Substitute Teacher Handbook 2013 – 2014 School Year

Table of Contents Welcome ................................................................................................................................................................... 1 Employment Information .................................................................................................................................. 1 Daily Substitute Teacher Compensation Program (2013-14 School Year) .................................... 2 Long Term Substitute Teachers (Excludes Building Substitutes) .............................................. 2 Time and Attendance........................................................................................................................................... 3 Substitute Teacher Assignments – Overview............................................................................................. 3 Register with Subfinder............................................................................................................................... 3 Substitute Teacher Expectations ............................................................................................................. 4 Beginning of the Day ..................................................................................................................................... 4 During the Day ................................................................................................................................................ 5 End of the Day ................................................................................................................................................. 5 Confidentiality & Professional Ethics..................................................................................................... 6 School Closings ............................................................................................................................................... 6 District Policies ...................................................................................................................................................... 6 Workplace Anti-Harassment Policy........................................................................................................ 6 Drug and Alcohol-Free Workplace Policy ............................................................................................ 8 Tobacco Prohibition...................................................................................................................................... 9 Child Abuse and Neglect ........................................................................................................................... 10 Firearm Notification and Reporting Policy ....................................................................................... 11 Supervision and Discipline of Students .............................................................................................. 12 Personal Technology and Social Media; Usage and Conduct ..................................................... 13 Absenteeism, Cancellations and Unsatisfactory Performance ......................................................... 15 Disclaimer ............................................................................................................................................................. 15

Welcome Thank you for choosing School District U-46 as your employer. School District U-46 is the second largest school district in Illinois, serving 11 communities in the northwest suburbs of Chicago in Cook, Dupage and Kane County with over 40 elementary schools, 8 middle schools and 5 high schools. Please take a moment and check our school profiles by visiting our School Profiles page. The material in this Substitute Teacher Handbook has been compiled to help you understand what is expected of you. In addition, we encourage each Substitute Teacher to inquire of the school’s administration and classroom teachers about matters pertaining to that particular day’s assignment. It is our hope that the information provided will be found valuable, that it will answer most questions, that it will enable you, as a Substitute Teacher, to approach your assignments with increased confidence, and that it will help to make the experience of substitute teaching an enjoyable one. The Human Resources Department is responsible for supervising the employment and assignment of Substitute Teachers. If you have additional questions, you may contact Human Resources at (847) 888-5000 ext 7175 or 5371. We value your efforts and the wonderful work you do for the diverse student population of School District U-46. Thank you for being part of our team!

Employment Information All substitute teachers must have at least a Substitute Teacher License registered in Kane County. If you have an Educator License, you do not have to obtain a Substitute Teacher License in order to be a substitute teacher in School District U-46. For more information regarding obtaining and registering your license contact the Kane County Regional Office of Education at (630) 232-5955 or at www.kaneroe.org. In addition, substitute teachers are expected to attend an employee orientation before starting employment with School District U-46 and any required training sessions during the school year.

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Daily Substitute Teacher Compensation Program (2013-14 School Year) General Education Substitute Teachers  Starting rate – $100 per day  After the completion of 60 assignments – $110 per day (upon acceptance of the 61st assignment pay is increased to $110 per day)  Stated rate is for the full day. No period pay allowed.

Special Education and Bilingual Substitute Teachers  Starting rate – $110 per day  After the completion of 60 assignments – $120 per day (upon acceptance of the 61st assignment pay is increased to $120 per day)  Stated rate is for the full day. No period pay allowed.

Bonus  All Substitute Teachers who accept 90 assignments with no cancellations will receive a $200 bonus.  All Substitute Teachers who accept 30 assignments with no cancellations from April 1, 2014 through the end of the 2013-2014 school year will receive a $200 bonus.

NOTES: A cancellation is when a substitute teacher removes themself from a previously accepted assignment or when a substitute teacher switches to a different assignment after 5 pm the day before the assignment is to occur. Substitute Teachers contribute to the Teacher’s Retirement System. For more information regarding the specifics of this retirement plan contact (TRS)

Long Term Substitute Teachers (Excludes Building Substitutes) After no later than fifteen (15) days of continuous employment in the same assignment a substitute teacher shall be considered Long Term Substitute (LTS). The LTS rate of pay is equivalent to BA step 1 on the teacher’s salary schedule retroactive to the first day of the assignment. NOTE: 2|Page

Daily Substitute Teachers who sub in a Teacher’s Assistant position will be paid at the hourly teacher assistant rate. Daily Substitutes performing as a long-term Teacher Assistant Substitute are not be eligible for a higher rate of pay and retirement contributions will go to the Illinois Municipal Retirement Fund IMRF.

Time and Attendance School District U-46 utilizes two systems to track time and attendance for payroll purposes. They are Workforce and MUNIS. Workforce is a time and attendance management system which uses the Workforce android clocks mounted in each building or a web clock interface that can be accessed on a personal computer. This is used to sign in or out for each day worked. MUNIS is a software system that manages the entire employee life-cycle. MUNIS Employee Self Service gives all employees the ability to view and, in some cases, update their personal information online. For more information about how to access and use the systems please follow this link – Time/Labor & Payroll Systems Overview.

Substitute Teacher Assignments – Overview Daily Substitutes are called on a daily, as needed, basis only and are considered temporary employees. Daily Substitutes are not eligible for medical benefits. School District U-46 utilizes the Subfinder system for daily placement of substitute teachers. Subfinder is an employee absence management and substitute placement system. Via Subfinder you can review and accept substitute teaching assignments that you are willing to work. Subfinder is accessible via phone or internet 24 hours a day and 7 days a week.

Register with Subfinder All substitute teachers must complete this step before assignments can be accepted.  Call (847) 888-8880  Enter your personal identification number (PIN). This is your 5 digit employee number which was given to you at orientation.  Follow the prompts to enter your name into the system. Once you do this you are registered for both the online and phone Subfinder systems.

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For more details on accessing Subfinder review the Subfinder Substitute Guide at Subfinder Substitute Guide.

Substitute Teacher Expectations Substitute teachers have the responsibility to maintain a high standard of dress and grooming. Business casual attire, at a minimum, and neat grooming is expected of all Substitute Teachers in School District U-46. It is the substitute teacher’s responsibility to know when schools are not in session. You can request a school calendar or find it online at www.u-46.org . The district makes every effort to notify employees, parents, and substitutes of snow days or school closings for other reasons. You can sign up to get e-mails for this purpose from our website or make sure you are on the ConnectED to get phone messages about school closings by calling or emailing the IS department help desk 847.888.5000 x4295 or [email protected]. NOTE: You will not be paid for a non-attendance day due to an emergency school closing, scheduled closing, or holiday even if the teacher mistakenly puts the absence in the SubFinder system.

Beginning of the Day 1. Upon arrival, park in the area designated for faculty and staff. 2. Report to the school’s main office on arrival. Sign in on Substitute/Absence Form before proceeding to your assigned classroom. 3. Ensure that you are wearing a current I.D./swipe card all day. 4. Check the teacher’s mailbox for attendance sheets and materials that may apply to that class. 5. Be in the classroom at least 15 minutes before the start of class. 6. Locate and familiarize yourself with emergency drill procedures in every classroom. 7. Follow the lessons plans left by the classroom teacher. It is important that the lesson plans be followed to insure that the coursework for the students stays on schedule. 8. Review the class schedule for the day. 9. Check for any possible student health related concerns. 10. Check with the main office for scheduled special events (assemblies, field trips, fire drill, etc.)

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During the Day 1. Ensure that the classroom environment is warm friendly and conducive to learning. 2. Maintain good discipline. If help is needed, do not hesitate to ask for it. DO NOT touch or restrain students at any time. 3. Notify the main office immediately of any serious problems that occur. 4. Follow the duties outlined by the classroom teacher. 5. Attendance must be taken at the beginning of the day, and at the beginning of each period for Middle and High School students. For elementary students, attendance must be taken at the beginning of the day. 6. On leaving, check all equipment. Make sure grade books and other records are returned to their proper places and secured. Materials are to be returned to the office especially if various rooms have been used. 7. Do not release students from classes, study halls, etc., until the designated time. 8. Do not send any children home. 9. Send a child who is ill or injured to the office or school nurse. If a child experiences ANY type of head injury, be sure to communicate extent of injury to the office. All accidents must be reported to the office immediately. 10. Do not attempt any procedure for which you are not qualified. Do not compromise the safety and welfare of the child. 11. Do not use cell phones in the classrooms or around the students. If there is an emergency situation, notify main office personnel. When possible, 911 must be dialed from the main office by main office personnel. 12. Do not record or take pictures of students. 13. Do not bring food, snacks or other treats to the children.

End of the Day 1. Leave a note to the classroom teacher about work completed, and any problems that might have occurred or even if you had a great day. 2. If you need to leave the building for any reason, you must let the Principal and the main office know when you leave and when you return. 3. The type of housekeeping expected of regular teachers will be expected of substitute teachers (i.e.: windows shut and locked, lights out, etc.) Leave the classroom in the condition in which you found it or better.

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Confidentiality & Professional Ethics We expect Substitute Teachers to have a high level of integrity in preserving confidential information pertaining to students, parents, staff and other school related matters. Refrain from making adverse comments regarding the classroom teacher to students. Avoid discussions regarding students, teachers or building procedures at other buildings. Share any concerns that you may have with Human Resources.

School Closings It is the substitute teacher’s responsibility to know when schools are not in session. You can find the school calendar online at www.U-46.org. The district makes every effort to notify employees, parents, and substitutes of snow days or school closings for other reasons. You can sign up to get e-mails for this purpose at the district website. To receive phone messages regarding school closings through ConnectED contact the help desk at (847) 888-5000 x4295 or [email protected]. NOTE: Substitute Teachers are not paid for non-attendance days due to emergency school closings, scheduled closings, or holidays, even if the teacher mistakenly puts the absence in the Subfinder system.

District Policies Workplace Anti-Harassment Policy Section 5: Personnel – 5.020 Workplace Harassment Prohibited The School District expects the workplace environment to be productive, respectful, and free of unlawful harassment. District employees shall not engage in harassment or abusive conduct on the basis of an individual’s race, religion, national origin, sex, sexual orientation, age, citizenship status, disability, or other protected status identified in Board Policy 5.011.

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Sexual Harassment Prohibited Sexual harassment is illegal and it is the Policy of School District U-46 that it will not be tolerated. School District U-46 shall provide employees with an environment free of unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct or communications constituting sexual harassment as defined and otherwise prohibited by state and federal law. Sexual harassment is defined as "unwelcome sexual advances, requests for sexual favors and/or other verbal or physical conduct of a sexual nature." Sexual harassment may include such actions as: sex oriented verbal "kidding," "teasing" or "jokes;" subtle pressure for sexual activity; physical contact such as patting, pinching or brushing against another’s body; or demands for sexual favors. Conduct of this type is improper if: (a) submission to the conduct is either an explicit or implicit term or condition of employment; (b) submission to or rejection of the conduct is used as a basis for employment decisions affecting the persons involved; or (c) the conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile, or offensive working environment. All employees of the District are expected to avoid any behavior or conduct toward any other employee which could be interpreted as sexual harassment. Reporting Harassment Appropriate management and supervisory personnel will take prompt, corrective action when they become aware of harassment. A violation of this policy may include discipline up to and including termination of the offending employee or employees. Any person making a knowingly false accusation regarding harassment will likewise be subject to disciplinary action, up to and including discharge. Any employee of the District who feels that he or she has been the victim of harassment should notify his or her supervisor or any other building or district administrator or the Non-Discrimination Coordinator or the Complaint Manager or follow the Uniform Grievance Procedure. The Non Discrimination Coordinator is the District’s Chief Legal Officer and the Complaint Manager is the Chief Human Resources Officer or designee, both of whom can be reached at 355 East Chicago Street, Elgin, Illinois, (847-888-5000). The complaint will be investigated immediately. If the complaint is found to be invalid, all involved parties will be so notified. If the complaint is found to have merit, corrective action, as described above, will be implemented. Any complaint or investigation will be 7|Page

treated with confidentiality to protect the privacy rights of the employees involved. The Chief Legal Officer will be responsible to review any complaint that remains unresolved by the administrator first receiving it. An employee may also lodge a complaint of harassment with the U-46 Human Resources Department or directly by calling or writing the Department of Human Rights and the Illinois Human Rights Commission at 100 West Randolph Street, Suite 5-100, Chicago, IL, 60601, (312) 814-6269. Any employee lodging a complaint of harassment is protected from any form of retaliation under the law. LEGAL REF.: Title VII of the Civil Rights Act, 42 U.S.C. §2000 et seq., 29 C.F.R. §1604.11 Title IX of the Education Amendments, 20 U.S.C. §1681 et seq., 775 ILCS 5/2102(D) et seq. CROSS REF.: Administrative Procedure Handbook – Section 12.33-.34

Drug and Alcohol-Free Workplace Policy Section 5: Personnel – 5.050 All District workplaces are drug and alcohol free workplaces. All employees are prohibited from unlawfully manufacturing, distributing, dispensing, possessing, using, consuming or being under the influence of controlled substances or alcohol while on the District’s premises or while performing work for the District. As a condition of employment, all employees must: 1. Abide by the terms of this policy; and 2. Notify the superintendent/designee of criminal drug conviction for a violation occurring on the District’s premises or while performing work for the District no later than five calendar days after such conviction. For all employees the Board: 1. Will provide a copy of this policy to all employees, and post notice of the District Drug- and Alcohol-Free Workplace policy in a place where other information for employees is posted; 2. Will establish a drug-free awareness program informing employees about the dangers of drug abuse in the workplace, the available drug counseling programs, and the penalties that may be imposed by the District for drug abuse violations; 8|Page

3. Will report any drug statute convictions to the federal or state government agency within ten days of notifications of any employees performing under a federal or state contract or grant; 4. Make available materials from local, State, and national anti-drug and alcohol-abuse organizations, and enlist the aid of community and State agencies with drug and alcohol informational and rehabilitation programs to provide information to District employees; 5. Will take appropriate personnel action, up to and including termination, against a convicted employee within 30-days following notice of a conviction. Where appropriate, in the superintendent’s/designee discretion, employees who are convicted of such crimes may be required to participate in and satisfactorily complete a drug or alcohol abuse assistance or rehabilitation program. 6. Any employee who violates this policy will be subject to disciplinary action up to and/or including termination from employment. 7. Should District employees be engaged in the performance of work under a federal contract or grant, or under a State contract or grant of $5,000 or more, the superintendent/designee shall notify the appropriate State or federal agency from which the District receives such contract or grant monies of the employee’s conviction within 10 days after receiving notice of the conviction. Definitions "Controlled substances" means substances listed in Schedules I through V of Section 202 of the Controlled Substances Act, 21 U.S.C., ¶ 812. Included are such illegal drugs as marijuana, cocaine, crack, or legally obtainable drugs which are not being used for prescribed purposes and/or not being taken according to prescribed dosages. "Conviction for a violation of a criminal drug statute" means a finding of guilt, a no contest plea, or plea of guilty, or an imposition of sentence by a judicial body. LEGAL REF.: Americans with Disabilities Act, 42 U.S.C. §12114; Controlled Substances Act, 21 U.S.C. §812; 21 C.F.R. 1308.11-1308.15; Drug-Free Workplace Act of 1988, 41 U.S.C. §701 et seq.; Safe and Drug-Free School and Communities Act of 1994, 20 U.S.C. §7101 et seq.; Drug Free Workplace Act, 30 ILCS 580/1 et seq. 1990/1997/2004/2010/2013 Amended: 4.22.13

Tobacco Prohibition

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Section 5: Personnel – 5.051 To promote the health, safety and well-being of all employees and students in the District, use of tobacco and tobacco products in all School District buildings, on all School District grounds and at all school sponsored functions will be prohibited at all times. LEGAL REF.: Illinois School Code: 105 ILCS 5/10-20.5b; Pro-Children Act of 1994, 20 USC § 6081 et seq

Child Abuse and Neglect Section 5: Personnel – 5.090 Any District employee who suspects or receives information that a student may be an abused or neglected child or, for a student aged 18 through 21, an abused or neglected individual with a disability, shall immediately: (1) report or cause a report to be made to the Illinois Department of Children and Family Services on its Child Abuse Hotline 800/25ABUSE or 217/524-2606, and (2) follow any additional directions given by the Illinois Department of Children and Family Services to complete a report. The employee shall also promptly notify the Superintendent, appropriate Assistant Superintendent, Building Principal or Department Director that a report has been made. All District employees shall sign the Acknowledgement of Mandated Reporter Status form provided by the Illinois Department of Child and Family Services (DCFS) and the Superintendent or designee shall ensure that the signed forms are retained. Any District employee who discovers child pornography on electronic and information technology equipment or as a hardcopy shall immediately report it to local law enforcement, the National Center for Missing and Exploited Children’s CyberTipline 800/843-5678, or online at www.cybertipline.com. The Superintendent/designee or Building Principal shall also be promptly notified of the discovery and that a report has been made. The Superintendent/designee shall execute the requirements in Board policy 5.151, Personnel Records, whenever another school district requests a reference concerning an applicant who is or was a District employee and was the subject of a report made by a District employee to DCFS. The Superintendent/designee shall notify the State Superintendent and the Regional Superintendent in writing when he or she has reasonable cause to believe that a certificate 10 | P a g e

holder was dismissed or resigned from the District as a result of an abusive act toward a child. The Superintendent/designee must make the report within 30 days of the dismissal or resignation and mail a copy of the notification to the certificate holder. The Superintendent/ designee shall provide staff development opportunities for school personnel working with students in grades kindergarten through 12, in the detection, reporting, and prevention of child abuse and neglect. Each individual Board member must, if an allegation is raised to the member during an open or closed Board meeting that a student is an abused child as defined in the Act, direct or cause the Board to direct the Superintendent or other equivalent school administrator to comply with the Act’s requirements concerning the reporting of child abuse. LEGAL REF.: 105 ILCS 5/10-21.9; 20 ILCS 1305/1-1 et seq.; 20 ILCS 2435/; 325 ILCS 5/. CROSS REF.: Administrative Procedure Handbook – Section 6.1-.4 2001/2004/2007/2013 Amended: 4.22.13

Firearm Notification and Reporting Policy Section 5: Personnel – 5.091 All school employees are required to immediately notify the principal or department head in the event that they observe any person in possession of a firearm on school grounds; provided that taking such immediate action to notify the principal or department head would not immediately endanger the health, safety, or welfare of the school employee or students. If the health, safety, or welfare of the school employee or students is immediately endangered, the school employee shall notify the office of the principal as soon as he/she or the students are no longer under immediate danger. A report is not required when the school employee knows that the person in possession of the firearm is a law enforcement official engaged in the conduct of his or her official duties. Any school employee acting in good faith who makes such a report under this Section shall have immunity from any civil or criminal liability that might otherwise be incurred as a 11 | P a g e

result of making the report. The identity of the school employee making such report shall not be disclosed except as expressly and specifically authorized by law. Knowingly and willfully failing to comply with this reporting requirement constitutes a petty offense under State law. A second or subsequent offense is a Class C misdemeanor. Upon receiving a report from any school employee pursuant to this Section, or from any other person, the principal/designee shall immediately notify the local law enforcement agency. If the person found to be in possession of a firearm on school grounds is a student, the principal/designee shall also immediately notify that student’s parent or guardian. Any principal/designee acting in good faith who makes such reports under this Section shall have immunity from any civil or criminal liability that might otherwise be incurred or imposed as a result of making the reports. Upon receipt of any written, electronic, or verbal report from any school personnel regarding a verified incident involving a firearm in a school or on school property, the superintendent/designee shall report all such incidents to the local law enforcement authorities immediately and to the Department of State Police in the form, manner, and frequency as prescribed by the Department of State Police. LEGAL REF.: 105 ILCS 5/10-27.1A

Supervision and Discipline of Students Section 5: Personnel – 5.230 Employees of the District, in assuming quasi parental responsibilities for students as described in the Illinois School Code, will afford the necessary and appropriate supervision for and discipline of students assigned to them for the school day or any portion thereof. A teacher’s ability to foster appropriate student behavior is an important factor in the teacher’s educational effectiveness. When a student’s behavior is unacceptable, a teacher may remove any student from the learning setting whose behavior interferes with the lessons or participation of fellow students. A student’s removal must be in accordance with Board policy and administrative procedures.

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Teachers shall not use disciplinary methods which may be damaging to students, such as ridicule, sarcasm, or excessive temper displays, corporal punishment (including slapping, paddling or prolonged maintenance of a student in a physically painful position, and intentional infliction of bodily harm). Teachers may use reasonable force as needed to keep students, school personnel, and others safe, or for self-defense or defense of property. LEGAL REF.: Illinois School Code: 105 ILCS 5/24-24 CROSS REF.: 7.190 – Student Discipline

Personal Technology and Social Media; Usage and Conduct Section 5: Personnel – 5.125 Definitions Includes- Means “includes without limitation” or “includes, but is not limited to.” Social media - Media for social interaction, using highly accessible communication techniques through the use of web-based and mobile technologies to turn communication into interactive dialogue. This includes Facebook, LinkedIn, MySpace, Twitter, and YouTube. Personal technology - Any device that is not owned or leased by the District or otherwise authorized for District use and: (1) transmits sounds, images, text, messages, videos, or electronic information, (2) electronically records, plays, or stores information, or (3) accesses the Internet, or private communication or information networks. This includes smartphones or other devices such as, BlackBerrys, Androids, iPhones, iPads and iPods. Usage and Conduct All District employees who use personal technology and social media shall: 1. Adhere to the high standards for appropriate school relationships in policy 5.120, Ethics and Conduct at all times, regardless of the ever-changing social media and personal technology platforms available. This includes District employees posting images or private information about themselves or others in a manner readily accessible to students and other employees that is inappropriate as defined by the following Board policies: Workplace Anti-Harassment Policy, 5.020; Staff Conflict of Interest and Ethics, 5.120; Anti-Harassment – Students, 7.020; and the Ill. Code of Educator Ethics, 23 Ill.Admin.Code §22.20.

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2. Not use personal technology and social media to share, publish, or transmit information about or images of students and/or District employees in violation of the Illinois School Student Records Act (ISSRA) and the Family Educational Rights and Privacy Act (FERPA). 3. Follow District Copyright Policy. 4. Personal use of personal technology and social media must occur during times and places where the use will not interfere with job duties or otherwise be disruptive to the school environment or its operation. 5. Be aware of the risks associated with the use of personal technology and social media at school or school-sponsored activities. This can include students’ viewing Internet materials through the District employee’s personal technology or social media that may violate existing Board policy, regulations, rules or law. The Board expressly disclaims any liability for imposing content filters, blocking lists, or monitoring of its employees’ personal technology and social media. 6. Be subject to remedial and any other appropriate disciplinary action for violations of this policy ranging from prohibiting the employee from possessing or using any personal technology or social media at school. 7. Be subject to dismissal and/or indemnification of the District for any losses, costs, or damages, including reasonable attorney fees, incurred by the District relating to, or arising out of, any violation of this policy. The Superintendent/designee shall: 1. Inform District employees about this policy during the in-service on educator ethics, teacher student conduct, and school employee-student conduct. 2. Direct Principals and Department Heads to annually: a. Provide their staff with a copy of this policy. b. Inform their staff about the importance of maintaining high standards in their school and/or work relationships. c. Remind their staff that those who violate this policy will be subject to remedial and any other appropriate disciplinary action up to and including dismissal. d. Train their staff on the content and significance of this policy. 3. Build awareness of this policy with students, parents, and the community. 4. Ensure that no one for the District, or on its behalf, requests of an employee or applicant access in any manner to his or her social networking website or requests passwords to such sites. 5. Periodically review this policy, and any procedures and guidelines, with District employee representatives and administrator(s) and present proposed changes to the Board. 6. 14 | P a g e

LEGAL REF.: 105 ILCS 5/21B-75 and 5/21B-80. Ill. Human Rights Act, 775 ILCS 5/5A-102. Code of Ethics for Ill. Educators, 23 Ill.Admin.Code §22.20. Garcetti v. Ceballos, 547 U.S. 410 (2006). Pickering v. High School Dist. 205, 391 U.S. 563 (1968). Mayer v. Monroe County Community School Corp., 474 F.3d 477 (7th Cir. 2007). CROSS REF.: 5.020 – Workplace Anti-Harassment Policy; 5.030 – Certificated Staff Hiring; 5.151 – Personnel Records; 5.170 – Copyright; 6.214 – Use of Technology; 7.020 – Anti-Harassment – Students; 7.340 – Student Records 2013 Adopted: 4.22.13

Absenteeism, Cancellations and Unsatisfactory Performance The expectation is that Substitute Teachers accept all positions offered. To that end, if a Substitute Teacher cancels 2 assignments, they will no longer be eligible to receive the applicable bonus. After 3 total cancellations for the school year the Substitute Teacher is removed from the list. A cancellation is when a substitute teacher removes themself from a previously accepted assignment or when a substitute teacher switches to a different assignment after 5 pm the day before the assignment is to occur. All building administrators are required to submit a written report (Employee Counseling Form HR-EVA-F005) in those instances when the performance of a Substitute Teacher is less than satisfactory. The Substitute Teacher will be notified of the report and will be provided an opportunity to discuss the matter with the building administrator and/or the appropriate Human Resources administrator. The District reserves the right to remove a Substitute Teacher from the list, at any time and without notice, whenever the District determines that removal is appropriate. The determination as to whether removal is appropriate will be made by the relevant District administrators.

Disclaimer

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This Substitute Teacher Handbook is for your use as a source of information about School District U-46 and your Substitute Teacher role. Nothing in this Handbook creates or is intended to create a contract of employment, either expressed or implied. Nor does the Handbook provisions establish an employment relationship where one would not otherwise exist. You are an at-will employee or independent contractor of the District and your relationship with the District may be terminated by you or the District at any time, without cause. Please note that you are subject to the policies of the District’s Board of Education. Some, but not all, of those policies are summarized in the Handbook. In the event that a Board of Education policy and/or applicable law conflicts with a provision in the Handbook, the policy and/or law shall control. The District does not guarantee specific benefits or terms of employment. Board policies, the provisions of this Handbook, District benefits, and District procedures may be changed or revoked at any time, without notice to you and without your consent.

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355 East Chicago St Elgin, IL 60120 Main Phone: (847) 888-5000 Website: http://www.U-46.org