Section G of School Board Administrative Policies for Chillicothe Schools Pop-Ups

SCHOOL DISTRICT POLICIES

SECTION G: PERSONNEL

The superintendent will establish channels for the intercommunication of ideas among the professional and support staff, the administration and the Board regarding the operation of the schools. In addition, the superintendent shall also weigh with due consideration the counsel given by employees, and especially that given by groups designated to represent large segments of the professional and support staff. The superintendent shall inform the Board of such counsel when presenting reports of administrative action and recommendations for Board action. The superintendent's recommendations may vary from the advice of such counsel when, in his or her judgment, other considerations prevail.

Each building administrator will maintain channels for conferring with both the professional and support staff in establishing building rules and regulations. In addition, professional staff employees will be given opportunity and encouragement to contribute in the development of the curriculum and other policies, rules and regulations pertaining to the instructional program.
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Note: The reader is encouraged to check the index located at the beginning of this section for other pertinent policies and to review administrative procedures and/or f forms for related information.
Adopted: 08/18/1998
Cross Refs: AD, School District Mission
BF, School Board Policy Process
IF, Curriculum Development
Legal Refs: Education Consolidation and Improvement Act (ECIA), as a part of P.L. 97-35,
The Omnibus Budget Reconciliation Act of 1981
Chillicothe R-II School District, Chillicothe, Missouri

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FILE: GBCA
Critical

STAFF CONFLICT OF INTEREST
(Districts including no portion of a first-class county)
Employees of the Board will not engage in, or have direct financial interest in, any activity that raises a reasonable question of conflict of interest with their duties and responsibilities as members of the Chillicothe R-II School District staff, by adhering to the following policies:

1. Employees will not participate for financial remuneration in outside activities wherein their position on the staff is used to sell goods or services to students or their parents/guardians, except when permitted by the Board of Education.
2. Employees who have patented or copyrighted any device, publication or other item will not receive royalties for use of such item in the district schools.
3. Employees will not engage in any type of work where the source of information concerning customer, client or employer originates from information obtained through the school district, except when permitted by state law and the Board of Education.
4. Employees shall not act as agents or accept commissions or other rewards for books or other school materials, the selection or purchase of which they may influence. The school district will not purchase products distributed directly or indirectly by employees of the school district, except when permitted by state law.
5. State law permits administrative or executive employees to make sales of real estate or services to the district if the total amount paid is not in excess of $500 per transaction or $1500 per year, or after public notice and competitive bidding, where the bid or offer is the lowest received. Competitive bidding shall not be required in the case of real estate. State law permits sales of services and real estate by other employees to the district without restriction. All employees are prohibited from selling or providing to the district property other than real estate, such as goods and supplies, except that state law currently permits executive or administrative employees to make such sales following public notice, competitive bidding, and where the bid or offer is the lowest received.
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Note: The reader is encouraged to check the index located at the beginning of this section for other pertinent policies and to review administrative procedures and/or f forms for related information.
Adopted: 08/18/1998
Revised: 01/18/2000
Cross Refs: BBFA, Board Member Conflict of Interest and Financial Disclosure
Legal Refs: §§ 105.450 - .458, .462, .466, .468, .472, 162.391, 168.126, 171.181, RSMo.
Chillicothe R-II School District, Chillicothe, Missouri

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FILE: GBCB
Critical

STAFF CONDUCT
The Board of Education expects that each professional and support staff member shall put forth every effort to promote a quality instructional program in the school district. In building a quality program, employees must meet certain expectations which include, but are not limited to, the following:

1. Become familiar with, enforce and follow all Board policies, regulations, administrative procedures, other directions given by district administrators and state and federal laws as they affect the performance of job duties.
2. Maintain courteous and professional relationships with pupils, parents/guardians, other employees of the district and all patrons of the district.
3. Take efforts to remain knowledgeable about the employee’s position and the developments in that position.
4. Transact all official business with the appropriate designated authority in the district in a timely manner.
5. Transmit constructive criticism of other staff members or of any department of the school district to the particular school administrator who has the administrative responsibility for improving the situation.
6. Care for, properly use and protect school property.
7. Attend all required staff meetings called by district administration, unless excused.
8. Immediately report all dangerous building conditions to the building supervisor and take action to rectify the situation and/or protect the safety of students and others if necessary.
9. Properly supervise all students. The Board expects all students to be under assigned adult supervision at all times during school and during any school activity. Except in an emergency, no employee will leave an assigned group unsupervised.
10. Obey all safety rules, including rules protecting the safety and welfare of students.
11. Submit all required reports or paperwork at the time requested. Employees will not falsify records maintained by the school district.
12. Refrain from using profanity in the school setting.
13. Dress professionally and in a manner that will not interfere with the educational environment.
14. Come to work at the time specified by the employee handbook or by the employee’s supervisor. Employees who are frequently late to work or stop working before the scheduled time may be terminated for excessive absences.
15. State law prohibits teachers from participating in the management of a campaign for the election or defeat of a member of the Board of Education which employs such teacher.
16. Employees will not use district funds to advocate, support or oppose any ballot measure or candidate for public office.
17. Employees will not use any time during the working day for campaigning purposes, unless allowed by law.
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Note: The reader is encouraged to check the index located at the beginning of this section for other pertinent policies and to review administrative procedures and/or f forms for related information.
Adopted: 06/17/2003
Cross Refs: AC, Nondiscrimination and Anti-Harassment
DCB, Political Campaigns
Legal Refs: §§ 115.646, 168.114, .130, RSMo.
Chillicothe R-II School District, Chillicothe, Missouri

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FILE: GBE
Critical

STAFF HEALTH AND SAFETY
The health and safety of all school staff personnel is of vital importance to the school district. The Board will seek to provide safe working conditions for all staff members, and will give prompt consideration to those conditions which may present a threat to the health and safety of staff members.

Employees will not be required to submit to medical examinations unless the examination is job related and consistent with business necessity or otherwise allowed by law. Medical records must be maintained on separate forms in separated medical files and shall be treated confidentially.
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Note: The reader is encouraged to check the index located at the beginning of this section for other pertinent policies and to review administrative procedures and/or f forms for related information.
Adopted: 08/18/1998
Cross Refs: EBAB, Hazardous Materials
JHCC, Communicable Diseases -- Student
Legal Refs: § 302.272, RSMo.
Americans with Disabilities Act, 42 U.S.C. §§ 12101 - 12213
Chillicothe R-II School District, Chillicothe, Missouri

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FILE: GBEBA
Critical

DRUG-FREE WORKPLACE
Student and employee safety is of paramount concern to the Board of Education. Employees under the influence of alcohol, drugs, or controlled substances are a serious risk to themselves, to students and to other employees. Therefore, the Board of Education shall not tolerate the manufacture, use, possession, sale, distribution or being under the influence of controlled substances or alcoholic beverages on any school property or on any school-approved vehicle used to transport students to and from school or school activities; off school property at 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; or during any period of time such employee is supervising students on behalf of the school district or is otherwise engaged in school district business. Any employee who violates this policy will be subject to disciplinary action, which may include employment suspension, termination, and referral for prosecution. Employees may be required to satisfactorily participate in rehabilitation programs. Each employee of this school district is hereby notified that, as a condition of employment, the employee must abide by the terms of this policy, and will notify the superintendent of any criminal drug statute conviction for a violation occurring in or on the premises of this school district, or while engaged in regular employment. Such notification must be made by the employee to the superintendent in writing no later than five calendar days after conviction. The superintendent will provide notice in writing of such violation to the United States Department of Education, or other appropriate federal agency within 10 calendar days after the superintendent receives such notification, if the district receives any federal grants directly from such agency, as opposed to federal grants received through the Department of Elementary and Secondary Education.

The district will take appropriate disciplinary action within 30 days.

The district will institute a drug-free awareness program, to inform employees of the dangerous and harmful nature of drug and alcohol abuse in the workplace, of this policy of maintaining a drug-free workplace, of available counseling and rehabilitation, and of the penalties that may be imposed upon employees for drug abuse violations occurring in the workplace.

The Board of Education recognizes that employees who have a drug abuse problem should be encouraged to seek professional assistance. An employee who requests assistance shall be referred to a treatment facility or agency in the community if such facility or agency is available.

When it is evident that a staff member has consumed alcoholic beverages or controlled substances off school property during and/or before a school activity, the staff member will not be allowed on school property, or to participate in school activities. Staff members who violate this regulation will be subject to the same penalties as for possession or consumption on school property.

The Board of Education hereby commits itself to a continuing good-faith effort to maintain a drug free workplace.

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

This policy shall be communicated in writing to all present and future employees. Compliance with this policy is mandatory.
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Note: The reader is encouraged to check the index located at the beginning of this section for other pertinent policies and to review administrative procedures and/or f forms for related information.
Adopted: 08/18/1998
Cross Refs: JFCH, Student Alcohol/Drug Abuse
Legal Refs: Drug-Free Workplace Act of 1988, P.L. 100-690, P.L. 101-226
Controlled Substances Act 21 U.S.C. § 812, schedules I-V of section 202
21 C.F.R. 1300.11-1300.15.
Chillicothe R-II School District, Chillicothe, Missouri

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FILE: GBEBB
Critical

EMPLOYEE ALCOHOL AND DRUG TESTING
The Chillicothe R-II School District, which employs operators of commercial motor vehicles, is required to implement a drug and alcohol testing program that fulfills federal requirements. This comprehensive program shall include conducting pre-employment drug testing and reasonable suspicion, random and post-accident testing for use of alcohol or drugs by such operators, notifying employees of the requirements and consequences of the program, maintaining appropriate records and complying with Missouri Department of Revenue's reporting requirements.

Definitions
For the purposes of this policy, the following terms are defined:

Driver -- any person who operates a commercial motor vehicle. This includes full time, regularly employed drivers; casual, intermittent or occasional drivers; leased drivers and independent, owner-operated contractors.

Safety-Sensitive Function -- includes such responsibilities as time on duty waiting to be dispatched, driving time, assisting or supervising loading or unloading, repairing, obtaining assistance or remaining in attendance upon a disabled vehicle. All time spent providing drug and alcohol samples, including travel time to and from the collection or testing site as needed to comply with random, reasonable suspicion, post-accident or follow-up testing will also be considered as safety sensitive functions.

Alcohol -- Intoxicating agent in beverage alcohol, ethyl alcohol or other low molecular weight alcohols including methyl and isopropyl alcohol.

Drug -- Any controlled substance listed under section 102(6) of the Controlled Substances Act (21 U.S.C. 802(6)) as specified by the administrator of the federal department of transportation. Medical Review Officer -- A licensed physician (medical doctor or doctor of osteopathy) responsible for receiving laboratory results generated by an employer's drug testing program who meets the qualifications as listed in 49 C.F.R. 40.3.

Substance Abuse Professional -- A licensed physician or certified psychologist, social worker, employee assistance professional or certified addiction counselor with knowledge of and clinical experience in the diagnosis and treatment of alcohol and drug-related disorders.

Program Coordinator
The Board shall designate the superintendent or designee as the program coordinator to implement the alcohol and drug testing program of the district within the guidelines of this policy.

Testing Procedures
The employer shall follow the federal guidelines and standards of the Department of Health and Human Services regarding testing and laboratory procedures. This shall include selection of sites with appropriately trained personnel for alcohol and drug testing, selection of a laboratory certified by the Department of Health and Human Services to conduct drug specimen analysis, and selection of a Medical Review Officer to verify laboratory drug test results. The drug and alcohol testing program of an employer shall provide individual privacy in the collection of specimen samples to the maximum extent possible. The specimen collection procedures and chain of custody shall ensure that specimen security, proper identification and integrity are not compromised.

Alcohol and Drug Prohibitions
No driver shall report for duty or remain on duty requiring the performance of safety-sensitive functions while having an alcohol concentration of 0.04 or greater. No driver shall be on duty or operate a commercial motor vehicle while the driver possesses alcohol. No driver shall use alcohol while performing safety-sensitive functions. No driver shall perform safety-sensitive functions within four hours after using alcohol. No driver required to take a post-accident test shall use alcohol for eight hours following the accident or until he/she undergoes a post accident alcohol test (whichever comes first).

No driver shall report for duty or remain on duty requiring the performance of safety-sensitive functions when the driver uses any drug, except when the use is pursuant to the instructions of a physician who has advised the driver that the substance does not adversely affect the driver's ability to safely perform the function. The driver will inform the employer of any therapeutic drug use. No driver shall report for duty, remain on duty or perform a safety-sensitive function if the driver tests positive for drugs.

Pre-Employment Tests
A drug test shall be administered in accordance with federal regulations before any bus driver is permitted to perform a safety-sensitive function for the district. Testing of drivers the district intends to hire or use shall be conducted before actual employment commences. Refusal to submit to drug testing and/or refusal to release information as required by the district shall remove the applicant from employment consideration. Such testing will also be required of any employee transferring into a covered position.

Exceptions may be made for drivers who have participated in the drug testing program required by law within the previous 30 days, or participated in a random selection program for the previous 12 months, provided that the district has been able to make all verifications required by law.

Post-Accident Tests
Alcohol and drug tests shall be conducted on a driver as soon as practicable after any accident if such driver:

Was performing safety-sensitive functions with respect to the vehicle and the accident involved loss of human life; or
Receives a citation under state or local law for a moving traffic violation arising from the accident, if the accident involved bodily injury to any person who, as a result of the injury, immediately receives medical treatment away from the scene of the accident; or
Receives a citation under state or local law for a moving traffic violation arising from the accident, if one (1) or more motor vehicles incurs disabling damage as a result of the accident, requiring the motor vehicle(s) to be transported away from the scene by a tow truck or other motor vehicle.

All post-accident alcohol and drug testing shall be conducted within the required time periods. If a test is not conducted within the appropriate period then the test will not be given, and the program coordinator shall prepare and maintain a file documenting the reasons the test was not promptly administered.

Post accident testing requirements may be fulfilled by properly administered tests conducted by federal, state and/or local law enforcement officials as long as the results of those tests are provided to the district.

Random Testing
Alcohol and drug testing shall be conducted on a random basis at unannounced times throughout the year in accordance with federal regulations. Tests for alcohol shall be conducted just before, during or just after the performance of safety-sensitive functions. Drivers shall be selected by a scientifically valid random process, and each driver shall have an equal chance of being tested each time selections are made.

Reasonable Suspicion Tests
Any qualified supervisor or district administrator who has reasonable suspicion to believe that a bus driver has violated the alcohol or drug prohibitions of the district shall require the driver to submit to the appropriate testing. A qualified supervisor or administrator must be an employee who has been properly trained, in accordance with federal regulations, to make a determination that reasonable suspicion exists. Reasonable suspicion must be based on specific, contemporaneous, articulable observations concerning the appearance, behavior, speech or body odors of the driver. The observations may include indications of the chronic and withdrawal effects of drugs.

Alcohol testing is authorized for reasonable suspicion only if the required observations are made just before, during or just after the period of the work day when the driver must comply with alcohol prohibitions. An alcohol test may not be conducted by the person who determines reasonable suspicion exists to conduct such a test. If an alcohol test is not administered within two hours of a determination of reasonable suspicion, the district shall prepare and maintain a record explaining why this was not done. Attempts to conduct alcohol tests shall terminate after eight hours, and the district will state in the record the reasons for not administering the test.

Drug testing shall include documentation by a qualified supervisor or district administrator who makes a finding of reasonable suspicion. He or she shall create and sign a written record of his or her observations leading to a reasonable suspicion drug test within 24 hours of the observed behavior or before the results of the test are released, whichever is earlier.

Return-to-Duty Tests
An alcohol or drug test shall be conducted when a driver who has violated the district's alcohol or drug prohibition returns to performing safety-sensitive duties. Employees whose conduct involved alcohol cannot return to duty in a safety-sensitive function until the return-to-duty test produces a verified result that meets federal and district standards. Employees whose conduct involved drugs cannot return to duty in a safety-sensitive function until the return-to-duty test produces a verified negative result.

Follow-up Tests
A driver who violates the district's alcohol or drug prohibition and is subsequently identified by a substance abuse professional as needing assistance in resolving an alcohol or drug problem shall be subject to unannounced follow-up testing as directed by the substance abuse professional in accordance with law. Follow-up alcohol testing shall be conducted just before, during or just after the time when the driver is performing safety-sensitive functions.

Refusal to Submit to Tests
No driver shall refuse to submit to any of the tests. An employee refuses to submit when he or she fails to provide adequate breath or urine for testing when notified of the need to do so, or who engages in conduct that clearly obstructs the testing process. Such refusal is treated as if the district received a positive test.

Consequences
Employees whose conduct involved alcohol or drugs cannot return to duty in a safety-sensitive function until the return-to-duty test produces the required result. A driver who is tested and found to have an alcohol concentration of 0.02 or greater but less than 0.04 shall not perform or continue to perform safety-sensitive functions until the start of the driver's next regularly scheduled duty period but not less than 24 hours after the test was administered. Further employment actions up to and including termination may be instigated in accordance with the Drug Free Workplace Act of 1988 (P.L. 101-226) and other state and federal laws.

The program coordinator shall notify the director of the Missouri Department of Revenue of any driver who has failed to pass any drug, alcohol or chemical test administered pursuant to this policy. Notification shall consist of the driver's name and any other relevant information required by the director of the Missouri Department of Revenue. Such notification shall be made within ten (10) days of discovering that the driver has failed to pass such test(s).

Rehabilitation
An employer shall provide for the identification and opportunity for treatment of covered employees who are determined to have used, in violation of federal law or regulations, alcohol or drugs. This information shall include the names, addresses and telephone numbers of substance abuse professionals and counseling and treatment programs.

Employee Records
Employees' alcohol and drug test results and records shall be maintained under strict confidentiality and released only in accordance with law. Upon written request, a driver shall receive copies of any records pertaining to his or her use of alcohol or drugs, including any records pertaining to his or her tests. Records shall be made available to a subsequent employer or other identified persons only as expressly requested in writing by the driver. Test records shall be maintained with the separate medical files of each employee.

District Records and Reports
The district shall maintain records and reports of its alcohol and drug prevention program as required by federal law in 49 C.F.R. 382.401, .403.

Notification to Employees
The district shall provide educational materials that explain the general requirements and district's policies and procedures. The program coordinator shall ensure that all covered employees receive written materials explaining the district's drug and alcohol misuse prevention program requirements including:

1. Identity of the program coordinator, a contact person knowledgeable about the materials, policy, administrative regulations and the Omnibus Act;

2. Categories of employees covered;

3. Information about the safety-sensitive functions and what period of the work day the employee is required to be in compliance;

4. Specific information concerning prohibited conduct;

5. Circumstances under which employees will be tested;

6. Procedures used in the testing process;

7. Requirement that driver submit to alcohol and drug test administered in accordance with federal law;

8. Explanation of what constitutes a refusal to submit to a drug and/or alcohol test;

9. Consequences of violations (e.g. discipline up to and including dismissal, removal from safety sensitive functions as required by the Omnibus Act, referral to substance abuse professional for evaluation, treatment and follow-up testing as required);

10. Consequences of drivers found to have an alcohol concentration of 0.02 or greater, but less than 0.04;

11. Information on the effects of drug use and alcohol misuse on personal life, health and safety in the workplace.

Employees shall sign statements certifying that they have received the materials.
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Note: The reader is encouraged to check the index located at the beginning of this section for other pertinent policies and to review administrative procedures and/or f forms for related information.
Adopted: 08/18/1998
Revised: 01/18/2000
Cross Refs: AC, Nondiscrimination and Anti-Harassment
EEACA, Bus Driver Examination and Training
Legal Refs: P.L. 102-143, Omnibus Transportation Employee Testing Act of 1991
Controlled Substances Act §102(6), 21 U.S.C. 802(6)
49 C.F.R. 40, Procedures for Transportation Workplace Drug and Alcohol Testing
Programs
49 C.F.R. 382, Controlled Substances & Alcohol Use and Testing
Chillicothe R-II School District, Chillicothe, Missouri

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FILE: GBEC
Critical

COMMUNICABLE DISEASES -- EMPLOYEE
Purpose
The School Board recognizes its responsibility to protect the health of students and employees from the risks posed by infectious diseases. The Board also has the responsibility to uphold the rights of affected individuals to privacy and confidentiality, to continue their employment, and to be treated in a nondiscriminatory manner.

Universal Precautions
The district requires all staff to routinely observe universal precautions to prevent exposure to disease-causing organisms, and the district should provide necessary equipment/supplies to implement universal precautions.

Categories of Potential Risk
Employees with infectious diseases that can be transmittable in school and/or athletic settings (such as, but not limited to, chicken pox, influenza and conjunctivitis) should be managed as specified in: (a) the most current edition of the Missouri Department of Health document entitled Prevention and Control of Communicable Diseases: A Guide for School Administrators, Nurses, Teachers, and Day Care Operators and (b) documents referenced in 19 CSR 20-20.030 and (c) in accordance with any specific guidelines/recommendations or requirements distributed by the local county or city health department. A medical release may be required of the employee in certain circumstances.

An employee infected with a blood borne pathogen such as hepatitis B virus (HBV), hepatitis C virus (HCV), or human immunodeficiency virus (HIV) poses no risk of transmission through casual contact to other persons in a school setting. Employees infected with one of these viruses shall be allowed to continue work without any restrictions which are based solely on the infection.

Exceptional Situations -- There are certain specific conditions (for example, frequent bleeding episodes or uncoverable, oozing skin lesions) which could potentially be associated with transmission of both blood borne, and non-blood borne pathogens. No employee, regardless of whether he or she is known to be infected with such pathogens, should be allowed to continue work unless these conditions are either absent or appropriately controlled in a way that avoids unnecessary exposure.

Specific mechanisms should be in place to ensure the following are consistently done:

1. The school nurse, and the designated school administrator when appropriate, should be informed of any staff member who has recurrent episodes of bleeding or who has uncoverable, oozing skin lesions.
2. The school nurse, and the designated school administrator when appropriate, should be promptly informed of any employee with an illness characterized by a rash.
3. The school nurse, and the designated school administrator when appropriate, shall be informed of any instance in which the significant potential for disease transmission occurs.

Confidentiality
The superintendent or designee shall ensure that an employee's confidentiality rights are strictly observed in accordance with law. Security of medical records will be maintained and such records will be kept separate from other personnel records. Breach of confidentiality may result in disciplinary action and/or civil suit.

Training -- Employee
All employees should receive training annually on universal precautions and the communicable
disease policy.

Testing -- Employee
Medical examinations and inquiries will not be required prior to an offer of employment. However, the district may make pre-employment inquiries into the ability of the applicant to perform job-related functions. At the post-offer, pre-employment stage, medical inquiries and tests may be required of all applicants for a particular job category. Once employed, employees may only be subjected to medical inquiries or medical tests if the inquiry or test is job related and consistent with business necessity as provided by law.

Reasonable Accommodations
Districts should develop procedures to respond to employee requests for reasonable accommodations when an employee has a disability as defined by Section 504 and/or the ADA.

Reporting and Disease Outbreak Control
Reporting and disease outbreak control measures will be implemented in accordance with state and local law and Department of Health rules governing the control of communicable and other diseases dangerous to public health, and any applicable rules distributed by the appropriate county or city health department.

Review
The district shall periodically review its policies and procedures and make revisions when necessary.
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Note: The reader is encouraged to check the index located at the beginning of this section for other pertinent policies and to review administrative procedures and/or f forms for related information.
Adopted: 08/18/1998
Cross Refs: JHCC, Communicable Diseases -- Students
Legal Refs: §§ 167.191, 191.650 - .730, RSMo.
Americans with Disabilities Act, 42 U.S.C. §§ 12101 - 12213
P.L. 93-112, Section 504 of the Rehabilitation Act of 1973
19 C.S.R. 20-20.010 through 20-20.060 and 20-28.010
Chillicothe R-II School District, Chillicothe, Missouri

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FILE: GBEC-R
Critical

COMMUNICABLE DISEASES -- INFECTION CONTROL PROCEDURES
Procedures for Cleaning Blood and/or Body Fluids
Many infectious agents can be found in the blood or body fluids of humans. This includes individuals with no outward signs or symptoms of infection. It is therefore very important that all district personnel adopt routine procedures for handling the clean-up of all blood/body-fluid spills. The procedures, as outlined by the Centers for Disease Control, are as follows:

1. If available, absorbent floor-sweeping material should be used to cover fluids to keep them from spreading.

2. Vinyl or latex gloves should be worn, and all spills should be cleaned up with absorbent towels or tissues, using soap and water.

3. All surfaces that have been in contact with the fluids should then be wiped with a disinfectant. Any EPA-approved disinfectant (i.e., Lysol, etc.) can be used. A 1:10 dilution of household bleach can also be used. This solution should not be mixed in advance. After the disinfectant is applied, the surface should either be allowed to air dry, or else to remain wet for 10 minutes before being dried with a disposable towel or tissue.

4. If the gloves worn to clean up the spill are reusable, they should be washed with soap and running water prior to removal. Disposable gloves should be removed without soiling the hands, and should be disposed of in an impermeable plastic bag. Whether or not any contamination occurs, the hands should always be thoroughly washed with soap and water after the gloves are removed.

5. If the person doing the cleaning has any open skin lesions, precautions should be taken to avoid direct exposure of the lesions to the body fluids.

6. After exposure to body fluids, good HANDWASHING should consist of thorough use of soap and water for at least 15 seconds.

7. It is necessary to keep one or more clean-up kits on hand for such spills. The clean-up kit should consist of the following items:

Absorbent floor-sweeping material

Liquid soap
Disinfectant
Small buckets
Vinyl or latex gloves
Disposable towels or tissues
Impermeable plastic bags

All of these materials should be kept together in a central location.

CAUTION: The diluted bleach disinfectant solution, if used, should not be used for any other purpose than the clean-up described above. Mixing this solution with certain other chemicals can produce a toxic gas. Also, any EPA-approved disinfectant used should be diluted according to manufacturer's instructions. It is not appropriate or necessary to add more disinfectant than the directions indicate. Doing so will make the disinfectant more toxic, and could result in skin or lung damage to those individuals using it.
Source: Centers for Disease Control, 1989 dist.
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Note: The reader is encouraged to check the index located at the beginning of this section for other pertinent policies and to review administrative procedures and/or f forms for related information.
Adopted: 08/18/1998
Chillicothe R-II School District, Chillicothe, Missouri

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FILE: GBH
Critical

STAFF/STUDENT RELATIONS
The relationship between professional staff members and students in the school district should be one of cooperation, understanding and mutual respect. All employees have the responsibility to provide an atmosphere conducive to learning, which should be accomplished through effective individual and group discipline. All students and staff will treat each other with respect.

Differences and problems that arise between an employee and student are typically best worked out by conferences between these two (2) persons or between the employee and the parent of the student. However, employees and students should immediately report a violation or perceived violation of the district’s nondiscrimination and anti-harassment policy (AC), regardless of whether a conference has been held.

No employee may use his or her status as an employee to adversely influence a student of the district. No employee may date, make advances toward, or engage in any sexual relationship with a district student, regardless of the student’s age, the perceived consensual nature of the relationship, where the advances are made or whether the employee directly supervises the student. Further, no employee may discuss or plan a future romantic or sexual relationship with a student. All employees possessing evidence of or witnessing such conduct or sexual harassment shall report it to the district’s administration immediately. All employees or school officials who know or have reasonable cause to suspect child abuse shall immediately report the suspected abuse to the principal or to the Children's Division (CD) of the Department of Social Services hotline, pursuant to state law.
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Note: The reader is encouraged to check the index located at the beginning of this section for other pertinent policies and to review administrative procedures and/or f forms for related information.
Adopted: 06/17/2003
Revised: 11/16/2004
Cross Refs: AC, Nondiscrimination and Anti-Harassment
JG, Student Discipline
JHG, Reporting and Investigating Child Abuse/Neglect
Legal Refs: §§ 168.114, 210.115, RSMo.
Gebser v. Lago Vista Independent School District, 524 U.S. 274 (1998)
Davis v. Monroe County Board of Education, 526 U.S. 629 (1999)
Ross v. Robb, 662 S.W.2d 257 (Mo.banc 1983)
Title IX of the Education Amendments of 1972, 20 U.S.C. §1681
Chillicothe R-II School District, Chillicothe, Missouri

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FILE: GBL
Critical

PERSONNEL RECORDS
It is the intent of the Board of Education to maintain complete and current personnel files, including all information necessary to comply with the Fair Labor Standards Act, for all district employees.

The file of an individual employee will be considered confidential information and a closed record, to the extent allowed by the law, and will only be available to authorized administrative personnel and to the employee. Individually identifiable personnel records, performance ratings or records pertaining to employees or applicants for employment are closed records under the Missouri Sunshine Law to the extent allowed by law.

Pursuant to state law, the names, positions, salaries and lengths of service of all employees are public information and must be released upon request. In accordance with federal law, the district shall release to parents, upon request, information regarding the professional qualifications and degrees of teachers and the qualifications of paraprofessionals who are employed by a school receiving Title I funds and who provide instruction to their child at that school.

Files containing immigration records and files containing medical information regarding an employee will be kept separate from other personnel files.

Upon request to and in the presence of the appropriate administrative official, any employee may inspect his or her own personnel file during regular working hours, with the exception of the ratings, reports and records obtained prior to the employment of the individual, including confidential placement papers.
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Note: The reader is encouraged to check the index located at the beginning of this section for other pertinent policies and to review administrative procedures and/or f forms for related information.
Adopted: 08/18/1998
Revised: 06/17/2003
Legal Refs: §§ 168.128, 610.021(13), RSMo.
Americans with Disabilities Act, 42 U.S.C. § 12101 et seq.
29 C.F.R. § 1630.14
Fair Labor Standards Act, U.S.C. §§ 201, et seq.
29 C.F.R. Part 516
Immigration Reform and Control Act, 8 U.S.C. §§ 1324, et seq.
No Child Left Behind Act of 2001, P.L. 107-110
Garcia v. San Antonio Metropolitan Transit Authority, 469 U.S. 528(1985)
Chillicothe R-II School District, Chillicothe, Missouri

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FILE: GBLA
Critical

IMMIGRATION RECORDS
The Immigration Reform and Control Act requires all employers to hire only American citizens and aliens who are authorized to work in the United States. The law seeks to preserve jobs for those who are legally entitled to them. The Chillicothe R-II School District will implement the following procedures to assure compliance with the law:

A. Any employee hired after November 6, 1986, will complete an Eligibility Verification Form, (Form I-9) and will produce documents that will establish his or her identity and eligibility to work. (Form I-9 contains a list of documents that will fulfill this requirement.)

B. The school district will retain an individual's Form I-9 for three years after the date of hire or one year after the individual is terminated, whichever is later.

C. The forms may be reviewed by the Immigration and Naturalization Service and potentially by other federal agencies. In order to minimize potential intrusion, Eligibility Verification

Forms will be maintained separate from the employees' personnel files.
For any further information concerning the procedures surrounding Form I-9 or the district's obligations under the Act, consult the school district offices.
* * * * * * *
Note: The reader is encouraged to check the index located at the beginning of this section for other pertinent policies and to review administrative procedures and/or f forms for related information.
Adopted: 08/18/1998
Legal Refs: Immigration Reform and Control Act of 1986
Chillicothe R-II School District, Chillicothe, Missouri

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FILE: GBM
Critical

STAFF COMPLAINTS AND GRIEVANCES
It is the intent of the Board of Education to address staff complaints and grievances at the earliest possible time and at the lowest level of supervision. Therefore the Board directs the superintendent or designee to create a procedure detailing how employees may bring complaints and receive responses to their complaints.

If a complaint has been made to the employee's immediate supervisor, building-level supervisor, and the superintendent or their designee and the employee has received responses from these persons, the employee may appeal to the Board of Education. The employee must submit a written request for an appeal within five (5) workdays after receiving a decision from the superintendent. The decision of the Board will be final.

Complaint processing should be viewed as a positive and constructive effort to establish the facts upon which the complaint is based and come to a fair conclusion. Employees will not be discriminated against nor will reprisal be attempted against an employee because a complaint was filed.

I. Definition
Complaint and/or Grievance -- An employee's assertion that he or she is adversely affected by a violation, misinterpretation or misapplication of a published district policy, procedure or regulation, or of an employee handbook, employee contract or existing law. Complaints relating to discrimination or harassment will be resolved in accordance with policy AC and regulation AC-R.

II. Exclusions
This regulation shall not apply to complaints for which state law establishes a procedure for obtaining a Board hearing. In addition, complaints about non-renewal of a probationary teacher's contract, or about any other official Board action, shall be directed to the Board; and a hearing on the same, unless required by state law, shall be discretionary with the Board. Complaints concerning evaluations, except those which lead to a loss of pay, will be excluded.
* * * * * * *
Note: The reader is encouraged to check the index located at the beginning of this section for other pertinent policies and to review administrative procedures and/or f forms for related information.
Adopted: 08/18/1998
Revised: 06/17/2003
Cross Refs: AC, Nondiscrimination and Anti-Harassment
KL, Public Complaints
Chillicothe R-II School District, Chillicothe, Missouri

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FILE: GBM-AP
Basic

STAFF COMPLAINTS AND GRIEVANCES
Procedures
All employees may file a complaint and/or grievance with district administration pursuant to Board policy and the following procedure.

Complaint and/or Grievance -- An employee's assertion that he or she is adversely affected by a violation, misinterpretation or misapplication of a published district policy or regulation, or of an employee handbook, employee contract or existing law. Complaints relating to discrimination or harassment will be resolved in accordance with policy AC and regulation AC-R.

According to Board policy, this administrative procedure shall not apply to complaints for which state law established a procedure for obtaining a Board hearing. In addition, complaints about non-renewal of a probationary teacher's contract, or about any official Board action, shall be directed to the Board; and a hearing on the same, unless required by state law, shall be discretionary with the Board. Complaints concerning evaluations, except those which lead to loss of pay, will be excluded.

Complaints will be processed according to the step-by-step procedures outlined below.

A. Working Site Level (Step 1)

1. A complaint will be presented orally and informally to the immediate supervisor. If the complaint is not promptly resolved, it will be reduced to writing and submitted to the immediate supervisor.
2. Within five (5) workdays of receiving the written complaint, the immediate supervisor will render a decision in writing to the complainant and the person or persons originally involved in the complaint.

B. Site Level (Step 2) (This stage may be omitted if the principal or designee serves as the immediate supervisor at Step 1 or if the employee is not under the supervision of a building principal.)
1. Within five (5) workdays after receiving the decision at Step 1, the complainant may appeal the decision in writing to the principal or designee.
2. The principal or designee will, within ten (10) workdays of receipt of the appeal, investigate and render a decision in writing to the complainant, immediate supervisor and to the person or persons originally involved in the complaint.

C. District Level (Step 3)
1. Within five (5) workdays after receiving the decision at Step 2, the complainant may appeal the decision in writing to the superintendent or designee.
2. The superintendent or designee will, within ten (10) workdays of receipt of the appeal, investigate and render a decision in writing to the complainant, the principal/designee or immediate supervisor and to the person or persons originally involved in the complaint.

D. Governing Board Level (Step 4)
1. Within five (5) workdays after receiving the decision at Step 3, the complainant may appeal the decision to the Board of Education. An employee's entitlement to a hearing before the Board, and the details for how that hearing will be conducted, will be determined by Board policy.
* * * * * * *
Note: The reader is encouraged to review policies and/or forms for related information in
this administrative area.
Implemented: 06/17/2003
Chillicothe R-II School District, Chillicothe, Missouri

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FILE: GCA
Basic

PROFESSIONAL STAFF POSITIONS
The Board of Education may, upon the recommendation of the superintendent, elect and appoint certificated professional staff positions, assistant principals, principals, directors and other supervisory personnel as may be required for proper classification and accreditation of the schools, and to accomplish the district's goals and objectives.

The term "professional staff" will be used to designate those employees who must either possess teaching, administrative or professional certificates issued by state educational authorities or degrees from accredited institutions of higher learning in order to maintain their status with the district.

The Board instructs the superintendent to maintain a comprehensive and up-to-date set of job descriptions of all positions in the school system. Job descriptions are to be kept in a separate manual dedicated to that purpose and shall be available in the office of the superintendent during regular business hours.
* * * * * * *
Note: The reader is encouraged to check the index located at the beginning of this section for other pertinent policies and to review administrative procedures and/or f forms for related information.
Adopted: 08/18/1998
Revised: 06/17/2003
Chillicothe R-II School District, Chillicothe, Missouri

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FILE: GCB
Critical

PROFESSIONAL STAFF CONTRACTS AND COMPENSATION PLANS
The Board recognizes that attractive compensation plans -- which include adequate base salary, professional growth incentives and employee benefits -- are necessary to attract and hold highly qualified men and women to administer its schools and provide for an effective instructional program. The Board shall have final authority in determining the salary schedule and benefits for all teachers in the district.

The contracts of qualified professional personnel shall be in writing, including the consideration, and shall be dated when made. All consideration and performance shall be provided after the contract is executed. In accordance with the law, individual contracts will be issued to all certified employees. Teachers' contracts shall be made by order of the Board, shall specify the number of months school is to be taught and wages per month, and shall be signed by the teacher and president of the Board or a facsimile signature of the president may be affixed at his or her direction, and attested by the secretary by signature or facsimile. Every contract and modification shall be in duplicate, the original to be filed with the district, and a copy provided to the employee.

1. Probationary Contract

All teachers new to the district will be employed on a probationary contract for one year, and will continue on one-year probationary contracts until qualified for and awarded indefinite contract status. On or before April 15, the Board shall notify in writing probationary teachers whose contracts will not be renewed. Upon request the notice shall include a concise statement of the reason or reasons for non-renewal. Probationary teachers not notified before April 15 shall be employed for the next school year under the terms of the contract for the preceding year. Probationary teachers who are informed of re-election by written notice
shall be tendered a contract on or before May 15, and shall provide written notices of acceptance or rejection within 15 days of receiving the contract. Failure to provide notice within this period is a rejection of the Board's offer. Any teacher employed under a part-time contract by the district shall accrue credit toward permanent status on a prorated basis.

2. Indefinite Contract

Permanent teachers, as defined in § 168.104 (4), RSMo., will receive any modifications of the indefinite contracts, on or before May 15 of each year. These modifications may include:

a. Determination of the date of beginning and length of the next school year;

b. Fixing the amount of annual compensation for the following school year as
provided by the salary schedule adopted by the Board of Education, and applicable to all teachers. All affected teachers will be furnished written copies of the modifications within 30 days after their adoption by the Board.

3. Administrative Contract

All administrators shall serve in their administrative positions under a limited contract not to exceed three years. However, an administrator who has previously attained indefinite contract status as a teacher in the district retains that status as a teacher.

4. Certificated Teachers Ineligible for Tenure

The contracts of certificated teachers not eligible for tenure in their current positions shall meet the basic requirements of this policy for teachers and other certificated employees.
This section applies to assistant principals, principals, and other certificated employees in positions not eligible for tenure, except the superintendent. Such employees shall be notified in writing concerning re-employment on or before April 15 of the year in which the current contract expires. Failure to provide such notice constitutes re-employment in the same staff position and on the same terms as provided in the contract for the current fiscal year. The Board will present a contract to each employee notified of re-employment not later than May 15. Any such employee informed of re-election by written notice or tender of contract shall provide a written acceptance or rejection within 15 days, or shall be deemed to have rejected the offer.

5. Release from Contract
Any contract may be terminated at any time by mutual consent. Any request for release from contract by a professional staff member other than the superintendent shall be submitted in writing and directed to the superintendent. A teacher will not be released from contract unless a suitable replacement is available, and then only on conditions set forth in the Missouri Teacher Tenure Act. The Board may consider a release of contract for the following reasons:

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

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

c. Other Reasons -- Recognizing that the teacher's contract is a legal document which binds both the teacher and the Board, the Board's attitude shall generally be one of disapproval for requests of release of contract for reasons other than health or transfer of spouse. The Board will at all times hold the welfare of the students paramount during the consideration and deliberation of requests for release.
* * * * * * *
Note: The reader is encouraged to check the index located at the beginning of this section for other pertinent policies and to review administrative procedures and/or f forms for related information.
Adopted: 08/18/1998
Legal Refs: §§ 168.101 - .126, 70.220, 432.080, RSMo.
Mo. Const., Art. III, Sec. 39(3)
Chillicothe R-II School District, Chillicothe, Missouri

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FILE: GCBA
Critical

PROFESSIONAL STAFF SALARY SCHEDULES
Instructional Staff
An adequate salary schedule is necessary to secure new teachers who are personally competent and professionally well prepared, to encourage the professional growth of teachers while in service, and to retain the most competent teachers while in the school system. The Board of Education shall annually adopt a salary schedule having the following essential features:

A salary for those beginning in the system, which will be at or above the minimum salary established by state statute.
Annual increments shall be added for each school year of successful experience up to the limits provided by the schedule.

The superintendent of schools shall prepare salary schedules for approval of the Board of Education and implement the salary schedules adopted by the Board of Education. The superintendent may consult with staff members in preparing the salary schedules.

Administrative Staff
The Board will annually determine the salaries for the administrative staff.
* * * * * * *
Note: The reader is encouraged to check the index located at the beginning of this section for other pertinent policies and to review administrative procedures and/or f forms for related information.
Adopted: 08/18/1998
Legal Refs: §§ 163.172, 168.110 (2), RSMo.
Chillicothe R-II School District, Chillicothe, Missouri

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FILE: GCBA-R
Critical

PROFESSIONAL STAFF SALARY SCHEDULES
The following operational plan shall serve as implementing guidelines for the professional staff salary schedule adopted by the Board of Education:

1. The professional staff will be employed by the Board based on the recommendation of the superintendent.
2. Maintenance of the salary schedule is dependent on the local levy approvals and continued state financial support.
3. The minimum contract period for all full-time certificated personnel will be determined annually by the school district.
4. Experienced teachers who are new to the school district may receive full credit for previous experience. No one can advance more than one (1) step vertically and one (1) column horizontally per year. The salary a teacher will receive will be determined at the time the teacher contracts with the district, or by June 1 for tenured teachers. A teacher cannot progress on the salary schedule after entering into a contract for a school year, unless authorized in the contract.
5. In order to advance on the salary schedule for completion of additional college graduate hours, professional staff must receive approval by the administration prior to enrolling in the course.
6. Each teacher will be assigned one or more activities to sponsor without an increase in salary.
7. The Board of Education may recognize certification and teaching in high need areas on the salary schedule when it deems it necessary to secure or retain qualified personnel in any area where there is a shortage of qualified staff.
8. Teachers with extended contracts will be paid an additional amount for each month of extended employment. The additional amount will be established and approved by the Board.
9. The professional salary schedule does not apply to extra-duty contracts.
* * * * * * *
Note: The reader is encouraged to check the index located at the beginning of this section for other pertinent policies and to review administrative procedures and/or f forms for related information.
Adopted: 08/18/1998
Revised: 06/17/2003
Legal Refs: §§ 163.172, 168.110 (2), RSMo.
Mo. Const. Art. III, § 38(a), 39(3)
Chillicothe R-II School District, Chillicothe, Missouri

Portions © 2001 Missouri School Boards’ Association
For Office Use Only: GCBA-R.CHL (8/01)

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FILE: GCBDA
Critical

PROFESSIONAL STAFF SHORT-TERM LEAVES AND ABSENCES
The following leaves with pay will be accorded full-time professional staff employees:
1. Sick Leave -- Professional staff employees whose assignments call for 12 months of fulltime employment will be entitled to ten (10) days of sick leave. Professional staff employees whose assignments call for full-time employment only during the regular school term will be entitled to ten (10) days of sick leave. Unused sick leave will be cumulative to 110 sick leave days. An absence of over one (1) through four (4) hours shall be counted as a half-day of sick leave.

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

a. Illness, temporary disability or permanent disability of the employee. The Board reserves the right to require a physician's certification attesting to the illness or disability of the claimant and/or inclusive dates of the employee's incapacitation if the absence is for more than ten (10) consecutive days. FMLA health certification procedures apply to FMLA-qualifying absences, even if such absences are paid sick leave. The district need not wait ten (10) days before requesting an FMLA Certification of Health Care Provider form in conjunction with a preliminary designation that FMLA applies to an absence.

b. Illness or injury to a member of the immediate family. The Board defines "immediate family" to include spouse, parents, children, mother-in-law, father-in-law, grandparents, grandchildren, brothers and sisters of an employee or employee's spouse. (Note: "Family" for FMLA purposes is more limited.)

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

d. Bereavement leave to attend a funeral of any person regardless of whether or not they were an immediate family member.

A district employee shall not be entitled to use sick days during the period the employee receives Workers' Compensation for time lost to work-related incidents.

Any certificated employee who is a member of a retirement system shall remain a member during any period of leave under sick leave provisions of the district or under Workers' Compensation. The employee shall also receive creditable service credit for such leave time if the employee makes contributions to the system equal to the amount of contributions that he or she would have made had he or she been on active service status.

2. Personal Leave -- When a faculty member accumulates 0-50 days of sick leave, he/she will have two (2) personal days per school year to be used from his/her accumulated sick leave; and when a faculty member accumulates over 50 days of sick leave, he/she will have three (3) personal days per school year to be used from his/her accumulated sick leave. Leave will not be granted for an employee due to adverse weather conditions.

Whenever possible, it is expected that requests for leave will be made in writing to the designated administrator at least 48 hours in advance of the time leave is requested. However, 30 days' notice is required by law if the leave qualifies as FMLA leave. The administrator will respond promptly to the employee's written request. A district employee shall not be entitled to use personal leave days during the period the employee received Workers' Compensation for time lost to work-related incidents.

3. Jury/Witness Duty – All employees who are selected for petit jury service and/or are subpoenaed as witnesses in a court proceeding will:
a. Be required to notify their principal and superintendent of this service;
b. Be paid at their regular daily rate;
c. Not be charged for sick leave.
d. Be required to assign their jury duty pay vouchers to the school district.

4. Vacation -- All professional staff employed on a 12-month basis will receive two (2) weeks of vacation per year. An employee must submit a written request for vacation to the superintendent and receive written authorization before taking vacation days. If the employee's absence may disrupt district operations, the superintendent has the discretion to deny a request for vacation or to limit the time of year the employee may take his or her vacation. A district employee shall not be entitled to use vacation days during the period the employee receives Workers' Compensation for time lost to work-related incidents.

5. Holidays -- Professional staff should refer to the annual school calendar, which is subject to revision by the School Board.

6. Professional Leave -- Teachers may be granted professional leave upon the approval of the superintendent. Professional leave must be arranged well in advance, and is not considered personal leave.

7. Military Leave -- The Board shall grant military leave as required by law.

8. Election Leave -- Any employee who is appointed as an election judge pursuant to state law may be absent on any election day for the period of time required by the election authority. The employee must notify the district at least seven (7) days prior to any election in which the employee will serve as an election judge. No employee will be terminated, disciplined, threatened or otherwise subjected to adverse action based on the employee's service as an election judge.

9. Leave to Vote -- Employees who do not have three (3) successive hours free from work while the polls are open will be granted a leave period of three (3) hours for the purpose of voting. Requests for such leave must be made prior to election day, and the employee's supervisors will designate when during the workday the leave should be taken. Any employee who properly requests leave to vote and uses the leave for that purpose will not be subject to discipline, termination or loss of wages or salary.

Pregnancy, Childbirth and Adoption Leave
A pregnant employee shall continue in the performance of her duties as long as she is able to do so and as long as her ability to perform duties is not impaired, based on medical opinion. The employee may use accrued sick leave, personal leave or vacation leave during periods of pregnancy-related disability and, if necessary, an unpaid leave of absence to begin at the time recommended by her physician. The employee shall return to duty when she is physically able, based on medical opinion, except that this paragraph creates no rights extending beyond the contracted period of employment.

Pregnant employees shall be treated the same as other employees who are similar in their ability or inability to work for all purposes under this policy.

An employee who is the primary caretaker of an adopted child will be provided the same leave opportunities afforded employees for pregnancy-related leave for the purpose of arranging for the child's placement or caring for the child after placement.

An employee must notify the district of the need for and anticipated duration of the leave at least 30 days before leave is to begin, if foreseeable. If 30 days' notice is not practicable, the employee must give as much notice as possible.

These rules are subject to preemption by the FMLA as necessary for FMLA-eligible employees.

Family/Medical Leave
Family and Medical Leave Act cases will be administered in accordance with federal law. For all FMLA purposes, the district adopts a 12-month leave year beginning on July 1 and ending the following June 30. All eligible employees are entitled to family/medical leave for a period not to exceed 60 work days per leave year. When an employee has an absence (taken as paid or unpaid leave) AND the absence meets the criteria to be an FMLA-qualified absence, the district may designate such absence as part of the employee’s total annual FMLA entitlement. If any employee is on a Workers’ Compensation absence due to an injury or illness that would also qualify as a serious health condition under the FMLA, the same absence may also be designated as FMLA-qualifying and charged against the employee’s FMLA-protected time entitlement. The district shall apply paid leave, including sick leave, personal leave and vacation time, to an FMLA absence to the extent allowed by law, giving proper notice to the employee. If an employee’s accrued paid leave is exhausted but an FMLA-qualifying reason for absence persists, or a new FMLA-qualifying reason for absence occurs, the resulting absences will continue to be protected FMLA leave until the aggregate of 12 work weeks of designated FMLA leave has been reached, but such absences will be unpaid.

Employees who take leave without pay under the provisions of this section shall be entitled to continued participation in the district’s health plan. However, an employee who fails to return to work after the expiration of his or her allowed leave time will be expected to reimburse the district for those benefits paid, as required by law.

To be eligible for unpaid family/medical leave, the employee must have:

1. Been employed in the district for at least 12 months (but not necessarily consecutively), and
2. Been employed for at least 1,250 hours of service during the 12-month period immediately preceding the leave (full-time teachers are deemed to meet this requirement), and
3. Given at least a 30-day notice for foreseeable circumstances. FMLA-qualified leave includes the following reasons:
1. Birth and first-year care of the employee’s child.
2. Adoption or foster placement of a child with the employee.
3. Serious health condition of the employee or the employee’s spouse, child or parent.

Additional Provisions -- Leave for Health-Related Reasons
The district reserves the right to require certification of the serious health condition of the employee or employee’s family member. Employees on FMLA-designated leave must periodically report on their status and intent to return to work. The district may also require that an employee present a certification of fitness to return to work.

FMLA leave may be taken intermittently as required for the health of the employee or family member or as reduced schedule leave in hourly increments. Under circumstances allowed by law, the district may require instructional employees who request intermittent leave due to medical reasons to take block leave or to find an alternative placement for the period of planned medical treatment. However, if the intermittent leave equals more than 20 percent of instructional time, special rules apply as set forth by law. When an instructional employee on FMLA leave is scheduled to return close to the end of a school term, the district may elect to use a special rule to prolong the employee’s leave until the beginning of the next school term, thus extending the
leave beyond the period where an FMLA-qualifying reason exists. In such an instance, the prolonged leave time is unpaid and is not charged against the employee’s annual FMLA entitlement. In cases where the special rules for instructional employees apply, the superintendent may apply those special rules or the general FMLA rules as better serves the interest of the district.

Notice
Information concerning the employee's rights under this act will be posted in accordance with law and will be provided in any employee handbooks that are distributed. For any employee who is not eligible for the FMLA leave, including any employee who has exhausted available FMLA time, requests for leave and the use of benefits time shall proceed according to the district’s established policies, and the procedural requirements of the FMLA shall not apply where they are not mandated by law.
* * * * * * *
Note: The reader is encouraged to check the index located at the beginning of this section for other pertinent policies and to review administrative procedures and/or f forms for related information.
Adopted: 08/18/1998
Revised: 06/17/2003
Cross Refs: DLB, Salary Deductions
Legal Refs: §§ 105.102, .270, .271, 115.639, 168.122, 169.595, RSMo.
Title VII, Civil Rights Act of 1964 as Amended by the Pregnancy Discrimination
Act, 42 U.S.C. § 2000 e(k)
29 C.F.R. § 1604.10
Family and Medical Leave Act of 1993, 29 U.S.C. §§ 2611-2619
Aubuchon v. Gasconade County R-1 School Dist., 541 S.W.2d 322 (Mo.App.
1976)
Stewart v. Bd. of Ed. of Ritenour, 574 S.W.2d 471 (Mo.App. 1978)
Willis v. School Dist. of Kansas City, 606 S.W.2d 189 (Mo.App. 1980)
Chillicothe R-II School District, Chillicothe, Missouri

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FILE: GCBDAA
Basic

PROFESSIONAL STAFF SICK LEAVE POOL
Purpose
The sick leave pool is a voluntary group regulated by the Chillicothe R-II Sick Leave Pool Committee which seeks to partially meet the needs of its members in times of serious illness or accident necessitating extended absence from work during the contracted employment period after leave is used up. It is not designed for brief absences, death or business.

Membership
Membership is limited to certified personnel who voluntarily contribute to the pool and maintain membership by observing the requisite conditions.

Enrollment and Contributions
To be part of the pool, each certified employee of the school district who has sick leave benefits will contribute one (1) day of annual sick leave. One (1) day may be contributed by each employee during each subsequent year, except when the sick leave pool committee determines a sufficient number of days have accumulated in the pool for a year's operation. An employee may waive the first year but must join the second year and donate a total of three (3) days to the pool if the first year is waived.

New members to the district must donate one (1) day for three (3) years for a total of three (3) days to be a part of the pool. A new member may waive one (1) year but must join the second year of employment and must donate a total of three (3) days (one day for three years).

The committee may recommend that the pool be replenished if necessary. If the total number of pool days is reduced to 100 days, the pool committee may require all members to donate one (1) day during the school year or at the end of the school year. Members shall be given written notice of the requirement for the need of the additional donation. If a member has no days remaining to contribute, his/her contribution may be delayed until the beginning of the following year. A member who has unused sick leave and has the maximum number of accumulated sick leave days may volunteer to give those days to the pool at the end of the school year with the approval of the committee.

Termination of a staff member's service in the district automatically terminates membership in the sick leave pool. Contributed sick leave is non-refundable and remains in the sick leave pool.

Benefits
A member may be eligible to draw from the pool after using all accumulated sick leave and after being off work three (3) consecutive school days without pay. The member shall submit an application to the committee requesting withdrawal of days from the pool.

Requirements
The following requirements will be instituted for each application, regardless of whether or not the employee had previously drawn on the sick leave pool during the school year:

1. The three-day penalty will be assessed only once per illness, even if the member has returned to work in the interim. However, the member must again supply a letter from the physician stating that the absence was caused by the continuation of the same illness.

2. Maternity leave will not be eligible from the pool; however, applications to the pool for complications during pregnancy will be voted on by the committee.

3. Cosmetic surgery, unless made necessary by an accident, will not be covered by this plan.

4. The period of time covered by any one (1) withdrawal from the sick leave pool would be limited to the remaining part of that year's contract period. Reapplication the following year will be considered.

Leave from the pool will be granted, to the extent the employee has FMLA eligibility remaining and in fact remains eligible, without certification requirements other than those provided by the FMLA, when the employee is on protected leave under the FMLA due to the serious health condition of the employee that makes the employee unable to perform the functions of his or her job, to the same extent the employee could apply his or her own sick leave to the absence under Policy GCBDA.

Sick Leave Pool Committee
The Sick Leave Pool Committee shall consist of one (1) faculty member from each attendance center (Grand River Technical School, Chillicothe High School, Chillicothe Middle School, Central Accelerated School, Field Elementary, Dewey Elementary and Garrison Elementary) and one (1) administrator. These elected members shall serve for two-year terms. The initial committee will draw for one- or two-year terms with subsequent members elected yearly at the appropriate building. The administrator shall serve as committee chairperson.

The Sick Leave Pool Committee will be responsible for reviewing applications for withdrawal of sick leave pool days and determining the eligibility of the request by a simple majority vote. The committee will be responsible for monitoring the status of the sick leave pool and shall provide reports as necessary including a year end report to the membership. The committee has the right to recommend amendments to the policy.

Procedures
When a member needs to draw from the sick leave pool, the member will need to submit an application to the Sick Leave Pool Committee requesting withdrawal of days from the pool. All applications must be in writing and shall be screened by the committee for approval or rejection. In addition, the member may be required to submit a letter from a physician stating the nature of the illness and that the applicant is unable to work due to said illness. The committee may ask the member to get a second opinion at the member's expense.

All applications will be turned into the Sick Leave Pool Committee chairperson and will be reviewed by the committee within seven (7) working days from the date received. The applicants will be notified in writing as soon as possible of the committee’s decisions.

Eligibility of days that may be withdrawn shall be based on years of experience in the Chillicothe R-II School District. The following scale will be used:
Level 1 (1-5 Years Experience): 15 days
Level 2 (6-10 Years Experience): 30 days
Level 3 (11-15 Years Experience): 60 days
Level 4 (15+ Years Experience): 90 days

Appeal Process
In the event the committee denies a request, the member may appeal the decision of the committee by requesting a personal meeting with the committee to discuss the request. If this request is still denied, the member may request a meeting with the superintendent and the Board of Education at the next regular Board meeting to discuss the request. The decision of the Board of Education shall be final.

Amendments
Changes in regulations governing operation of the sick leave pool shall be approved by a majority of the members and shall be subject to approval by the Board of Education. Members of the pool may recommend amendments to the sick leave pool policy.

Dissolution of Sick Leave Pool
In the event the sick leave pool is terminated, the remaining days in the pool shall be distributed on a prorated basis by amount of individual contribution to all current members of the sick leave pool at that time. The dissolution of the sick leave pool can be initiated by either a majority of the current members of the pool or the Chillicothe R-II Board of Education.
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Note: The reader is encouraged to check the index located at the beginning of this section for other pertinent policies and to review administrative procedures and/or f forms for related information.
Adopted: 12/15/1998
Revised: 06/17/2003
Chillicothe R-II School District, Chillicothe, Missouri

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FILE: GCBDB
Critical

PROFESSIONAL STAFF LONG-TERM LEAVES AND ABSENCES
The Board of Education recognizes that the personal welfare and the professional growth of its employees may require occasional extended absences from duty. Therefore, the Board may grant the following long-term leaves of absence under specified conditions.

Sabbatical Leaves of Absence
The Board of Education may grant sabbatical leaves of absence to certificated employees for further professional study at the graduate level under the following conditions:

1. The leave of absence shall be based upon an application by the employee and the recommendation of the superintendent of schools, and shall not be granted for a period longer than one (1) year.

2. The applicant shall have been a certificated employee of the school district for not less than six (6) consecutive years immediately preceding the application.

3. The teacher shall request the leave 90 calendar days prior to the end of the school year preceding the leave period.

4. The Board of Education will not grant a sabbatical leave of absence unless the district is able to find a satisfactory replacement for the teacher.

5. The number of leaves granted in any one (1) year shall be left to the discretion of the Board of Education.

6. Upon the staff member's return to the school system, the employee shall be reinstated at the proper position on the salary schedule, losing only that time during which regular duties were not performed. The Board retains the right to reassign the teacher.

7. The leave of absence shall be without pay or benefits by the school district.

Military Leaves of Absence

The Board of Education will grant military leave as required by law and as described in Board policy.

1. Pursuant to federal law, employment and re-employment rights shall be maintained for periods of service up to five (5) years or more as required by statute.

2. Pursuant to state law, employees taking military leave are entitled to up to 120 hours of paid leave for military duty. Pay will only be available for hours of military leave that occur at a time when the employee would otherwise have been required to be at work.

3. Leaves for military service will not be counted as continuous full-time service when computing tenure but shall not impair tenure previously acquired nor affect any credit toward tenure previously earned.

4. After initial employment with the district, time spent on military leave shall be counted in determining placement on the salary schedule.

One-Year General Leaves of Absence
The Board of Education may grant a one-year general leave of absence for reasons other than the continuation of professional study -- for example, illness, childrearing, adoption, military or other personal reasons. If applicable, the provisions of the Family and Medical Leave Act (FMLA) will be followed as required by law.

General leaves are subject to the following conditions:

1. The leave of absence shall be based upon application by the teacher; it shall coincide with the school year and not be for a period of more than one (1) year. Leaves will not be counted as continuous full-time service when computing tenure but shall not impair tenure previously acquired, nor affect any credit toward tenure previously earned.

2. The applicant shall have been a certificated employee of the school district for not less than six (6) consecutive years immediately preceding the application.

3. The teacher shall request the leave 90 calendar days prior to the end of the school year preceding the leave period.

4. The Board of Education shall be able to make satisfactory arrangements for the performance of the ordinary duties of the applicant during the period for which the leave of absence is requested.

5. The number of leaves granted in any one (1) year shall be left to the discretion of the Board of Education.

7. The leave of absence shall be without pay or benefits by the school district.

Extended Maternity Leave
The Board of Education may grant an extended maternity leave of absence for the purpose of child rearing. This leave is subject to the following conditions.

The leave of absence shall be based upon application by the employee. The application must be made at least eight (8) weeks prior to the anticipated birth date of the child. The leave request may be for the remainder of the school year in which the child is born plus the following school year. A child born or adopted between school terms shall be considered born or adopted during the previous school year. An employee requesting leave under this policy may not return in mid-year. In cases involving adoption of a child, the eight-week notice requirement can be waived.
An employee must have been employed by the school district for three (3) full years prior to requesting such leave.

If an employee elects to request a leave of absence under this policy, the leave shall be unpaid and that unpaid leave shall commence at the birth or adoption of the child. Any absence prior to the birth of the child would be covered under the district sick leave policy.

Upon the staff member’s return to the school system, the employee will be reinstated in a position for which they are certified. For a noncertificated position, the employee will be reinstated in a position that carries an equal number of hours and a like salary to the position they were employed prior to the leave.
Employees will retain all unused sick leave but will not be credited with additional leave during their absence. Employees may elect to continue to participate in the district insurance program at their own expense. The premium rate will be that rate established by the third party administrator for those who qualify under the provisions of COBRA legislation.
Employees must notify the superintendent in writing of the intent to return prior to March 1 of their full year of leave under this policy. Failure to notify the superintendent by that date will constitute resignation from their position.

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Note: The reader is encouraged to check the index located at the beginning of this section for other pertinent policies and to review administrative procedures and/or f forms for related information.
Adopted: 08/18/1998
Revised: 06/17/2003
Legal Refs: §§ 105.270,.271, 168.122, 169.595, RSMo.
16 C.S.R. 10-4.014
Uniformed Services Employment and Re-employment Rights Act of 1994
(USERRA), 38 U.S.C. §§ 4301 - 4333
Chillicothe R-II School District, Chillicothe, Missouri

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FILE: GCD
Critical

PROFESSIONAL STAFF RECRUITING AND HIRING
Because an effective educational program requires quality staff members, the Board and the administration of the Chillicothe R-II School District will make every effort possible to attract and retain the best-qualified personnel. The Board of Education will employ personnel in accordance with law.

The district's hiring procedures will comply with all federal and state laws, including laws prohibiting discrimination. The district is an equal opportunity employer. The district hires only citizens of the United States and persons who are legally authorized to work in the United States.

Recruiting
Efforts will be made to recruit the best-qualified candidate for the position. New or vacant positions will be posted for at least five (5) business days in the district's buildings and publicized externally by other means as determined appropriate by the superintendent or designee. However, if the superintendent or designee determines that it would be detrimental to wait five (5) business days or that a longer period is necessary, the position will be advertised for as many days as is appropriate. Further, if the same or similar position was recently advertised, the superintendent or designee may utilize applications previously received without re-advertising the position. Recruitment procedures will not overlook the talents and potential of individuals already employed by the school district. Any current, qualified employee meeting the stated requirements may apply for positions in the district.

All requests for information concerning professional staff vacancies in the district shall be directed to the superintendent or designee. Persons interested in positions in the district must complete a formal application and provide all necessary information requested by the superintendent or designee. The superintendent or designee shall conduct interviews, review references, process background checks and obtain other information as deemed necessary.

Hiring
A position other than the superintendent's position will be filled by the Board of Education only after receiving the recommendation of the superintendent or designee. It is the policy of the Board of Education to employ highly qualified teachers with the appropriate teaching certificates. In making recommendations, the superintendent or designee shall give first consideration to applicants who, in addition to proper general education qualifications, have special training and other qualifications for the particular type of vacancy to be filled. If a candidate is not acceptable to the Board, the superintendent or designee should recommend another candidate.

All applicants will be promptly notified once a decision has been made on the position. As required by law, non-tenured professional staff will receive written notice on or before April 15 if they will not be re-employed for the following school year.

A spouse of a Board member will only be hired to fill a vacant or new position if the position has been advertised in accordance with this policy and if the superintendent has submitted a written recommendation supporting the employment of the spouse. If the spouse of a Board member is hired, the names of all applicants for that position as well as the name of the individual hired will be included in the appropriate Board minutes.

If the district determines that it has a shortage of certificated teachers, the district may hire retired certificated teachers receiving retirement benefits from the Public School Retirement System to teach full time for up to two (2) years without loss of benefits to the teacher, if the district meets the requirements set by state law. The district may only hire retired teachers under this program if it has:

Made a good-faith effort to fill positions with candidates who have not retired.
Not offered early retirement incentives for either of the previous two (2) years.
Posted the vacancy for at least one (1) month and solicited applications through local newspapers, other media or teacher education programs.
Determined that there is an insufficient number of eligible applicants.
Declared a critical shortage of certificated teachers that is active for one (1) year.

The total number of retired teachers hired under this section cannot exceed at any one (1) time the lesser of ten (10) percent of the total teacher staff in the district or five (5) certificated teachers.

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Note: The reader is encouraged to check the index located at the beginning of this section for other pertinent policies and to review administrative procedures and/or f forms for related information.
Adopted: 08/18/1998
Revised: 01/18/2000; 07/20/2004
Cross Refs: AC, Nondiscrimination and Anti-Harassment
DD, Grants
Legal Refs: §§ 162.301, 168.101-.130, .303, 169.331, .596, 213.010, .055, .070, 290.400,
.410, RSMo.
Immigration Reform and Control Act of 1986, § 8 U.S.C. 1324a
Title IX of the Education Amendments of 1972, 20 U.S.C. § 1681
Fair Labor Standards Act, Equal Pay Provisions, 29 U.S.C. § 206(d)
Age Discrimination in Employment Act, 29 U.S.C. §§ 621 - 634
Rehabilitation Act of 1973, 29 U.S.C. § 794
Family and Medical Leave Act, 29 U.S.C. § 2615
Title VI of the Civil Rights Act of 1964, 42 U.S.C. §§ 2000d - 2000d-7
Title VII of the Civil Rights Act of 1964, 42 U.S.C. §§ 2000e -2000e-17
Age Discrimination Act of 1975, 42 U.S.C. §§ 6101 - 6107
Americans with Disabilities Act, 42 U.S.C. §§ 12101 - 12213
Chillicothe R-II School District, Chillicothe, Missouri

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FILE: GCE
Critical

PART-TIME AND SUBSTITUTE PROFESSIONAL STAFF EMPLOYMENT
Part-Time Teachers
Part-time teachers shall meet the qualifications required of full-time teachers in the district, as well as the requirements for teachers under state law and/or state regulations. Part-time teachers must satisfactorily complete the same background checks and screenings required of full-time teachers by the district.

The contracts of all professional staff employed on a regular part-time basis must explicitly state the percentage of full-time employment (FTE) that the employee is contracted to work so that the district may accurately calculate the accumulation of tenure.

Job Sharing
The district may employ classroom teachers through a job-sharing arrangement. Classroom teachers in a job-sharing position shall receive paid legal holidays and paid leave applicable to all classroom teachers on a pro-rata basis.

A job-sharing position shall mean any position requiring employment of at least 17 and no more than 20 hours per week on a regular basis, requiring at least 70 percent of time spent in classroom instruction and that is shared with one (1) other employee.

Previously Retired Teachers
Any person retired and currently receiving a retirement allowance other than for disability under the Missouri Public School Retirement System may be employed in any capacity on either a part-time or temporary/substitute basis not to exceed a total of 550 hours in any one (1) school year and, through such employment, may earn up to 50 percent of the annual compensation payable under the employing district's salary schedule for the position or positions filled by the retiree, given such person's level of experience and education, without a discontinuance of the person's retirement allowance.

If the position in question is not subject to the district's salary schedule, an employed retiree may earn up to 50 percent of the annual compensation paid to the person or persons who last held such position or positions. If the position or positions did not previously exist, the compensation limit shall be determined in accordance with rules of the Board of Trustees of the retirement system provided that it shall not exceed 50 percent of the annual compensation payable for the position in the school district that is most comparable to the position filled by the retiree. In any case where a retiree fills more than one (1) position during the school year, the 50 percent limit on permitted earnings shall be based on the annual compensation of the highest paid position occupied by the retiree for at least one-fifth of the total hours worked during the year. Such a person shall not contribute to the retirement system or to the Nonteacher School Employee Retirement System because of earnings during such period of employment.

A retired teacher may be employed for more than 550 hours, but this will result in a new retirement account being established pursuant to law, and he or she shall not be eligible to receive his or her retirement allowance for any month during which he or she is so employed.

Substitute Teachers
All substitute teachers must be certified by the Department of Elementary and Secondary Education (DESE) through an application submitted by the school district seeking to employ the person as a substitute. All applications to serve as a substitute teacher for the district and applications for a Substitute Certificate of Lic