AND PROTECTION Any eligible employee who is entitled to the leave referred to above shall be entitled to continuation of health benefits under any “group health plan” on the same terms as if the employee had continued to work. Use of FMLA leave cannot result in the loss of any employment benefit that accrued prior to the start of an employee’s leave including Paid Time Off and any other benefits during the period of leave, under the same terms and conditions as are provided to the employee prior to taking the leave. Any increase in premiums or deductibles that apply to active employees shall also apply to employees on FMLA leave. Any employee who fails to pay his required share of premiums may be dropped from coverage under the group health plan. The District shall provide the employee a notice that coverage will be dropped at least fifteen (15) days before coverage will cease. Any employee who is eligible for FMLA leave and takes the leave is entitled to an equivalent position with equivalent pay, benefits, and conditions of employment upon return to employment as long as the employee can continue to perform all the essential functions of the position. Paid and unpaid leave will be recorded concurrently with FMLA leave. The district will require an employee to use paid leave available before receiving unpaid leave granted by FMLA. LIMIT ON CHILD CARE BENEFIT The family leave benefit applicable to the birth, adoption, and foster placement for child care ends after: 1. The child reaches age one; 2. Twelve months after adoption or placement. When both spouses are employed by the School District, the combined amount of leave for birth and adoption may be limited to a total of twelve (12) weeks (sixty working days). This limitation is not applicable to leave for personal illness and illness of a spouse or child. DUTIES OF EMPLOYEE In any case in which the reason for leave is due to the necessity of the employee to care for the spouse, son, daughter, or parent of the employee or because of the serious health condition that makes the employee unable to perform the functions of his/her position, the employee: 1. Shall make a reasonable effort to schedule the treatment so as not to unduly disrupt the operations of the district, subject to the approval of the health care provider; and 2. Shall provide the school district with timely notice, such notice to be not less than thirty (30) days before the date of leave is to begin, of the employee’s intention to take leave under such provision, except that, if the date of the treatment requires the leave to begin in less than thirty (30) days, the employee shall provide such notice as is practicable. 3. Must provide sufficient information for the employer to determine if the leave may qualify for FMLA protection and the anticipated timing and duration of the leave. Sufficient information may include that the employee is unable to perform job functions, the family member is unable to perform daily activities, the need for hospitalization or continuing treatment by a health care provider, or circumstances supporting the need for military family leave. 12

4. Must inform the employer if the requested leave is for a reason for which FMLA leave was previously taken or certified. 5. May be required to provide a certification and periodic recertification supporting the need for leave. DUTIES OF THE DISTRICT Once the district learns that the employee is taking leave for a family medical leave qualifying reason, the employer will: 1. Give notification to the employee that the leave is designated as family medical leave within two (2) business days after the determination is made. The notice shall be in writing, however, it may be given orally if confirmed in writing no later than the next regular pay day (unless less than a week remains until the next pay day). If the employee is out for a FMLA qualifying reason and the district does not learn of the reason until the employee returns, the employee must give notice within two (2) days of his return and the district will give notice of any FMLA designation within two (2) days thereafter. The district may also provisionally designate leave as FMLA qualifying leave while awaiting receipt of medical certification or a second or third medical opinion. 2. Whether the leave is paid or unpaid 3. Whether certification from a health care provider is required; and 4. If a fitness-for-duty certification will be required to return to work. 5. Provide a reason for ineligibility if the employee is not eligible for FMLA coverage CERTIFICATION The district may require that a request for leave to care for a relative with a serious health condition or because of the employee’s own serious health condition be supported by a certification issued by the health care provider of the eligible employee or of the son, daughter, spouse, or parent of the employee as appropriate. The employee shall provide, in a timely manner, a copy of such certification to the Superintendent. Certification provided under this section shall be sufficient if it states: 1. The date on which the serious health condition commenced; and 2. The probable duration of the condition; and 3. The appropriate medical facts with the knowledge of the health care provider regarding the condition; and 4. If applicable, a statement that the eligible employee is needed to care for the son, daughter, spouse, or parent and an estimate of the amount of time that such employee is needed to care for the son, daughter, spouse, or parent; and 5. In the case of the employee’s own serious health condition, a statement that the employee is unable to perform the functions of the position of the employee; and 6. In the case of certification for intermittent leave or leave on a reduced leave schedule for planned medical treatment, the dates on which such treatment is expected to be given and the duration of such treatment, and a statement of the medical necessity for the intermittent leave or leave on a reduced leave schedule. Second Opinion: In any case in which the district has reason to doubt the validity of the certification provided by the employee for leave for medical care or for medical reasons, the district may require, 13

at the expense of the district, that the eligible employee obtain the opinion of a second health care provider designated or approved by the district concerning any information certified under this section for such medical leave. In any case in which the second opinion described above differs from the opinion in the original certification provided under this section, the district may require, at the expense of the district, that the employee obtain the opinion of a third health care provider designated or approved jointly by the district and the employee. The opinion of the third health care provider shall be considered to be final and shall be binding on the district and the employee. The district may require that the eligible employee obtain subsequent certification on a reasonable basis, however, such a request will be made not more than every thirty (30) days. Any expense surrounding the recertification is the responsibility of the employee. PENALTY FOR FAILURE TO RETURN The district may recover the premium that the district paid for maintaining coverage for the employee under the district’s group health insurance plan during any period of leave under this policy if: 1. The employee fails to return from leave after the period of leave to which the employee is entitled has expired; and 2. The employee fails to return to work for a reason other than (1) the continuation, recurrence, or onset of a serious health condition that entitles the employee to leave either to care for an individual or on account of the employee’s own serious health condition, or (2) other circumstances beyond the control of the employee.

Salary Schedule Advancement In order to advance on any salary schedule, an employee must work 6 months or more of the prior fiscal year to receive a step in the new fiscal year. Employees who work less than 6 months of the prior fiscal year will remain on the step they were hired for the fiscal year.

Wyoming Unemployment Provisions Section 27-3-308 (a) (i) of the Wyoming Employment Security Law states that an individual is not eligible for unemployment benefits based on service in an instructional, research, or principal administrative capacity for an educational institution for any week of unemployment beginning between two (2) successive academic years, two (2) regular terms whether or not successive or during a paid sabbatical leave and he/she has a reasonable assurance to perform services in any such capacity for an educational institution in the second academic year or term or end of the paid sabbatical leave. Section 27-3-308 (a) (ii) states, in part, that an individual is not eligible for benefits based on service in any other capacity for an educational institution for any week of unemployment beginning between two (2) successive academic years or terms if he is employed in the first academic term for any education institution. 14

Rehired Retirees from Wyoming Retirement System Employees who retire from Fremont County School District 24, and are eligible for Wyoming Retirement benefits, may be considered, along with other qualified applicants for positions for which they are qualified and if they have met the following mandatory break in service requirements: To be hired into substitute, coaching/sponsorship, part time, or other non-benefit eligible positions there must be a 26 consecutive weeks of “no service” from this district from the termination date of the employee’s insurance benefits with this district. This requirement is defined by the Federal Affordable Care Act. This policy supersedes any modifications set or modified by Wyoming Retirement System and Wyoming State Statutes (See Policy GCR Hiring of Retired Staff to see the entire policy)

Communications An Elementary Bulletin is published every Thursday. The bulletin contains the school lunch menu, important announcements and calendar events for the upcoming week. Please send information for the bulletin to the elementary office by Wednesday afternoon. School announcements are sent via email to staff. Activities and events are published under the “Events” tab on the school website at www.shoshonischools.org (www.fremont24.com).

Valuables Staff should keep their rooms locked and keys secure. Keys should not be given to students at any time with the exception of trained student aides and student athletic managers to perform their duties. Money, jewelry and other valuables should not be left in classrooms/offices unattended. Staff doing so is at your own risk.

Staff Dress Code A staff member’s personal appearance affects the behavior and attitude of students. Staff should always project a professional image by modeling professional attire and exemplary hygiene. Professional dress and personal cleanliness is required by all staff. School Spirit Day is every Friday and nice jeans may be worn with Blue & Gold attire.

School Telephone Procedures To make a call from a classroom, if the number is local (876 prefix) dial “9”, wait for the dial tone, then dial the number.

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Long distance phone numbers require a staff assigned phone code. Each staff member is responsible for their assigned code and must not share with others. To make a long distance:   

Dial “9” and wait for dial tone (classroom phones) Office phones may not require the "9" before making a call. Dial the number including “1+area code” When you hear the elongated beep, enter your phone code to complete the call

Visitors Visitors are required to check in at the appropriate office and obtain a visitor’s badge before proceeding into the building. Office staff will notify the appropriate staff member of the visitor in order to grant permission to visit. Any inappropriate behavior on the visitor’s part should be reported immediately to the principal or superintendent. Parent meetings should be held in the teacher’s classroom during planning time, if possible. Other arrangements can be made before or after school as needed. Please keep a log of individual/group contact as this is pertinent to the accreditation process.

Ordering Supplies and Materials All ordering is done by the Accounts Payable Clerk in the District Office. A requisition must be submitted on-line through Web-Link with no exceptions. The requisition must be approved by the building principal or appropriate supervisor including the budget account number for the order. The request must be approved by the building principal or appropriate supervisor with an indication from which budget the order will be paid. Once approved, items will be ordered or credit card can be picked up. Individuals who place phone order or other purchases without supervisor approval may be personally responsible for the purchase.

Staff Meetings Staff meetings are scheduled as follows:  

Elementary—Bi-weekly as needed Secondary—second and fourth Tuesdays of each month 16

Attendance at staff meetings is required.

Request for Use of School Vehicle 

The employee must check with Human Resources to make sure they are cleared to drive a school vehicle.

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Staff transporting students in school vehicles must obtain a DOT Physical.

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The employee is responsible for contacting the transportation director prior to the leave to determine which vehicle is assigned and to make arrangements to pick up the keys.

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Use of a district vehicle is required when one is available. Mileage for use of a personal vehicle when a school vehicle is not available will be reimbursed at the standard IRS reimbursement rate.

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Credit cards are checked out to staff for meals and other travel expenses. Staff will be responsible for turning in their receipts . Employees will be held accountable for missing receipts.

Transportation of Students 

Any staff member who transports students, FOR ANY REASON, must provide the business office with proof of a DOT physical. The DOT physical is paid for by the school district.

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No staff member can drive a school vehicle until a motor vehicle request has been completed and is on file at the business office and the employee has been approved by the district’s insurance carrier.

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Students must be transported in school vehicles ONLY. AT NO TIME shall a student be transported in a staff member’s private vehicle.

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The state requires that the district charge for any district vehicles used for non-district purposes. This is in addition to paying for insurance, gas, oil, and driver. The rate is established by the state.

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Transportation Requests must be submitted for the entire season as soon as you get your schedules. Forms are to be submitted at least 5 days prior to the week the bus is needed. A separate itinerary is required to the transportation department by email before the trip a minimum of 2 days before the trip including:       

leave time from Shoshoni event start and end time return time to arrive back in Shoshoni a roster with all students, sponsors and/or coaches all equipment to be transported all stops to be made on the way to the event and back to Shoshoni any other pertinent information concerning travel arrangements

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Securing the Premises Be certain when leaving the building in the evening that all outside doors are shut tightly and locked; windows are closed and secured; and lights are turned off. It is the responsibility of all staff to assure that they check all doors they have used at the school when outside of normal school hours to make sure they are locked.

Emergency Drills/Procedures Fire/emergency exit route maps detailing primary and secondary routes must be posted in each classroom along with the Emergency Procedures Handbook. ALL STAFF members are required to familiarize themselves with the information in the handbook. Each teacher is required to carry the handbook, a class roster and wear a florescent vest (provided by the school) during drills and real emergencies and follow the guidelines provided.

Nurse’s Office and Health Practices Teachers and other staff members are in a position to observe the day-to-day health of students and should be aware of symptoms of illness and disease. Any student who is ill or shows symptoms of illness should be sent to the nurse’s office. If the nurse is not available, parents should be called. A Student Accident Report must be completed by the appropriate staff member for any student that is injured at school. The completed report is submitted to the School Nurse and Business Office.

Computer Access An “Acceptable Use Technology Procedures” agreement for the Internet/Network must be signed by all students and staff. Signing the agreement is a requirement for employment at School District 24. Please read it carefully, sign, and return to the business office where it will be placed in your personnel file. A password-protected screensaver should be in place on all staff machines left unattended, This can be accomplished by going to System Preferences, Desktop and Screen Saver, selecting a screen saver. To lock the screen, go to Security and Privacy, under the general button, choose “Require password for sleep and screen saver.” Workstations should be locked whenever a staff member is not at his or her desk. A hot corner can be set to accomplish this task easily. ONLY staff members should work in the student management system (currently Infinite Campus). ABSOLUTELY no student access is allowed to a computer where a staff member has logged in. Information in the student management system is very sensitive and confidential and must not be compromised.

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Keys 

Keys are the responsibility of the staff member to whom they are checked out.

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Staff should keep their keys with them at all times to allow access to required areas. Lanyards can be obtained from the Secondary Office. Pouches that can hold your magnetic key card can be obtained from the Secondary Office. Pouches that can hold your magnetic key card can also be obtained at the Secondary Office.

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Magnetic key cards are expensive and employees that misplace their keys expose the school district. Misplaced keys should be reported to the High School Secretary and also their Supervisor immediately so the key card can be deactivated and locks re-keyed if necessary. Misplaced keys will be re-issued to the staff member for a fee of $5.00 each. Damaged keys will be replaced at no cost.

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Keys are to be inventoried at the end of the school year.

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They are not to be loaned to others, especially students or non-school personnel, for any reason.

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Trained student aides and student athletic managers may have limited access to keys in order to perform their duties.

Maintenance/Work Order Requests Staff should complete a Maintenance/Work Order request for all repairs or issues that do not require immediate attention. Items that require immediate attention should be directed to the Maintenance/Custodial staff. The Work Order Request is available on the district website under Employee Quick Links.

Care of Equipment Staff will be responsible for the proper care of all books, furniture, athletic equipment, and apparatus furnished by the district for their rooms. They will keep a complete record of the supplies as directed by the principal and shall exercise economy in their use. Textbooks and uniforms shall be inventoried, checked out and checked back in prior to year-end check out.

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