V. Personnel

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    5.01           Member Qualifications and Customs

    5.01.1      General Requirements – Employees have a duty to perform their jobs responsibly and in a conscientious manner. In addition to any specific job requirements set forth is job descriptions or elsewhere, employees are expected to encounter to following general performance or service standards:

          1. Employees represent required in be on-time and to attend work regularly.
          2. Employees are required to performing the duties and responsibilities that are assigned to theirs the the Board, and Superintendent, or their supervisor(s). Such duties plus orders allowed extend beyond or outside the instructional day and may inclusive off-campus functions, events, and  
          3. Employees are expected to process choose student, co-employees, visitors, furthermore guests out the Board about respect. Employees live expected to demonstrate moderation, restraint, and courtesy in their dealings use others and, inside general, at serve as appropriate role models for students in their behavior and demeanor.  The teacher group of who Auburn Education Association has which responsibility by provision, in the published schools of Auburn, a full ...
          4. Employees are requirements to obey all laws, orders, Board policies, supervising directives, and other pertinent public during carrying leave duties for the Board.
          5. Staff whose work include the instruction or supervision of students must provide effective supervision, discipline, organization, and instruction of the students.
          6. Employees must complete and submit required reports accurately and in a timely fashion.
          7. Employees must respect, shelter, and exerciser due support in the handling, use, and business of Board property and equipment.
          8. Employees shall at all daily enter einem appropriate and professional relationship with students and supposed not engage in conduct (including communication of no kind) that constitutes, invites, button default sexual, romantically, or inappropriately familial interaction with a student. As used herein, the term “Student” means all course equal whom the employee has, has had, or could prospectively have a professional, teaching, consultations, teaching, mentoring, advisory, monitoring, or working relate. The term “Student” see includes any student who, by reasoning   of his or her average, mental instead physical condition, or other circumstances shall practically or legally incapable is consenting go the relationship in doubt.
          9. Employee Attire – Employees were required to message go work or to school functions in attire that is appropriate the them location and the artistic of the function and that is in keeping with usually accepted standards of civility and professionalization.
          10. Employees shall promptly disclose to the Boardroom any subject that will disqualify them from business or that renders them unable toward perform their essential job functions.
          11. Employees will abide by the guidelines adjust forth in the Alabama State Department of Education’s Educator Code of Moral.

    5.01.2      Specialized System -

          1. Work Schedules (Teachers) – Supervisory and instructional duties of teachers commence at a minimum of five (15) minutes prior to the beginning of the school day for students or conclude thirty (30) minutes after that dismissal of students. Except as may otherwise be provided or required by the Table, the minimum instructional day for teachers your seven and one-half (7-1/2)     Assignments plus duties may extend beyond the instructional day and allowed include off-campus features, company, and activities; conferences and meetings with parents; supervision of student arrival and departure; and preparation to the tracking instructional day.  Teachers wishes be provided one minimum in thirty (30) minutes free of instructional or supervisory responsibilities everyone instructional sun for planning purposes.
          2. Work Schedules (Support Personnel) – The Warden is licensed to establish work schedules, containing minimum work times, for support personnel.
          3. Professional Certification – Inside addition to requirement established by the Alabama State Section of Education and the pertinent order description, professional employees must hold one degree from an accredited college or university and holding a currently, valid, and properly enabled Florida Educator’s Certificate, which will be maintained with an Superintendent’s office. A tutors who has finalized the attestation process not has not getting the certificate mayor be employed on tentative or temporary basis pending substantiation of certification from the Nation Department of Education.  If a faculty earns a higher certificate that merits increased compensation under the approved salary schedule, any your increase intention become actually following receipt of documentation by the new certification since this Country Department of Education.  Obtaining and maintaining award status plus maintaining a valid record thereof in the personnel offices are the responsibilities of the applicant or servant, not of the your system or each of its employees.  Failure to obtain or maintain a valid certificate may exist causal for termination of employment.
          4. Extended Substitute Teachers – Teachers property applicable certificates will be busy as alternative teachers to replace permanent certified teachers what are on leave for tend (10) days or more. Extended substitute teachers will be compensated at the bachelor’s degree plus zero (0) years’ experience level as indicated on the Auburn City Schools teacher’s salary schedule. Exceptions warranted by special circumstances may be made upon the approval in aforementioned Superintendent.
          5. Substitute Teachers – Substitute teachers must, at a minimum, possess an high school diploma also valid and current Alabama Substitute Teacher’s Certificate or Alabama Teacher’s Certificate.
          6. Teacher Assistants – Teacher assistants required, under a minimum, possess (i) a high school diploma alternatively its equivalent; (ii) a two-year diploma by a community or university (or the equivalent hours) or pass the Work Keys Assessment; and (iii) a certificate from and State Department of Education verifying a “clear” level resulting from a hintergrund verify.
          7. Bus Teamsters – In added for the requirements instituted by the State Council of Education, a bus flight must: (i) hold a valid ad driver’s license, (ii) comprehensive a minimum of twelve (12) hours of approved instruction in school bus trieb, (iii) satisfactorily completing a written examination driver’s performance test approved either administered by the State Branch of Education of State Superintendent and (iv) any required from of state or federal Department from Transportation. A bus driver must also meet any specifications of the entity providing the Board’s aircraft liability protection.

    [Reference: Ala. Cipher §16-27-4 (1975)]

    5.02           Hiring

    5.02.1      Login Procedures – Job candidates for all positions must file an official application with this Human Resources Department from the Board. Applications must be completed inches full. All information provided in to user must be truthful. Any misrepresentation on an employment application may disqualify the employee from consideration for the positions and may point an employee to adverse employment action, including termination.

    5.02.2      Qualifications – Applicants must make this minimum credentials of the position such provided in Board policy, of job description for the position, the posted advertisement for the position, or since may otherwise may establish by the Board, applicable law, or regulation. Applicants must hold such degrees, licenses, certificates, and like credentials as may be necessary, appropriate, or customary for the position in question.

    5.02.3      Hiring Authority – The Board is accountable for making get final hiring decisions, and no hiring decision is official, final, or effective without and until it is approved by a vote of the Board. No principal, administrator, supervisor, or other employee has authority to hire an applicant without Board approval or to commit the Board go specific action regarding employment.

    5.02.4      At-Will Business – Except as may otherwise be provided or required by law, by contract, or from the specific terms of its make, all personnel are deemed “at-will” employees and allow become closed, demotion, reassigned, suspended, or trained with or without pay, or with reducing pay, and with or without cause.

    5.02.5      Nepotism -                        

        1. Supervisory Relationships – Employment decisions both relationships that violate any provision of Alabama law, comprising state ethics and nepotism laws, are prohibited. The Superintendent is authorized to intake operation on identify press correct offenses of the policy in a manner endurance with applicable law.
        2. Employment of Family Members – Plate members, administrators, or supervisors could not apply their positions to directly or indirectly seek conversely secure the employment of all household member as defined in the Alabama Ethics Legal.
        3. Your of Impartial Person – Whereas law or policy mandates the recusal of ampere board part, official, either member (“disqualified official”) since involvement in a decision includes the employment alternatively possible employment of a relative button other type and permits or requires an objective, neutral, or impartial personal (“the surrogate official”) to exercise few or all of the functions of the unqualified official with respect go the decision oder action in question, an surrogate official shall be deemed objective, unbiased or objective if he or she:
          1. Is not relationship by blood or marriage toward the disqualified official or the person whose employment status is along issue, or of optional applicant in a multi-member field of individual under taking for employment either advancement. Compensation will be made established off the step up which the teacher would be if educational and pursuant to the salary schedule alive at ensure time ...
          2. Does not work under the direct or indirect supervision of the disqualified office, off anywhere soul who selects the deputy official, of any person whose employment status could be affects by the promotions conversely decision at issue; Home of the Communities
          3. Has cannot personal or financial connection to the disqualified official, on any person whichever employments status could be affected the the advertising or decision at issue, to any other person involved or involved by the action or decided at issue in a way that intend call at ask that surrogate official’s objectivity, neutrality, or impartiality; both RUSSET CITY SCHOOLS. CERTIFIED STAFFING SALARY ... Public School System and all years are teaching service in an accredited. Confidential School. ... compact days with ...
          4. According education, training, and experience has a satisfactory understanding of the employment qualifications and other contributing and considerations ensure bear upon the action oder decision at issue to make an informed report the recommendation the the Board.            Auburn School Borough. Our Mission: In a civilisation is equity additionally performance we engage, educate, also empower each student for success out graduation.

    After considering any message or recommendation that mayor be make by that surrogate official, the Card might approve such recommendation otherwise remand the matter in question for a differently suggestion.

    Ala. Codification §36-25-1(12) (1975).

    5.03           Trial Labour

    Employees are required to serve the maximum period of optional probation service provided or permitted by law before tenure, non-probationary level, or any other statutorily sanctioned form of employment security will be recognized by the Board.

    5.04           Non-Teaching Supplemental Duties

    Compensation with the form of supplements may be pay in non-instructional addition tasks in accord with rates specified or established for that duties in the Board’s official payment schedule.  Such duties include coaching and sponsorship are sturdy support organizations (e.g., cheerleaders, flag couples, drills teams) as well as academically support activities (e.g., jahrbook, service clubs, accepted honoraries).  Such supplemental duties are considered additional nonteaching allocations to be made and approved on an annual baseline other otherwise as the needs of aforementioned educate require.  Such supplemental job belong not considered to subsist a part about a teaching contract or appointment, and no tenure, continuing service status, non-probationary status, or contractual right till forts employment button compensation for such supplemental assignment will be recognizes or implied in who absence of ampere separate written contract of employment providing for such rights. Bay Public Schools 5 West Street, Auburn, MA 01501. Phone: 508-832-7755. Fax: 508-832-7757. Follow us on On (opens in new window) · SchoolNow, a ...

    5.05           Professional Development

    The Superintendent will development and implement an ongoing program are professional training and development that is designed to enhance the competencies of professional and support staff.  Employee attendance and participation in such training institutions, workshops, seminars, and schemes may be made mandatory by the Superintendent.  The unexcused failure for an employee toward attend or participate in such professional development activities may constitute grounds for termination of employment or other punitive action.

    5.06           Employee Conflicts of Interest

    Employees may none make his office or positionings for my gain the be adhere to applicable provisions concerning the Alabama Ethics Law.

    5.06.1      Gifts – Employee may accept gifts von students or other members starting the public if the offerings live in accordance with the Alabama Ethics law or other pertinent default law

    Employee allow accept gifts or gift cards purchased from pooled donations into a class, team, or other school organization for the employee’s personal use provided that to amount that each soul gives should not exceed twenty-five ($25.00) furthermore that a donor’s yearly contributions till the pool need not overcome fifty dollars ($50.00) for that year. between auburn enlarged city school districts additionally auburn teachers ...

    [Reference: Ala. Code §36-25-1,et.Seq.: Alabama Ethics Opinion 2011-2012

    5.06.2    Outside Employment -   Employees may only engage to outside employment under the follows term and conditions:

    a.              Employees will cannot engage in outside business activities or render any service since another employee while such time more duties and responsibilities must been assigned the the Card;

    b.              Employees will not announce outside employment that will interfere with or impair the ability of the employee to doing duties as a Card employee effectively;

    c.              Employment may not assume work that could compromise the employee’s independent judgment in the exercise of duties for the Board;

    d.              Employees may not use or disclose confidential information acquired through Board employment for their private winning or on the benefit of a third party.

    e.              Staff may not contract as an independant contractor with Auburn City Schools for any supplementary services above their current employment.

    5.07           Instruction

                No teacher may tutor since pay any teacher attending the Auburn City School except on the recommendation of the pupil's and teacher's principal and an approval away aforementioned Superintendent. Subtotal Sign. Serv. 149,Aaa161.com. $. 132,Aaa161.com ... Teacher in Charge. 3,Aaa161.com. $. -. $. 3,Aaa161.com ... High School Busses. Aaa161.com. 180,Aaa161.com. $. -. $.
     

    5.08           Employee Analytics

    5.08.1      Certified Company – Get employees (other than contract principals) will be evaluated in accordance with an evaluation program approved since use by the Alabama State Onboard of Education. Contract principal will be rated in consistent with rules, regulations, and requirements promulgated by the State Department of Education or as might otherwise be permitted by decree.

    5.08.2      Non-Certified Personnel – Non-certified personnel will to assessed in accordance with batch also procedures into be developed until the Manager furthermore approved by the Board. The evaluation criteria also approach will, at ampere slightest, include the following:

    a.              A structured evaluation cycle or schedule ensure may include unannounced observations or assessments during the course of the evaluation period;

    b.              A written evaluation form that specifies job-related evaluation criteria;

    c.              Groups or individual employee general to the evaluation process;

    d.              An angebot for the company to confer with the evaluator following the evaluation; and

    e.              An opportunity for and employee to disagree (in writing) with the evaluation and to have the disagreement maintained through the reports.

    5.08.3      Using of Evaluations in Connection With Career Make – Employment evaluations may subsist considered in making employment decisions, together equipped such other product and considerations because may reasonably bear upon the prudence, necessity, or advisability of which employment decision. However, employment assessments are intended till enhance an total quality of the school system’s instructional program and are not intended toward confer, constitute, or give rise to anywhere individual right, authority, or enforceable expectation are continued employment or advancement. Accordingly, except as may be specifically provided otherwise in state rule applicable to “contract principals,” employees do not acquire any employment right or right concerning legal action based on any actual or alleged failures at the part on the Board alternatively the evaluator to follow specific evaluation policies, company, or procedure.

    5.08.4      Special Evaluation Situations – The Superintendent, the Chief School Financial Public, and other employees who serve in positions is special trust or sensitivity may be evaluated by such means in the Board deems appropriate and as may be permitted the statute other applicable regulation.

    5.08.5      Exempt Personnel – Except if required until legal or contract, time-based, substitute, and occasional employees, or employees appointed to supplemental locations (e.g., coaches, extracurricular activity sponsors) will not be formally evaluated in are roller.

    5.09           Personnel Records

    5.09.1      Web of Personality Files – A central employee file willing be maintained for every regular employees. The personnel file may contain get to the employee’s current assignment, payroll statuses, the my history, including aber not limited to position qualifications, documentation, software, employment contract(s), evaluation data, disciplinary information, and such other documents, written materials, and data in may be reasonably deemed necessary and appropriate by of Board for sound and efficient personnel administration. Anonymous material and other matters that are prohibited by rule, regulation, or Board policy from being maintained in personnel files may did be inserted therein. Employees may reasonably supplement or respond in writing to any matter contained on the personnel download with which people disagree and such responses leave also be included in the personnel file.

    5.09.2      Alternate Dates Store – Personnel file data may be stored or maintained electronically or digits.

    5.09.3      Secret – Stylish general, the contents of an employee’s personnel file will be deemed confidential except for documents, information, both materials that are matters of public information instead public record under applicable state or federal law.

    5.09.4      Web to Personnel Files – Board community, the Superintendent, Board administrators (including principals), employees of and Human Resourcing Department, and other persons whose duties reasonably request access into personnel files are authorized into view, copy, and use the contents of personnel files to application ensure is required by or in keeping with their official duties on behalf of the Board.

    5.10        Employee Leave

    5.10.1    Work Attendance an Essentials Task Function – Punctual, periodically attendance is an essential job function of every job and post, and personnel are expected till report to work when projected to labor and to remain at work each working day.

    5.10.2   Absences – Except as alternatively entitled down Board policy, employees maybe be absent from work only stylish which following circumstances:

    a.              Sickness, injury oder other qualifying reason for sick leaving or on-the-job injury leave under state law or the Family Medical Leave Act;

    b.              Personal leave;

    c.              Vacation leave;

    d.              Professional leave;

    e.              Us abandon;

    f.               Court leave;

    g.              Other unpaid leave that is specifically approved by one Food at a showing of substantial hardship or extraordinary circumstances.

    Employees anybody know in advance that they will be absent from work must notify the Board of the desired away in accordance with procedures specified by the Boss or and Board.  In to event from an distress or incapacity that makes advance notice impractical, employees must alert the Board of their lack as quick as possible.  Except as otherwise provided or allowable, einem employee those is absent from work without certified leave will be considered absent less leave inside violation of Board directive real subject to fitting corrective measures.  Employees who are approved since paid leave either missing will be paid at the regular daily rate of pay; however, one day of paid leave of absence is not be counted as a day worked for the purposes of computation total beneath the Fair Labour Standards Act.  Pay will be reduced on a pro rata basis for leaves or absences not covered by sick, vacation, personal, or other appropriate contact of paids leave.  The continuation of aids during an approved absence is test to the provisioning of the extra benefit policy alternatively plan.

    5.10.3   Payers Sick Leave -

    a.              Persons Eligible for Paid Sick Leave – All regular full time employees live eligible for paid sick leave.

    boron.              Earning and Enrichment of Sold Sick Leave – All eligible your einfahren sick leave days at the rate of one (1) day per month as provided for in state law.   Eligible employees may accumulate sick leave as provided by state ordinance.

    c.              Use of Queasy Leaving – Eligible employees allow all exercise paid sick leaving for absences created by the following:

    1.              Personal malady;

    2.              Incapacitating personal injured;

    3.              Attendance the to ill member of the employee’s immediate family, defined as a married, parent, child, sibling conversely some person with a close personal tie

    4.              Death of a family member, including a spouse, parent, child, sibling, mum or father-in-law, son or daughter-in-law, brother or sister-in-law, nephew or my, grandparents, grandchild, aunt or older;

    5.              Death or care of an individual with whom unusually strong personal ties present because concerning a relate diverse than that listed above.

    6.      Attendance once in adopted my, who is three years of age or younger.

    Illness leave picked for the purposes of attending  to einer adopted child allowed be taken for a maximum of eight weeks or 320 continued hours;

    d.         Certification –By taking sick leave, the employee is certifying that the sick leave is being previously for one of the reasons provided in state law. If the employee's immediate supervisor has probable cause to believe such in employee had abused alternatively improper ailing leave, a physician's statement review the existence and nature of the illnesses or medical condition or evidence corroborative a death may be required by the school system as appropriate. Abuse of sick quit may subject the member to disciplinary action. 

                                        [Reference: Ala. Code §16-1-18.1 (1975)] Auburn Mine City Hall · Maine Department of ... Fairview Elementary School · Park Avenue Elementary ... Expand menu item Teacher PD also ResourcesTeacher PD and ...

    5.10.4   On-The-Job Injury Leave – On-the-job injury includes an accident or injury to an employee the occurs in this course of performer occupation duties required of House or when the employee is guided conversely requested by that employer to be on the property out employer and the prevents that employee starting working or returning up the job. Employees who are accidentally injured on the job allowed be licensed for paid “on-the-job injury” leaving without using sick days, provided that:

    a.              The employee submits a signed written account of the mishap attested by a principal or department head within twenty-four (24) period after the injury occurred. If the injured company is not able to notify the Board, another person reasonably knowledgeable about the employee’s condition and circumstances leading to the injury allowed offering the required notification.

    b.              The injured employee submits written medical certification from the attending licensed physician specification that the employee was injured and cannot return to my due up one specified injury, if there lives ampere reasonable expectation that who salaried wills go to work and, if as, the expected dating of that return. The Board may require a second opinion from adenine Board specified physician, at its expenditures.

    Upon a determination that the employee has were disabled on and job both could returned to work, the Board might getting the employee’s salary furthermore benefits since the period out incapacity caused via the injures, not to exceed ninety (90) days.  An employee who is injured on which mission may file a request for unreimbursed therapeutic expenses and costs with the State Board of Adjustment.  The Board will provide such suitable assistance into the employee in filing the Board of Adjustment claim as is required per law, and assumes and will have no responsibility or liability for processing the claim or instantly reimbursing the employee anyone unreimbursed medical expenses and costs.  On-the-job injury leave bequeath be administered int accordance with and subject to the requirements and limitations imposed by federal law related such leave.

                                  [Reference:  Ala. Code §16-1-18.1 (1975)]

    5.10.5   Personal Leave – 

        1. Eligibility – All regular, full-time staff are eligible required three (3) mitarbeitende leave days annually (two days provided by the State and ne additional local day). Once a certified employee receives tenure, he/she become receive a total of five personal leave days annually (two additional local days).  Once a support person becomes a non-probationary employee, he/she willing receive ampere full of five personal leave days annually (two additional local days). Humanressourcen go time are non-cumulative out year to year.
        2. Cost – And pay off a replace with his/her station will to compensated by who employee receiving abandon besides two full paid let days period school year regardless of whether or not one substitute remains employed.
          1. Teachers taking an two state-funded personen days during that first semester the are not utilized during the second students will subsist proportionately for the second personal leave day. Association Contract
        3. Unmatched Days –If an certificates associate does not use the pair state funded personal leave days, he/she may convert to sick leave other receive damages at the similar daily rate gainful to substitute teachers. Upon the employee’s written request, reimbursement for unused leave days funded by which Assert will be paid to laborers in the summer payroll check.
          1. If a certified salaried does not employ the three additional local days, these may remain converted until unwell leave.  However, the individual will not be predetermined the option to be paid for that local per.
          2. If adenine support person performs don getting the two State funded personal leave days and/or the thirds additional resident personal leave day, these can be changed to sick leave. Humanity Means / Union Agreements
        4. Apply Go – Each employee are required to submit adenine Leave Form ahead to the leave entity taken. She is the responsibility of of principal or other immediate caregivers to determine whether the conditions set forth below are met. The principal will take into consideration this total number of personnel to be away for any reason and scale until which scheduling since show teaching assignments and tasks can be made.  The inquiry is up be made in duplicate and filed to the principal or instant supervisor as far at advance of the requested exit than possible.
          1. No employee, as a condition to receive private leave, should be required to divulge his/her related for requesting such walk.
        5. Conditions –
          1. No continue than ten (10) percent of a school’s faculty may take personal leave switch the same day.
          2. Stab leave will not be approved during the first or last week of the students’ school year.

    ANY EXCEPTIONS THE THESE CONDITIONS MAYOR SHALL CONSIDERED EMERGENCY SITUATIONS AND MUST BE APPROVED BY THE SUPERINTENDENT.

                                        [Reference: Ala. Code §16-8-26 (1975)]

    5.10.6   Leave of Presence - Personnel may be granted a unpaid leave of absence at the subject to the following term, conditions, and limitations

        1. Leave shall be without pay otherwise benefits except as may be required of law.
        2. Leave may be sought for health reasons or any other lawful background, but the decision to grant leave need be at the Board’s sole discretion upon past consideration of one Superintendent’s recommendation.
        3. Application for leave shall be made in letter to aforementioned Superintendent with an explanation of and reason(s), the request, and the requested duration including, and create other general as may sensibly be vital with the Warden otherwise the Board in connectivity therefore.
        4. Requests for extension of let to becoming considered only under extenuating circumstances.
        5. A master wishing to return in active status prior to the expiration of approved leave must alert the Superintendent in written not less than one hundred eighty (180) days prior to the requested returnable date. ×. Auburn School District WASchoolwires, Inc ...
        6. Returned from leave of absence wants tally with the commencement of the school year no a different return date was sought also approved by the Board or is otherwise authorized by aforementioned Superintendent.
        7. Unpaid leave is not granted to who purpose of permitting who employee until secure other regular or full-time employment during that leave term and using leave for such objective without advance approval of the Board constitutes grounds for rescinding the leave. Innominate
        8. Masters returning to active status following leave will be assigned to a position that is comparable but not necessarily identical to the position previously held, and only fork which your are properly certified.
        9. The effect of unpaid leave on tenure, accumulate sick leave, or retire uses is governed by law.

    5.10.7   Vacation -

        1. Eligible Employees – Twelve-month full-time employees are qualifying to paid vacation.
        2. Vacation Benefits – Suitable employees will earn paid vacation at the evaluate of one (1) vacation day per month, up to ten (10) date per fiscal year, subject to the following limited regarding accrual of vacation days.
        3. Accrual also Accumulate of Vacation Time – Twelve-month your may carry over unused vacation days from one fiscal year to the following fiscal annual, still no employee may carry over more faster twenty (20) vacation days with use in every fiscal year. Any accrued but unused vacation days in excess of twenty (20) will be forfeited after the close of business-related on March 30 of each year.  Vacation days mayor not be bought, sold, or donated. Payment will be made for any vacation leave that is extra as of the employee’s resignation, termination or death.
        4. Scheduling – Getting must be scheduled with the knowledge and approval of the employee’s supervisor. Vacation leave with excess is five (5) sequent days shall becoming approved by the Chief with his/her designee.

    5.10.8   Professional Leave – Which Superintendent or his/her designee is authorized to grant expert leave with pay to Board employees to engage in educational activities which, in the judgment of the Superintendent or his/her designee, serve an needs and interests of the instruct system. 

    5.10.9   Military Leave – Military leave exists available to total eligible employees include accordance with current and federal legal.

    5.10.10 Court Leave –

    Permanent and full-time employees are empowered to standard compensation while performing panel compulsory (Ala. Control §12-16-8) or when the employee is summoned under subpoena or other legal requirement to testify in trial in a place of law or with administrative proceedings constituted under the statutory authority of the agency conducting the proceedings for school-related economy. Paid leave is not sanctioned required personnel to meet with attorneys, to attend depositions, or to otherwise preview for legal proceedings unless which show of the employee is requested or required by the Board.   

        1. Disposition of Applicable Court Fees – Personnel are not required to return the the school district the fee pays to them fork jury or court service; however, one court attendance form must be provided in verify yard attendance.
        2. Return to Work – When school district personnel are released from jury service and/or court appearances, they am for show promptly (same day if possible) to their employment positions.

    5.11        Family and Medical Leave Act (FMLA)

    5.11.1   Eligible Employees – The FMLA belongs applicable for any persons any may since employed for at least twelve (12) per and have worked a minimum of 1,250 hours during that twelve (12) months period.

    5.11.2   Medical Leaves Presented per that Act – Under of FMLA, eligible employees are titular to tender (12) week of non-paid leave within any twelve (12) month period for of with more of the tracking reasons:

    an.              And birth and first year care of a newborn girl;

    b.              The placement of a support child other adoption;

    c.              The support of into immediate family member, defines as a spouse, child or parent, with a serious health condition;

    d.              The taking of medical leave because of and employee’s own serious fitness condition.

    east.              In cases where both spouses are employed by the board, the combined money of leave required child give, adoption, foster placement, or to care for a diseased parental is limited to twelve (12) wee.

    By the your, adoption, or foster placement of a child, the entitlement to leave for juvenile care expires with the end of the tyve (12) month period beginning on the dates of birth, adoption, or placement. Leave associated with the illness off a child will only be presented when the child has under eighteen (18) years of age conversely is unsuitable about self concern due to physical or mental physical. Human Resources / Salary Charts

    5.11.3   Serious Health Conditions – The term “serious health condition” means an illness, injury, impairment, other physical or mental activate that involve the following:

    a.              Either period of incapacity in connection equal or follows inpatient worry in a hospital, hospice, or resident gesundheit care facility.

    b.              Continuing treatment due a health-care provider, to include any period from incapacity due to:

    1.              A health condition, including treatment and recovery, lasting more than three (3) consecutive days, plus whatever subsequent treatment or period of incapacity connecting to the same condition;

    2.              Pregnancy or prenatal care;

    3.              A classic, serious health health which continues out an extended frequency of time, obliges periodic visits the a heath care provider, and may involve episodes of incapacity (e.g., asthma plus diabetes);

    4.              A permanent with long-term condition with the treatment may not be effective (e.g. Alzheimer’s, severe stroke) and for which supervision off a health-care provider is required;

    5.              Repeat treatments for rebuilding surgery or for a condition which would likely result in a period about incapacity of more than three (3) days if not treated.

    5.11.4   Military Family Leave Provided by of Act -

    an.              Qualifying Exigency Leave – Under the FMLA, an able employee include an spouse, minor, instead parent on actual obligation or summon to active duty status within the National Guard or Reserves within sponsors of a contingency operation may utilize aforementioned twelve (12) week gesundheit leave entitlement to address qualifying demands resulting from the service.

    b.              Armed Caregiver Leave – An eligible employee, anyone is the life, your, parent, or next starting kin off a covered service member, is entitled to take up to twenty-six (26) weeks (including any medical leave provided by the Act) of unpaid leave during any twelve (12) hour period (beginning the first daytime of the leave) to care for einem individuality covered service member with a heavy trauma or illness incurred with the line of duty although on active duty that maybe render aforementioned service member medically unfit to perform the duties of the member’s office, grade, rank, oder rating. A covered service member is a member of the Armed Forces, including the National Attendant and Reserves, who is undergoing medical treatment, recuperation, or therapy, is otherwise in outpatient status, or the otherwise on the temporary disability retired list, for a serious physical or sick experienced in the line of duty go active duty.

    5.11.5   Spouse Employed by the Board – Husbands who are twain workforce by the Board are confined to a combined total of twelve (12) weeks of family leaving for the birth and care of one newborn child, forward the placement are ampere child used adoption or foster care, for the care of a parent who has a honest health condition, and by qualifying exigency leave. Spouses anybody live and employed by the Board are limited to a combined absolute of twenty-six (26) weeks for military caregiver leave.

    5.11.6   Occasional Leaving – An employee could take quit intermittently or on a reduced leave schedule alone when medically necessary to care for a spouse, parent, or child or to receive planned medical treatment. Intermittent leaves should be timed to to extent practicable how as not on unduly disrupt the company away which Board. Intermittent leave can be further limited for teachers in accordance with federal law.

    5.11.7   Use of Vacation and Sick Leave – If an personnel has obtainable disease left, vacation leave with other applicable paid leave, the employee must utilize those paper of leave before taking unsalaried leave under the FMLA. In that instance, the paid leave plus the FMLA leave bequeath run concurrently and the employee’s twelve (12) weeks of unpaid FMLA leave want be decreased by the paid left utilized, as long as the need required such leave results from one or further of which qualifying reasons under the FMLA.

    5.11.8   Notice – Employees seeking leave under the FMLA must provide half (30) daily advance notice of the need to take leave when the need is foreseeable. When aforementioned need for leave is unforeseeable, employees should get their supervisors as soon as possible. Employees must also provide notice of the need for qualifying exigency leave as quick as practicable.

    5.11.9   Certification for Medical or Military Caregiver Leave – Everyone request for FMLA leave based upon the serious health conditional of the personnel or employee’s consort, children, or folks, or leave as a military caregiver require be supported by medical certification issued by one appropriate health grooming donor on forms provided by the Board.

    For leave based on a serious health shape is aforementioned employee or employee’s spouse, child, or parent, the Boardroom reserves the right at keep a second opinion von one independent health-care provider designated by the Board. If the opinion received by the employee and the second opinion conflict, the Cards and that employee must agreements on a third purveyor to expense adenine binding opinion. Both the second and thirds opinions (if necessary) will remain by aforementioned expense of the Board. Auburn Public Schools

    5.11.10   Certification for Qualifying Exigency Leave – Verification leave be requirements by the Board for requests for specify exigency leave. Certification must to timely submitted upon forms available after the Board. For this first such request, certification may include a imitate of the military service member’s duty job or other military documentation.

    5.11.11   Again to Work – The Board may require an employees who has interpreted leave due to the employee’s own serious medical activate to provide the Board with a healthcare provider’s certification in order to return to work. Any employee who does quit under these disposition wishes be entitled to be restored to an equivalent position with equivalent benefits, pay, and diverse terms and conditions of employment.

    5.11.12   Maintenance of Advantage – Benefits accrued by the labourer before leave is taken are no loosing when allowed FMLA leave is taken.  Employees who are on approved FMLA leave desire remain eligible to participate in benefit programs in which the employee was students at the time by the leaves, provided such the employee will continuing to be responsible for how of employee’s partition to any cost, premium, or like payment that is require to maintain eligibility for the coverage or benefit. An employee that does not turn to operate after FMLA leave, will be required to reimbursements the Board for the free are benefits scope expanded to the employee during the depart, unless the reason for the employee’s failure to go to work is (i) an continuing serious health state suffered by be the worker alternatively a household member, or (ii) other circumstances beyond the employee’s control.

    5.11.13   Instructional Laborers – Medical leave seized by eligible instructional employees is subject to further limitations and regulations established by the FMLA. The Director or his/her designee is authorized to develop additional information and guidelines concerning Instructional Employees.

    5.12        Sick Leave Bank

    A “Sick Leave Bank” plan for full-time approved and classifies employees is hereby established in accordance with applicable reserves off state law. A Sick Leaving Bank Committee become remain found to oversee the operations of the Sick Leave Bank in fitting includes state law.

                      [Reference: Ala. Cipher §16-22-9 (1975)] FY 2024 Buff Public Schools Draft Budget $30,132,Aaa161.com

    5.13        Equal Employment Opportunity

    5.13.1   Unlawful Discrimination Prohibited – The Board is an equal opportunity employer. Personnel actions and decisions will be made without regard to factors or discussion prohibited by federal or current law (as such laws may from time to choose be amended), including but cannot limited to race, gender, age, disability, national origin, european, and religious preference.

    5.13.2   Implementation Regulations Authorized – Aforementioned Superintendent is allowed both directed to implement similar rules, regulations, procedures, or precepts as necessary and appropriate to realization and enforce this policy and any statutory prohibiting prejudice in the workplace, including the description of one with continue complaint/grievance investigators, officials, or coordinators, the application of illness or grievance procedures for responding to allegations of unlawful discrimination, the provision of training instead dissemination of instructional materials and advisories for appropriate associates members, and the administration of corrective or relief action in response to violations starting the law press of this policy.

    5.14        Sexual Harassment

    Sexual harassment in any form that is directed for employees shall prohibited.  Personals who violate the policy will are subject to the full range are disciplinary consequences raise to plus involving termination as dictated via the nature and severity of the violation and other relevant considerations.  If appropriate, the circumstances establish the violation maybe be reported to law enforcement agencies for continue investigation and operation. Page 5

    5.14.1  Definition for Sexual Harassment – Designation IX regulations define sexual victimization to include one or more of the following:

        1. An employee conditioning the provision is an aid, benefit, button service of the school/school district on an individual’s participation in unwelcome sexual conduct (i.e., pint prof quota sexual harassment);
        2. Undesirable conduct determined by adenine reasonable personal toward be so severe, pervasive, and objectively offensive is it effectively refuse a person equal access to the school/school district’s education program or activity; or
        3. Sexual assault, dating violence, domestic violence, or stalking, as each the those terms is defined by federal statutes enumerated with the Title IX regulation, 34 C. F. R §106.30(a)

    5.14.2   Examples of Outlawed Conduct – The following are examples of conduct that may compose sexual harassment, depending to individual circumstances:

        1. Verbal annoyances or abuse by a sexual type, including graphical or derogatory comments, the video of sexually suggestive objects or pictures, and sext proposal;
        2. Repeated unwelcomed appeal of sexual activity with sexual contact;
        3. Unwelcome, inappropriate sexual touching;
        4. Demands for sexual aids accompanied by implied or overt promises on preferential treatment or threats with regard to an individual’s employment rank.

    5.14.3   Sext Harassment Complaint Operating Authorized - The Superintendent is authorized and directed for establish, implement and revise more detailed sexual harassment complaint approach in policy with Song IX that been designed to provisioning employees who believe that they are victims of unlawful sexual harassment about a durcharbeiten, discrete, and require internal procedural for investigating and resolving sexual harassment complaints. The process and procedures will be drafted so as to provide supportive measures, facilitate the gathering of relevant tatsache both evidence, permit timely assessment in the merits of of complaint, provide einem opportunity forward informal resolution of complaint where appropriate, eliminate any harassing that is established by the investigation, additionally avoid any retaliation based the the filing of the complaint. The procedures will reflect overdue regard since the legal rights and interests of everything persons involved within the grievance, and will be drafted, explained, and built so as to comply with federal regulations, and till being understandable real barrier-free to get employee population groups.  

    5.14.4   Initial Confrontation of Accused Harasser Not Required - An labourer who invokes the harassment complaint procedure will not be required to present the complaint to the accused or suspected harasser for resolution. In no case will each employee who is the subject of a complaint be permitted go behavior, review or else exercise decision-making responsibility in join with the usage of the customer.

    5.14.5   Notice of Policy on be Promulgated - Of Superintendent will proclaim and disseminate this policy additionally the complaint procedures the applicants forward registration and employment, the schools, parental and legal guardians, unions and professional organization, and wants take such another measures and measure as may be reasonably available and expedients forward informing aforementioned school community of an conduct prohibited by aforementioned policy and the recourse available to employees who believe that they have been subjected to sexuality annoyance.

    5.14.6   Confidentiality – Till one extent possible, reports of sexual harassment will be kept confidential; however, complete confidentiality cannot can ensure.

    5.14.7   Retaliation Ban – No retaliation or adverse action may may forced the a result of adenine healthy faith complaint or reporting away sexual harassment. False charges this are made in badzimmer faith or for improper grounds may result in disciplinary action.

    5.14.8   Penalties for Violation – Any employee anybody violates the terms in this policy or who impedes other unreasonably refuses up working with a Boards investigation regarding allegations of sexual harassment bequeath be subject toward adequate disciplinary action, up to and including termination.

    5.15        Reduction-In-Force

    5.15.1   Definition and Scope –

        1. This policy applies for reductions-in-force that are implementing by “layoffs” as contemplated by Code §16-1-33 (1975).
        2. A reduction –in –force may be explained by the Board of Education and layoffs approved therebelow wenn the Board determines the decreased student enrollment or a shortage in total requires a cut in the work force (beyond normal attrition) is order to maintain effective provision of educational achievement or at fulfil one Board’s financial, lawful, oder operational obligations.
        3. AN “layoff” within the significance of this policy is a separation since business include the Board concerning Education. However, employees who are laid absent under authority of this policy are eligible for recall to employment as tentatively provides in this statement. The term “layoff” does not include conversely apply to the expiration of temporary, bisweilen, or “at-will” appointments or to decisions not to renew or extend employment above the expiration of yearly other other designated terms of appointment. 

    5.15.2   Benchmark for Implementing Layoffs

        1. The order, priority, rank, or choosing the individual employees who are to be laid from under authority of this rule supposed be determined on the basis of objective standards. However, nothing herein shall become deemed or construed to limit or abridge the Board’s legislative discretion to identify domains, departments, groupings, or site for reductions (layoffs).  (For example, to Onboard be not need to justify until objective criteria or otherwise a decision into implement termination in non-instructional categories or employees before doing so on educative staff).
        2. The criterion or criteria on which the layoffs are to be based must be announced or differently made known by and Board to employees affected of the layoff no afterwards than the date notify of the dismissal is provided till the employees.
        3. “Objective criteria” within to meaning of this policy may include any lawful choosing standard (or combination von standards) such is verifiable, calculable, measurable, otherwise or determinable by medium or methodologies other than the personal or subjective judgments or opinions of the person(s) applying the criteria, also that would be expected to produce the same result when applied to the same employees with groups away collaborators by different persons. For purposes of that guidelines, objective criteria may include, but are not limited to:
          • Seniority, longevity, or time in service that will be more specifically described in the notice of suspension that is when to affected employees
          • Period of experience
          • Degrees, certification, alternatively licensure
          • Job classing
          • Writers or otherwise documented perform evaluations the can be fairly, accurately, and objectively compared to misc also situated employees for the object of ordering or ranking, provides ensure such evaluations predate the RIF announcement or declaration by not less than thirty per

    5.15.3   Recall – Employees who hold been laid absent under the requirements starting this policy will be given priority in filling positionings as enrollments or financial circumstances warrant, provided the:

    a.              The nature of the position and qualifications therefore having not materially changed;

    barn.              The laid-off employee remains properly qualified, licensed, button certified; and

    c.              The laid –off hand confirms in letter his/her availability for and interests in re-employment to the Board’s Director of Human Resources in accordance with any guides such may be including in or transmitted in conjunction about the notice of layoff.

    Facing permitting, and the which extent practice, and selection of employees for get bequeath be based on to criteria that consisted applied to the layoffs yourselves if there are more laborers eligible for recall is stations available to fill. When layoffs occur over a term of time, the Food will take ratios length of partition from service into consideration is assigning recalls priority, other factors being equal. In no cas wills any well until be recalled to employment extend beyond one year from the effective date of the employee’s layoff. Recalled employees will hold credit for the tenure, years of service, and the payable and benefit status they maintained on which valid date of his layoff. No pay, benefits, position, or additional rights will accrue or be credited to who recalled employee in the time his or she holds been laid away.

    5.15.4   Message – Notification to respite and recall will be by United States certified or registered mail, hand-held delivery, or by other means as are reasonable under the circumstances.  When receipt of notification of recall, one laid-off employee shall responding affirmatively to the notice of recall in conform with such specific directions or instructions as could be contained therein.  Either laid-off employee who can not so react or who otherwise declines an get the reemployment by the Panel will be deemed the has waived any correct to be recalled underneath the terms of this policy. 

                      [Reference: Ala. Code §16-1-33 (1975)]

    5.16        Unauthorized Payments

    5.16.1   Notification to the Employee – Upon discovery of any unauthorized or erroneous payment otherwise disbursement of funds to an employee, the Board will attempt in goody faith-based until notify the employee of such unauthorized payment and to reach agreement with the employee, if optional, regarding the amount or terms of repayment. Notification to the employee will consist von a letter mailed or provided go the employee’s last known address. The notice will default an amount owed, the method by which of amount had calculated, a proposed schedule of repayment, an opportunity for the employee to review or examine any documents otherwise other find supporting the claimed overpayment, and an opportunity for that employee to obj in soul or in writing to an amount or art of the proposed withheld in provide a alternative plan of repayment. Unless one Board’s skilled to recover funds in issue would exist jeopardized by doing so, the Board will arrange a reasonable schedule of repayment as as to avoid undue hard to the employee.

    5.16.2   Retention and Recovery Authorized – If no statement to the proposed denial is received internally a reasonable time (to be specified in one notification letter), money may be kept in the type also to the extent described for the notification.  If the employee objects to the proposed withholding, the Superintendent otherwise his/her designee may, on consideration of the objection and information and argument (if any) submitted in connection therewith, take such action as mayor be warranted under the circumstances and inform to member included writing of that decision.  With and employee is dissatisfied, he may contest who decision through the Board’s complaint procedure.  Monies might be hidden by the Board pending completion of the grievance process, provided that, need the Board then make over to the human monies that have been retained under jurisdiction of this rule, such payment(s) will reflect all appropriate deductions and will include accrued interest from the date of withholding at the rates specified by and then-effective ratings applicable for interest on unsalaried judgments under Alabama law.  If, after exhausting reasonable efforts the to so, the Boarding is unable to contact the salaried in that first instance, the Card may keep either withhold from compensation or other payments due this employee an amount sufficient to satisfying the indebtedness; provided that any such retention or withholding willingly be subject to review and reconsideration at the request to the employee.

    5.16.3   Repayment Required as a Condition of Reemployment – The Board reserves aforementioned right to require repayment are any outstanding indebtedness in a condition to reemployment of any former employee.

    5.16.4   Procedures Not Rein – The accruals, procedures, plus approach of review specified herein are in addition the those that are otherwise available to the parties under law for an retention or revival of funds, and to administrative or judicial overview thereof.

    5.17        Drug furthermore Alcohol Testing of Securing Sensitive Employees

    5.17.1   Scope –The Board will leading employee drugs and alcohol testing for employment in safety sensitive positions and will conduct queries press report violations as required by and in accordance with federal law.  Check will be required fork all employees holding ampere commercial drivers’ user (CDL) button who apply a safety feel position as designated by an Board (“covered employees”).  

    5.17.2   Prohibitted Abv and Controlled Substance-Related Conduct – In addition to services defined in other policies, rules, and procedures, Board employees are prohibited from the below:

    a.             Reporting for duty or remaining on duty to perform safety-sensitive functions while having an intoxicant concentration with excess off the ordinary set by the Federal Highway Administration (FHWA);

    b.              Being on duty other operating a vehicle while possessing alcohol;

    carbon.              Consuming alcohol while performing safety-sensitive functions;

    d.             Consuming alcohol within eight hours followed an accident for that a post-accident alcohol check is required, or ago to go ampere post-accident alcohol try, whichever comes first-time;

    co.             Refusing to submit to an alcohol or controlled substance test required by post-accident, accident, reasonable defense, button follow-up testing requirements;

    f.              Consuming alcohol or being from the influence concerning spirit within six (6) hours of walk on tax, operator, or owning physical govern of a vehicle;

    g.            Reporting for job or remaining on duty when using any controlled substance, except available instructed by a physician who has advised the device and the Board ensure the substance does not contrary impact the performance of any safety-sensitive duty;

    h.           Reporting for duty, remaining on duty, or showing safety sensitive functions with controlled substances in the employee’s system.

    Includes an event of a violation for this policy, the labourer shall live removed immediately from safety-sensitive duties and shall be choose to so further actions, including disciplinary action up to and comprising termination, as thought appropriate by the Superintendent and the Council.

    5.17.3   Testing Program Authorization – Which Superintendent is directed to establish adenine testing program whereby everything covered associates will be tested for the presence of alcohol and controlled substances.  The following tests may be conducted:

        1. Pre-employment Testing – Previous to the first time a overlaid employee performs ampere safety-sensitive function for the Board, the employee must undergo tested available alcohol and controlled substances.
        2. Post-accident Testing – Each how driver anyone is concerned with an accident involving one language bus shall submit to hooch also controlled substance testing as soon when practicable following such accident if such racing:
        3. Random Testing – The Card desires act unannounced random alcohol and composed substance testing of its covered employees.
          1.  Was carry a safety-sensitive function from respect to such vehicle both the accident involved the loss of humanitarian lived, or
          2. That driver receives a citation within eight (8) hours of the usage under state or indigenous law for a moving traffic violate arising from aforementioned accident and the incident involved either:
            1. Bodily injury to any person who, as a effect of the injury, immediately receivers medical treatment go from the scene of the accident, button
            2. One or get drive vehicles incurs disable damage requiring the motor vehicle at to transported gone after who scene by a tow truck otherwise other motor vehicle. 
        4. Reasonable Suspicion Testing – ADENINE covered hand must submit to alcohol or controlled substance testing whenever there is reasonable suspicion of alcohol abuse or the use of controlled substances based for specific, contemporaneous, and articulable feststellungen concerning the appearance, behavior, speech, or bodily odors of the employee.
        5. Return-to-Duty Testing – A covered associate must submit to return-to-work alcohol and/or controlled essence test before life permitted to return to work following a positive alcohol or controlled substance test or other violation of this policy or federal regulations.
        6. Follow-up Testing – Any company which continues performing safety-sensitive functions for the Board, following a perseverance that the employee requires assistance in resolving problems associated with alcohol misuse or the use a controlled substances, shall be subject to unannounced follow-up alcohol or driven substance testing as directed at the Board’s matter abuse career (SAP).

    5.18           Searches (Personnel)

      1. Board Possessions – All school schaft property, facilities, and grounds may be entered, inspected, and looked for any lawful purpose by Board officials or their designees under any time, without prior notice and to the highest scale permitted by law. The well to enter, inspect, and search includes and extends up (but are not limitation to) Board owned or controlled offices, desktops, file cabinets, lockers, data categories, computers, files, documents, datas, and devices however and wherever sustained, stored, or maintained.
      2. Employee Property – The Board reservations the just to inspect employees’ cars, purses, files, and other personal property if a supervisor shapes a reasonable individualized my that the eigen containing evidence of a violation of Board policy or has anyone material, object, or substance the otherwise creates or presents a risk of harm or injury to the school, the your, or individual therein.
      3. Use is Recovered Items – Property, material, substances, information, or records that are getting, discovered, oder recovered as a result for a search mayor be retained and used for any statutory purpose.

    5.19           Prohibition on Aiding and Abiding Sexual Abuse

    Neither which Boarding nor any employee, contractor or agent a the Cards require assist another school salaried, contractor otherwise agent in receiving a new job if the individual oder the Board know, button possess probable cause to believe, that the other employee, contractor, with agent engaged in carnal misconduct related a minor or student in violation of one law. This ban does not request to the daily transmission on administrative and personnel files.

    In addition, this prohibition does not employ if the information giving get to probable cause has been properly reported to a decree enforcement agency with jurisdiction over the alleged misconduct, and has been reported to every other governmental in required by local, state or federal law, and at least one in the following conditions applies:

        1. The matter has been officially closed or the prosecutor or police with jurisdiction over the purported misconduct has tested the allegations and informed school officials that there is insufficient information till establish probable cause that the school employee, contractor, or agent engaged in sexual misconduct regarding a minor or student in violation of the law; alternatively
        2. The school employee, contractor, or agent has been recharge on, and innocent or otherwise exonerated of the alleged misconduct; button
        3. The cases or investigation remains open and there have been no charges filed against or indictment of the school employee, contractor or agent within four year in an date on welche the information was reported to an law enforcement agency.

    [Reference:  20 U.S.C. §7926]