CALDWELL SCHOOL DISTRICT EMPLOYEE HANDBOOK

CALDWELL SCHOOL DISTRICT NO. 1502 Fillmore St., Caldwell, Idaho

Reviewed by Board of Trustees on 7/8/2019

CALDWELL SCHOOL DISTRICT

EMPLOYEE HANDBOOK

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Table of Contents 
DIRECTORY INFORMATION .......................................................................................................................... 3 
SCHOOLS ....................................................................................................................................................... 4 
SECTION I ...................................................................................................................................................... 5 
INTRODUCTION ............................................................................................................................................ 5 
1-A  CONFIDENTIALITY AGREEMENT ................................................................................................... 5 
SECTION II ..................................................................................................................................................... 6 
EMPLOYMENT .............................................................................................................................................. 6 
2-A  EMPLOYMENT CATEGORIES ......................................................................................................... 6 
2-B  AT-WILL STATUS ............................................................................................................................ 6 
2-C  EQUAL EMPLOYMENT OPPORTUNITY .......................................................................................... 6 
2-D  INDIVIDUALS WITH DISABILITIES ................................................................................................. 6 
2-E  IMMIGRATION LAW COMPLIANCE ............................................................................................... 7 
2-F  NEPOTISM ...................................................................................................................................... 7 
SECTION III .................................................................................................................................................... 8 
RECRUITMENT AND HIRING PROCEDURES .................................................................................................. 8 
3-A  VACANCIES AND TRANSFERS ........................................................................................................ 8 
3-B  EMPLOYMENT APPLICATIONS ...................................................................................................... 8 
3-C  HIRING PROCESS ........................................................................................................................... 8 
3-D  INFORMATION ON PAST JOB PERFORMANCE ............................................................................. 9 
3-E  FINGERPRINTING/CRIMINAL BACKGROUND CHECK .................................................................... 9 
3-F  IDENTIFICATION BADGES .............................................................................................................. 9 
3-G  PERSONNEL INFORMATION........................................................................................................ 10 
SECTION IV .................................................................................................................................................. 11 
EMPLOYEE CONDUCT AND WORK RULES .................................................................................................. 11 
4-A EMPLOYEE CONDUCT................................................................................................................... 11 
4-B BULLYING ...................................................................................................................................... 12 
4-C DRUG AND ALCOHOL FREE WORKPLACE .................................................................................... 13 
4-D TOBACCO FREE WORKPLACE ....................................................................................................... 13 
4-E FRAUD PREVENTION AND INVESTIGATION ................................................................................. 13 
4-F SEXUAL HARASSMENT ................................................................................................................. 14 
4-G ATTENDANCE AT WORK .............................................................................................................. 15 
4-H DRESS CODE ................................................................................................................................. 16 

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4-I PERSONAL RELATIONSHIPS IN THE WORKPLACE ......................................................................... 16 
4-J PERFORMANCE APPRAISALS ........................................................................................................ 16 
4-K RESOLVING WORKPLACE ISSUES ................................................................................................. 17 
4-L DISTRICT PURCHASES ................................................................................................................... 17 
4-M USE OF PERSONAL ELECTRONIC DEVICES DURING SCHOOL ..................................................... 17 
4-N USE OF COMPUTER SYSTEMS AND ELECTRONIC MAIL .............................................................. 17 
4-O SOCIAL NETWORKING ................................................................................................................. 20 
4-P USE OF BULLETIN BOARDS ........................................................................................................... 21 
4-Q WHITSTLEBLOWER RESPONSIBILITY AND PROTECTION ............................................................ 21 
SECTION V ................................................................................................................................................... 22 
TIMEKEEPING AND PAYROLL ..................................................................................................................... 22 
5-A PAYDAYS ...................................................................................................................................... 22 
5-B DIRECT DEPOSIT ........................................................................................................................... 22 
5-C WORK SCHEDULES AND BREAKS ................................................................................................. 22 
5-D OVERTIME AND TIME REPORTING .............................................................................................. 22 
SECTION VI .................................................................................................................................................. 23 
LEAVE INFORMATION ................................................................................................................................ 23 
6-A SICK LEAVE ................................................................................................................................... 23 
6-B PERSONAL LEAVE ......................................................................................................................... 23 
6-C VACATION LEAVE ......................................................................................................................... 23 
6-D FAMILY MEDICAL LEAVE .............................................................................................................. 23 
6-E SICK LEAVE BANK .......................................................................................................................... 24 
6-F BEREAVEMENT LEAVE .................................................................................................................. 24 
6-G MILITARY LEAVE ........................................................................................................................... 24 
6-H JURY DUTY.................................................................................................................................... 25 
SECTION VII ................................................................................................................................................. 26 
INSURANCE BENEFITS................................................................................................................................. 26 
7- A ELIGIBILITY ................................................................................................................................... 26 
7- B BENEFITS ...................................................................................................................................... 26 
SECTION VIII ................................................................................................................................................ 27 
WORKPLACE SAFETY .................................................................................................................................. 27 
8-A WORKERS COMPENSATION BENEFITS ........................................................................................ 27 
8-B INCLEMENT WEATHER AND EMERGENCY CLOSURE ................................................................... 28 

DIRECTORY INFORMATION

BOARD OF TRUSTEES

Zone 1 Lisa Bevington lbevington@caldwellschools.org

Zone 2 Tom Briten, Vice Chair tbriten@caldwellschools.org

Zone 3 Travis Manning [email protected]g

Zone 4 Charles Stout, Board Chair cstout@caldwellschools.org

Zone 5 Marisela Pesina [email protected]

Clerk Keely Cheney [email protected]

DISTRICT OFFICE ADMINISTRATIVE STAFF

1502 Fillmore St., Caldwell, Idaho (208) 455-3300

SUPERINTENDENT OF SCHOOLS Dr. N. Shalene French

Administrative Assistant/Receptionist Keely Cheney

BUSINESS OFFICE CURRICULUM AND ASSESSMENT

Chief Financial Officer April Burton Chief Academic Officer Jodie Mills

HR/Payroll Specialist Cheryl Sanderson Administrative Assistant Dawn Jensen

Accounting Assistant Lisa Hammer

HUMAN RESOURCES MIGRANT SERVICES

Director Patti Wade Coordinator Tamara Lawson

Administrative Assistant Tina Basaldua Clerk Delores Madrigal

Payroll Coordinator Tina Giannini Clerk Maribell Urieta-Franco

Benefits Coordinator Elsa Leon

SPECIAL SERVICES LIMITED ENGLISH PROFICIENCY

Director Chynna Hirasaki Coordinator Shani Cummins

Administrative Assistant Sylvia Garcia

Data Entry Clerk Supervisor Kathy Townsend

Data Entry Clerk Sandra Gallegos PUBLIC INFORMATION

Data Entry Clerk Dominique Pacheco Director Allison Westfall

Medicaide Coordinator Marci Kielman

MAINTENANCE (208) 459-8295 CHILD NUTRITION (208) 455-3331

Director Bernie Carreira Director Bonnie Ramsey

Administrative Assistant Brittish Sullivan Administrative Assistant Sara Quimby

IT SERVICES (208) 455-4463

Director Caleb Shore

Administrative Assistant Patty Arias

SCHOOLS

Elementary Schools

Lincoln Elementary

Richard Jamison, Principal

1200 Grant St.

208-455-3321

Lewis & Clark Elementary

Matthew McDaniel, Principal

1102 Laster St.

208-455-3345

Wilson Elementary

Tabitha Bruegeman, Principal

400 E. Linden St.

208-455-3313

Washington Elementary

Joshua Hackenberg, Principal

2918 Washington Ave.

208-455-3317

Sacajawea Elementary

Paul Webster, Principal

1710 N. Illinois Ave.

208-455-3333

Van Buren Elementary

Melissa Langan, Principal

3115 Marble Front Rd.

208-455-3326

Middle Schools

Syringa Middle School

Shay Swan, Principal

1100 Willow St.

208-455-3305

Jefferson Middle School

Meghan Wonderlich, Principal

3311 S. 10

Ave.

208-455-3309

High Schools

Caldwell High School

Anita Wilson, Principal

3401 S. Indiana Ave.

208-455-3256

Canyon Springs High School

Christine McMillen, Principal

Alternative High School

516 N. 11

St.

208-455-3325

SECTION I

INTRODUCTION

This handbook is designed to acquaint you with the Caldwell School District (CSD) and provide

information about working conditions, employee benefits, and some of the provisions affecting

your employment. You must read, understand, and comply with all provisions of this handbook.

It describes many of your responsibilities as an employee and outlines the programs developed

by the CSD to benefit employees. It is our objective to provide a work environment that is

conducive to both personal and professional growth.

This handbook is intended for all employees except for as noted in specific sections. Some

provisions of this handbook may not be applicable to employees designated as exempt status

according to federal and state wage and hour laws. Such provisions will be noted in applicable

sections.

No employee handbook can anticipate every circumstance or question. As the CSD continues to

grow, the need may arise, and the CSD reserves the right, to revise, supplement, or rescind any

provision or portion of the handbook, as it deems appropriate, at its sole and absolute discretion,

with or without notice. The most current version will supersede all others.

Any policy of the Caldwell School District or state statute inconsistent with terms or provisions

of this handbook shall be controlling over the conflicting term or provision of this handbook.

This handbook does not, in any manner, change the employment relationship between the

employee and the District. This handbook does not create a contractual relationship nor does

this handbook create an expectation of continued employment. Our employment at-will

provision for classified, non-contracted employees permits you or the CSD to end our relationship

for any reason at any time.

1-A CONFIDENTIALITY AGREEMENT – ALL EMPLOYEES

Employees of CSD may be exposed to information, including personnel and student records,

which is confidential and/or privileged and proprietary in nature. Such information must be

kept confidential both during and after employment. Unauthorized disclosure of confidential or

privileged information is a serious violation that may be subject to disciplinary action, including

termination.

SECTION II

EMPLOYMENT

2-A EMPLOYMENT CATEGORIES

It is the intent of the CSD to clarify the definition of employment classifications so that employees

understand their employment status and benefit eligibility. These classifications do not

guarantee employment for any specified period of time. Accordingly, the right to terminate the

“at will” employment relationship is retained by both the employee and the CSD.

Each employee is designated as either NONEXEMPT or EXEMPT from federal and state wage and

hour laws. NONEXEMPT employees are entitled to overtime pay under the specific provisions of

federal and state laws. EXEMPT employees are excluded from specific provisions of federal and

state wage and hour laws. An employee’s EXEMPT or NONEXEMPT classification may be changed

only upon notification by the CSD.

Each employee is also designated as CERTIFICATED, CLASSIFIED or ADMINISTRATIVE. Every

person employed as a CERTIFICATED or ADMINSTRATIVE employee is EXEMPT. CLASSIFIED

employees are NONEXEMPT employees.

2-B AT-WILL STATUS

CLASSIFIED, NONEXEMPT employees are at-will employees with no property rights in their

employment. Classified employees are not entitled to any expectations of future employment

with the District. The CSD may terminate the at-will classified employment relationship at any

time, with or without notice or cause. The CSD will comply with all applicable federal or state law

when making employment termination decisions.

Certificated professional employees (CPEs) may be addressed pursuant to applicable statute,

standard state contract and/or the applicable Master Agreement between the District and

Caldwell Education Association and do not fall into the at-will category.

Reference: Policy 471

2-C EQUAL EMPLOYMENT OPPORTUNITY

CSD provides equal employment opportunities (EEO) in all its employment practices to all

employees and applicants for employment without regard to race, color, national origin, gender,

sexual orientation, gender identity, religion, age, disability, marital status, military status or any

other category protected by federal, state, or local laws.

2-D INDIVIDUALS WITH DISABILITIES

The CSD will not discriminate against employees and/or candidates for employment based on a

disability. All employees must be able to perform the essential functions of the position for which

they are employed. In the event an employee believes that reasonable accommodations are

necessary, he/she must submit the request in writing to the Superintendent/designee.

The CSD will make reasonable accommodations for qualified individuals with known disabilities

unless doing so would result in an undue hardship to the District. This provision governs all

aspects of employment, including selection, job assignment, compensation, discipline,

termination, and access to benefits and training.

Reference: Policy 401.1

2-E IMMIGRATION LAW COMPLIANCE

The CSD is committed to employing United States citizens and individuals who are authorized to

work in the United States and does not unlawfully discriminate on the basis of citizenship or

national origin. In compliance with the Immigration Reform and Control Act of 1986, each new

employee, as a condition of employment, must complete the Employment Eligibility Verification

Form I-9 and present documentation establishing identity and employment eligibility within

three (3) business days. Former employees who are rehired must complete a new form I-9 upon

hire.

2-F NEPOTISM

In order to preclude situations which could bring about a conflict of interest or the appearance

of impropriety, no employee with supervisory responsibilities will be allowed to supervise or

evaluate any person related to him/her by blood or marriage within the second degree of his/her

immediate family, in the employment setting. Immediate family members and persons related

by blood or marriage within the second degree may be employed at the same department or

work location with the approval of the Superintendent/designee.

Reference: Policy 419

SECTION III

RECRUITMENT AND HIRING PROCEDURES

3-A VACANCIES AND TRANSFERS

The CSD will post vacancies on the CSD website. School administrators have the autonomy to

move existing staff within the building and may post open positions after internal moves are

completed.

Classified employees interested in a posted position may complete an electronic application

using the online application system on the CSD website.

CPEs interested in a posted position may complete a Transfer Request Form to apply for internal

positions.

3-B EMPLOYMENT APPLICATIONS

The CSD relies upon the accuracy of information contained in the employment application, as

well as the accuracy of other data presented throughout the hiring process and employment. Any

misrepresentations, falsifications, or omissions in any of this information or data, or in any

manner related to the application, background review, history check or interview process may

result in the exclusion of the individual from further consideration for employment, or, if the

person has been hired, termination of employment. For a certificated professional employee,

such actions may also result in a formal report to the Idaho Professional Standards Commission.

3-C HIRING PROCESS

The CSD Board of Trustees has the legal responsibility of hiring all employees. The Board assigns

to the Superintendent/Designee the process of recruiting personnel. The

Superintendent/Designee may involve various administrative and teaching staff as needed in

recruiting potential personnel. All personnel selected for employment must be recommended by

the Superintendent/Designee and approved by the Board. All personnel selected for employment

must also undergo the applicable screening process outlined in Idaho Code §33-1210.

To aid in obtaining quality staff members, the following non-exclusive list of factors will be

considered, along with any other factors relevant to the position: qualifications, education,

training, experience, personality, character, ability to relate well with students and ability to

interact/work well with others. Every effort will be exerted to maintain wide diversity in staff

experience and educational preparation. However, the welfare of the children of the District will

be a paramount consideration in the selection of all staff.

Reference: Policy 5100

3-D INFORMATION ON PAST JOB PERFORMANCE

Before hiring an applicant for a certificated or non-certificated position with the CSD, the

individual will be asked to sign a statement authorizing his/her current and past school district

employers, either in-state or out-of-state, to release all information relating to the job

performance and/or job related conduct, and make available to the CSD copies of all documents

in the current or past employer’s personnel files, investigative files, or other files.

Documentation related to the job performance or job related conduct of any

employee/applicant is defined as: all annual evaluations, letters of reprimand, letters of

direction, letters of commendation or award, disciplinary actions and documentation of

disciplinary investigations, recommendations for probation, notices of probation, notices of

removal from probation, recommendations for termination or nonrenewal, notices of

termination or nonrenewal, notices from the professional standards commission of Idaho or

any other such similar state agency of action taken against an individual’s certificate and any

rebuttal documentation filed by the employee relative to any of the above documents.

In the event the applicant declines to sign a statement, the applicant will not be considered for

employment with the District.

Reference: Idaho Code §33-1210

3-E FINGERPRINTING/CRIMINAL BACKGROUND CHECK

Pursuant to Idaho Code §33-130, all employees working in the CSD are required to complete a

fingerprint background check.

Background checks are conducted through:

 Statewide criminal identification bureau

 Federal Bureau of Investigation (FBI) criminal history check

 National crime information center

 Statewide sex offender registry

Employment with the CSD is contingent upon a clear criminal background report. If an adverse

criminal report is received, the CSD may initiate personnel action up to and including termination.

Should there be a break in service with the CSD, employees rehired must repeat the

fingerprinting process.

Reference: Policy 5110

3-F IDENTIFICATION BADGES

As part of the CSD’s commitment to safety and security for students and staff, employees are

required to wear a current CSD photo identification (ID) badge on school campuses during

working hours and off campus when acting as representatives of the District. Employees will use

their ID badge for building access and may be asked to show their ID badge for access to school

campuses, for identification after hours, or in an emergency.

If a badge is lost, stolen or damaged, the employee should immediately report the loss or damage

to his/her Supervisor. A replacement ID badge must be obtained at the Human Resource Office.

A $10 replacement fee may be charged if the employee is found, in the sole judgement of District

administrative personnel, to be negligent. The ID badge may be used only by the individual

employee. Employees shall not “loan” or otherwise give their ID badge to anyone for any reason.

Badges are property of the CSD and must be returned when the employee leaves the District.

3-G PERSONNEL INFORMATION

Personnel Files

The CSD maintains a personnel file for every employee. Personnel files are maintained at the

CSD Human Resource Department. Employees will be notified within 10 days of receipt by

Human Resources of any disciplinary materials added to the personnel file, if the employee has

not received a copy. Employees have the right to respond in writing within ten (10) days of

receiving any material placed into their personnel file, including any disciplinary action. The

response will be attached to the disciplinary action and placed in the personnel file.

Reference: Policy 5500

Changes in Personal Information

It is the responsibility of each employee to notify the CSD of changes in personal information.

Many changes can be submitted through the Skyward Employee Management system, which can

be accessed at work or at home.

 Mailing addresses

 Telephone numbers

 Individuals to be contacted in the event of an emergency

Additional forms available on the CSD Human Resource Department Website include:

 W-4 tax

 Direct deposit

 PERSI Beneficiary Designation

The following changes should be reported directly to the Human Resources Department, as

documentation may be required:

 Educational accomplishments (official transcripts)

 Employee names changes (marriage / divorce)

 Change in marital status

 Dependent information

 Beneficiaries

 Change in status for insurance benefits (birth, death, marriage, divorce, dependent’s loss

of insurance coverage

All personal information should be accurate and current at all times.

SECTION IV

EMPLOYEE CONDUCT AND WORK RULES

4-A EMPLOYEE CONDUCT

To ensure orderly and safe operations and provide the best possible work environment, CSD

expects all employees (certificated and classified) to follow rules of conduct that will protect the

interests and safety of employees and students. Failure to abide by established rules and policies

may result in disciplinary actions such as:

 Letter of Concern to be placed in the employee’s personnel file. Depending upon the

severity of the circumstances, this step may be by-passed.

 Letter of Reprimand to be placed in the employee’s personnel file. Depending upon the

severity of the circumstances, this step may be by-passed.

 Probation (certificated employees only, pursuant to Idaho Code)

 Termination

Listing these options does not create or mandate a progressive disciplinary process. Any of the

above may be implemented, including but not limited to, termination without prior disciplinary

stages having occurred.

The employee may submit a letter of rebuttal to be attached to any personnel matter placed into

the employee’s personnel file, including but not limited to Letter of Concern or Letter of

Reprimand.

The following offenses, which are not exhaustive, are examples of misconduct, which will result

in disciplinary action, up to and including, termination of employment.

 Possession, distribution, or use of alcoholic beverages or controlled substances

(prescription or otherwise) on the job or reporting for work having consumed alcoholic

beverages and/or any controlled substance. This may include use of drugs or alcoholic

beverages during off work hours that affect the employee’s efficiency and/or safety on

the job.

 Sexual or other unlawful harassment.

 Inappropriate computer, network, internet, social media or digital device usage -

accessing, submitting, posting, publishing, forwarding, downloading, scanning, or

displaying materials that are obscene, threatening, discriminatory, harassing, or illegal.

 Inappropriate or unauthorized access to school documentation, electronic or otherwise.

 Using software outside of the license agreement.

 Damage to school district property due to negligence.

 Falsification of employment applications, records or time clock.

 Clocking in or out for another employee with or without their permission.

 Altering the punch times of another employee in the CSD’s time keeping system.

 Theft of property belonging to the CSD, another employee, parent or student.

 Misuse of school funds or property.

 Acts resulting in injury, fighting or horseplay while on CSD premises.

 Immoral conduct that may affect CSD goodwill.

 Insubordination, carelessness, untruthfulness or inefficiency.

 Failure to return from a leave of absence or vacation when scheduled.

 Gambling of any kind on school district premises.

 Carrying firearms or other dangerous weapons on school district premises.

 Absence from work without permission or falsification of reasons for absence.

 Actions resulting in conviction from law enforcement.

 Walking off the job without permission during working hours.

 Smoking or electronic vaping on CSD property or in CSD vehicles.

 A violation of the Code of Ethics for Idaho Professional Educators.

 Discourtesy or rudeness to any staff member, parent or student.

 Operating equipment not assigned to you by a manager, supervisor or administrator.

 Using school district equipment or property for personal reasons without management

approval.

 Sleeping or deliberately loafing during working hours.

 Violation of established safety rules.

 Abusive language.

 Unsatisfactory work performance.

 Failure to report work related injuries and illnesses, regardless of the severity.

 Failure to report unsafe working conditions or the need for maintenance or repair of

vehicles or equipment.

 Habitual tardiness or excessive absenteeism.

 Inability to work with staff, parents and students.

 Bullying, intimidation or harassment.

 Any other reason that may be deemed by the CSD to make discipline, including

termination, necessary.

4-B BULLYING

CSD is committed to providing a positive and productive learning and working environment.

State law and CSD board policy prohibit any form of harassment by any student or staff member

that is meant to demean, degrade, embarrass or cause humiliation to any student or staff

member. The CSD will maintain an educational environment in which bullying, in any form, is

not tolerated. This includes actions on school grounds and actions at locations outside of school

grounds that can be reasonably expected to materially and substantially interfere with the

operation of the school, educational environment, or impinge on the rights of other students or

staff. Everyone involved in the educational process is accountable for ensuring students and staff

have a safe learning and working environment.

Reference: Policy 3295

4-C DRUG AND ALCOHOL FREE WORKPLACE

The CSD recognizes the federal requirements to establish a “drug free workplace” and does not

tolerate illegal drug use, inappropriate use of legal drugs or use of alcohol on any school property

or in any other manner associated with school activities or operation. It is prohibited to

manufacture, dispense, use, possess or distribute legal and/or illegal drugs or alcohol and/or to

possess drug paraphernalia on any school premises or at any school activity. It is further

prohibited to be under the influence of illegal drugs or alcohol on any school premises or at any

school activity where students may be present.

An employee who is taking a drug or medication, whether or not prescribed by a physician, which

may adversely affect the employee’s ability to perform work in a safe or productive manner is

required to report such use to his/her supervisor. The supervisor, in conjunction with District

leadership, will determine whether the employee can remain at work or if work restrictions will

be necessary.

If an employee is exhibiting behavior consistent with inappropriate use of drugs or alcohol, which

may include, but is not limited to, slurred speech, lack of balance or coordination, dowsiness and

lack of judgement, the employee’s supervior or other member of District leadership may ask the

employee to submit to a voluntary drug/alcohol test.

As a condition of employment, each employee shall notify his/her supervisor of a conviction

under any criminal drug statute no later than five (5) days after such conviction.

Reference: Policy 403

4-D TOBACCO FREE WORKPLACE

All employees of the CSD are prohibited from smoking or chewing any tobacco product or using

any E-Cigarette (or vaping) product on school grounds, facilities, at any school sponsored event,

in District vehicles, busses, or when transporting, chaperoning or otherwise accompanying any

student(s) to school sponsored events. An employee who is in violation of this policy may be

subject to disciplinary action, including, but not limited to, termination of employment.

Reference: Policy 403.1

4-E FRAUD PREVENTION AND INVESTIGATION

The CSD is a public-school district funded by our local community taxpayers. Therefore, the CSD

is committed to being good stewards of the funds entrusted to it. This includes being accountable

to the community for properly using and accounting for expenditures that contribute toward the

education of the children of the CSD. The expectation of all employees is to follow CSD spending

policies including, but not limited to, travel expenses, purchase orders and district issued credit

and debit card policies. The CSD fraud prevention guidelines are established to facilitate controls

that will aid in the detection and prevention of fraud against the CSD. These guidelines apply to

any irregularity or wrongdoing, or suspected irregularity or wrongdoing, involving employees,

consultants, vendors, contractors, and/or any other parties with a business relationship to the

CSD. Any investigative activity required will be conducted without regard to the suspected

wrongdoer’s length of service, position/title, or relationship to the CSD. A partial listing of actions

constituting fraud includes, but is not limited to:

 Dishonest or fraudulent acts

 Purposeful disregard for district spending policies

 Misappropriation of funds, supplies, or other CSD assets

 Impropriety in the handling or reporting of money or financial transactions

 Profiteering as a result of insider knowledge of CSD activities

 Using CSD accounts for personal purchases

 Disclosing confidential and proprietary information to outside parties

 Accepting or seeking anything of value from contractors, vendors, or persons providing

services/materials to CSD for personal gain

 Destruction, removal, or inappropriate use of records, furniture, fixtures, and equipment;

and/or any similar or related irregularity

The Chief Finance Officer of the District, or designee, has the primary responsibility for the

investigation of all suspected fraudulent acts as defined in these guidelines. If the investigation

substantiates that fraudulent activities have occurred, reports will be issued to the appropriate

designated personnel and the Superintendent.

Decisions to prosecute or refer the examination results to the appropriate law enforcement

and/or regulatory agencies for independent investigation will be made in conjunction with CSD

legal counsel and the Superintendent, as will final decisions on disposition of the case. All

information received will be treated confidentially.

Any employee who suspects dishonest or fraudulent activity has a duty to notify the

Superintendent or designee immediately, and should not attempt to personally conduct

investigations or interviews/interrogations related to any suspected fraudulent act. Any raised

concerns or reports can be made without fear of reprisal or retaliation.

The Superintendent, Chief Financial Officer, and Director of Human Resources, or designee, will

have free and unrestricted access to all CSD records and premises, whether owned or rented;

and the authority to examine, copy, and/or remove all or any portion of the contents of files,

desks, cabinets, and other storage facilities on the premises without the prior knowledge or

consent of any individual who might use or have custody of any such items or facilities when it is

within the scope of their investigation.

4-F SEXUAL HARASSMENT

CSD shall do everything in its power to provide employees an employment environment free of

unwelcome sexual advances, requests for sexual favors, unwelcomed public displays of affection,

and other verbal or physical conduct or communications constituting sexual harassment, as

defined and otherwise prohibited by state and federal law.

Sexual harassment is defined as unwanted sexual advances, or visual, verbal, or physical conduct

of a sexual nature. This definition includes many forms of offensive behavior and includes gender-

based harassment of a person of the same sex as the harasser. The following is a partial list of

sexual harassment examples:

 Unwanted sexual advances.

 Offering employment benefits in exchange for sexual favors.

 Making or threatening reprisals after a negative response to sexual advances.

 Visual conduct that includes leering, making sexual gestures, or displaying of sexually

suggestive objects or pictures, cartoons or posters.

 Verbal conduct that includes making or using derogatory comments, epithets, slurs, or

jokes.

 Verbal sexual advances or propositions.

 Verbal abuse of a sexual nature, graphic verbal commentaries about an individual’s body,

sexually degrading words used to describe an individual, or suggestive or obscene letters,

notes, or invitations.

 Physical conduct that includes touching, assaulting, impeding or blocking movements.

Unwelcome sexual advances (either verbal or physical), requests for sexual favors, and

other verbal or physical conduct of a sexual nature constitute sexual harassment when:

(1) submission to such conduct is made either explicitly or implicitly a term or condition

of employment; (2) submission or rejection of the conduct is used as a basis for making

employment decisions; or (3) the conduct has the purpose or effect of interfering with

work performance or creating an intimidating, hostile, or offensive work environment.

If you experience or witness sexual or other unlawful harassment in the workplace, report it

immediately to your supervisor. If the supervisor is unavailable, or you believe it would be

inappropriate to contact that person, you should immediately contact the Human Resources

Department.

Reference: Policy 5240

4-G ATTENDANCE AT WORK

Employees who regularly work twenty (20) hours or more are entitled to paid leave benefits.

Questions regarding paid leave may be directed to the Department of Human Resources.

To maintain a safe and productive work environment, CSD expects employees to be reliable and

punctual in reporting for scheduled work. Absenteeism and tardiness place a burden on other

employees, as well as the CSD, and may be disruptive to the educational process. In the rare

instances when employees cannot avoid being late to work or are unable to work as scheduled,

they should notify their supervisor at least two (2) hours prior to the start of their scheduled

workday. Failure to do so may result in an unexcused absence or tardy.

Any absence in excess of three (3) days without a call to your Supervisor will be considered job

abandonment. These instances may lead to disciplinary action, up to and including termination

of employment.

4-H DRESS CODE

CSD requires employees to maintain a neat and clean appearance that is appropriate for the

workplace setting and for the duties being performed.

Hats

Hats are not appropriate in the office. Head coverings that are required for religious purposes or

to honor cultural tradition are allowed. Potential safety issues under such circumstance will be

addressed to assure a safe work environment.

Shoes

Appropriate footwear for the weather conditions, work duties and activity level is expected. Job

duties may include specific footwear requirements to be determined by the immediate

supervisor.

Shirts

Casual shirts, dress shirts, sweaters, golf-type shirts, and turtlenecks are acceptable attire for

work. Most suit jackets or sport jackets are also acceptable attire for the office, if they violate

none of the listed guidelines. Inappropriate attire for work includes tank tops; midriff tops; halter-

tops, and shirts with potentially inappropriate words or images that promote unlawful acts,

violence, or may disrupt the educational environment.

4-I PERSONAL RELATIONSHIPS IN THE WORKPLACE

Supervisors and managers are prohibited from having a sexual, dating or otherwise personal

relationship with a subordinate employee over whom they have direct or indirect supervisory

status. Supervisors and managers are required to disclose any personal relationships with other

non-supervised staff. In such situations, personnel may be subject to position

transfer/reassignment.

4-J PERFORMANCE APPRAISALS

CERTIFIED STAFF: Each certificated staff member shall receive at least one (1) written evaluation

to be completed by no later than June 1 for each annual contract year of employment and shall

use multiple measures that are research based and aligned to the Charlotte Danielson

Framework for Teaching Second Edition. The evaluation of certificated personnel shall annually

include a minimum of two (2) documented observations, one of which shall be completed prior

to January 1. In situations where certificated personnel are unavailable for two (2) documented

classroom observations, due to situations such as long-term illness, late year hire, etc., one

documented classroom observation is acceptable.

Reference: Policy 5340

CLASSIFIED STAFF: Classified staff evaluations shall be completed by the employee’s direct

supervisor or designee on or before May 1. Staff hired between March 1 and May 31 shall not

be subject to evaluation.

Permanent records of each evaluation and any properly submitted rebuttal/appeal

documentation shall be maintained in the employee’s personnel file. All evaluation records,

including rebuttal/appeal documentation, shall be kept confidential within the parameters

identified in state and federal law regarding the right to privacy and Idaho Code §33-1210.

Reference: Policy 5820

4-K RESOLVING WORKPLACE ISSUES

Employees should attempt to resolve workplace issues by identifying the problem and meeting

informally with the employee’s direct supervisor. If the problem is not resolved to the

employee’s satisfaction, he/she may file a grievance. Grievance procedures can be located in the

Master Agreement (certified staff) or Board Policy 476 (classified staff).

4-L DISTRICT PURCHASES

Employees shall not make any purchase or incur any obligations for or on behalf of the District

from any private business or vendor in which or with which the employee has a direct or indirect

financial or ownership interest. Purchases or contracted services from any private business or

venture in which any employee of this District has a direct or indirect financial or ownership

interest will be made on a competitive bid basis strictly in accordance with District policy.

Reference: Policy 7400

4-M USE OF PERSONAL ELECTRONIC DEVICES DURING SCHOOL

Employees are required to limit their personal use of electronic communication and

entertainment devices to emergencies or during authorized breaks. Such devices are prohibited

from being used during instructional time unless the specific use is consistent with the lesson

plan being presented.

Reference: Policy 490

4-N USE OF COMPUTER SYSTEMS AND ELECTRONIC MAIL

CSD relies on its computer network to conduct business and further the educational goals for its

students and teachers. To assure that its computer resources are used properly by employees,

independent contractors, agents and other computer users, the District has created a Computer

Use Policy. The rules and obligations apply to all users of CSD’s computer network, wherever they

may be located. Violations will be taken seriously and may result in disciplinary action, including

possible termination, and civil and criminal liability. It is every employee’s duty to use CSD

computer resources responsibly, professionally, ethically, and lawfully.

No Expectation of Privacy: The computers and computer accounts given to users are to assist

them in the performance of their jobs. Users should not have an expectation of privacy in

anything they create, store, send, or receive on the computer system. Occasional, limited,

appropriate personal use of the computer system is permitted if the use does not

(1) Interfere with the user’s work performance;

(2) Interfere with any other user’s work performance;

(3) Have undue impact on the operation of the computer system; or

(4) Violate any other provision of this policy or any other policy, guideline, or standard of the

Caldwell School District. At all times, users have the responsibility to use Computer

Resources in a professional, ethical and lawful manner. Personal use of the computer

system is a privilege that may be revoked at any time.

Waiver of Privacy Rights: Users expressly waive any right of privacy in anything they create,

store, send, or receive on the computer or through the Internet or any other computer network.

Users consent to allowing personnel of the CSD to access and review all materials users create,

store, send, or receive on the computer or through the Internet or any other computer network.

The CSD has the right, but not the duty, to monitor any and or all aspects of its computer system,

including, but not limited to, monitoring sites visited by users on the Internet, monitoring chat

groups and newsgroups, reviewing material downloaded or uploaded by users to the Internet,

and reviewing e-mail sent and received by users. Users understand that the CSD may use

automated software or systems to monitor material created, stored, send or received on its

computer network.

Prohibited Uses: Without prior written permission from the Superintendent/Designee, CSD

computer systems may not be used for dissemination or storage of commercial or personal

advertisements, solicitations, promotions, destructive programs (that is, viruses or self-

replicating code), political material, or any other unauthorized use. Material that is fraudulent,

harassing, embarrassing, sexually explicit, profane, obscene, intimidating, defamatory, or

otherwise unlawful or inappropriate may not be sent by email or other form of electronic

communication (such as bulletin board systems, newsgroups, chat groups) or displayed on or

stored in CSD computers. Users encountering or receiving this kind of material should

immediately report the incident to their supervisors.

Duty Not To Waste Computer Resources: Users must not deliberately perform acts that waste

computer resources or unfairly monopolize resources to the exclusion of others. These acts

include, but are not limited to, sending mass mailings or chain letters, subscribing to nonbusiness-

related list servers and mailing lists, spending excessive amounts of time on the Internet, playing

games, engaging in online chat groups, printing multiple copies of documents, or otherwise

creating unnecessary network traffic. Because audio, video, and picture files require significant

storage space, files of this sort may not be downloaded unless they are business-related.

Misuse of Software: Without prior written authorization from the Superintendent/Designee,

Users may not do any of the following:

 Copy software for use on their home computers;

 Provide copies of software to any third person;

 Install software on any of CSD workstations or servers;

 Download any software from the Internet or other online service to any of CSD

workstations or servers;

 Modify, revise, transform, recast, or adapt any software; or

 Reverse engineer, disassemble, or decompile any software. Users who become aware of

any misuse of software or violation of copyright law should immediately report the

incident to their supervisors.

Passwords: Users are responsible for safeguarding their passwords for access to the computer

system. Users are responsible for all transactions made using their passwords. No user may

access the computer system with another user’s password or account unless so authorized by

the Superintendent/Designee. Use of passwords to gain access to the computer system or to

encode particular files or messages does not imply that users have an expectation of privacy in

the material they create or receive on the computer system. The CSD has global passwords that

permit it access to all material stored on its computer system regardless of whether that material

has been encoded with a particular user’s password.

Security: Users may not alter or copy a file belonging to another user without first obtaining

permission from the owner of the file. Ability to read, alter, or copy a file belonging to another

user does not imply permission to read, alter, or copy that file. Users may not use the computer

system to snoop or pry into the affairs of other users by unnecessarily reviewing their files or

email.

A user’s ability to connect to other computer systems through the network does not imply a right

to connect to those systems or to make use of those systems unless specifically authorized by

the administrators of those systems.

Internet Use: Certain employees may be provided with access to the Internet to assist them in

performing their jobs. The CSD is not responsible for material viewed or downloaded by users

from the Internet. Users are cautioned that many Internet sites contain offensive, sexually

explicit, and inappropriate material. Additionally, having an e-mail address on the Internet may

lead to receipt of unsolicited e-mail containing offensive content. Users accessing the Internet do

so at their own risk. The CSD may use software to identify inappropriate or sexually explicit

Internet sites. In the event that you encounter inappropriate or sexually explicit material while

on the Internet, take note of the Internet address and forward it to the Superintendent/Designee

so that appropriate action can be taken to block the site in the future, and then disconnect from

the site.

Viruses: Viruses can cause substantial damage to computer systems. Each user is responsible for

taking reasonable precautions to ensure he/she does not introduce viruses into the CSD network.

All material received on external drives, downloaded from the Internet or from computers or

networks that do not belong to CSD MUST be scanned for viruses and other destructive programs

before being placed onto the computer system. Users should understand that their home

computers and laptops might contain viruses. All disks transferred from these computers to the

CSD network MUST be scanned for viruses. To ensure security and avoid the spread of viruses,

users accessing the Internet through a computer attached to the CSD network must do so

through an approved Internet firewall.

Employees must not alter the form line or other attribution-of-origin information in e-mail,

messages, or posting. Any anonymous or pseudonymous electronic communications are

forbidden.

Employees must identify themselves honestly and accurately when sending email or otherwise

communicating online.

In the use of computer resources, users must comply with all software licenses, copyrights, and

all other state, federal, and international laws governing intellectual property and online

activities.

Reference: Policy 426

4-O SOCIAL NETWORKING

CSD recognizes that some employees may engage in social networking. While such activities are

not part of the employee’s work responsibilities, employees may communicate with and/or be

identified with patrons, parents and students of the District. Employees are expected to comply

with the following guidelines:

 Information posted by an employee must comply with the state and federal laws, and

District policy relative to confidentiality.

 An employee shall not post information acting on behalf of the Caldwell School District.

 An employee shall always present himself/herself in a professional manner and exercise

good judgement relative to any information he/she posts or any sites linked to his/her

social network page or blog.

 An employee shall not post school photos, student pictures, educational information, or

confidential information regarding students or other employees.

 An employee must recognize that statements or innuendo publicly displayed on the

internet may have negative ramifications on that individual’s position as a role model for

students in the District.

 If the employee posts information that evidences the employee has engaged in conduct

in violation of applicable federal and state law, or District policies, the District may take

disciplinary action.

 Employees are strongly discouraged from texting or communicating with students on an

individual basis.

 Employees are required to immediately report to their supervisor any student

communication that creates any concerns regarding the content of that communication.

 For a Certificated Employee, inappropriate actions online may also result in a formal

report to the Idaho Professional Standards Commission.

Reference: Policy 490

4-P USE OF BULLETIN BOARDS

CSD bulletin boards may not be used for dissemination of commercial or personal

advertisements, solicitations, promotions, destructive programs, political material, or any other

unauthorized use. Material that is fraudulent, harassing, embarrassing, sexually explicit, profane,

obscene, intimidating, defamatory, confidential or otherwise unlawful or inappropriate may not

be displayed.

Reference: Policy 426

4-Q WHITSTLEBLOWER RESPONSIBILITY AND PROTECTION

Employees of CSD are protected from retaliation for reporting waste or violations of any law,

rule, or regulation so long as the employee:

1. Reports in good faith his or her belief that there is waste of public funds;

2. Reports in good faith the violation or suspected violation of a law, rule, or regulation;

3. Participates in or gives information in an investigation, hearing, court proceeding,

legislative, or other inquiry, or other administrative review; or

4. Objects to or refuses to carry out a directive that the employee believes in good faith

to violate a law, rule, or regulation.

Reference: Policy 428

SECTION V

TIMEKEEPING AND PAYROLL

5-A PAYDAYS

All employees are paid monthly on or before the 25th day of the each month. The pay period is

the first Monday through the first Sunday of each month. The deadline for submitting changes

affecting payroll (i.e. W4, direct deposit, etc.) is the 10th day of each month.

5-B DIRECT DEPOSIT

All employees are encouraged to participate in direct deposit. To enroll, the employee must

provide the Payroll Department with a completed direct deposit authorization form and a voided

check or bank form displaying the bank routing number and account numbers. Account changes

must be submitted to the Payroll Department no later than the 10

of the month.

Employees will have access to view an itemized statement of wages on the Skyward Employee

Management site. Contact the Payroll Department for more information.

5-C WORK SCHEDULES AND BREAKS

CLASSIFIED EMPLOYEES

Classified employees shall be scheduled to work forty (40) hours or less per week within the

established workweek of midnight Sunday to midnight the following Sunday. The District is not

required by law to provide paid rest breaks. Employees will receive a thirty (30) minute unpaid

lunch break, scheduled by the Supervisor/Designee. Employees who are required to work during

the lunch break will be compensated. Employees must receive Supervisor approval before

working through a lunch break.

5-D OVERTIME AND TIME REPORTING

CLASSIFIED EMPLOYEES

The CSD shall ensure that compliance procedures are applied properly and consistently for all

non-exempt employees pursuant to the Fair Labor Standards Act (FLSA). Classified employees

who work in excess of 40 hours in a given work week may receive overtime pay of one and one-

half times the regular hourly rate. Overtime must be pre-approved by the Supervisor/Designee.

Classified employees will be compensated for any additional hours beyond their regularly

scheduled time within the next ensuing pay period. Additional hours must be recorded and

approved by the Supervisor/Designee.

Only employees regularly scheduled to work 253 days per year may be eligible for compensation

time (comp time) upon approval of their Supervisor. Accrued compensation time must be used

within the next pay period unless prior arrangements have been made with the employee’s

Supervisor.

Reference: Policy 5810

SECTION VI

LEAVE INFORMATION

6-A SICK LEAVE

CLASSIFIED EMPLOYEES

Classified employees who regularly work twenty (20) or more hours per week will be entitled to

sick leave with full pay. The accrual for sick leave shall be one (1) day for each month of service

in which they work a majority portion of that month, as projected for the employment year. One

day of sick leave shall consist of the hours per day the employee is regularly scheduled to work.

Reference: Policy 424

CERTIFICATED EMPLOYEES

See Master Agreement.

6-B PERSONAL LEAVE

CLASSIFIED EMPLOYEES

Employees who regularly work twenty (20) or more hours per week will be entitled to two (2)

days of personal leave with full pay, unless hired at the end of the school year, specifically between

March 1 and May 31. One day of personal leave shall consist of the hours per day the employee

is regularly scheduled to work.

CERTIFICATED EMPLOYEES

See Master Agreement.

6-C VACATION LEAVE

253-DAY CLASSIFIED EMPLOYEES ONLY

Classified employees scheduled to work year round (253 days) eight (8) hours per day will be

entitled to vacation leave. Vacation leave will be allocated in July for the upcoming year. The

allocation will be:

1 – 10 years of continuous service with CSD 10 days annually 15 days max*

11+ years of continuous service with CSD 15 days annually 22.5 days max*

*The vacation carryover from one fiscal year to the next shall not exceed one half of the annual

allocation for the maximum allowed above. Unused vacation days that exceed the maximum

carryover will be lost on June 30th.

6-D FAMILY MEDICAL LEAVE

The Family and Medical Leave Act of 1993 (FMLA) requires covered employers to provide up to

12 weeks of unpaid, job-protected leave to eligible employees for certain family and medical

reasons. Employees are eligible if they have worked for the CSD at least one year, have worked

at least 1,250 hours over the previous 12 months, and have not taken FMLA in the last 12 months.

Eligible employees may request extended leave as provided by the Family Medical Leave Act

(FMLA). Approved FMLA leave runs concurrent with any existing accrued paid leave. CSD will

abide by the rules and regulations established under the Family Medical Leave Act.

6-E SICK LEAVE BANK

Classified Employees

The CSD has established a Classified Sick Leave Bank to help alleviate hardship caused by

employees’ absence from work necessitated by the occurrence of catastrophic or life-threatening

illnesses or accidents and mental illnesses requiring hospitalization. The Classified Sick Leave

Bank shall not cover short-term disabilities or injuries.

To be eligible to join, a classified employee must:

 Have been employed continuously with the District for at least one (1) year and have

accrued the required number of sick leave days for donation.

 Have donated two (2) days of their accumulated sick leave.

 Have completed a membership application during the annual enrollment period.

Reference: Policy 5406

Certificated Employees

See Master Agreement.

6-F BEREAVEMENT LEAVE

In the event of a death in the employee’s or employee’s spouse’s immediate family, up to five (5)

days of Bereavement Leave may be taken for each occurrence.

 Immediate family includes: father, mother, brother, sister, son, daughter, husband, wife,

grandfather, grandmother, grandchild, stepfather, stepmother, stepchild (of the

employee or spouse), or a person(s) who resides in the employee’s household on a full-

time basis and whose primary financial support is provided by the family of the employee.

 Not considered immediate family: uncle, aunt, niece, nephew, or close friend.

6-G MILITARY LEAVE

A military leave of absence will be granted to employees who are absent from work because of

service in the U.S. uniformed services in accordance with the Uniformed Services Employment

and Reemployment Rights Act (USERRA). Advance notice of military service is required, unless

military necessity prevents such notice or it is otherwise impossible or unreasonable.

Employees returning from military leave will be placed in the position they would have attained

had they remained continuously employed or a comparable one depending on the length of

military service in accordance with USERRA. They will be treated as though they were

continuously employed for purposes of determining benefits based on length of service.

6-H JURY DUTY

Any employee called for jury duty must submit a copy of the notification letter to his/her

supervisor. All employees serving on jury duty shall receive paid leave from the District.

Any employee summoned as a witness because of their school position, or in any other situation

in which they are not a party to the lawsuit, may receive paid leave from the District.

Time off for all other court appearances must be accommodated by using personal leave or will

result in a proportionate reduction in pay/salary.

Reference: Policy 408

SECTION VII

INSURANCE BENEFITS

7-A ELIGIBILITY

Employees working 20 hours or more per week for five or more consecutive months qualify for

the employee benefit package, unless hired as a temporary employee at the end of the school

year, specifically between March 1 and May 31, or as a seasonal summer employee.

Benefit plans will become effective on the first day of the month following the start of

employment (i.e. start date of July 1 or later; coverage begins August 1). It is the employee’s

responsibility to enroll in benefit plans through the HR Connection Employee Portal.

7- B BENEFITS

Employee benefits include health insurance, dental insurance, vision insurance, life insurance,

EAP, retirement plan, and paid leave. Insurance information is available online and through the

HR Connection Employee Portal.

SECTION VIII

WORKPLACE SAFETY

It is the policy of CSD to provide a safe and healthy environment in which employees can conduct

their assigned job responsibilities. We are committed to conducting operations in a manner that

gives consideration to assure the health and safety of all involved. Each employee in the District

is responsible for health and safety and will be held accountable for their actions.

8-A WORKERS COMPENSATION BENEFITS

All employees of CSD are covered by workers compensation benefits in accordance with the

terms of the District’s workers compensation insurance policy. In the event of a work-related

accident:

1. The injured employee shall immediately obtain first aid or emergency medical care as

necessary to stabilize their medical condition. This treatment shall, to the extent possible, be in

accordance with the requirements of the District’s workers’ compensation insurance policy.

2. Absent the need for emergency medical care, all school employees who require medical

attention in the event of a workplace injury should obtain medical attention at the District’s

designated occupational health clinic.

3. The injured employee shall promptly report the accident or injury to his or her immediate

supervisor. The supervisor shall promptly report the accident or injury to the Human Resources

Department.

4. The employee shall report any hazardous condition so it can be remediated as soon as

possible. If possible, the employee shall immediately remediate the hazardous condition.

5. The employee shall complete the District’s workers’ compensation report of injury form with

their supervisor/designee within forty-eight (48) hours of the accident (unless prohibited by the

employee’s medical condition, in which case the forms shall be completed as soon as the

employee’s medical condition reasonably allows).

6. Employees who are injured in a workplace accident may be eligible for workers’ compensation

benefits. Upon receipt of a report of an accident, the District may conduct an investigation to

determine:

a. Whether continuing hazardous conditions exist that require remediation; and

b. Whether the employee’s work environment caused or contributed to the reported

accident.

7. On behalf of the employee, the District’s Human Resources Department shall immediately

report the injury and claim to the District’s workers’ compensation insurance carrier to

coordinate income, medical, and other benefits available to the employee under Idaho’s

Workers’ Compensation Law.

8. In the event the employee is unable to work, the District shall allow the employee to take

available sick leave benefits until the date that workers’ compensation income benefits are made

available, if applicable, to the employee under the District’s workers’ compensation insurance

policy.

9. In the event the employee is eligible for workers’ compensation income benefits, the District

may offer the employee a temporary modified work assignment, if available. Refusal of a

temporary modified work assignment may result in the employee’s loss of workers’

compensation income benefits.

10. The employee is required to cooperate with the District’s workers’ compensation insurance

carrier to coordinate and effectuate appropriate medical treatment and to secure other available

workers’ compensation benefits, including but not limited to income benefits. The District shall

require the employee to authorize the employee’s physician to release pertinent medical

information to the District or to a physician of the District’s choice, should an actual claim be filed

against the Workers’ Compensation Division, which could result in additional fees levied against

the District.

11. In all instances where an employee is unable to work as a result of an injury, the employee

must obtain a written work release from their treating physician prior to returning to work. This

release shall be provided to the employee’s immediate supervisor who will make a copy and

provide the original to the Human Resources Department for placement in the employee’s HIPAA

file.

Reference: Policy 5460

8-B INCLEMENT WEATHER AND EMERGENCY CLOSURE

In the event that extremely cold temperatures, wind chill factors, snow, ice accumulation, wind,

or other circumstances require a modification of the normal routine, the Superintendent will

make the modification decision, contact the public media outlets for broadcast to the

community, and initiate the emergency communication procedure to all administrators.

Building administrators, District Office administration staff, and year-round (253-day) employees

are expected to report to work insofar as is safely possible.

Reference: Policy 2210P