MSSD14

SECTION G: PERSONNEL Reviewed in 2006 Part 1

Section G contains policies on school employees except the superintendent and general administration found in section C.                       

GBA 
Open Hiring/Equal Employment Opportunity
GBAA 
Sexual Harassment by Employees
GBAAA 
Teacher Employment Law
GBC 
Compensation and Fringe Benefits
GBCA  
Administrative Salary Schedule
GBCB 
Administrative Fringe Benefits Schedule
GBCC 
Teachers’ Salary Schedule
GBCD 
Extra Curricular Compensation Schedule
GBCE 
Teachers’ Fringe Benefit Schedule
GBEB
Staff Conduct and Responsibilities
GBEBA 
Staff Dress Code
GBEC 
Alcohol and Controlled Substance Use and Abuse - Employees
GBED 
Tobacco Use by Staff
GBEE  
Staff Use of Electronic Information Resources
GBGB
Staff Personal Security and Safety
GBGE
Staff Maternity/Paternity/Parental Leave
GBGHI 
Professional/Licensed Staff leave - Jury Duty
GBKA 
Grievance Procedure/Licensed - Professional Staff
GBL
Retaliation              
GC
Certified Staff Defined
GCA 
Certification of Licensed Personnel
GCAA 
Contract Renewal - Licensed Staff
GCB 
Administrative Contract  Year
GCBA 
Salary Schedule
GCBB 
Approval of Graduate Credit

 

Policy Code:  GBA
Policy Name:  Employment Responsibility
Adoption: 
Revised: January 24, 2011
Reviewed: 

The Board subscribes to the principles of the dignity of all people and of their labors.  It also recognizes that it is both culturally and educationally sound to have persons of diverse backgrounds on the school district's staff.
Therefore, the district shall promote and provide for equal opportunity in recruitment, selection, promotion and dismissal of all personnel.  Commitment on the part of the district towards equal employment opportunity shall apply to all people without regard to race, color, creed, sex, sexual orientation, religion, national origin, ancestry, age, marital status or disability.
The district shall ensure that it does not unlawfully discriminate in any area of employment including job advertising, pre-employment requirements, recruitment, compensation, fringe benefits, job classifications, promotion and termination.

 

LEGAL REFS.:  20 U.S.C. §1681 (Title IX of the Education Amendments of 1972)
29 U.S.C. §201 et seq. (Fair Labor Standards Act)
29 U.S.C. §621 et seq. (Age Discrimination in Employment Act of 1967)
29 U.S.C. §794(Section 504 of the Rehabilitation Act of 1973)
42 U.S.C. §12101et seq. (Title II of the Americans with Disabilities Act)
42 U.S.C. §2000d  (Title VI of the Civil Rights Act of 1964)
42 U.S.C. §2000e (Title VII of the Civil Rights Act of 1964)
C.R.S. 22-32-110 (1)(k)
C.R.S. 22-61-101 (discrimination in employment prohibited)
C.R.S. 24-34-301 et seq.(Colorado Civil Rights Division procedures)
C.R.S. 24-34-402 et seq.(discriminatory or unfair employment practices)
CROSS REFS.:  AC, Nondiscrimination/Equal Opportunity
ACE, Nondiscrimination on the Basis of Disability
GBAA, Sexual Discrimination and Harassment

NOTE:  State law defines "sexual orientation" as "a person's orientation toward heterosexuality, homosexuality, bisexuality, or transgender status or another person's perception thereof."  C.R.S 24-34-301(7).

 

Policy Code:   GBAA (III. - 40.)
Policy Name:  Sexual Harassment By Employees                                               
Adoption: November, 1995
Revised:
Reviewed: December, 2008

Sexual harassment is recognized as a form of sex discrimination and thus a violation of the laws which prohibit sex discrimination.

A learning and working environment that is free from sexual harassment shall be maintained. It shall be a violation of policy for any employee of the school district to harass another employee or student through conduct or communications of a sexual nature.

Sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature may constitute sexual harassment when:

1. Sex-oriented verbal “kidding”, abuse or harassment.

2. Pressure for sexual activity.

3. Repeated remarks to a person with sexual or demeaning implications.

4. Unwelcoming touching, such as patting, pinching or constant brushing against another’s body.

5. Suggesting or demanding sexual involvement, accompanied by implied or explicit threats concerning one’s grades, employment status or similar personal concerns.

Students, parents and staff should report instances of perceived sexual harassment to the building principal or appropriate supervisor in accordance with the district’s grievance policies. If the alleged harasser is the principal or supervisor with whom the complaint would be routinely filed, the student or employee should file the complaint with the Assistant Superintendent for Instruction or with the Superintendent who shall conduct a full investigation of the allegations. Any decisions relative to the allegations and subsequent investigation may be appealed in accordance with the grievance policies.

All matters involving sexual harassment complaints shall remain confidential to the extent possible.
Reporting sexual harassment shall not reflect upon the reporting individual’s status or affect future employment, work assignments or grades.

Legal Reference: 24 - 34 - 401 et seq.

 

Policy Code: GBAAA (VI. - 18.)
Policy Name: Teacher Employment Law
Adoption: November, 1995
Revised:                       
Reviewed: December, 2008

The Board of Education will follow the provisions of State law pertaining to the employment of teachers in public schools.

 

Policy Code: GBC (VI. - 31.)
Policy Name: Compensation and Fringe Benefits
Adoption:  November, 1995
Reviewed: Annually

Compensation and fringe benefits for all certified employees are established by the Board of Education and are reviewed and revised on an ongoing basis. The salary schedules attached to these policies are approved by the Board of Education and represent Board policy. The fringe benefits lists also attached are Board policy. The salary and fringe benefits of the Superintendent are to be set forth separately in contract form by the Board of Education.

  

Policy Code: GBCA (VI. 31 A.)
Policy Name: Administrative Salary Schedule
Reviewed:   Annually
Administrative Salary Schedule
                                               

Policy Code: GBCB (VI. - 31 B.)
Policy Name: Administrative Fringe Benefits Schedule
Adoption: November, 1995
Revised:  June 28, 2004
Reviewed: December, 2009

1. All district administrators receive a term life insurance policy paid by the district in the amount of their annual salary rounded to the nearest $1,000.

2. The district shall contribute the same monthly premium as provided the teachers in the group hospitalization and medical plan to administrators participating in the plan.

3. All district administrators are covered by Workman’s Compensation, unemployment insurance, and civil and criminal liability insurance subscribed to by the district.

4. All district administrators with contracts of more than 222 days will receive 12 days of annual leave. All district administrators with contracts of 222 days or less, will receive 14  days of annual leave. Two leave days must be used on the Monday and Tuesday of Thanksgiving week.  The remaining 12 days may be used for any purpose by the employee. Unused annual leave will accumulate as sick leave. During any given year, all leave days will first be counted against the 12 days of annual leave. When the 12 days are used, further absenteeism will be charged against the employee unless the time missed is due to sickness and accumulated sick leave is available. In the event that all accumulated sick leave is exhausted, further absenteeism will be charged against the employee on a per diem salary base.

5. All district administrators will be paid the 25th of each month or on the closest working day to the 20th.

6. School district administrators shall be compensated at a rate established in Policy DKC for school related business trips taken outside the district in their own automobiles. Administrators are expected to travel together when possible on school business trips. When compensating travel for the supervision of athletic contests, only the designated supervisor(s) for the contest will be reimbursed for travel. All trips otherwise reimbursed shall not be reimbursed by the district. Travel from home to work or work to home is not reimbursable.

7. School district administrators may subscribe to a district approved tax sheltered annuity program and have a designated monthly amount of salary deducted from their pay check and forwarded by the district to the annuity company.

 

Policy Code: GBCC (VI. - 31 C.)
Policy Name: Teachers Salary Schedule
Reviewed: Annually
Teachers’ Salary Schedule
                                                           

Policy Code: GBCD (VI. -31 D.)
Policy Name: Extra Curricular Pay Scale Placement and Number of Paid positions.
Adoption: November, 1995
Revised: March, 2006
Revised: March 2008
Reviewed: December 2008

1. Placement of new head coaches, advisors, or directors on the extra curricular salary schedule shall recognize previous experience in the district in the following manner:

A. For each year of middle school coaching, advising or directing in the same activity, the coach, advisor or director will receive 1/2 year of experience credit on the high school extra curricular schedule in the same activity.

2. For each year of high school assistant coaching, advising or directing in the same activity, the coach, advisor or director will receive 1 year of credit on the extra curricular schedule as a head coach, advisor or director in the same activityt.

3. For each year of high school or middle school coaching, advising or directing in the same activity, the coach, advisor or director will receive no years of credit for coaching, advising or directing at the same level of a different activity.

4. For each year of high school or middle school coaching, advising or directing in the same activity, the coach, advisor or director will receive no years of credit for coaching, advising or directing at a higher level of a different activity.

5. Guidelines shall be developed and used to determine the appropriate number of paid coaches, advisors or directors per activity. The Activities Director, after consultation with the appropriate Principal, the Assistant Superintendent for Business Services, and the Superintendent of Schools, shall set coach, advisor and director levels given the approved extra curricular pay scale and budget limitations.

 

Policy Code: GBCE (VI. - 31 E.)
Policy Name: Teachers’ Fringe Benefit Schedule
Adoption:  November, 1995
Revised:
Reviewed: December, 2008

1. All district teachers, counselors and media specialists receive a $20,000.00 term life insurance policy paid for by the district.

2. Payment by the district toward the district approved group hospitalization and medical plan selected by the teacher at a level determined yearly by the Board of Education.

3. All district teachers, counselors, and media specialists are covered by Workman’s Compensation, unemployment insurance and civil and criminal liability insurance subscribed to by the district on their behalf.

4. District teachers, counselors, and media specialists may subscribe to a district approved tax sheltered annuity program and have a designated monthly amount of salary deducted from their pay check and forwarded by the district to the annuity company.

Policy Code: GBEB
Policy Name: Staff Conduct and Responsibilities
Date Adopted: October 24, 2011
Date Reviewed:

All staff members have a responsibility to make themselves familiar with and abide by federal and state laws as these affect their work, and the policies and regulations of the district.
As representatives of the district and role models for students, all staff shall demonstrate and uphold high professional, ethical and moral standards.  Staff members shall conduct themselves in a manner that is consistent with the educational mission of the district and shall maintain professional boundaries with students at all times.  Interactions between staff members must be based on mutual respect and any disputes will be resolved in a professional manner.
Rules of conduct
Each staff member shall observe rules of conduct established in law which specify that a school employee shall not:
1. Disclose or use confidential information acquired in the course of employment to substantially further personal financial interests.
2. Accept a gift of substantial value or substantial economic benefit tantamount to a gift of substantial value which would tend to improperly influence a reasonable person in the position, or which the staff member knows or should know is primarily for the purpose of a reward for action taken in which the staff member exercised discretionary authority.
3. Engage in a substantial financial transaction for private business purposes with a person whom the staff member supervises.
4. Perform any action in which the staff member has discretionary authority which directly and substantially confers an economic benefit on a business or other undertaking in which the staff member has a substantial financial interest or is engaged as counsel, consultant, representative or agent.
The phrase "economic benefit tantamount to a gift of substantial value" includes a loan at a rate of interest substantially lower than the prevailing commercial rate and compensation received for private services rendered at a rate substantially exceeding the fair market value.
It is permissible for an employee to receive:
1. An occasional nonpecuniary gift which is insignificant in value.
2. A nonpecuniary award publicly presented by a nonprofit organization in recognition of public service.
3. Payment or reimbursement for actual and necessary expenditures for travel and subsistence for attendance at a convention or other meeting at which he or she is scheduled to participate.
4. Reimbursement for or acceptance of an opportunity to participate in a social function or meeting which is not extraordinary when viewed in light of the position.
5. Items of perishable or nonpermanent value including but not limited to meals, lodging, travel expenses or tickets to sporting, recreational, educational or cultural events.
6. Payment for speeches, appearances or publications reported as honorariums.
All staff members shall be expected to carry out their assigned responsibilities with conscientious concern.
It shall not be considered a breach of conduct for a staff member to:
1. Use school facilities and equipment to communicate or correspond with constituents, family members or business associates on an occasional basis.
2.  Accept or receive a benefit as an indirect consequence of transacting school district business.
Essential to the success of ongoing school operations and the instructional program are the following specific responsibilities which shall be required of all personnel:
1. Faithfulness and promptness in attendance at work.
2. Support and enforcement of policies of the Board and regulations of the school administration in regard to students.
3. Diligence in submitting required reports promptly at the times specified.
4. Care and protection of school property.
5. Concern and attention toward the safety and welfare of students, including the need to ensure that students are appropriately supervised.
A staff member may request an advisory opinion from the secretary of state concerning issues relating to conduct that is proscribed by state law.
Child abuse
All district employees who have reasonable cause to know or suspect that any child is subjected to abuse or to conditions that might result in abuse or neglect must immediately upon receiving such information report such fact in accordance with policy JLF.
The superintendent is authorized to conduct an internal investigation or to take any other necessary steps if information is received from a county department of social services or a law enforcement agency that a suspected child abuse perpetrator is a school district employee.  Such information shall remain confidential except that the superintendent shall notify the Colorado Department of Education of the child abuse investigation.
Possession of deadly weapons
The provisions of the policy regarding public possession of deadly weapons on school property or in school buildings also shall apply to employees of the district.  However, the restrictions shall not apply to employees who are required to carry or use deadly weapons in order to perform their necessary duties and functions.
Felony/misdemeanor convictions
If, subsequent to beginning employment with the district, the district has good cause to believe that any staff member has been convicted of, pled nolo contendere to, or received a deferred or suspended sentence for any felony or misdemeanor other than a misdemeanor traffic offense or infraction, the district shall make inquiries to the Department of Education for purposes of screening the employee.
In addition, the district shall require the employee to submit a complete set of fingerprints taken by a qualified law enforcement agency.  Fingerprints must be submitted within 20 days after receipt of written notification.  The fingerprints shall be forwarded to the Colorado Bureau of Investigation for the purpose of conducting a state and national fingerprint-based criminal history record check utilizing the records of the Colorado Bureau of Investigation and the Federal Bureau of Investigation.
Disciplinary action, which could include dismissal from employment, may be taken against personnel if the results of fingerprint processing provide relevant information. Non-licensed employees shall be terminated if the results of the fingerprint-based criminal history record check disclose a conviction for certain felonies, as provided in law.
Employees shall not be charged fees for processing fingerprints under these circumstances.
Unlawful behavior involving children
The Board may make an inquiry with the Department of Education concerning whether any current employee of the school district has been convicted of, pled nolo contendere to, or received a deferred or suspended sentence or deferred prosecution for a felony or misdemeanor crime involving unlawful sexual behavior or unlawful behavior involving children.  Disciplinary action, including termination, may be taken if the inquiry discloses information relevant to the employee's fitness for employment.
Parental notification requirement
If the district receives notice from a criminal justice agency of an employee's arrest or charge for an offense for which parental notification is required, the district shall notify the parents/guardians of the students currently enrolled in the school of the employee's arrest or charge. The district's duty to notify shall apply to employees whose employment requires them to be in contact with students.  The district may also notify parents/guardians of other employee matters at the district's discretion, consistent with federal and state law.
Personnel addressing health care treatment for behavior issues
School personnel are prohibited under state law from recommending or requiring the use of psychotropic drugs for students.  They are also prohibited from testing or requiring testing for a student's behavior without giving notice to the parent/guardian describing the recommended testing and how any test results will be used and obtaining prior written permission from the student or from the student's parent/guardian.  See policy JLDAC.  School personnel are encouraged to discuss concerns about a student's behavior with the parent/guardian and such discussions may include a suggestion that the parent/guardian speak with an appropriate health care professional regarding any behavior concerns school personnel may have.
(Adoption date)
LEGAL REFS.:  C.R.S. 18-12-105.5
C.R.S. 18-12-214 (3)(b) (school security officers may carry concealed handgun pursuant to valid permit)
C.R.S. 19-3-308 (5.7)
C.R.S. 22-32-109(1)(ee) (duty to adopt policy prohibiting personnel from recommending certain drugs for students or ordering behavior tests without parent permission)
C.R.S. 22-32-109.1 (8) (policy requiring inquiries upon good cause to department of education for purpose of ongoing screening of employees)
C.R.S. 22-32-109.7
C.R.S. 22-32-109.8 (6) (requirement to terminate non-licensed employees for certain felony offenses)
C.R.S. 22-32-109.8 (10)
C.R.S. 22-32-109.9
C.R.S. 22-32-110 (1)(k)
C.R.S. 24-18-104
C.R.S. 24-18-109
1 CCR 301-83 (State Board of Education – parental notification rules)
CROSS REFS.: JLC, Student Health Services and Records
JLDAC, Screening/Testing of Students
JLF, Reporting Child Abuse/Child Protection
KFA, Public Conduct on School Property
NOTE:  This policy reflects the legal requirements with regard to the criminal activities of staff that may occur off-campus.  However, the Board may wish to consider whether additional rules of conduct for off-campus behavior are appropriate.  For example, the Board may require that employees charged with any crime involving violence or children report such charge to their supervisor within 24 hours so that the school personnel can determine whether it is appropriate for the employee to continue in his or her current position, especially if that position includes direct contact with students.  Any such additions to this policy should be made only with the advice of the district's legal counsel.  There are legal concerns related to employees' rights that must be considered.
[Revised June 2011]
COLORADO SAMPLE POLICY 1994

 

Policy Code:  GBEBA
Policy Name: Staff Dress Code
Adoption: March, 2001
Revised:
Reviewed: December, 2008

District employees project an image to the community and to students about the professionalism of the District. The dress and grooming of District employees shall be clean, neat and in a manner appropriate for their assignment and support the accomplishment of the Mission Statement, Vision Statement and Learner Goals. Additional standards may be established by supervisors and approved by the Superintendent.

Legal Reference: C.R.S. 22-32-109 (1) (CC)

 

Policy Code:  GBEC (III. - 38.)
Policy Name: Alcohol and Controlled Substance Use and Abuse -Employees                                                                                        
Adoption:  November, 1995
Revised:
Reviewed: December, 2008

The unlawful manufacture, distribution, dispensing, possession or use of alcohol or a controlled substance is prohibited in Manitou Springs School District 14. This policy shall apply to all school district employees although at times district personnel may certify that a particular federal grant  may apply only to specific work sites. The definition of a controlled substance shall be the same as that found in the policy regarding student alcohol use/drug abuse.

Observance of this policy is a condition of employment. A violation shall subject the employee to appropriate disciplinary action which may include termination and referral for prosecution. Alternatively, the employee may be allowed to participate in an approved drug or alcohol abuse assistance or rehabilitation program in appropriate circumstances in accordance with Board policy.

An employee under the influence of alcohol or knowingly in the possession of or under the influence of any controlled substance shall be suspended immediately by his principal or supervisor if use or possession is:

1. On school grounds, whether or not school is in session.

2. At any school-sponsored or sanctioned activity or event off school property or en route thereto.

3. On the way to school.

An employee shall be suspended immediately after an arrest for possession or for being under the influence of a controlled substance.

After investigation, the Superintendent may reinstate the employee if it appears to be in the best interests of the individual and the district. The matter must be reported in full to the Board of Education.

If the investigation causes the Superintendent to continue the suspension in excess of 10 school days, the employee may request a hearing by the Superintendent or his/her designee to be conducted in a manner to insure that the individual suspended receives a fair, impartial hearing.

The Superintendent shall establish an awareness program to inform employees about:

1. The dangers of drug and alcohol abuse,

2. The Board’s policies of maintaining a drug-free workplace,

3. Available drug and alcohol counseling, rehabilitation and employee assistance programs,

4. Penalties that may be imposed upon employees for drug and alcohol abuse violations occurring in the workplace.

Information about the standards of conduct required by this policy and a statement of disciplinary sanctions shall be communicated to employees in an appropriate manner on an annual basis. All employees who specifically work under a contract or grant which is federally funded shall acknowledge receipt of this policy and related information.

Pursuant to law, any employee who is convicted or pleads nolo contendere under any criminal drug statute for a violation occurring in the workplace shall notify the Superintendent no later than five days after the conviction. The district has an obligation under federal law to notify the appropriate federal agency within 10 days after receiving notice of such a conviction if their is a relationship between federal funds received by the district and the convicted employee’s work site.

The Board shall conduct a periodic review of its drug and alcohol abuse prevention program to determine its effectiveness, to implement required changes and to insure that disciplinary sanctions are consistently enforced

Legal Reference: 20 U.S.C. 3224 A, Drug Free Schools and Communities Act of 1986, as                         amended in 1989

 

Policy Code:  GBED (III. -  42.)
Policy Name: Tobacco Use By Staff                                                           
Adoption: December, 1993
Revised:
Reviewed:  December, 2008

Use of all tobacco products by staff members of Manitou Springs School District 14 shall be prohibited at all times on school property, in all school owned buildings, and in any vehicle owned or leased by the school district.

Staff members are also prohibited from using tobacco while on duty in the presence of students, including trips away from school district property.

Staff members who violate the district’s use of tobacco policy shall be subject to the following disciplinary actions:

First Offense  - Verbal reprimand by supervisor
Second Offense  - Written reprimand by supervisor
Third Offense - Written reprimand by supervisor
Fourth Offense - Three-day suspension without pay
Fifth Offense - Dismissal for Insubordination

Violations shall be cumulative over the staff member’s term of employment with the district. The policy shall be effective January 1, 1994.

Legal Reference: 22 - 32 - 109 (l) (bb) - 110 (I) (f)

 

Policy Code: GBEE (IX. 19.)
Policy Name:   Staff Use of Electronic Information Resources
Adoption: September, 1998
Revised:
Reviewed: December, 2008

Electronic information resources, including all network access provided by School District 14, have vast potential to support curriculum and student learning. The Board of Education believes these resources should be used in schools as learning resource tools to educate and to inform.

Electronic information resources offer opportunities for both staff and students to:

1. Participate in distance learning activities
2. Ask questions of and consult with experts
3. Communicate with other staff, students, and individuals
4. Locate material to meet their educational and personal information needs

Network activities

1. Require students to think critically, analyze information and write clearly
2. Instill problem-solving skills
3. Hone computer and research skills that employers demand
4. Encourage an attitude of lifelong learning

Because of these education benefits, the Board believes the educational information and interaction available through the use of electronic information resources far outweighs the possibility that users engage in activities not consistent with the education goals of the District. Opportunities should be made available on a regular basis for parents to observe student use of these resources in the schools.

Electronic information resources provide a fluid environment in which information available to staff and students is constantly changing. The Board acknowledges that it is impossible to predict with certainty what information staff and students might locate. The electronic information available to students does not imply endorsement by the District of the content, nor does the district make any guarantee as to the accuracy of information received through these resources.

The district will make every effort to see that these educational resources are used responsibly by students. Administrators, teachers and staff have a professional responsibility to work together to help students develop the intellectual skills need to discriminate among information sources, to identify information appropriate to their age and developmental levels, and evaluate and use information to meet their educational goals.

The Board directs the Superintendent to develop procedures for staff and student exploration and use of electronic information resources. Such procedures should address issues of privacy, ethical use of information, illegal and/or unauthorized uses of the networks and morally acceptable usage.
Use of these education resources demands personal responsibility and an understanding of the acceptable use procedures for the electronic information resources provided by the district. Student and staff use of these resources is a privilege, not a right. General rules for behavior and communications apply when using these resources. Failure to follow the Acceptable Use Agreement attached to this policy will result in the loss of the privilege to use these educational tools.

Legal Reference: 47 U.S.C. 201 et seq.
 

Policy Code: GBGB
Policy Name: Staff Personal Security and Safety
Date Adopted: January 24, 2011
Date Reviewed:

Offenses against school employees
The following procedures shall be followed in instances of assault, disorderly conduct, harassment, knowingly false allegation of child abuse, or any alleged offense under the "Colorado Criminal Code" by a student directed towards a teacher or school employee.
These same procedures shall be followed in instances of damage by a student to the personal property of a teacher or school employee occurring on school district premises.
1. The teacher or employee shall file a written complaint with the building principal, the superintendent's office and the Board of Education.

2. The principal, after receipt both of the complaint and adequate proof of the charges, shall suspend the student for three days in accordance with established procedures.

3. The superintendent shall initiate procedures for the further suspension or expulsion of the student when injury or property damage has occurred.

4. The superintendent or designee shall report the incident to the district attorney or the appropriate local law enforcement agency or officer who shall then investigate the incident to determine the appropriateness of filing criminal charges or initiating delinquency proceedings.

5. A copy of this policy shall be distributed to each student and posted in each school building.

Communication of disciplinary information to teachers/counselors
The principal or designee shall communicate discipline information concerning any student enrolled in the district to all teachers and counselors who have direct contact with that student. Any teacher or counselor who is assigned a student with known serious behavior problems will be informed of the student's behavior record. Any school employee who is provided this information shall maintain its confidentiality and shall not communicate it to any other person.

LEGAL REFS.: C.R.S. 22-32-109.1(3) (policy regarding offenses against school employees required as part of safe schools  plan)
C.R.S. 22-32-109.1(9) (immunity provisions in safe schools law)
C.R.S. 22-32-126(5)(a) (communication of disciplinary information)
CROSS REFS.: ECAC, Vandalism
JK, Student Discipline
JKD/JKE, Suspension/Expulsion of Students

Policy Code:  GBGE
Policy Name: Staff Maternity/Paternity/Parental Leave
Adopted: April 25, 2011

Maternity leave
Medically necessary sick leave for maternity purposes shall be available to any female employee who becomes pregnant.  The leave will be allowed during such period of the pregnancy and a reasonable time immediately following termination of the pregnancy as is medically necessary to safeguard the health of the mother and/or child.
1.  Determination of Necessity
The determination and designation of the period of time during which maternity leave is necessary may be initiated by either the employee or the school district.  Final determination of such period including the beginning, duration and end of the period shall be made by the Board of Education based on information provided by the employee, the employee's physician, the administration and if deemed necessary, by a physician designated by the Board of Education.
2.  Reinstatement
An employee who has taken leave in accordance with this policy shall be assured reinstatement at the beginning of the first semester following the end of the period of time during which leave is necessary.  However, any leave granted shall in no way affect the powers or duties of the Board including but not limited to the nonrenewal of a contract of a probationary teacher.
3.  Notice
An employee who becomes pregnant shall be encouraged to notify the superintendent or designee regarding the pregnancy well in advance of the expected leave so that the district may make appropriate staffing decisions.  When an employee is no longer pregnant, she shall notify the superintendent or designee of this fact.
4.  Benefits
An employee on maternity leave for medical necessity as determined by the employee's or the Board's physician shall receive pay, insurance and other benefits to the same extent and on the same basis as sick leave used for other purposes.  Any additional leave granted by the Board for maternity purposes beyond that which is medically necessary shall be without pay or other benefits unless the provisions of the federally-mandated family leave policy apply.

Parental leave
The provisions of this section shall apply only after an eligible employee has used any applicable federally-mandated family leave.  Any days taken for family leave will be deducted from the total leave period allowed under this policy.
Parental leave of absence without salary and fringe benefits may be granted to staff members for the purpose of child rearing, child care or adoption. Parental leave may be granted for a period of time not to exceed 30 days for each employee.  The leave need not be taken all at once, but must be taken in increments which coincide with the planning needs of the district.
In determining whether to grant the leave request, the district will consider any special needs of the child, the staffing needs of the district and any other relevant factors. The district will grant parental leave without regard to the sex of the employee.
The request for leave will be made to the district's personnel office.  If the parental leave request is refused by the personnel office, the staff member may appeal to the Board of Education.
As long as proper notice has been given of the employee's intent to return to work, the district shall reinstate the employee and place him or her on the salary schedule at the appropriate level.  A teacher being reinstated shall be placed in a teaching position as nearly identical as possible to the position left at the commencement of the leave.  In no event shall a teacher be placed in a position for which he or she is not qualified or licensed.
The employee on parental leave may be permitted to substitute in the school district at the district-approved substitute rate of pay.
Nothing in this policy shall be construed to limit the powers or duties of the Board or administration to make employment decisions for the district including but not limited to nonrenewing a contract of a probationary teacher.
(Adoption date)
LEGAL REFS.:  29 U.S.C. 2601 et seq. (Family and Medical Leave Act of 1993)
42 U.S.C.  2000e-2 (Title VII of the Civil Rights Act of 1964)
C.R.S. 19-5-211 (adoption statute)
NOTE:  Federal law requires that there be no discrimination based on pregnancy or maternity in any district policy, including sick leave.
[Revised January 2009]
COLORADO SAMPLE POLICY 1993

 

Policy Code: GBGHI (VI. - 6.)
Policy Name: Jury Duty
Adoption: November, 1995
Revised:
Reviewed: December, 2008

All certified employees who are called for jury duty will be paid their regular salary while on jury duty. In turn, the employee must turn over all jury pay to the district. 

 

Policy Code: GBKA (III. - 3.)
Policy Name: Grievance Procedure Certified Staff           
Adoption: November, 1995
Revised:
Reviewed: January, 2010

Building Principals, Directors and the Assistant Superintendents with grievances of any type should take their grievances to the Superintendent of Schools. If satisfaction is not gained at this level, the administrator may request a hearing before the Board of Education. All requests for Board hearings must be made through the Superintendent and only after the steps, outlined above, have been completed. The Superintendent is obligated to set up a meeting between the administrator and the Board as promptly as possible. All grievances must be received directly from an individual employee speaking on his/her own behalf. Decisions rendered by the Board of Education on grievances are final. The Assistant Principal should follow the same grievance procedure as Principals after taking the first step of grieving directly to the Principal under whom he/she serves.

Policy Code: GBL                                                           
Policy Name: Retaliation                                      
Adoption: September, 2011

It is the policy of The Manitou Springs School Board that positive employee relations and morale can best be achieved and maintained in an environment that promotes ongoing open communication between administration, staff, faculty, and students, including open and candid discussions of problems and concerns. The School Board encourages administration, staff and students to express their issues, concerns or opinions without fear of retaliation or reprisal. Therefore, the School Board considers any acts or threats of retaliation to constitute a serious violation of School Board policy.
Retaliation is any action that has the effect of punishing a person for engaging in a legally protected activity, such as alleging discrimination, making a discrimination or harassment complaint, or assisting in a discrimination or harassment investigation. The EEOC has determined that there are three essential elements of a retaliation claim: 1) engaging in a legally protected activity, 2) an adverse employment action, such as suspension, demotion, or termination and, 3) a causal connection between engaging in the protected activity and the adverse employment action. Other examples of adverse employment actions include but are not limited to harassment, intimidation, threats or coercion, or a job reassignment as a method of retaliation. The District has the right to assign and transfer staff pursuant to policy GCKA, so long as assignments and transfers are not done as retaliation.
Retaliation against any person who seeks assistance from the offices of principal, supervisor, assistant superintendent, or superintendent, or who files a claim of discrimination, including sexual harassment, is prohibited. Direct or indirect retaliation against anyone who, in good faith, raises or points out legal/or compliance-related violations or issues is also prohibited. There shall be no retaliation against any participant or witness in an investigation of a complaint, grievance or compliance violation. Any employee who retaliates against a fellow employee or a student in violation of the law and/or this policy is subject to disciplinary action, up to and including termination of employment.

1. Procedures
All administrators, supervisors and principals should take proactive measures to assure staff or students that Manitou Springs Board of Education encourages the reporting of problems and prohibits retaliation or reprisal for reporting such problems. Allegations of retaliation will be investigated pursuant to the school district’s grievance procedure (Policy GBK-R). Any employee who is found to have retaliated against a fellow employee or a student in violation of the law and/or this policy is subject to disciplinary action, up to and including termination of employment.
An employee, who has a complaint of retaliation by anyone at work, including any supervisor, co-worker, should report such conduct to his or her supervisor. If the complaint involves the employee’s supervisor or someone in the direct line of supervision, the employee should go directly to the Assistant Superintendent. If the complaint involves the Assistant Superintendent, the employee should make a report to the Superintendent. If the complaint involves the Superintendent, the employee shall make a report to the President of the Board of Education.
Manitou Springs School District 14

Policy Code: GC (VI. - 1.)
Policy Name: Certified Staff Defined
Adoption: November, 1995
Revised: March 28, 2005
Reviewed: December 2008

School District 14 certified employees include:

1. Teachers, counselors, nurses, media specialists.
2.  Building assistant principals and principals.
3. Director of Technology; Classified or Certified depending upon the needs of the District.
4. Director of Special Programs.
5. Assistant Superintendent for Instructional Services.
6. Assistant Superintendent for Business Services: Classified or Certified depending upon the needs of the district.
7. Superintendent of Schools: Classified or Certified depending upon the needs of the district.

                                                             

 

Policy Code:  GCA (VI. - 12.)
Policy Name:  Certification of Licensed Personnel
Adoption:  November, 1995           
Revised:  March, 2006
Reviewed: December 2008

It is the policy of the Board of Education to employ only those certified staff with proper Colorado certification or licensure as detailed in the Colorado Revised Statutes 22-60.5-101 to 22-60.5-404.  In addition, certified teachers will meet the licensing provisions of the Federal No Child Left Behind Act. 

Policy Code:  GCAA (VI. - 16.)
Policy Name:  Contract Renewal  Certified Staff
Adoption: November, 1995
Revised:
Reviewed: December, 2008

Probationary certified staff members will be notified on or before June 1st of their employment status for the next school year.

Legal Ref: C.R.S. 22.63.203 (IV. - 3.)

 

Policy Code:  GCB (III. - 23.) (III. - 24.) (III. - 25.) (III. - 28.) (III. - 29.)
Policy Name: Administrative Contract Year
Adoption:  November, 1995
Revised: September, 2010

The contract year for administrators shall be determined from as per their individual contracts.
The days reflected below may be adjusted by the School Board to reflect changes in the adopted
school calendar.

Administrative salaries shall be paid in 12 monthly installments on the 25th of the month or on
the closest working day to the 25th should it occur on a holiday or weekend.

District certified administrators are listed below with their assigned number of workdays per year.
(**Note: The days have been adjusted to align with the current, adopted school calendar which shortened the school year to 165 student days but increased the length of the days)

District Level Administrators:
Superintendent 235 days
Assistant Superintendent 220 days
Director of Instructional & Special Programs 220 days

Building Level Administrators:
High School Principal 205 days
Middle School Principal 200 days
Elementary Principal 200 days
Assistant High School Principal 195 days
High School Athletic/Activities Director 195 days

Administrators, except the Superintendent, are to be paid a salary commensurate with their standing on the administrative salary schedule.
Administrative contracts, except that of the Superintendent, shall be approved by the Board of Education on or before June 1 of each year for the next school year.

Policy Code: GCBA (VI. - 23.)
Policy Name: Salary Schedule
Adoption: April 6, 1998
Revised:
Reviewed:   December, 2008

Certified staff members except the superintendent shall be paid a salary commensurate with their standing on the appropriate salary schedule. Adjustments to the active salary schedule shall be made by the Board of Education.

Certified staff members who are hired and begin work on or before the first day of the second semester will receive a full increment for the following school year. Certified staff members who are hired and begin work after the first day of the second semester will remain on the same salary schedule step for the following school year.

 

Policy Code: GCBB (VI. - 25.)
Policy Name:  Approval of Graduate Credit
Adoption: November, 1995
Revised:
Reviewed:  December, 2008

Salary schedule adjustments will be given only for hours taken since January 1, 1966. All hours to be applied to advancement on the salary schedule must be approved by the Assistant Superintendent for Instruction.

 

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