The School District Of Osceola County, Florida Employee Handbook Human Resources Blaine Muse, Superintendent

Published 2005

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TABLE OF CONTENTS

Welcome Welcome - Blaine Muse, Superintendent............................................................................................................. Purpose of Handbook .......................................................................................................................................... Mission Statement - School Board ...................................................................................................................... Beliefs ................................................................................................................................................................. Mission Statement - Human Resources .............................................................................................................. The Osceola County School Board ..................................................................................................................... List of Osceola District Schools ......................................................................................................................... H.R. Department - We are at your service ........................................................................................................ Frequently Called Numbers ................................................................................................................................

5 6 6 6 6 7 8 12 15

Workplace Environment Employment at Will ............................................................................................................................................. Work Hours ........................................................................................................................................................ Personal Appearance .......................................................................................................................................... Tobacco-Free Workplace ................................................................................................................................... Drug-Free Workplace ......................................................................................................................................... OTETA Most Common Q and A ........................................................................................................................ Control substance and Alcohol Testing Program - Zero Tolerance .................................................................... Background Checks ............................................................................................................................................ Hazardous and Toxic Materials .......................................................................................................................... Health and Safety Inspections ............................................................................................................................ Zero Tolerance for Workplace Violence ............................................................................................................. Nepotism .............................................................................................................................................................

17 17 17 17 17 18 21 24 24 25 25 25

You Should Know Our Expectations Equal Opportunity Employer ............................................................................................................................... Procedures for Filing a Complaint Through the Equity Committee .................................................................... Equity Coordinator - Director of Human Resources - Equity Committee Chairperson ..................................... Equity Committee Members ............................................................................................................................... Sexual Harassment ............................................................................................................................................. Child Abuse Policy .............................................................................................................................................. Leaves of Absence ............................................................................................................................................. FMLA ................................................................................................................................................................. Extended Leave .................................................................................................................................................. Witness Leave .................................................................................................................................................... Military Leave ..................................................................................................................................................... Board Leave ....................................................................................................................................................... Leave for the Purpose of College Credit ............................................................................................................ Annual Vacation Leave ...................................................................................................................................... Civic Duty - Jury Duty ........................................................................................................................................ Sick Leave .......................................................................................................................................................... Sick Leave Bank ................................................................................................................................................. Natural Disaster .................................................................................................................................................. Volunteer Leave ..................................................................................................................................................

27 27 28 28 28 29 32 32 32 33 33 33 33 33 34 34 34 34 35

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Returning from Leave ......................................................................................................................................... 35 Unauthorized Leave ............................................................................................................................................ 35

Compensation & Benefit Practices Probationary Period Professional Support .......................................................................................................... Instructional Probation ........................................................................................................................................ Definitions for regular full-time, part-time, substitute, temporary employees ..................................................... Overtime ............................................................................................................................................................. Extra Pay ............................................................................................................................................................ Salary and Paychecks ......................................................................................................................................... Paycheck Problems ............................................................................................................................................ Payroll Time Sheets ............................................................................................................................................ Direct Deposit of Paycheck ............................................................................................................................... Retirement - DROP ............................................................................................................................................ Retirement .......................................................................................................................................................... Social Security .................................................................................................................................................... Part-Time Seasonal and Temporary ................................................................................................................... Volunteer Work ................................................................................................................................................... Lunch Break ....................................................................................................................................................... Promotional Opportunities ................................................................................................................................... Professional Development- Inservice Payment .................................................................................................. Paid Holidays ...................................................................................................................................................... Employee Recognition ........................................................................................................................................ Professional Support Experience Credit for Salary Purposes ........................................................................... Definition of Experience for Salary Purposes .................................................................................................... Maximum Experience from Previous Employers ............................................................................................... Entry Level ......................................................................................................................................................... Level Upgrades .................................................................................................................................................. Levels 1-E through 10C ...................................................................................................................................... Instructional Experience Credit for Salary Purposes .......................................................................................... Credit for Teaching ............................................................................................................................................. Experience Verification ....................................................................................................................................... Employee Assistance Program (EAP) ............................................................................................................... Health and Life Insurance .................................................................................................................................. Worker’s Compensation ..................................................................................................................................... Light Duty ...........................................................................................................................................................

37 37 37 37 37 38 38 38 38 38 38 39 39 39 39 39 39 40 40 40 40 40 40 41 41 41 41 41 42 42 42

42 FMLA Most Common Questions and Answers ....................................................................................... 43 How To Fulfill Our Expectations Policies and Practices ............................................................................................................................. 46 Standards of Business Conduct ............................................................................................................... 46 District Records - Confidentiality ............................................................................................................. 46 District Property ..................................................................................................................................... 47 Solicitation .............................................................................................................................................. 47 Absenteeism and Tardiness ..................................................................................................................... 47 Safety ..................................................................................................................................................... 47 Outside Employment ............................................................................................................................... 47

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Update Your Records ............................................................................................................................. 47 10 Things Teachers Can Do for Substitutes in their Classroom ................................................................ 48 Computer Access ................................................................................................................................... 49 Data Network Acceptable Use Policy ..................................................................................................... 49 How to Use Common Sense & Professional Judgement to Avoid Legal Complications in the Classroom ............................................................................................................ 51 Reporting of Arrest ................................................................................................................................. 52 Reporting Abuse/Neglect/Exploitation to the Florida Abuse Hotline .......................................................... 52 Notification of Report ............................................................................................................................. 52 Child Abuse Reporting Procedure (includes phone #’s) ............................................................................ 53 Children of Employees ............................................................................................................................ 54 Controlled Substance and Alcohol Testing Program (OTETA) ................................................................. 54 Resignation ............................................................................................................................................. 54 Exit Interview ......................................................................................................................................... 54 Code of Ethics ........................................................................................................................................ 54 Employee Acknowledgement of Receipt of Employee Handbook And Non-Disclosure of Confidential Information ................................................................................... 58

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Welcome Welcome to the School District of Osceola County, Florida. You have joined a dynamic school district with a potential for future growth that is unlimited - and that is exactly your career path as well- unlimited! Every staff member is on a threshold of advancement, opportunity and new challenges. Our school district has strived to provide a working atmosphere that is conducive to the creative and dedicated employee. You were specially chosen, and we’re glad you are part of the team. We hope you set out to make a difference. My sincere good wishes for your continued success. Sincerely,

Blaine Muse Superintendent

Published 2005

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Purpose of the Handbook This handbook has been prepared to acquaint you with The School District of Osceola County, Florida and to assist you with answers to the most frequently asked questions regarding your employment with this district. This handbook contains a brief summary of policies, benefits, and regulations in effect at the time of this publication. This handbook should not be construed as creating any kind of “Employment Contract”. The School District of Osceola County, Florida reserves the right to add, change or delete policies and regulations, as it deems appropriate.

The Mission Statement The mission statement of The School Board of Osceola County is “Education Which Inspires All To Their Highest Potential”.

We will achieve our mission because we believe: Everyone can learn; There is strength in our diversity; Education must be a shared responsibility between the home, student, school and community; Everyone must exercise personal responsibility and integrity;

The Human Resources Department Mission Statement To promote quality employment services and on-going career development within the School District of Osceola County. We are committed to providing our employees and applicants with the necessary resources to obtain their goals, while recognizing their unique and individual needs.

And we pledge to: Treat each other with respect and dignity; Provide safe, clean facilities; Provide an environment where everyone has the opportunity to succeed; Encourage shared decision-making; Ensure that all policies, programs, and procedures will support the mission and be fiscally responsible; Encourage risk-taking that supports our mission.

Published 2005

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The Osceola County School Board District 1 - Jay Wheeler District 2 - Thomas Chalifoux, Jr. District 3 - David Stone District 4 - Tom Greer District 5 - John McKay

Blaine Muse, Superintendent The School Board of Osceola County considers recommendations submitted by the Superintendent to decide policies, rules and regulations. The School Board also prescribes minimum standards and performs other duties that are deemed necessary to provide improvements for the students within the educational system. The School Board is composed of five members elected every four years on a rotating basis. Members are chosen by electors in a countywide election and each member must live in the district he or she represents. (Florida Statute 1001.34, 1001.35, 1001.36) Individuals desiring to bring items before the board must submit a written request to the Superintendent at least ten (10) days prior to the meeting date. The Board meets, in regular session, the first and third Tuesday of every month at 6:00 P.M. at the Administrative Center, 817 Bill Beck Blvd., Kissimmee, Florida. Special meetings may be called by the Superintendent or the School Board Chairman.

Published 2005

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Osceola County District Schools

#0932

BELLALAGO ACADEMY (K-5) (407)933-1690 3651 Pleasant Hill Road, Kissimmee, FL 34746

#0401

BOGGY CREEK ELEMENTARY (K-5) (407) 344-5060 810 Florida Parkway, Kissimmee, FL 34743

#0902

CELEBRATION HIGH SCHOOL (9-12) (321) 939-6600 1809 Celebration Boulevard, Celebration, FL 34747

#0711

CELEBRATION SCHOOL (K-8) (407) 566-2300 510 Campus Street, Celebration, FL 34747

#0061

CENTRAL AVENUE ELEMENTARY (K-5) (407) 343-7330 500 W. Columbia Ave., Kissimmee, FL 3474l

#0851

CYPRESS ELEMENTARY (K-5) (407) 344-5000 2251 Lakeside Dr., Kissimmee, FL 34744

#0831

DEERWOOD ELEMENTARY (K-5) (407) 870-2400 3701 Marigold Ave., Kissimmee, FL 34758

#0091

DENN JOHN MIDDLE SCHOOL (6-8) (407) 935-3560 2001 Denn John Lane, Kissimmee, FL 34744

#0041

DISCOVERY INTERMEDIATE (6-8) (407) 343-7300 5350 San Miguel Rd., Kissimmee, FL 34758

#0601

GATEWAY HIGH SCHOOL (9-12) (407) 935-3600 93 Panther Paws Trail, Kissimmee, FL 34744

#0922

HARMONY HIGH SCHOOL (9-12) (407) 933-9900 Harmony Avenue, St. Cloud, FL 34769

#0501

HICKORY TREE ELEMENTARY (K-5) (407) 891-3120 2355 Hickory Tree Rd., St. Cloud, FL 34772

#0071

HIGHLANDS ELEMENTARY (K-5) (407) 935-3620 800 W. Donegan, Kissimmee, FL 34741

#0341

HORIZON MIDDLE SCHOOL (6-8) (407) 943-7240 2020 Ham Brown Road, Kissimmee, FL 34746

#0042

KISSIMMEE ELEMENTARY SCHOOL (K-5) (407) 935-3640 2420 Dyer Boulevard, Kissimmee, Florida 34741

Published 2005

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#0251

KISSIMMEE MIDDLE SCHOOL (6-8) (407) 870-0857 2410 Dyer Blvd., Kissimmee, FL 34741

#0801

LAKEVIEW ELEMENTARY (K-5) (407) 891-3220 2900 5th St., St. Cloud, FL 34769

#0271

MICHIGAN AVENUE ELEMENTARY (K-5) (407) 891-3140 2015 S. Michigan Ave., St. Cloud, FL 34769

#0701

MILL CREEK ELEMENTARY (K-5) (407) 935-3660 1700 Mill Slough Rd., Kissimmee, FL 34744

#0040

NARCOOSEE COMMUNITY SCHOOL (K-8) (407) 891-6600 2700 N. Narcoosee Road, St. Cloud, FL 34771

#0311

NEPTUNE MIDDLE SCHOOL (6-8) (407) 935-3500

2727 Neptune Rd., Kissimmee, FL 34744 #0081

OSCEOLA HIGH SCHOOL (9-12) (407) 518-5400 420 S. Thacker Ave., Kissimmee, FL 34741

#0921

THE OSCEOLA COUNTY SCHOOL FOR THE ARTS (407) 931-4803 3151 N. Orange Blossom Trail, Kissimmee, FL 34744

#0862

PATHS (at TECO) (High School 9-12) (407) 344-5080 501 Simpson Road, Kissimmee, FL 34744

#0821

PARKWAY MIDDLE SCHOOL (6-8) (407) 344-7000 857 Florida Parkway, Kissimmee, FL 34743

#0904

PARTIN SETTLEMENT ELEMENTARY (407) 518-2000 2434 Remington Blvd., Kissimmee, FL 34744

#0811

PLEASANT HILL ELEMENTARY (K-5) (407) 935-3700 1253 Pleasant Hill Rd., Kissimmee, FL 34746

#0901

POINCIANA ELEMENTARY (K-5) (407) 343-4500 4201 Rhododendron Ave., Kissimmee, FL 34758

#0841

POINCIANA HIGH SCHOOL (9-12) (407) 870-4860 2300 S. Poinciana Blvd., Kissimmee, FL 34758

#0301

REEDY CREEK ELEMENTARY (K-5) (407) 935-3580 5100 Eagles Trail, Kissimmee, FL 34758

#0111

ROSS E. JEFFRIES ELEMENTARY (K-5) (407) 891-3160 1200 Vermont Ave., St. Cloud, FL 34769

#0201

ST. CLOUD HIGH SCHOOL (9-12) (407) 891-3100 2000 Bulldog Lane, St. Cloud, FL 34769

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#0272

ST. CLOUD MIDDLE SCHOOL (6-8) (407) 891-3200 1975 S. Michigan Ave., St. Cloud, FL 34769

#0101

THACKER AVENUE ELEMENTARY (K-5) (407) 935-3540 301 Thacker Ave., Kissimmee, FL 34741

#0321

VENTURA ELEMENTARY SCHOOL (K-5) (407) 344-5040 275 Waters Edge Dr., Kissimmee, FL 34743

Adult Education: #9002

Adult Learning Center Osceola (407) 518-8140 705 Simpson Road, Kissimmee, FL 34744

#0861

Technical Education Center Osceola (TECO) (407) 344-5080 501 Simpson Road, Kissimmee, FL

Alternative Programs: #9031

ARC (Adolescent Residential Campus) (6-12) (407) 846-5294 Ext. 268 5970 S. Orange Blossom Trail, Intercession City, FL 33848

#9011

Challenger Learning Center (9-12) (407) 870-2453 2220 E. Irlo Bronson Mem. Hwy., Suite 7, Kissimmee, FL 34744

#9012

Endeavor (407) 846-1174 2220 E. Irlo Bronson Mem. Hwy., Suite 1, Kissimmee, FL 34744

#9014

Expressions (407) 518-8140 Ext. 5071 2417 E. Irlo Bronson Mem. Hwy., Kissimmee, FL 34744

#0857

GED/Exit Option Program (9-12) (407) 518-8140 Ext. 5071 705 Simpson Road, Portable #7, Kissimmee, FL 34744

#0858

Osceola Regional Juvenile Detention Center (K-12) (407) 943-3055 2330 New Beginnings Road, Kissimmee, FL 34744

#0859

Osceola Regional Juvenile Commitment Facility (6-12) (407) 943-3055 2330 New Beginnings Road, Kissimmee, FL 34744

#9007

Project Cope (Teen Parenting Center) (6-12) (407) 891-3207 1022 Virginia Avenue, St. Cloud, Florida 34769

#9015

Project Future (EPCOT) (9-12) (407)560-87707 805 Bill Beck Boulevard, Kissimmee, FL 34744

Published 2005

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Alternative Schools:

#9019

Vision (407) 931-2574 3279 S. John Young Parkway, Kissimmee, FL 34746

#9036

New Beginnings Education Complex Cornestorne Center (K-12) (407) 344-5010 2320 New Beginnings Road, Kissimmee, FL 34744

#9036

New Beginnings Education Complex, Crossroads Center (6-12) (407) 344-5010 2320 New Beginnings Road, Kissimmee, FL 34744

Published 2005

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WE ARE AT YOUR SERVICE! Have you ever had a job related concern? Have you ever wondered who to call if you have a problem? Do you want to review your personnel file? Please stop by and see us at the Administrative Center. Cece Allen

Sr. Records Clerk New Employee processing & maintenance – Substitute Teacher Sign Up EXT. 4098 & EXT. 4685 - Substitute Teachers (Hablo Espanol)

Valerie Colon

Department Receptionist Verification of Employment, Applications EXT. 4800 (Hablo Espanol)

Sonya Butler

Supervisor of Employment and Certification Services Teacher Certification; Critical Shortage Tuition Reimbursement Program, Loan Forgiveness Program, EXT. 4852

Kim Clark

Employee Relations Specialist Interview/Retirement Appointments EXT. 4093

Sue Cole

Certification Specialist Teacher Certification Information EXT. 4852

Rosa Cuevas

Sr. Records Clerk New employee processing & maintenance, Vacancies EXT. 4088 (Hablo Espanol)

Jeannette Dishneau Department Receptionist Verification of Employment, Applications EXT. 4800 Kim Fowler

Sr. Records Clerk New employee processing & maintenance, Drug Testing, Board Agenda EXT. 4097

Cathy McBride

Sr. Records Clerk Teacher Certification Information EXT. 4802

Published 2005

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Grace Little

Documents Assistant Filing - Public Records EXT. 4968

Pat Main

Senior Records Clerk WinOcular On-Line Application, Sign-up appointments EXT. 4089

Tammy Otterson Supervisor of Staffing & Operations

Personnel Data Base, Allocations, Sick Leave/Vacation EXT. 4094 Aida Picarzo

Applications Clerk Applicant Status Information/Verifications of Income EXT. 4972 (Hablo Espanol)

Hope Pope

Supervisor for Personnel Relations & Recruitment Recruitment, Substitute Teachers; Supplements, Personnel Hiring Procedures EXT. 4090

Sherry Quivey

Clerk Typist - Documents Filing - Public Records EXT. 4969

Sylvia Rivera

Sr. Records Clerk New employee processing & maintenance, sign-ups EXT. 4099 (Hablo Espanol)

Virginia Ronan

Main Lobby Receptionist Telephone Operator for Administrative Center EXT. 4600

Stuart Singer

Director Instructional, & Professional Support Staff Personnel, Employee Relations EXT. 4092

Kim Slimmen

Sr. Records Clerk New employee processing & maintenance, sign-ups EXT. 4098

Judy Smit

Sr. Records Clerk New employee processing & maintenance, Sick Leave Bank Fingerprint Processing EXT. 4091

Published 2005

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Ana D. Smith

Employee Relations Manager Employee Investigations, Professional Practices, Public Records, Experience Analyst, Unemployment Appeals, Equity/Affirmative Action, OTETA, Employee Handbook, H.R. Newsletter EXT. 4096 (Hablo Espanol)

Greg White

No Child Left Behind Teacher Recruitment/Retention Specialist Recruitment, Retention of Instructional Personnel, Training re: No Child Left Behind Legislation EXT. 4817

Published 2005

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Frequently Called Numbers Accounts Payable...........................................(407) 870-4805 or 4806 Alternative Programs...................................................(407) 343-8713 Child Abuse Hotline..............................................1 (800) 96 ABUSE Community High School.............................................(407) 518-8140 Community Relations..................................................(407) 870-4007 Exceptional Student Education....................................(407) 343-8700 Facilities Planning and Construction...........................(407) 518-2967 Finance.........................................................................(407) 870-4823 Grant Management.......................................................(407) 870-4058 Help Desk for Information Services.............................(407) 870-4037 Human Resources........................................................(407) 870-4800 Instructional Media Center...........................................(407) 870-4669 Kissimmee Police Department.....................................(407) 846-3333 Main Lobby..................................................................(407) 870-4600 Payroll.........................................................................(407) 870-4812 Professional Development...........................................(407) 518-2940 Purchasing...................................................................(407) 870-4625 Risk Management........................................................(407) 870-4899 Saint Cloud Police Department...................................(407) 891-6700 Sheriff Department......................................................(407) 348-2222 Student Services.............................................(407) 870-4897 or 4894 Substitute Teacher System (SEMS).............................(407) 870-4679 Superintendent.............................................................(407) 870-4008 TECO - Technical Education Center of Osceola.........(407) 344-5080 Transportation..............................................................(407) 518-4540

Published 2005

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Workplace Environment

Published 2005

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Workplace Environment

Tobacco-Free Workplace

Employment at Will

Effective July 1, 2002, all School Board worksites, including buildings and grounds shall be tobacco free. “All uses of tobacco products in any form are prohibited in any District-owned facility or property, vehicle, or at District-sponsored or regulated events. (SBR 2.90)

It is our desire that our employees enjoy working here and become a member of our team. We strive to provide a competitive salary, benefits and good working conditions. However, you should understand that employment at The School District of Osceola County will include a probationary period and we follow the rules and regulations of Florida Statutes. You have the right to end your employment with the School District at any time, and The School District of Osceola County has the right to terminate the employment relationship at any time. Work Hours Your administrator is able to answer any questions you may have about the work schedule. School calendars are prepared once per year and are provided to all facilities for the distribution to all employees and are included in the Salary Handbook. Personal Appearance The School District of Osceola County does not have a formal dress policy and prefers to rely on every employee’s good judgment to dress appropriately for the job they are performing. We do expect that you present a neat, well-groomed appearance and a courteous disposition. Remember we are role models to our students and it is important to make a favorable impression on parents, visitors and fellow co-workers. Please avoid extremes in dress and behavior. Flashy or revealing clothing, and other non-business-like clothing are unacceptable. If you wear a school uniform, please be sure that it is kept clean and neat, with shirt tails tucked in at all times. A professional appearance expresses to the public that we take pride in our work and the services we provide.

Published 2005

Drug-Free Workplace The School District of Osceola County has adopted a Drug-Free Workplace Policy as found on SBR 6.33. “The School Board strictly prohibits its employees from being on duty and possessing, using, distributing, or being under the influence of alcohol, marijuana, or any drug not prescribed for the employee. Further, the Board prohibits its employees from misusing alcohol or possessing, using, or distributing drugs off the job, to the extent that any off-duty possession, use, or distribution impacts upon their effectiveness and ability to perform their employment duties or adversely affects the interests of the Board. The penalty for violation of this policy may include termination of employment or some other form of discipline which the School Board, in its discretion, deems appropriate, and loss of workers’ compensation benefits. The Board maintains an alcohol and drug-free workplace in compliance with applicable laws and rules; related procedures are in the procedures manual. No employee of the School Board shall manufacture, distribute, dispense, possess, use, or be under the influence in the workplace of any alcoholic substance, any intoxicating or auditory, visual, or mental altering chemical or substance or narcotic drug, hallucinogenic drug, amphetamine, barbiturate, marijuana or any other controlled substance as defined by federal or state law or rule, or any counterfeit of such drugs or substances all being collectively referred to as drugs. It is recognized that prescription drugs are necessary, but

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the abuse of such drugs is a violation of the policy. “Workplace” is defined as the site for the performance of work done in connection with employment. That includes any school building, any school premises, any school vehicle, or any vehicle used to transport students to and from school and school activities of school property during any school-sponsored or school approved activity, event or function, such as a field trip or athletic event, where students are under the jurisdiction of the School District.

in attendance upon a disabled vehicle. ----------------------------------------------------

OTETA - Employee Drug And Alcohol Testing Most common questions and Answers:

During what part of the day is a driver subject to the provisions of 49 CFR Part 32? A driver is subject to the provisions of 49 CFR Part 382 whenever the driver is performing a safety-sensitive function as defined previously.

Definition of “On Duty” per Department of Transportation - On duty time means all time from the time a driver begins to work or is required to be in readiness to work until the time he/she is relieved from work and all responsibility for performing work. On-duty time shall include: (1) All time at a carrier or shipper plant, terminal, facility, or other property, or on any public property, waiting to be dispatched, unless the driver has been relieved from duty by the motor carrier; (2) All time inspecting equipment as required by 392.7 and 392.8 of this chapter or otherwise inspecting, servicing, or conditioning any commercial motor vehicle at any time; (3) All driving time as defined in the term driving time in this section; (4) All time, other than driving time, in or upon any commercial motor vehicle except time spent resting in a sleeper berth as defined by the term sleeper berth of this section; (5) All time loading or unloading a vehicle, supervising in the loading or unloading, remaining in readiness to operate the vehicle, or in giving or receiving receipts for shipments loaded or unloaded; (6) All time spent performing the driver requirements of 392.40 and 392.41 of this chapter relating to accidents; (7) All time repairing, obtaining assistance, or remaining Published 2005

All eligible drivers as defined below will be required to submit to controlled substance and alcohol testing per Federal Regulations, 49 CFR Parts 40 and 382. Who is eligible for testing? Any employee who is required to operate a commercial motor vehicle.

What conduct is prohibited? The following alcohol and controlled substance-related activities are prohibited by the Federal Highways Administration’s drug use and alcohol misuse rules for drivers of commercial motor vehicles (CMV’s): * Reporting for duty or remaining on duty to perform safety sensitive functions while having an alcohol concentration of 0.04 or greater. (The School District of Osceola County, FL has adopted a “zero” tolerance for drugs and alcohol. A BAC reading of 0.01, 0.02, 0.03, 0.04 is considered a positive result.) * Being on duty or operating a CMV while the driver possesses alcohol, unless the alcohol is manifested and transported as part of a shipment. This includes the possession of medicines containing alcohol (prescribed or over-the-counter), unless the packaging seal is unbroken. * Using alcohol within four (4) hours of performing safety-sensitive functions. * When required to take a post-accident alcohol test, using alcohol eight (8) hours following the accident or prior to undergoing a post-accident alcohol test, whichever comes first. * Refusing to submit to an alcohol or controlled substance test required by post-accident, random, rea18

sonable suspicion or follow-up testing requirements.

speech or body odors of the driver.

* Reporting for duty or remaining on duty, requiring the performance of safety-sensitive functions, when the driver uses any controlled substance, except when instructed by a physician who has advised the driver that the substance does not adversely affect the driver’s ability to safely operate a CMV.

Alcohol testing is authorized only if the observations are made during, just before, or just after the period of the work day the driver is required to be in compliance.

* Reporting for duty, remaining on duty or performing a safety-sensitive function, if the driver tests positive for controlled substances.

Return-to-duty testing: Each employer shall ensure that before a driver returns to duty requiring the performance of a safety-sensitive function, after engaging in prohibited conduct regarding alcohol misuse, the driver shall undergo a return-to-duty alcohol test indicating a breath alcohol concentration of less than 0.022. (The School District of Osceola County, FL has adopted a “zero” tolerance for drugs and alcohol. A BAC reading of 0.01, 0.02, 0.03, 0.04 is considered a positive result.) Each employer shall also ensure that before a driver returns to duty in the performance of a safety-sensitive function, after engaging in prohibited conduct regarding controlled substance use, the driver shall undergo a return-to-duty controlled substances test with a result of a verified negative result for controlled substance use.

Under what circumstances will a driver be subject to testing? The following are the types of testing required to be performed: * Pre-Employment Testing *Random Testing *Reasonable Suspicion Testing *Post-Accident Testing *Return-to Duty Testing *Follow-up Testing Pre-Employment Alcohol and Controlled Substance Testing Prior to the first time a driver performs safety-sensitive functions (any of those on-duty functions listed in the Federal Motor Carrier Safety Regulations section 395.2 On-duty time, paragraphs 1 through 7 - such as time spent driving vehicle, inspecting vehicle, loading vehicle etc.) for an employer, the driver must submit to testing for alcohol and controlled substances. Post-Accident Alcohol and Controlled Substance Testing An employer must require a driver to submit to an alcohol or controlled substance test when the employer has reasonable suspicion to believe the driver has violated the alcohol or controlled substances prohibitions. “Reasonable Suspicion” - Belief that the driver has violated the alcohol or controlled substances prohibitions, based on specific, contemporaneous, articulately observations concerning the appearance, behavior, Published 2005

Return-to-Duty and Follow-up Testing

In the event a return-to-duty test is required, the driver must also be evaluated by a substance abuse professional (SAP) and participate in any assistance program prescribed. Follow-up testing: Following a determination that a driver is in need of assistance in resolving problems associated with alcohol misuse and/or use of controlled substances, each employer shall ensure that the driver is subject to unannounced follow-up alcohol and/or controlled substances testing as directed by the substance abuse professional. The driver shall be subject to a minimum of six (6) follow-up controlled substance and/or alcohol tests in the first twelve (12) months. Alcohol follow-up testing shall be performed only when the driver is performing safety-sensitive functions, or immediately prior to performing or immediately after performing safety-sensitive functions. * For the purpose of this rule an accident is defined as 19

an incident involving a commercial motor vehicle in which there is either a fatality, an injury treated away from the scene, or a vehicle is required to be towed from the scene. Important Note: Nothing in this document (or the rule itself) should be construed as to require delay of necessary medical attention for injured people following an accident, or to prohibit a driver from leaving the scene of an accident for the period necessary to obtain assistance in responding to the accident, or to obtain necessary emergency medical care. Random Alcohol Testing Random alcohol testing shall be conducted in accordance with the following requirements: *Random alcohol testing shall be administered at a minimum annual rate of 10 percent of the average number of driver positions.

*The employer shall ensure that drivers selected for random controlled substances tests proceed immediately to the testing site upon notification of being selected. What procedures will be used to test for the presence of controlled substances or alcohol? Controlled Substances All testing for controlled substances shall be performed on urine specimens and be accomplished by means of an initial screen (Enzyme Immunoassay or EIA), followed by a confirmation of any positive findings by Gas Chromatography/Mass Spectrometry or GC/MS. All controlled substances testing will be carried out at a laboratory certified by the Department of Health and Human Services (DHHS). Alcohol

*The employer shall ensure that random alcohol tests are unannounced and spread reasonably throughout the calendar year. *The employer shall ensure that drivers selected for random alcohol tests proceed immediately to the testing site upon notification of being selected. *A driver shall only be tested for alcohol while the driver is performing safety-sensitive functions, immediately prior to performing or immediately after performing safety-sensitive functions.

Testing for alcohol shall be performed on breath specimens collected by Breath Alcohol Technicians (BATs) certified under a program defined by the U.S. Department of Transportation. Breath alcohol testing shall be performed only on testing instruments found on the National Highway Transportation Safety Administration’s Conforming Products List.

Random Controlled Substances Testing

The test shall consist of an initial screen. Positive findings must be confirmed by a second test utilizing a device that meets the criteria for evidentiary breath testing as defined by the U.S. DOT.

Random controlled substances testing shall be conducted in accordance with the following requirements: *Random controlled substances testing shall be administered at a minimum annual rate of 50 percent of the average number of driver positions.

What constitutes a refusal to submit to an alcohol or controlled substance test?

*The employer shall ensure that random controlled substances tests are unannounced and spread reasonably throughout the calendar year. Published 2005

“Refusal to submit (to an alcohol or controlled substance test)” - driver (1) Fails to provide adequate breath for testing without a valid medical explanation after he or she has received notice of the requirement for breath testing, (2) fails to provide adequate urine for controlled substances testing without a valid medi20

cal explanation, after he or she has received notice of the requirement for urine testing, or (3) engages in conduct that clearly obstructs the testing process. What are the consequences for drivers found to have violated the prohibitions of this rule? Drivers who are known to have engaged in prohibited behavior, with regard to alcohol misuse or use of controlled substances, are subject to the following consequences: *Drivers shall not be permitted to perform safety-sensitive functions. *Drivers will be recommended for termination from their safety-sensitive function *Drivers shall be advised by the employer of the resources available to them in evaluating and resolving problems associated with the misuse of alcohol or use of controlled substances. *Before a driver returns to duty requiring of a safetysensitive function, he/she shall undergo a return-to-duty test with a result indicating a breath alcohol level of less than 0.02 if the conduct involved alcohol, or a controlled substance test with a verified negative result if the conduct involved controlled substance use. *In addition, each driver identified as needing assistance in resolving problems associated with alcohol or controlled substances shall be evaluated a SAP to determine that the driver has followed the rehabilitation program prescribed. *The driver shall also be subject to unannounced follow-up alcohol and controlled substance testing. The number and frequency of such follow-up testing shall be as directed by the SAP, and consists of at least six (6) tests in the first twelve (12) months What are the consequences for drivers found to have an alcohol concentration level of 0.02 or greater, but less than 0.04? (The School District of Osceola County, FL has adopted a “zero” tolerance for drugs and alcohol. A BAC reading of 0.01, 0.02, Published 2005

0.03, 0.04 is considered a positive result.) If the result of the driver’s alcohol test indicates a breath alcohol concentration of 0.02 greater, but less than 0.04, the driver shall not be permitted to perform safety-sensitive functions until the start of the next regularly scheduled duty period, but not less than twentyfour (24) hours following the administration of the test. However, The School District of Osceola County, FL has adopted a policy of zero tolerance for drugs. If a driver is found an alcohol concentration of 0.02 or greater this reading will be considered a positive drug test and will be recommended to the School Board for termination. Control Substance And Alcohol Testing Program A. Definitions Alcohol: The intoxicating agent in beverage alcohol, ethyl alcohol, or other low molecular weight alcohol including methyl and isopropyl alcohol. Alcohol Use: The consumption of any beverage, mixture, or preparation, including any medication containing alcohol. The use of alcohol is prohibited both during the work day and for four (4) hours prior to reporting for duty. The use of alcohol is also prohibited for eight *(8) hours following an accident, or until the employee is tested. Controlled Substance or Drug: Any illegal drug or substance as identified in Schedules I through V of section 202 of the Controlled Substance Act and as further defined by 21 C.F.R.SS 1300.11-1300.15. This includes, but is not limited to, marijuana, amphetamines, opiates, phencyclidine (PCP), and cocaine. Illegal use includes use of any illegal drug or misuse of legally prescribed or obtained prescription drug. Covered Employee: Covered employees include District employees, both permanent and temporary, who are required to hold a Commercial Driver’s License as a condition of employment and perform safetysensitive functions. The School District of Osceola County has adopted a policy for zero (0) tolerance for drugs in the workplace; therefore all employees of the district are required to abide by all drug policies. 21

Medical Review Officer (MRO): The MRO is a physician with knowledge of substance abuse disorders and who has appropriate medical training to interpret and evaluate laboratory positive drug test results in a confidential manner, in conjunction with an individual’s medical history, and any other relevant biomedical information, to determine alternative medical explanations for positive results. Program Manager: Superintendent shall designate within the District one or more persons as OTETA program manager(s). Any person who desires information regarding the program may contact the Human Resources Department. Refusal to Submit to an Alcohol or Controlled Substance Test: An employee has refused to submit to an alcohol or controlled substance test if the employee (1) fails to provide adequate breath for testing without a valid medical explanation after he or she has received notice of the requirement for breath testing; (2) fails to provide adequate urine for controlled substance testing without a valid medical explanation after he or she has received noticed of the requirement for urine testing; or (3) engages in conduct that clearly obstructs the testing process. Refusal to submit to an alcohol or controlled substance test is a positive result. Safety Sensitive Function: Any function for which a Commercial Driver’s License is mandated and any of those on duty functions set forth in 40 C.F.R. ss 395.2, on duty time. Substance Abuse Professional: A licensed physician (medical doctor or doctor of osteopathy), or a licensed or certified psychologist, social worker, employee assistance professional, or addiction counselor (certified by the National Association of Alcoholism and Drug Abuse Counselors Certification Commission) with knowledge of and clinical experience in the diagnosis and treatment of alcohol and controlled substances-related disorders.

All zero tolerance provisions of current School Board rules shall apply for all employees. Covered employees testing positive for alcohol (concentration of .02 or greater) and controlled substances are in violation of district policy and will be removed from safety sensitive positions immediately. Any violation of federal, state, or district policy shall be grounds for dismissal. Any employee who is terminated for violation of this policy shall be provided with a list of substance abuse providers. Employees shall not report for duty or remain on duty requiring the performance of a safety sensitive function when the employee uses any controlled substance, except when the use is pursuant to the instructions of a physician who has documented to the employee that the controlled substance will not adversely effect the employee’s ability to perform safety-sensitive functions. It is the responsibility of the employee to notify the district of physician directed use of controlled substances. Employees shall not use or possess alcohol while performing safety sensitive functions. Employees shall not perform safety sensitive functions within four (4) hours after using alcohol. Employees shall not report for duty or remain on duty requiring the performance of a safety sensitive function when the employee uses any alcohol or while having an alcohol concentration of 0.02 or greater. C. Testing Analysis It is the intent of the school district to comply with all alcohol and controlled substance testing procedures contained in applicable laws and regulations. The school district recognizes the need to protect individual dignity, privacy and confidentiality in the program. Specimen analysis shall be conducted in a manner to assure a high degree of accuracy and reliability and using laboratory facilities which are certified by the United States Department of Health and Human Services, and the Florida Agency for Health Care Administration. (USDHHS) (FAHCA) The following are conditions under which testing may

B. Policy/Procedures Published 2005

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be conducted: (1) Pre-Employment Testing - As a condition of employment, all applicants for employment with the district who are required to possess a Commercial Driver’s License will submit to a drug test prior to employment in accordance with applicable state and federal law. Any applicant who previously failed a drug or alcohol test by a covered employer shall be disqualified from employment by the district, unless otherwise provided by law. If the district, in conformance with the law, hires the employee, the employee will be subject to return to duty and follow-up testing. (2) Reasonable Suspicion Testing A supervisor or designee who has been trained in accordance with the requirements of federal regulations shall require an employee to submit to an alcohol or drug test when there exists reasonable suspicion that an employee has violated this policy. Reasonable suspicion must be based on documented objective facts and circumstances which are consistent with the long-term and short-term effects of alcohol or substance abuse, including but not limited to, physical signs or symptoms, appearance, behavior, speech, odor, patterns of absenteeism, inefficiency, and misconduct. The required observations for alcohol and/or controlled substance reasonable suspicion testing shall be made by a supervisor or designee who has been trained for at least 60 minutes on alcohol misuse and an additional 60 minutes on controlled substance misuse. (3) Post-Accident Testing Alcohol or drug testing will be administered when the employee was performing a safety sensitive function and an accident occurs. For the purposes of postaccident testing, the term “accident” is defined in 49 C.F.R. ss 390.5. Testing will occur if the accident resulted in a fatality; or if the driver receives a citation under state or local law for a moving traffic violation arising from the accident and there is bodily injury to a person who immediately receives treatment away from the scene of the accident or one or more of the ve-

Published 2005

hicles involved was towed from the scene due to operational impairment. Such testing must be conducted within the time limits set forth by law: alcohol testing will occur within 8 hours of the accident and drug testing will occur within 32 hours of the accident. An employee who is subject to post-accident testing must remain available to be tested, or the employee will be considered to have refused to submit to testing. (4) Random Testing All covered employees shall be subject to random, unannounced drug and alcohol testing while on duty. The annual random rate for alcohol testing shall be greater than or equal to 10% of the covered employees. The annual random rate for controlled substance testing shall be greater than or equal to 50% of the covered employees. (5) Return to Duty and Follow-up Testing In the event a decision is made to return an employee to duty following a positive finding for alcohol or controlled substances, at the employee’s expense, the employee will be required to be tested prior to returning to work. The employee must be evaluated by a substance abuse professional and participate in any assistance program prescribed. At the employee’s expense, the employee shall be subject to a minimum of six unannounced follow-up controlled substance and/ or alcohol tests in the first 12 months. D. Positive Results (1) Prior to verifying a positive test result, the MRO shall make every reasonable effort to contact the employee by telephone and afford him/her the opportunity to discuss the test result. The employee will immediately telephone the MRO when notified that the MRO is attempting to contact said employee. If, after making all reasonable efforts, the MRO is unable to contact the employee directly, the MRO shall contact the program manager. The employee will be suspended until the matter is resolved, or pending further School Board action, which may include suspension without pay or termination.

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(2) Any employee who questions the results of a required drug test set forth in this policy may request that a test of the split sample be conducted within 72 hours of being notified by the MRO. The Superintendent will not recommend further job action to the School Board against the employee, including suspension without pay and/or any other permitted action under this policy during this 72-hour period, and if a split sample test is timely requested, during such period of time reasonably necessary for the test results to be obtained from the testing lab. This test may be conducted at the same or different testing laboratory, as long as that laboratory is a United States Department of Health and Human Services certified laboratory. The employee shall be responsible for prepayment of the second test by certified check or money order. The cost of the second test will be reimbursed to the employee only if the second test results are negative. If the second portion of the sample also tests positive, then the employee is subject to the sanctions of this policy. If the second portion produces a negative result, or for any reason the second opinion is not available, the test is considered negative and no sanctions are imposed. All employes are asked to acknowledge that they have read the above policy and agree to abide by it in all respects. By law, this acknowledgment and agreement are required of each employee as a condition of continued employment. Background Checks Due to the nature of our business and because educators are expected to behave to the highest standard of professionalism, it is the policy of the School District of Osceola County to conduct a thorough background check on all new hires. This includes all prospective employees and former employees with a break in service. All school district employees are fingerprinted every five (5) years at their own expense. Hazardous And Toxic Materials

Published 2005

If your job requires the use of hazardous or toxic materials, you are expected to comply with federal, state, and local laws and regulations concerning their safe handling. Under Florida’s Right-to-Know Law, the employer must: 1. Inform you of the listed toxic substances in your workplace; 2.Make available upon your written request, a form called a “Material Safety Data Sheet” which explains the properties and hazards of each listed toxic substance to which you are, have been, or may be exposed in your workplace; 3. Provide instruction, within the first 30 days of employment, and at least annually therafter, on the adverse health effects of each listed toxic substance with which you work in your workplac,e how to use each of these substances safely, and what to do in case of an emergency; and 4. Notify the local fire department of the characteristics and location of each listed toxic substance regularly present in the workplace. As a worker, you have the right to: 1. Know the characteristics of the listed toxic substances in your workplace; 2. Obtain a copy of the “Material Safety Data Sheet” for each listed toxic substance to which you are, have been, or may be exposed in your workplace; 3. Refuse to work with a listed toxic substance, under specified circumstances, if you are not provied a copy of the “Material Safety Data Sheet” for that substance within 5 of your workings days after making a written request to your employer; 4. Instruction, within the first 30 days of employment, and at least annually thereafter, on the adverse health effects of each listed toxic substance with which you 24

work in your workplace, how to use each suhbstance safely, and what to do in case of emergency. 5. Further information about the properties and hazards of listed toxic substances from the Division of Safety; and 6. Protection against discharge, discipline ore discrimination for having exercise any of these rights. (Florida Department of Labor and Emplyment Security)

supervisor any violation of this policy. If, for any reason, an employee beleives that he or she cannot report a violation of this rule to the immediate supervisor, the complaint must be filed with the Superintendent or designee. Violation of this policy by an employee will subject that employee to disciplinary action up to and including termination from employment.

For questions and information on the Right To Know call Risk Management Office.

Health and Safety Inspections As a school district employee you are expected to maintain your work area in a safe, neat and orderly manner. You should always be prepared for inspections from outside agencies, such as the health department or other state or federal agencies.

Zero Tolerance For Workplace Violence Employees shall not engage in speech, conduct, behavior, verbal or nonverbal, or commit any act of any type which is reasonably interpreted as abusive, profane, intolerant, menacing, intimidating, threatening, or harassing against any person in the workplace.

Nepotism The School Board shall not employ two or more close relatives or family members where one individual is the immediate supervisor of another. Such close relatives or family members are defined as: father, mother, son, daughter, brother, sister, uncle, aunt, first cousin, nephew, niece, husband, wife, father-in-law, sister-inlaw, mother-in-law, son-in-law, daughter-in-law, brother-in-law, stepfather, stepmother, stepson, stepdaughter, stepbrother, stepsister, half-brother or halfsister. (See S.B.R. 6.12).

“Person” means any natural person, including an employee, student, parent, or guardian. “Workplace” means anny place where job performance is implicated, including but not limited to, any facility owned and operated by the School Board, during travel to and from any educational facility, attendance at any school related or school sponsored function, and any envrironment where the repputation and credibility of the School district may be impaired by inappropriate conduct. Each employee must report to his or her immediate

Published 2005

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You Should Know Our Expectations

Published 2005

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You Should Know Our Expectations

Procedures for Filing a Complaint Related to Employment and Applications for Employment

Equal Opportunity Employer Equity Committee

It is the policy of the district to ensure equal employment opportunities to all individuals. Employment opportunities shall be made available free of any harassment and/or discrimination based on race, sex, age, color, disability, religion, marital status, national origin or other legally protected characteristic. Discrimination and/or harassment based upon race, sex, age, color disability, religion, marital status, national origin or other legally protected characteristic is strictly prohibited. Such conduct is a serious infraction of School Board rules and policy. Employees and students engaging in such action or conduct are subject to serious disciplinary action, subject to applicable procedural requirements. The School District of Osceola County posts its Notice of Non-Discrimination and Non-Harassment and the name and telephone number of district employees responsible for compliance with such policies at its facilities. Every applicant for employment and employee has the right to present a complaint of alleged discrimination and/or harassment and, in so doing, be free from restraint, intimidation, interference, coercion, or reprisal because you have presented a complaint or testified, assisted and/or participated in any phase of the investigation or proceedings. Moreover, The School District of Osceola County shall take such steps reasonably necessary to keep applicants for employment and employees, who complain of discrimination and/or harassment free from continued discrimination and/or harassment. To the extent practicable and in accordance with applicable law, confidentiality will be maintained regarding any matters arising under this policy. Please contact the Equity Coordinator or the Human Resources Director with any questions and refer to SBR 2.70, for the policy in its entirety.

Published 2005

In the event you intend to register a complaint the Equity Committee, based upon alleged harassment and/ or discrimination on the basis of race, sex, age, color, disability, marital status, religion, national origin or other legally protected characteristic, you shall exhaust the administrative channels set forth herein before resorting to other means of resolving disputes. You should initiate the process as soon as reasonably possible after the alleged incident of discrimination and/or harassment, but in no event more than sixty (60) calendar days after the alleged incident of discrimination and/or harassment. The complaint procedure is as follows: (1) If you are employed by the School District and wish to bring a complaint regarding any matter subject, you may first bring your complaint in writing on the approved form to your immediate supervisor as soon as reasonably possible, but in no event more than sixty (60) calendar days after the alleged incident of discrimination and/or harassment. If your immediate supervisor is the allegedly offending person, then you may bypass your immediate supervisor and proceed to the next step. (2) You should file your complaint as soon as reasonably possible, but in no event more than sixty (60) calendar days after the alleged incident of discrimination and/or harassment, with the Equity Coordinator. If you have bypassed filing first with your immediate supervisor, the Equity Coordinator may, in his or her discretion, refer the complaint to your supervisor for initial handling. Appeal of Supervisor’s Decision If you have filed a complaint of discrimination and/ or harassment with your immediate supervisor and believe that your complaint was not resolved by your immediate supervisor, then you may within sixty (60) calendar days after the alleged incident of discrimination and/or harassment, file a written complaint with the Equity Coordinator. (SBR 2.70) 27

For additional information or to file a concern or complaint, contact the Superintendent’s designees, as follows:

Ana D. Smith, Equity Coordinator (407) 870-4096 Dr. Stuart Singer, Director of Human Resources (407) 870-4093 Rosalind Riser, Equity Committee Chairperson (407) 870-4669

All complaints must be filed within 60 days of incident. When filing a complaint you may contact any individual listed as member of the Equity Committee.

Sexual Harassment

Equity Committe Members Ana Smith - Adm. Center - (407) 870-4096 Equity Coordinator Paula Adkins - Transportation - (407) 518-4540 Route Specialist Donna Regan - Student Services - (407) 870-4897 Coordinator of Psychological Services Donna Kidd - Transportation - (407) 518-4540 Bus Driver Maria Cruz - KE - (407) 935-3640 Teacher Rosalind Riser - Chairman - (407) 870-4669 Director of Instructional Technology and Media Adele Salazar - GHS - (407) 935-3600 Dean of Students

Any employee found to have engaged in sexual harassment shall be subject to sanctions, including, but not limited to warning, suspension, or termination subject to applicable procedural requirements.

Karl Padgett - LE - (407) 891-3220 Custodian

Sexual harassment information is contained within School Board Rules 2.70.

Melba Luciano - Adm. Center (407) 870-4849 Assistant Superintendent

If you are put in a situation where you feel you are being harassed, you should immediately let the person know that their actions are inappropriate, and they should stop immediately. If the actions do not cease, or at any time you feel it necessary, you should report any incident of work related harassment, including harassment by any fellow employee or any other person promptly to your administrator or the Director of Human Resources. (407) 870-4800.

Anjel Ausherman - Purchasing (407) 870-4623 Secretary

Published 2005

Edward F. Toothe - MAE - (407) 891-3140 Assistant Principal

Gary “Tone” Bradley - Maintenance Dept. (407) 935-3740 General Maintenance Specialist Nadia Findlater - KMS - (407) 870-0857 Teacher

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Child Abuse Policy Reporting Child Abuse, Abandonment, or Neglect The following is only a partial policy. The definitions are not included. For a complete Child Abuse Policy please refer to SBR 2.80..

Procedures for Reporting 1. All employees of the School District of Osceola County who know or have reasonable cause to suspect that a child is an abused, abandoned or neglected child shall immediately report such knowledge or suspicion to the Department of Children & Families Florida Abuse Hotline (1-800-96-ABUSE, 24 hours a day, 7 days a week). In addition to immediately reporting such knowledge or suspicion to the DCF Florida Abuse Hotline, all School District Employees shall do the following: a. Because an employee may be subject to criminal prosecution by law enforcement authorities if the employee of the School District fails to report suspected child abuse immediately to the DCF Child Abuse Hotline and law enforcement, it is essential that in order to protect the security of each School District employee who reports suspected or known child abuse, abandonment or neglect in accordance with Florida law and the requirements of this policy, and in order for the School District to maintain a centralized record of such reports, the following procedures shall be followed. Each School District employee shall comply with the following procedures each time the employee has reasonable cause to suspect that child abuse, abandonment or neglect has occurred or may be occurring and reports to DCF and law enforcement as specified elsewhere in this Rule: i. If available and reasonably possible without violating the good order of the School District, the employee of the School District shall obtain another employee of the School District to act as a witness to the fact that the employee is making a report of known or suspected child abuse, aban-

Published 2005

donment or neglect. However, if no employee of the School District is available to act as a witness or if the employee in seeking a witness would unreasonably delay the reporting or would unreasonably interfere with the work of the other employees of the District or interrupt the provision of educational services by another employee of the School District, then under such circumstances the employee who has reason to suspect child abuse, abandonment or neglect will immediately report to DCF and law enforcement as specified elsewhere and shall do so without a witness. As the term is used herein, an appropriate “witness” will only be another employee of the School District of Osceola County so as to ensure confidentiality of student information. ii. Each employee reporting known or suspected child abuse, abandonment or neglect shall record such report using the Osceola District School’s Child Abuse and Incident Referral Report form as prescribed by the Superintendent. The Superintendent will distribute the Child Abuse and Incident Referral Report form to all school facilities and departments, and it is required that the employee utilizing the form will fill out the form completely and accurately, and shall deliver the completed form to the school/department administrator as required in this policy. iii. It shall not be necessary for a witness to report himself or herself as that person’s function will be limited strictly to that of being a witness to reporting in accordance with this policy. Additionally, school/department administrators and the Superintendent, and any other personnel of the School District who become aware of the fact that a School District employee has reported suspected or known child abuse, abandonment or neglect, are not also required to report if their involvement in the matter is simply acting as a witness pursuant to this policy or in maintaining records or receiving reports of School District employees making such reports pursuant to this policy. iv. The reporting School District employee shall

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promptly notify his or her school/department administrator (principal of a school or other person in charge of the School District facility) regarding the date and time on which the School District employee determined that he or she had reasonable cause to suspect or know that a child was an abused, abandoned or neglected child and then reported such matter to the DCF Abuse Hotline, and if available, the SRO or local law enforcement. The reporting School District employee shall also provide to the school/department administrator the Child Abuse and Incident Referral Report created by the reporting School District employee in accordance with this section, which document shall contain the information required, including the date and time on which the knowledge was acquired, the date and time on which the reports to DCF and law enforcement were made, the identity of the student and witness (if there was a witness to the reports). The school/department administrator will then promptly report this information and provide such document to the Superintendent so that a record may be maintained of all reports so made. v. The school/department administrator in charge of the facility shall promptly communicate to the parent or responsible guardian of the child the fact that an employee of the School District has reported that the child may have been a victim of child abuse, abandonment or neglect. However, the school/department administrator will not notify the parent if law enforcement requests that the parent or guardian not be notified or if the school/department administrator has a reasonable belief that the parent or guardian of the child may himself or herself be a participant in abuse, abandonment or neglect of the child. b. If a school resource officer is available, the employee shall also report to the school resource officer that a call has been made to the DCF Child Abuse Hotline. c. In the event a school resource officer is not available, the employee shall report such knowledge or suspicion that a child is an abused, abandoned or ne-

Published 2005

glected child to the local law enforcement agency with direct jurisdiction over the school site or facility site at which the person is employed. (That is, to Kissimmee Police Department if the school is located within the city limits of Kissimmee, St. Cloud Police Department if the school is located within city limits of St. Cloud, and the Sheriff if the school is located in the unincorporated Osceola County). Modifications to Procedure 2. No policies or procedures that District staff may have discussed with other agencies and that relate to the reporting of suspected or known abuse, abandonment or neglect shall be effective unless the School board itself, in accordance with law, duly adopts such policy or procedure in an open meeting as an inter-local or interagency agreement. School District Operations Regarding Issues Involving Students and Personnel 3. Nothing herein shall limit the right of the Superintendent and his staff to take appropriate steps, including interviews of all witnesses and possible witnesses., as directed by the Superintendent with regard to the investigation of personnel of the School Board for the purpose of determining whether any action has occurred which may require remediation of personnel practices, implementation of an improvement plan, any particular comment in an employee’s evaluation or record, or discipline, suspension or termination of any personnel of the School District. 4. Nothing in this policy shall limit the authority of the Superintendent and his staff to investigate all matters that may reasonably have a relationship to the safety or behaviors of students and personnel of the School District, the control of students and personnel and the supervision and control of the facilities of the School District, all of which matters are within the authority of the School Board. Such action may include as determined appropriate by the Superintendent and his staff the interviewing of

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witnesses, including students, as it relates to matters involving personnel of the School District, student discipline, safety, and other matters related to the operations of the School District.

hereunder is, or was, a student of the School District of Osceola County.

5. Any failure of the DCF or local law enforcement to promptly accept or respond to a report of suspected or known child abuse, abandonment or neglect shall be documented and reported to the Superintendent for inclusion in the records of the Superintendent regarding reporting of suspected or known child abuse, abandonment or neglect.

9. It is a violation of law and School Board policy for any employee of the School District to take any action or omit to take an action that results in harm or abuse to a student. The employees of the School District are directed to be familiar with the equity policy, 1.14, and to refrain from taking any action or omit to take any action which would constitute abuse, abandonment or neglect of a student.

Equity

Liberal Interpretation of Duty to Report Penalty for Violation 6. In any circumstance in which the employee of the School District has any question or doubt regarding whether he or she has reasonable cause to suspect child abuse, abandonment or neglect, the employee must immediately report to DCF, and, if available, the SRO or local law enforcement, and must also report to his or her school/department administrator in the manner specified above in this policy. All doubt must be resolved in favor of reporting any situation involving alleged or suspected child abuse, abandonment or neglect. However, all such reports of possible or suspected or known child abuse, abandonment or neglect must in all instances be made in good faith and no employee shall report any matter when the employee believes that no child abuse, abandonment or neglect is occurring or has occurred, and under circumstances where such report is made maliciously or in bad faith.

10. Any employee failing to fully comply with this procedure shall be subject to discipline, including termination from employment. Additionally, a violation of Florida law regarding actions that may be abusive, harmful or neglectful of students, or a failure to immediately report suspected abuse, abandonment or neglect, may result in the imposition of criminal penalties by law enforcement authorities. Child Advocacy Center 11. This policy may be amended to accommodate such changes as may be necessary to give effect to any future interagency agreement between the School Board, The Child Advocacy Center and the member agencies of the CAC. Adopted 07-29-03

Confidentiality Regarding Student Identifying Information 8. All communications, reports and records created, maintained and recorded in accordance with this policy shall be maintained as confidential and shall be deemed to be student records and reports subject to confidentiality as specified in Section 1002.22 Florida Statutes if the subject of a report

Published 2005

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Leaves of Absence An extended leave without pay must be requested in advance and shall not be granted retroactively. Leave for sickness or other emergencies may be deemed to be granted in advance if a prompt report is made to the designated authority at the termination of leave. Such proper absence from duty shall be in accordance with and subject to the provisions of State Board Rule 6A-1.079. Classifications for leave of absence are as follows: • Illness-in-line-of-duty leave (with pay) • Military leave (without pay) • Personal leave (without pay beyond six (6) charge to sick leave) • Staff development leave (with pay) • Sick leave (with pay) • Adoptive leave (without pay) • Jury Duty leave (with pay) • Witness leave (with pay) • Vacation leave (with pay) • Extended leave (without pay) • FMLA leave • Charter School leave (without pay) • Natural disaster leave Family Medical Leave (FMLA) To be eligible to apply to take FMLA leave you must: (1) Have worked for the District for at least 12 months; (2) Have worked at least 1,250 hours during the year preceding the start of the leave. (3) Must provide FMLA certification by physician & reviewed & accepted by Risk Management. An eligible employee is entitled to FMLA leave for the birth of a child; for the placement of a child for adoption or foster care; to care for the employee’s seriously-ill spouse, child, or parent; and because of a serious health condition that makes the employee unable to perform his or her job functions.

School Board Rules 6.542 - FMLA - For questions call the Risk Management Office at (407) 870-4899. Note: FMLA runs concurrent with any other type of leave. Example: FMLA/ Sick Leave, Sick Bank, & Disability, W/C, LOA & Disability. Employees are to provide at least thirty (30) calendar days notice if possible of their intention to take leave. Extended Leave An extended leave without pay must be requested in advance. The request must specify the reason for leave, beginning date and the expected date of return. Professional support staff employees are eligible to request an extended leave without pay upon completion of three (3) years or more of continuous service. This requirement may be waived in extenuating circumstances upon recommendation of the Supervisor to the Superintendent and approval by the School Board. Once approved, an extended leave cannot exceed the expected date of return. FMLA is exempt from the three years continuous service provision. If necessary, extended leave may be renewed upon request for an additional period not to exceed the balance of the school year, pending School Board approval. Extended leave is not automatically renewed; you are responsible for requesting a renewal. If no renewal request is made prior to the expiration date of the leave, you may return to work or employment will be terminated. If you find it necessary to continue leave the following school year, a new request must be submitted and approval must again be given.

An eligible employee is entitled to take up to 12 weeks for FMLA leave in a rolling 12 month period measured backward from the date an employee uses FMLA leave. Published 2005

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Witness Leave

Leave For The Purpose Of College Credit

You may be absent from assigned duties and may receive your regular salary, plus any witness fees, while serving as a witness in any court case or other legal or administrative proceeding under the following conditions.

School personnel are encouraged to further their education by taking college courses. At the Supervisor’s discretion you may be released to take college courses as long as work responsibilities are not affected. All released work time must be made up and documented on the signed payroll time sheets. A written request including when the time will be made up should be on file in the Supervisor’s office. Teachers may not miss student contact time for the purpose of college classes.

A. You have been Subpoenaed by the court or agency having subpoena powers. B. You would need to submit a copy of the Subpoena or letter from either attorney in the case to your supervisor. In the event you are excused from further attendance by the court, you shall return to your place of assignment as soon as possible. Leave forms are to show an adjustment. Military Leave If you are a reservist called to active military service, the school district will supplement the military pay for the first thirty (30) days with full pay and, thereafter, in an amount necessary to bring your total salary, inclusive of your base pay plus supplements, to the level equal at the time you were called to active military service. The School District will continue to provide dependent health insurance coverage, upon request, at your expense. You will be required to provide a copy of the Military Orders stating service and a complete Leave of Absence Request Form. For more information see SBR 6.545 Board Leave Board leave must be approved by your immediate supervisor. Up to one half-day board leave is considered time released from work. Therefore, you must be present at least a portion of the day to be approved by the administrator for this type of leave. It may not be utilized on a regular basis.

Published 2005

Annual Vacation Leave Twelve-month professional support staff personnel earn vacation leave according to the following schedule: One (1) day for each month of employment for those employed by the District for less than five (5) active service years. One and one-fourth (1-1/4) days per month of employment for those employed five (5) active service years or more. One and one-half (1-1/2) days per month of employment for those employed ten (10) active service years or more. Administrators earn vacation leave according to the following schedule: One (1) day for each month of employment for those employed by the Board for less than five(5) active service years. One and one-half (1-1/2) days per month of employment per year for those employed five (5) active service years or more by the Board. Sixty vacation days may be accumulated; however, each employee must use half of each year’s accrued vacation within the year in which it is earned. Payment for unused leave is available at time of separation from employment. 33

Civic Duty - Jury Duty

Sick Leave Bank (Voluntary Participation)

While serving as a juror in any court case you will be authorized to be absent from assigned duties, and you will receive your regular salary plus court fees. If notice of jury duty is received, the supervisor should be immediately notified in writing.

The Sick Leave Bank is designed to ease the financial impact of serious illness, accident or injury. Although not an exclusive list, typical usage would be for heart attack, cancer, automobile accident or major surgery. The Sick Leave Bank is not intended to provide benefits to those members having elective surgery or for normal maternity related cases. To be eligible to join, you must meet the following criteria: (1) Be employed by the School District for at least one year. (2) Accrue at least ten days sick leave by the end of September for the September enrollment or ten days sick leave by the end of February for the February enrollment (inclusive of four days sick leave advanced). For more information research School Board Rule 6.911.

Proper leave shall be requested by the employee and submitted to the supervisor for approval. In the event that you are excused from further attendance by the court, you shall return to your place of assignment as soon as possible. Please ask the Clerk of Court for an excuse to submit to your administrator at your return.

Natural Disaster

Sick Leave As a full-time employee, you earn sick leave benefits at the rate of one day per month for each month of employment. A full-time employee who is unable to perform his or her duty in the school due to personal sickness, accident disability, or extended personal illness, or because of illness or death of father, mother, brother, sister, husband, wife, child, other close relative, or member of his or her own household, and consequently has to be absent from his or her work shall be granted leave of absence for sickness by the superintendent of schools or by his designee. Six days of this time annually may be used for personal reasons. At the time of retirement, you will receive the maximum amount allowed by law for any unused sick leave.

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If work schedules are interrupted by natural disaster or other unforeseen events affecting employee groups, such workdays missed shall be made up within the same fiscal year as established by the Superintendent and approved by the Board. School Board rule 6.553 states that if an employee is affected by a Natural Disaster in the county where the employee resides, then that employee may be eligible for Natural Disaster Leave. Natural Disaster - A Natural Disaster means a tornado, hurricane, flood, fire or similar event. Elibibility - An employee may be eligible for Natural Disaster Leave if the employee or the employee’s immediate family (spouse, parents, grandparents, children, grandchildren, or siblings) have been directly affected by the natural disaster. a person is directly affected by the natural disaster under the following circumstance: A. Personal injury as a result of the natural disaster; B. Substnatial loss of property as a result of the natural disaster. Application - An eligible employee may file an applica-

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tion for a maximum of ten (10) days of paid Natural Disaster Leave. The application must include documentation to support the employee’s eligibility and the number of days requested. An eligible employee must file an application for Natural Disaster Leave within sixty (60) days of the natural disaster. Approval of Leave - A determination of eligibility for Natural Disaster Leave is solely within the discretion of the Superintendent/designee. The number of days of Natural Disaster Leave granted to an eligible employee is also solely within the discretion of the Superintendent/designee. An employee who has been granted Natural Disaster Leave may request an extension of the number of days of the leave. Approval of an extension is solely within the discretion of the Superintendent. Reimbursement - The Natural Disaster Leave shall be paid rotroactively to eligible employees as a reimbursement after their application has been approved by the Superintendent.

Unauthorized Leave All absence from duty for good reason shall be covered by authorized leave. If you are willfully absent from duty without leave, you will forfeit compensation for the time of such absence and shall be subject to discharge and forfeiture of tenure and all other rights and privileges provided by law. If you are granted leave and you fail to return to duty at the termination of leave, your employment shall be subject to termination by the School Board.

Volunteer Leave Full-time employees may volunteer within Osceola County schools for a maximum of two hours of paid discretionary volunteer leave for every calendar month of the school calendar year. Employees are eligible for this leave after three months of consecutive employment. Prior approval is required from the direct supervisor and completion of all job responsibilities. Returning From Leave Employees who are planning to return from a leave of absence shall contact the administrator who granted the leave in writing to acknowledge the desire to return. A copy of the written notification shall be provided to the Human Resources Office by the administrator or the employee. If a position is available the administrator then would generate the necessary paperwork to place the individual into a position equal to the one the employee had at time of request of leave. Employees shall be required to show a doctor’s release to return to work . Published 2005

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Compensation And Benefit Practices

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Compensation And Benefit Practices Probationary Period All new professional support staff employees shall be placed on a ninety (90) calendar day probationary period. Probation may be waived for returning employees provided that the employment with the School Board was within the previous five (5) years, a probationary period was completed within the previous employment and the waiver of probation is recommended by the Supervisor. This waiver provision shall not apply to temporary personnel. At the conclusion of the probationary period the employee shall either be placed on regular employment status or terminated. No benefits other than Board approved sick leave shall be earned during the probationary period except as stated above. Instructional Probation Florida Statute 1012.33(3)(a)4, addresses probation for instructional personnel as follows: “For any person newly employed as a member of the instructional staff after June 30, 1997, the initial annual contract shall include a 97-day probationary period during which time the employee’s contract may be terminated without cause or the employee may resign without breach of contract.” Regular full-time professional support employees are those 9, 10, 11 or 12 month personnel who are employed to work a schedule equal to four (4) or more hours each day and five (5) days each. Regular full-time instructional employees are those 10 or 12 month personnel employed to work seven and half (7.5) hours per day and five (5) days per week. Full time employees are entitled to all fringe benefits provided by the School Board. Regular part-time instructional employees are those who work 3.75 or more hours each day and five (5) days each week.

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Regular part-time professional support employees are those who work less than one-half of the regular seven and one-half (7- 1/2) hour day; or less than one-half (1/2) of the regular five (5) day week; or less than half the days in a pay period.

Temporary employees are those personnel hired as extra help or temporary replacement for a regular employee and who are paid only for the hours they actually work. This group of employees does not earn fringe benefits.

Substitute employees are those who perform services which are normally performed by a full-time employee and which are performed during the absence of a full-time employee not receiving pay. This group of employees does not earn fringe benefits. Overtime Employees assigned a work schedule of less than 40 hours per week who are requested by their supervisor to work additional hours will be compensated at their hourly rate of pay for hours worked between the normally assigned hours and 40 hours. Nonexempt employees who work beyond 40 hours per week will be compensated at a rate of 1.5 times their regular hourly rate. Extra Pay Personnel working in a combination of two (2) or more positions shall be assigned a primary position and all other work will be considered extra pay. Professional support staff employees may be contracted to work beyond their normally assigned work schedule in related or non-related allocated positions. Compensation for such work shall be based on the assigned rate of pay for the position contracted. Work performed for non-related positions must be evaluated separately from the regular assignment for determination of an hourly rate 37 of pay.

Salary And Paychecks

Salary information is provided in accordance to the current School Board Approved Salary Handbook. Full-time employees are paid twice per month, usually on the 5th and 20th of the month. Supplement pay is distributed four times per year usually, during the months of October, December, March and May. Paychecks are distributed after 2:00 P.M. on the assigned pay-date. Paycheck Problems Should you discover an error with your paycheck: Immediately inform your payroll secretary and the Payroll Department. (407) 870-4818 Payroll Time Sheets Time sheets are to accurately reflect actual time worked and time absent, all leaves including Board leave, and signatures of the preparer and administrator responsible. The signatures confirm that the time sheet accurately reflects the days and hours that an individual actually worked. Direct Deposit Of Paychecks Direct deposit of paychecks is a benefit available to all employees. Enrollment can be at any time. Enrollment forms for direct deposit are available through your payroll secretary or from the Payroll Department at the Administrative Center. Retirement - DROP The Deferred Retirement Option Program (DROP) allows you to retire under the Floridsa Retirement System (RS) Pension Plan and begin accumulating your retirement benefits, without terminating employment, for up to 60 months from the date you first reach normal retirement or eligible deferral date (See page 7 of FRS Pension Plan Brochure for information about instructional personnel who may be eligible to extend DROP participation beyond 60 months.) You will simultaneously

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earn a salary and a retirement income. While participating in DROP, your monthly retirement benefits accumulate in the FRS Trust Fund, earning taxdeferred interest, while you continue to work without earning additional service credit for retirement. Your benefit will be calculated based upon your years of service at the time your DROP participation begins. In other words, when you enter the program you are considred to be retired and you stop earning retirement service credit. When your DROP participation end, you must terminate all employment with FRS employers. At that time, you will receive payment of your accumulated DROP account and begin receiving your monthly retirement, plus annual cost-of-living increases. The longer you participate in DROP the greater the financial gain; however, even short periods of program participation can offer sufficient financial advantages to justify seriuous consideration. For many, FROP is the “best of both worlds,” providing both a guaranteed lifetime benefit with financial security and an opportunity to accumulate additional savings while continuing your career. Elegibility requirements are age 62 or 30years of service. Retirement The School Board contributes a percentage of your salary to the Florida Retirement System (FRS). Starting with the 2002-2003 school year a new retirement plan option will be offered under the Florida Retirement System (FRS). The new plan option offered is called the Investment Plan. In the new plan, The District will make contributions to an account set up in your name. You control where those contributions are invested among the plan’s investment funds. For additional information you can access the new retirement web site at www.MyFRS.com or call toll-free 1-866FRS-2121 (1-866-377-2121), and speak to a financial professional. At time of retirement, employees may receive payment of their unused annual vacation leave and their sick leave at the maximum rate allowed by Florida Statute.

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Social Security (FICA)

Promotional Opportunities

You are presently contributing a percentage of your salary for Social Security (FICA). The School Board matches your contribution to FICA.

All vacancies are advertised on a weekly basis. You are encouraged to apply for new or different positions as desired. Call Human Resources for questions pertaining to minimum requirements for the position in which one is applying. The Human Resources phone number is (407) 870-4800. The Osceola School District offers a job vacancy hotline. The number to call is (407) 932-9145. Vacancy postings are found on the web-site at www.osceola.k12.fl.us

Part-Time, Seasonal, and Temporary The Omnibus Budget Reconciliation Act of 1990 (OBRA90) introduced new federal legislation, Internal Revenue Code Section 3121(b)(7)(F), which allows parttime, seasonal and temporary employees of government employers to deposit money into a private retirement plan instead of social security. The social security alternative plan provides for a contribution percentage of your compensation. A deposit is made for this amount into an account in your name. This plan became effective 2/1/95. Any wages earned after this date will be covered by this plan.

Volunteer Work Employees cannot volunteer to work without pay in the area currently assigned for employment.

Lunch Break

Professional Development - Inservice Payment The Professional Development and Educational Salary Incentive is based on the accumulation of allowable points completed as of June 30th of each year. In order to receive an inservice check, you must be a Professional Support Staff employee and/or Administrator, and must report for work during the academic year in which the incentive check is issued. Employees who are on unpaid leave will receive an inservice check upon return to regular employment status provided that they notify Professional Development in writing of their return from leave. Inservice payment will be made no later than the second regular payroll following the receipt of the written notification to Professional Development. You will receive an inservice check consistent with the guidelines for the employee group (Administrative or Professional Support Staff) to which you belong at the issuance of the check.

Employees are to take their lunch break away from their assigned workstation. Lunch is not included in the work hours of non-exempt employees. A lunch break within the regular day is required. An employee cannot add their lunch break to the end of work day and leave early on a regular basis.

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Paid Holidays All twelve-month employees receive twelve (12) paid holidays annually. Aides, bus drivers and food service workers receive five (5) paid holidays. The 12 Month Schedule of paid holidays are as follows: Independence Day (July 4) Labor Day (September) Veteran’s Day (November) Thanksgiving (November-Thurs. and Friday) Winter Break (Dec/Jan. - 5 days) Martin Luther King (Jan.) Memorial Day (May) The 10 month schedule of paid holidays are as follows: Labor Day (September) Veteran’s Day (November) Thanksgiving (November - Thursday) Winter Break Holiday (December) Martin Luther King (January)

Professional Support Experience Credit For Salary Purposes Definition of Experience for Salary Purposes - For new employees joining the District, working one day more than one-half of the fiscal year (July 1 to June 30), or calendar year (January 1 to December 31), constitutes one year of salary credit providing that when calculating the experience it is consistent with the fiscal or calendar year. Experience must be substantially related (representing more than fifty percent of the job responsibilities when compared) not tangentially. Partial years may not be combined. Work at more than one work site in the fiscal year may be combined for salary credit. A full year of salary credit may be earned by an employee upon fulfillment of working one day more than half of the contract year. Maximum Experience From Previous Employers Effective 2001-2002 school year, a maximum of ten (10) years experience, when related to the position, will be granted when properly verified in writing on district forms from previous employers and approved by the Human Resources Department. All verified experience must be on file in the Human Resources Office before the end of the required ninety (90) day probationary period and will be retroactive. No employment performed as a substitute or volunteer will be recognized for experience credit.

Employee Recognition Entry Level The School District of Osceola County has ongoing recognition programs that range from schoolbased activities to district-wide events such as the Academy Awards of Education. Recognition programs include the Teacher of the Year and the School Related Employee of the Year. Both programs are designed by the Florida Department of Education to recognize instructional and non-instructional personnel.

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All new personnel employed in multilevel positions will be hired at the base level for that position. Personnel transferring into positions of the same pay level will transfer into the position at that level. Personnel transferring into higher level positions will be placed at the lowest pay level for that position. Persons transferring into lower level positions will be allowed to assume the highest pay level of the position provided they meet the qualifications for that pay level. 40

Level Upgrades Only one incentive level may be earned per year on levels 10D to 25. Employees assigned to levels 10D and above may upgrade provided they meet the qualifications as outlined in the Board approved job description as well as recommended by their supervisor, Superintendent and approved by the Board. Upgrades will not become effective until approved by the Board and will be retroactive to the date of completion of requirements described for the recommendation, the date of which is not to exceed thirty (30) calendar days from the Board approval date. Levels 1-E Through 10C Personnel holding positions with multiple pay levels up to level 10C may upgrade provided they meet the qualifications of the job. Upgrades will not become effective until approved by the Board and will be retroactive to the date of completion of requirements described for the recommendation, the date of which is not to exceed thirty (30) calendar days from the Board approval date. Employees holding positions up to level 10C and below may upgrade through to the highest level for their position within a fiscal year provided the qualifications are met as outlined in the Board approved job description handbook as well as recommended by their Supervisor, Superintendent and approved by the Board.

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Instructional Experience Credit For Salary Purposes Credit For Teaching - Credit on the salary schedule shall be given for all years of experience for teaching in other schools, including college teaching. This provision shall not be interpreted or applied to reduce any previously granted experience to presently employed teachers or to grant additional experience to current teachers. Ninety-nine (99) teacher work days in any one (1) regular school year shall be considered as one (1) year of credit. “Teaching” experience shall apply to equivalent instructional school experience (i.e. guidance, media specialists, administration). Half time teaching shall be combined for salary credit, i.e. two (2) one half (1/2) years or two (2) halftime years equal one (1) year of experience. Experience Verification - Teachers shall be paid for zero (0) years experience until such time as verification for experience is received by the Board. Verification of experience must be received by the Board within one (1) year from the date of hire. Any payment of back salary shall be made at the next payroll period and shall be paid retroactively to the first day of the fiscal year in which verification of experience is received. (For more information regarding instructional experience refer to the Teacher Contract - Article 16).

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Employee Assistance Program (EAP) The Employee Assistance Program (EAP) helps employees resolve personal problems through professional assistance. The School District provides an employee assistance program for all regular employees and their immediate family members. This program provides confidential counseling service for personal problems that affect an employee’s ability to perform at work. Emotional problems, marriage and family problems, drug abuse problems, alcoholism and financial problems are some topics covered by the EAP. Any employee or family member may call the EAP office for information or an appointment. Selfreferred employees or family members seeking assistance are able to do so with utmost privacy. All records pertaining to the counseling service are treated in a highly confidential manner. EAP’s phone number is 1-800-272-7252.

efits unless your employer knows you’re injured. (Your facility secretary and the administrator should be the first notified). 2. Tell the doctor your employer sends you so that your’re covered by Workers’ Comp. 3. And that should do it. But if you experience undue delays or problems with your claim after that, call Risk Management at (407) 870-4057 or Workers’ Comp at: 1-800-303-3649 or 1-800-342-1741

Light Duty

Light duty positions are available only to employees who have been injured on the job (covered by Workers’ Compensation). (Employees who are required to have light duty but not covered under Workers’ CompensaHealth And Life Insurance tion should take a medical leave of absence until the physician releases the employee to return to work withAs a benefited employee of the School District of Osceola out restrictions or resign from employment). County you have the option to choose between four coverage plans. Information can be obtained from the Risk The Risk Management Office shall authorize all light Management Office. duty placements. Worker’s Compensation Should you have an accident during your work schedule immediately report the accident to your supervisor and file an accident report with the facility’s secretary. If you should require medical attention as a result of injuries occurring during the work day, medical treatment is provided.

When an employee has been injured on the job and has been released to light duty, the employee’s worksite administrator shall make every effort to accommodate any light duty restrictions as noted on the attending physician’s Duty Status Report and ensure the restrictions are observed. The administrator may hire a substitute employee to perform the duties of the injured employee for a period of time not to exceed six (6) months.

Workers’ Compensation pays your medical bills and other expenses and replaces part of your salary if you are in- The worksite secretary shall generate paperwork (Acjured while working. tion Form) placing the injured employee under light duty restrictions and submit all paperwork to Human ReYou should expect if you are disabled and unable to work sources. An employee assigned to light duty who qualifor more than seven (7) days, to be compensated for loss fies for Family Medical Leave Act (FMLA) is protected of earnings at the rate of 66-2/3% of your salary, limited according to the law as verified by the Risk Manageto the maximum as set by law. ment Office. If you are injured on the job, you should:

Light duty personnel who do not qualify for FMLA shall receive a rate of pay based on Level 1-E at zero (0)

1. Notify the employer at once. You can’t receive benPublished 2005

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years of experience and shall work a schedule not to exceed the number of hours per day and the number of months contracted for their regular assignment. When the physician authorizes the return to regular duty and releases the light duty employee, the employee must provide documentation from his/her doctor. The doctor’s release without restrictions must accompany the Action Form and the employee will be placed in his position or in a position equal to the one he/she vacated due to the injury. If the employee is returned to regular duty with restrictions that do not allow the employee to be returned to the pre-injury position, every effort will be made to place the employee in a position within the restrictions that the employee is qualified for. Family and Medical Leave Act (FMLA) Most Common Questions and Answers When is the Act effective? The Act became effective August 5, 1993. Who is eligible to apply for FMLA? To be eligible to apply to take FMLA leave you must: (1) have worked for the District for at least 12 months and (2) have worked at least 1,250 hours during the year preceding the start of the leave. Under what kinds of circumstances are employees able to apply for family or medical leave? An eligible employee is entitled to FMLA leave for the birth of a child; for the placement of a child for adoption or foster care; to care for the employee’s seriously-ill spouse, child, or parent; and because of a serious health condition that makes the employee unable to perform his or her job functions. How much leave may an employee take? An eligible employee is entitled to take up to 12 weeks for FMLA leave in “any 12-month period.” How much leave may a husband and wife take if they both work for the district? FMLA limits the leave that may be taken by spouses who work for the same employer to a combined total

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of 12 workweeks during any 12-month period if leave is taken for birth or placement for adoption or foster care. The limitation does not apply, however, to leave taken by either spouse to care for the other who is seriously-ill and unable to work, to care for a child with a serious health condition, or his or her own serious illness. Is FMLA leave paid or unpaid? Although FMLA leave is generally unpaid, the Act permits an employee to substitute accrued paid leave under certain circumstances. Similarly, an employer is permitted to require an employee to substitute paid leave. Accrued paid vacation or personal leave may be substituted for any FMLA qualifying purposes. May an employer require an employee to designate paid leave as FMLA leave and, as a result, count it against the employee’s total FMLA leave entitlement? Under FMLA an employee may elect or an employer may require an employee to substitute certain paid leave for unpaid FMLA leave. In all circumstances, it is the employer’s responsibility to designate leave, paid or unpaid, as FMLA-qualifying, based on information provided by the employee. Is an employee entitled to benefits while using FMLA leave? FMLA requires an employer to maintain coverage under any “group health plan...for the duration of such leave and under the conditions coverage would have been provided if the employee had continued in employment continuously for the duration of such leave.” How may employees on leave pay their share of health benefit premiums? In the case of paid FMLA leave, the employer’s and employee’s share of health plan premiums will be paid in the manner customarily used. In the case of unpaid FMLA leave, premium amounts and due dates will be provided to you by the Risk Management Department.

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What are the consequences of an employee’s failure to make timely health plan premium payments? The regulations provide for a 30-day grace period after the agreed upon date for payment within which the employee may make payment of the premium without affecting health benefit coverage. If the employee does not make the payment within the 30-day grace period, the employer may cease to maintain health coverage on the date the grace period ends.

What limitations apply to the taking of leave near the end of an academic term? First, if an instructional employee begins leave more than five weeks before the end of a term, and if leave will last at least three weeks and the employee would otherwise return to work during the three weeks before the end of the term, the employer may require the employee to continue taking leave until the end of the term.

May an employer recover premiums it paid for maintaining group health plan coverage during FMLA leave? An employer may recover premiums it paid for maintaining group health plan coverage during any period of unpaid FMLA leave if the employee fails to return to work at the end of the 12 week entitlement period.

Second, if an instructional employee takes leave for a reason other than the employee’s serious health condition which commences during the five weeks before the end of the term, and if the leave will last more than two weeks and the employee would otherwise return to work during the last two weeks of the term, the employer may require the employee to continue taking leave until the end of the term.

What are an employee’s rights on returning to work from FMLA leave? An eligible employee who takes FMLA leave is entitled to be restored to the same position that the employee held when the leave started, or to an equivalent position with equivalent benefits, pay, and other terms and conditions of employment.

Finally, if the employee takes leave for a reason other than the employee’s own serious health condition which begins during the last three weeks of the term, and if the leave will last more than five working days, the employer may require the employee to take leave until the end of the term.

What notice does an employee have to give an employer for FMLA leave? Employees must give 30 days advance notice to employers of the need to take unpaid FMLA leave when it is foreseeable. When it is not practicable under the circumstance to provide such advances notice, notice must be given “as soon as practicable,” ordinarily within one or two business days of when the employee learns of the need for the leave.

The regulations provide that the academic term is the school semester, but that in no case may a school have mor than two academic terms or semesters each year for purposes of FMLA. How do you apply for FMLA? Application forms are available from the payroll secretary at your school or department.

When must an employee provide medical certifications to support a FMLA leave request? Employers may require a medical certification from a health care provider to support FMLA leave requests either to care for an employee’s seriously ill family member, or for leave due to a serious health condition that makes the employee unable to perform the functions of the employee’s job. Published 2005

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How To Fulfill Our Expectations

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How To Fulfill Our Expectations Policies and Practices The School District of Osceola County, Florida strives to maintain the highest standards of business ethics. Employees are required to avoid any situation that involves or appears to involve conflict of interest or use of proprietary information. This section of our Handbook discusses your responsibilities to the School District as an employee. Please thoroughly familiarize yourself with these policies and apply them in your work. Compliance with these policies will help ensure a more efficient, productive, and pleasant atmosphere for you, your co-workers, and our students. Employees are expected to rely on their judgment when evaluating situations and to seek the advice of management or Human Resources for clarification. Acknowledgment of and compliance with these guidelines is a condition of employment with the School District. Public schools are governed by State Board Rules, Florida Statutes, School Board Rules, and Salary Policies. You can find some of these books on line at Also, we have created in the Intranet an area that displays employee relations information such as the employee newsletter the “Human Resources Partner,” updated copy of the “Employee Handbook,” Affirmative Action, and Equity information, etc. Click under departments and click under Employee Relations. Standards of Business and Professional Conduct It is the employee’s responsibility to understand, know of and adhere to School Board policies, procedures and requirements of business and professional conduct. In the group of causes for corrective action, which may include immediate termination, but are not limited to include the following: 1. Acts of dishonesty, including, but not limited to, theft or misappropriation of money supplies, information, equipment or time. 2. Any act which calls into question the employee’s integrity, such as falsification of records and documents, competing in business with the School Board, divulging trade secrets of confidential information, or Published 2005

engaging in any unethical conduct which may affect the School Board or its reputation. 3. Any act that may create a dangerous situation, such as carrying a weapon at any facility of the School District, physically or verbally assaulting another individual, student or parent, or disregarding safety standards. 4. The use, possession or sale of intoxicating beverages, illicit narcotics, drugs or controlled substances while at work, or reporting to work under the influence or in a condition not fit for work. 5. Unreasonable refusal to perform a job assignment, insubordination or discourteous conduct toward students, parents, associates, or administration. 6. Failure to adhere to attendance or timekeeping regulations, including excessive absenteeism or tardiness. 7. Violation of School Board Rules and regulations. 8. Criminal conviction. 9. Violation of harassment policy. 10. Other action warranting appropriate causes for corrective action. This list is not all inclusive, and there may be other circumstances for which employees may be disciplined, up to and including immediate discharge. The School District expects all employees to act responsibly by their words and actions while employed by the district. If you have any questions about these basics, or what we expect of you as an employee, please discuss them with your facility administrator. Source: Chancellor Beacon Academies District Records Confidentiality - Employees should exercise discretion in disclosing information relating to curriculum, students, parents and any matter related to the School District business. All employees have an obligation to maintain this confidentiality in accordance with all applicable laws and regulations. No employee shall disclose or provide access to confidential information obtained or developed in the course of their employment. Any requests for 46

information should be referred to the Principal. Employee public records requests must be referred to the Human Resources Department.

dures established for its use. Noncompliance can cause unnecessary expense to the District and may result in immediate disciplinary action.

District Property

Safety

Employees must obtain written permission from their Manager, Principal or Director to remove any school/facility property from the premises. No employee should misuse or use without authorization equipment, vehicles or other property of students and/or parents, vendors, other employees, or the School District.

We are committed to providing a safe place for all employees to work, and we have established a safety program for your health and well-being. Employees are urged to follow common sense safety practices. Please be sure to report any unsafe conditions, defective tools, or equipment to your administrator. Safety is a state of mind, and requires constant vigilance and common sense. Safety is everyone’s responsibility.

Solicitation Solicitation by an employee of another employee during the working day of either employee for any reason is strictly prohibited.

Absenteeism and Tardiness Each employee plays an important role in providing quality education. Therefore, each employee is expected to be ready to work on time each day. Absenteeism or tardiness, even for good reasons, is disruptive to our operation and interferes with our ability to satisfy our students’ needs. Therefore, excessive absenteeism or tardiness can lead to disciplinary action or discharge. Professional Support If you are going to be late or absent from work for any reason, you must personally notify your Principal/Administrator as far in advance as possible so that proper arrangements can be made to handle your work during your absence. Of course, some situations may arise in which proper notice cannot be given. In those circumstances, you are expected to notify your administrator as soon as possible. Teachers Employees in positions identified to the Substitute Caller System shall record their absences with the system according to the policies and procePublished 2005

Outside Employment It is important that other employment and outside interests do not interfere in any way with an employee’s primary job with the School District. An employee should be careful that extra hours of work do not affect the safe performance of his/her regular job.

Update Your Records Keep your personnel records up to date, to ensure that the School District has the ability to contact you, and to ensure that the appropriate benefits are available to you. Employees are expected to notify the School District promptly of any change of name, address, phone number, marital status, number of dependents, or other applicable information. Contact your facility secretary for the necessary forms or call the Human Resources Department.

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Suggestions for Instructional Personnel 10 Things Teachers Can Do For Substitutes in Their Classroom Permanent teachers play an important role in the success and/ or stress of a substitute teaching assignment. Listed below are 10 suggestions that can simplify the task of substitute teaching and foster meaningful instruction. 1. Keep an accurate seating chart. 2. Make a list of reliable students the substitute teacher can call on for assistance. 3. Display class rules or expectations and consequences prominently in the room. 4. Prepare the class early in the year for a substitute teacher by clearly setting academic, social, and behavioral expectations.

Are students ever allowed to leave class early for lunch, recess, or sporting events, etc.? Is more than one student allowed out of the room at a time? Do students leaving the room need a hall pass? Do students usually work in groups or independently? Do you help supervise in the cafeteria or have any other extra duties outside of the classroom that the substitute teacher needs to carry out? Should students hand in their work to the substitute or keep it until you return? 10. Leave real lessons and engaging activities for substitute teachers to teach, rather than videos and busy work. Source: Utah State University Publication

5. Provide a highlighted map of the school with the restrooms, cafeteria, teachers’ lounge, music room, principal’s office, emergency exits, copy machine, etc. 6. Write down the names of neighboring teachers. 7. Prepare a general class schedule that outlines daily routines. At the middle or high school level indicate the beginning and ending time of each class period, your prep time, and assembly schedule.

Do you need a Susbstitute Teacher? When in need of a sub teacher call your principal or designee to inform them of your absence and call the substitute teacher system at 407 870-4679 to report your absence and obtain a sub teacher.

8. Inform substitute teachers about teaching assistants who work in your room and leave specific instructions for these individuals. 9. Address common issues which the substitute teacher will be confronted with: Are students allowed to leave class to go to the restroom?

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Computer Access The School District prides itself on the innovative computer equipment it has in place for the use of its employees and students and limits its use for educational purposes only. Employees should refrain from using the computer system for their personal benefit. Installation of any software without prior written consent is prohibited. It is important that every employee is familiar with School Board Rule 8.60 Data Network Acceptable Use Policy. Further, employees have no reasonable expectation of privacy with respect to any computer hardware, software, electronic mail, or other computer or electronic means of communication or storage, whether or not employees have private access or any entry code into the computer system. The School District reserves the right to monitor the use of its computer system. 3.21 Data Network Acceptable Use Policy A. The data network system of the District is available for all employees and students of the District in order to provide them with equal access to the computing resources which serve public education. The data network system is an electronic highway which connects thousands of computers all over the world and millions of individual subscribers. The term “network” may include electronic mail, worldwide web browsing, or any method of connecting with other computer equipment. All personnel having authorization to use the network will have access to a variety of information. Amended 6/27/00 B. Some material on the network might not be considered to be of educational value in the context of the school setting. In addition, some material, individual contacts or communications may not be suitable for school-aged children. The District views information retrieval from the network in the same capacity as information retrieval from reference materials identified by schools. Specifically, the District supports those which will enhance the research and inquiry of the learner with directed guidance from faculty and staff. At each school, each student’s access to use of the network will be under the teacher’s direction and monitored as a regular instructional activity. C. The District cannot prevent the possibility that some users may access material that is not consistent with the educational mission, goals and policies of the District.

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This is particularly possible since access to the Network may be obtained at sites other than school. D. At each school and facility owned or operated by the District, notices shall be conspicuously posted that state the following: Users of the data network system of the School District of Osceola County are responsible for their activity on the network. The School District has developed a data network acceptable use policy. All users of the network are bound by that policy. Any violation of the policy will result in the suspension of access privileges or other disciplinary action, including student expulsion and employee dismissal. E. The use of the Network shall be consistent with the mission, goals, policies, and priorities of the District. Successful participation in the Network requires that its users regard it as a shared resource and that members conduct themselves in a responsible, ethical, and legal manner while using the Network. Any use of the Network for illegal, inappropriate, or obscene purposes, or in support of such activities, will not be tolerated. The Superintendent shall develop procedures to implement those protections related to Internet safety as outlined in the Elementary and Secondary Education Act (ESEA) and the Children’s Internet Protection Act (CIPA), please see procedures entitled “Student internet Use Procedures.” Examples of unacceptable uses of the Network include, but are not limited to: (1) Violating the conditions of The Code of Ethics and Principles of Professional Conduct of the Education Profession of Florida dealing with student’s rights to privacy, employee rights to privacy, or violating any other section of the Code; (2) Using, accessing, visiting, downloading, or transmitting inappropriate material, messages or images such as pornography, profanity or obscenity; (3) Reposting personal communications without the author’s consent; (4) Copying, sending (uploading) or receiving (downloading) commercial software in violation of copyright law or other copyright protected or trademarked

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material; (5) Using the Network for financial gain or for any commercial or illegal activity; (6) Using the Network for political advertisement or political activity; (7) Taking any actions that affect the ability of the District to retrieve or retain any information contained on the computer equipment, in the data network system or acting to modify any software or any data without specific written permission; (8) Transmitting any student identifying information over the data network system, except as specifically authorized by Florida law and as part of the approved educational program directly related to an approved curriculum component; (9) Creating and/or forwarding advertisements, chain letters, mass mailings, get rich quick schemes, and pyramid schemes to individual mailboxes and/or mailing lists; (10) Gambling or conducting any illegal activity; (11) Posting personal views on social, political, religious or other nonbusiness related matters; and (12) Creating and/or forwarding messages, jokes, etc., which violate School Board harassment policies and/or create an intimidating or hostile environment. F. The e-mail system and the hardware is owned by the District and is intended for District business use. Minor personal use of e-mail and the Internet is acceptable but should not interfere or conflict with District business.

Florida Public Records law and the District Records Management Manual. I. Failure to adhere to this policy may result in suspending or revoking the offender’s privilege of access to the Network and other disciplinary action up to and including termination of the employee or expulsion in the case of a student. J. Any student shall be exempt from instruction on accessing the data network upon request in writing from the parents or guardians to the principal. The request for exemption shall expire at the end of each school year. It shall be the responsibility of the parent or guardian to renew the request yearly. K. The School District reserves the right to monitor and/or retrieve the contents of e-mail messages for legitimate reasons such as, but not limited to, ensuring the integrity of the system, complying with investigations of wrongful acts or recovering from a system failure. L. Passwords issued to District employees are confidential, and in order to maintain network security, employees shall: Change passwords at least four (4) times per year, or whenever the employee feels his/her pasword may have been compromised; Use passwords that contain letters and numbers and that are difficult to guess Type in passwords at each log-in Employees shall NOT share passwords and shall NOT set passwords to an automatic login mode. Adopted 6/19/01 Auth: 231.001 & 230.23(6)(C), F.S.

G. Employees may use the “Classified Ad” section of the e-mail system to advertise personal items and garage or yard sales. The e-mail system shall not be used to advertise a commercial business. The Superintendent shall develop guidelines for the use of classified ads. H. When official business of the District is conducted via e-mail, a copy of the e-mail including attachments, must be retained in paper form in accordance with the

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How To Use Common Sense And Professional Judgement To Avoid Legal Complication In The Classroom A. Interaction With Students Maintain a professional barrier between you and students. You are the adult, the teacher, and the professional; act like the expert, not like another one of the “kids”. Keep the classroom door open when talking with students. Refer students to the appropriate resource person for counseling and/or discussions about personal matters. Do not flirt with students. Do not discuss your personal life or personal matters with students. Do not discuss your husband, wife, girlfriend, boyfriend, or dates with students. When transporting students, coordinate transportation ahead of time, and use school or mass transportation if possible. If necessary, call a taxi for the student. If you must transport a student in your vehicle, ask a co-worker to accompany you. Avoid leaving your students unsupervised; have an alternate plan of action.

nature to students. Do not harass students: respect their differences, What you intend as humor may, in fact, be cultural bias or harassment. When monitoring after school detention, it is better practice to have more than one student in the room at one time. Alternatively, combine your after school detention with that of another teacher. B. Record Keeping And Accounting Procedures Know the laws, School Board policies, and school rules, and follow them, know your rights. Know your school policies and district and State laws regarding collecting money, purchasing materials and equipment, and follow them. Work in pairs when collecting large amounts of money. Establish a policy regarding your grading system consistent with school and District policies, where applicable. Give a written explanation of it to students and parents at the beginning of the year or when they begin your class or unit of instruction.

Keep your hands and other parts of your body to yourself.

Establish a policy regarding your behavioral management system. Give a written explanation of it to students and parents at the beginning of the year or when they begin your class unit of instruction.

Use verbal praise and reinforcement.

C. Reputation In The Community

Know your school policies and District and State laws governing corporal punishment. Establish and follow a consistent behavior plan. Treat each student with respect. Know the student’s rights.

Keep your co-workers and supervisors informed; work and communicate as a team; plan and teach together.

Chaperone only School-sponsored functions. Do not socialize with students. If you chaperone a field trip, put in writing what your responsibilities will be. Do not take children home with you.

Communicate with parents and document your communication. Dress and act appropriately and professionally. You are a role model in the community as well as in the school; be a good example for students.

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Use common sense and good judgement. Ask yourself how someone else could perceive your comments or actions. Ask yourself if your comments or actions could be taken out of context and/or misinterpreted. Avoid putting yourself in a position where you have to defend, explain, or justify your behavior or actions. Avoid putting yourself in a position where it is your word against another person’s word. Maintain a professional reputation in the community. Even when you are off the job, be discreet. Source: Florida Education Practice Commission

Reporting Abuse/Neglect/Exploitation To The Florida Abuse Hotline Be prepared to describe: 1. Victim name, address or location, approximate age, race and sex; 2. Physical, mental or behavioral indications that the person is infirm or disabled; 3. Signs or indications of harm or injury, including a physical description if possible; 4. Relationship of the alleged perpetrator to the victim, if possible. If the relationship is unknown, a report will still be taken if other reporting criteria are met. Three ways to make a report: 1) Telephone: 1-800-96 ABUSE (1-800-9622873) 2) TDD (Telephone Device for the Deaf: 1-800453-5145 3) FAX: A written report with your name and contact telephone 1-800-914-0004 Voice Mail Message: When lines are busy and you are unable to wait, you may leave the report information in the voice mailbox. It is extremely difficult for hotline counselors to attempt callbacks so IT IS ESSENTIAL THAT YOU LISTEN CAREFULLY AND LEAVE COMPLETE INFORMATION AS REQUESTED ABOVE OR A REPORT MAY NOT BE TAKEN, You have five minutes to leave the information 1-800-770-0953

Reporting of Arrests All employees shall report, in writing, within 48 hours to the Superintendent or his/her designee, any arrests/charges placed upon them involving a child or the sale and/or possession of a controlled substance. In addition, any conviction, finding of guilt, withholding of adjudication, commitment to a pretrial diversion program, or entering a plea of guilty or Nolo Contendere for any criminal offense other than a minor traffic violation within 48 hours after the final judgment shall also be reported in the same manner.

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Notification of Report: Telephone reporters will always be told prior to concluding your conversation, whether the information provided has been accepted as a report. For faxed information, notification will be provided only when additional information is needed to accept a report, or when the report does not fall within the jurisdiction of Children & Families. Your fax number must be clearly indicated your report. Although you may request confirmation, you can assume that your report was accepted if you provided your fax 52

number and receive no response from the Hotline. Voice mail messages will not be confirmed unless you leave a fax number for a response as indicated above. The Hotline cannot telephone confirmations. Source: Clinical Innovations - David L. Euwema

Child Abuse Reporting Procedure District employee who knows, becomes aware, or has reasonable cause to suspect that a child is an abused, abandoned or neglected child shall report to the school district only as it relates to their employment, as described below. District employee immediately notifies the School Resource Officer (SRO)*, if available, and secures the Osceola District Schools Child Abuse and Incident Referral Report. If the SRO is not available, the employee notifies and secures the Osceola District Schools Child Abuse and Incident Referral Report from an appropriate administrator, (principal, assistant principal, director, coordinator or designee). The administrator will assist the employee to ensure compliance with the policy. All doubt must be resolved in favor of reporting any situation involving alleged or suspected child abuse, abandonment or neglect. In the event the abuser is an administrator or SRO the employee selects another administrator to assist with the report. The administrator shall take reasonable action to safeguard the child while on School Board property who is alleged to have been abused, abandoned or neglected. The administrator shall also take reasonable action to safeguard other students and staff members on School Board property, as applicable under the circumstances. District employee will immediately call the Florida Child Abuse Hotline, 1 800 96 ABUSE, with the SRO as witness to the employee’s contact with Florida Child Abuse Hotline. If the SRO is not available, an administrator will witness the Published 2005

employee’s contact to the Florida Child Abuse Hotline. In the absence of such employees, the employee will proceed with the contacts.** In the absence of the SRO, the employee will immediately call the appropriate law enforcement agency with an administrator as witness to the employee’s contact with law enforcement. In the absence of such employees, the employee will proceed with the contact. Osceola Sheriff 407 348 2222 Kissimmee Police Department 407 846 3333 St. Cloud Police Department 407 891 6700 After the reports have been completed to the Florida Child Abuse Hotline and law enforcement the employee, law enforcement, administrator and other witnesses completes and signs the Osceola District Schools Child Abuse and Incident Referral Report. The employee is given a copy of the report and return to duty. The administrator notifies a designated district administrator and faxes a copy of the Osceola District Schools Child Abuse and Incident Referral Report for their signature. Jim DiGiacomo, Deputy Superintendent Office - 407 343 8616 Mobile - 407 908 0362 Fax - 407 870 4883 Chuck Butler, Assistant Superintendent Office - 407 518 2901 Mobile - 407 908 6354 Fax - 4007 870 4845 *Inclusion of the SRO constitutes inclusion of law enforcement into the process. ** It shall not be necessary for a witness to report the incident to the Child Abuse Hotline as that person’s function will be limited strictly to that of being a witness to the reporting. Additionally, any other personnel of the School District who become aware of the fact that a School District employee has reported suspected or known child abuse, abandonment or neglect, are not required to report if their involvement in the matter is simply acting as a witness or in maintaining records or receiving reports of School District employees making such reports.

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Children of Employees Exit Interview In accordance with School Board Rule 3.16, during the work day employees shall make arrangements for their children away from the employee’s place of employment at times other than the student school day. Emergencies shall be dealt with by the Principal/District Administration.

Controlled Substance And Alcohol Testing Program (OTETA) Employees of the School District performing safety sensitive functions and holding commercial drivers’ licenses are required to participate in a drug and alcohol testing program pursuant to the Omnibus Transportation Employee Testing Act of 1991 (OTETA). (Re: SBR 6.60) Federal Registry 49C.F.R, parts 40 and 382 and Florida Statutes. The School Board approved a drug testing company that shall administer all controlled substance and alcohol testing. The School District strictly prohibits the use of illegal drugs and adopted a zero tolerance policy.

All employees who leave the school district for any reason such as resignation or termination must complete an Exit Interview. Instructional Personnel - is required to complete an Exit Form before leaving employment. The facility secretary shall provide a copy of the DOE - Exit Form to the teacher for completion. The Insurance Department shall provide a letter informing the individual of their insurance rights. Professional Support Personnel - Exit Interview Forms are mailed to your last known mailing address. Upon completion of the Exit Interview Form, former employees are expected to return the form to the Human Resources Department. All Employees - It is necessary that terminated employees return employee identification badges, and any school property to the Principal, Supervisor or the Human Resources Office prior to the last work day. If you have direct deposit, it will cancel with your last paycheck. The last paycheck will be mailed to your last known mailing address under separate cover. In the event one needs to have the last pay check mailed to a different address, special arrangements may be made with your facility’s secretary or the Payroll Department. (407) 870-4812. COBRA benefits are available when applicable through the Insurance Department. (407) 870-4899.

Resignation Employees are free to resign at any time. If you should decide to resign, we ask that you give two (2) weeks written notice to your Principal, Supervisor or Manager. Inasmuch as any employee can terminate his/her employment with the School District at any time for any reason, the District can terminate any employee at any time for any reason.

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Code of Ethics All employees of The School District of Osceola County are expected to abide by the Code of Ethics and the Principles of Professional Conduct of the Education Profession in Florida. The Code is found in State Board of Education Rule 6B-1.006. During your employment enrollment you will receive The Code of Ethics brochure; read and understand your obligations to the teaching profession through integrity. Feel free to ask any questions.

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The Code of Ethics And the Principles of Professional Conduct Of The Education Profession In Florida State Board of Education Rule 6B-1.006, FAC The Principles of Professional Conduct of The Education Profession in Florida (1) The following disciplinary rule shall constitute the Principles of Professional Conduct of the education Profession in Florida. (2) Violation of any of these principles shall subject the individual to revocation or suspension of the individuals educator’s certificate, or the other penalties as provided by law. (3) Obligation to the student requires that the individual: (a) Shall make reasonable effort to protect the student from conditions harmful to learning and/or to the student’s mental and/or physical health and/or safety. (b) Shall not unreasonably restrain a student from independent action in pursuit of learning. (c) Shall not unreasonably deny a student access to diverse points of view. (d) Shall not intentionally suppress or distort subject matter relevant to a student’s academic program. (e) Shall not intentionally expose a student to unnecessary embarrassment or disparagement. (f) Shall not intentionally violate or deny a student’s legal rights. (g) Shall not harass or discriminate against any student on the basis of race, color, religion, sex, age, national or ethnic origin, political beliefs, marital status, handicapping condition, sexual orientation, or social and family background and shall make reasonable effort to assure that each student is protected from harassment or discrimination. (h) Shall not exploit a relationship with a student for personal gain or advantage. (i) Shall keep in confidence personally identifiable information obtained in the course of professional service, unless disclosure serves professional purposes or is required by law. (4) Obligation to the Public requires that the individual: (a) Shall take reasonable precautions to distinguish between personal views and those of any educational institution or organization with which the individual is affiliated. (b) Shall not intentionally distort or misrepresent facts concerning an educational matter in direct or indirect public expression. (c) Shall not use institutional privileges for personal gain or advantage.

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(d) Shall accept no gratuity, gift, or favor that might influence professional judgement. (3) Shall offer no gratuity, gift, or favor to obtain special advantages. (5) Obligation to the profession of education requires that the individual: (a) Shall maintain honesty in all professional dealing. (b) Shall not on the basis of race, color, religion, sex, age, national or ethnic origin, political beliefs, marital status, handicapping condition if otherwise qualified, or social and family background deny to a colleague professional benefits or advantages or participation in any professional organization. (c) Shall not interfere with a colleague’s exercise of political or civil rights and responsibilities. (d) Shall not engage in harassment or discriminatory conduct which unreasonably interferes with an individual’s performance of professional or work responsibilities or with the orderly processes of education or which creates a hostile, intimidating, abusive, offensive, or oppressive environment ; and further shall make reasonable effort to assure that each individual is protected from such harassment or discrimination. (e) Shall not make malicious or intentionally false statements about a colleague. (f) Shall not use coercive means or promise special treatment to influence professional judgement of colleagues. (g) Shall not misrepresent one’s own professional qualifications. (h) Shall not submit fraudulent information on any document in connection with professional activities. (i) Shall not make any fraudulent statement or fail to disclose a material fact in one’s own or another’s application for a professional position. (j) Shall not withhold information regarding a position from an applicant or misrepresent an assignment or conditions of employment. (k) Shall provide upon the request of the certificated individual, a written statement of specific reason for recommendations that lead to the denial of increments, significant changes in employ ment, or termination of employment. (l) Shall not assist entry into or continuance in the profession of any person know to be unqualified in accordance with these Principles of Professional Conduct of the Education Profession in Florida and other applicable Florida Statutes and State Board of Education rules. (m) Shall self-report within 48 hours to appropriate authorities (as determined by district) any arrests/charges involving the abuse of a child or the sale and/or possession of a controlled substance. Such notice shall not be considered an admission of guilt nor shall such notice be Published 2005

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admissible for any purpose in any proceeding, civil or criminal, administrative or judicial, investigatory or adjudicatory. In addition, shall self-report any conviction, finding of guilt, withholding of adjudication, commitment to a pretrial diversion program, or entering of a plea of guilty or Nolo Contendere for any criminal offense other than a minor traffic violation within 48 hours after the final judgement. When handling sealed and expunged records disclosed under this rule, school districts shall comply with the confidentiality provisions of Sections 943.0585(4)(c) and 943.059(4)(c), Florida Statutes. (n) Shall report to appropriate authorities any known allegation of a violation of the Florida School code or State Board of Education Rules as defined in Section 231.28(1), Florida Statutes. (o) Shall seek no reprisal against any individual who has reported any allegation of a violation of the Florida School Code or State Board of Education Rules as defined in Section 231.28(10, Florida Statutes. (p) Shall comply with the conditions of an order of the Education Practices Commission imposing probation, imposing a fine, or restricting the authorized scope of practice. (q) Shall, as the supervising administrator, cooperate with the Education Practices Commission in monitoring the probation of a subordinate. State Board of Education Rule 6B-1.001, FAC The Code of Ethics of The Education Profession In Florida (1) The educator values the worth and dignity every person, the pursuit of truth, devotion to excellence, acquisition of knowledge, and the nurture of democratic citizenship. Essential to the achievement of these standards are the freedom to learn and to teach and the guarantee of equal opportunity for all. (2) the educator’s primary professional concern will always be for the student and for the development of the student’s potential. The educator will therefore strive for professional growth and will seek to exercise the best professional judgement and integrity. (3) Aware of the importance of maintaining the respect and confidence of one’s colleagues, of students, of parents, and of other members of the community, the educator strives to achieve and sustain the highest degree of ethical conduct. Adams v. State of Florida Professional Practices Council, 406 So 2nd 1170 Fla. 1st DCA 1981 “By virtue of their leadership capacity, teachers are traditionally held to a high moral standard in a community.” For further information call or write: Florida Education Standards Commission Ralph Turlington Building, Suite 224 325 West Gaines Street Tallahassee, FL 32399 (850) 488-1523, SUNCOM 278-1523 e-mail: [email protected]

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Employee Acknowledgment of Receipt of Employee Handbook And Non-Disclosure of Confidential Information This will acknowledge that I have received my copy of The School District of Osceola County, FL Employee Handbook. I will read and familiarize myself with all the rules and regulations in this Handbook, including the District’s Drug and Alcohol Policy, Self Reporting of Arrests within 48 hours, District’s Child Abuse Policy, Child Abuse Reporting Procedure, Data Network Acceptable Use Policy and any additional rules and regulations of my employment and/or job. I understand that this Handbook represents only current policies, regulations, and benefits. The School District retains the right to change wages and all other working conditions, as it deems necessary. By being employed by The School District of Osceola County, I also acknowledge that I will have access to certain confidential information regarding the district and its business. Such confidential information includes, but is not limited to matters of technical nature such as instructional methods, processes and curriculum, matters of business nature such as information about payroll, student/ parent lists, records and files, and matters pertaining to future developments. I acknowledge that such confidential information is a valuable, special and unique asset of the District and agree that I will not disclose, directly or indirectly (except as required by law), to any person, firm, corporation, association, school, company, or other entity for any reason or purpose whatsoever, or use, directly or indirectly, for any purpose not expressly authorized in writing by the School District. Print Full Name____________________________________________ Signed___________________________________________________ Date_________________

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