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G - Personnel Note: This manual is currently not being updated online. We are in the process of updating the online manual and will post the updates soon.
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EQUAL OPPORTUNITY EMPLOYMENT It is the policy of the Calcasieu Parish School Board that no person in the school district shall, on the basis of age, race, color, creed, handicap, religion, national origin, sex, or similar personal distinction be denied the benefits of, or be subject to discrimination in regard to employment, retention, promotion, transfer, evaluation, or dismissal in any educational program or activity under the jurisdiction of the Board. The Superintendent and/or his representative shall investigate any and all complaints which may be brought against any individual school in the School District in regard to any alleged discriminatory action for appropriate treatment by the Board. Ref: U.S. Const. Amend. XIV, §1; 42 U.S.C. §2003-1 to 1017; 20 U.S.C. §1681
et seq.; 29 U.S.C. §621 et seq.; Griggs v. Duke Power Company, 91 S.Ct. 849
(1979); Singleton v. Jackson Municipal Separate School District, 419 F.2d 1211
(5th Cir. 1979). PROFESSIONAL DEVELOPMENT OPPORTUNITIES The School Board recognizes that a program of professional development and education is important for the constant professional growth and improvement of an employee. Therefore, professional personnel shall be encouraged to keep up with new developments and take part in development opportunities in their academic fields and to cultivate an open mind and an experimental attitude toward current educational practices. The Board may annually develop a plan for in-service teacher educational programs in conformity with guidelines established by the State Department of Education. The School Board shall utilize the advice of the members of its teaching staff in developing the proposed plans. The educational training to be undertaken shall utilize the services of State Department of Education trained coordinators, who shall be designated by the school system from among its certified employees. The coordinators, once trained, shall be able to provide classroom teachers with information, techniques, and skills to properly respond to required modifications of the classroom environment, as well as respond to inquiries and requests for assistance from classroom teachers. The Board shall develop and continually monitor a plan to provide in-service training, through the coordinators trained by the State Department of Education, to all classroom teachers in the system who desire to receive such training as well as to make such coordinators available, on a more or less continuous basis, for consultation with classroom teachers who request assistance or information. In-service training programs shall address matters related to all aspects of education in accordance with guidelines established by the State Department of Education. Revised: November, 1993 Ref: La. Rev. Stat. Ann. §§17:24.1, 17:85; Handbook for School Administrators, Bulletin 741, State Department of Education.
COMPLAINTS AND GRIEVANCES Any employee of the Board shall have the right
to appeal the application of policies and administrative decisions affecting
him/her. The employee shall be assured freedom from restraint, interference,
coercion, discrimination, or reprisal in presenting his/her appeal with respect
to a personal grievance. All grievances shall be handled expeditiously, and according to the procedures adopted by the Board, as follow:
Revised: December, 1995 Ref: La. Rev. Stat. Ann. §17:100.4; Pickering v. Board of Education, 88 S. Ct. 1731 (1968).
FILE: GAEAA* SEXUAL HARASSMENT The School Board recognizes that harassment on the basis of sex is a violation of state and federal law. The Board, therefore, will not tolerate any sexual harassment on the part of any employee towards another employee or a student within the workplace. Conduct in violation of this prohibition shall result in severe disciplinary measures, up to and including dismissal. Harassment on the basis of sex is defined as any unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when:
Incidents of sexual harassment may include verbal harassment such as derogatory comments, jokes, or slurs, or remarks or questions of a sexual nature; physical harassment such as unnecessary or offensive touching; and visual harassment such as derogatory or offensive posters, cards, cartoons, graffiti, drawings, looks, or gestures. Harassment does not only depend upon the perpetrator's intention, but also upon how the person who is the target perceives the behavior or is affected by it. Individuals who experience sexual harassment from co-workers or others should make it clear that such behavior is offensive to them. It is recognized that instances occur within the school system involving individuals and personalities and these matters are best handled informally. In the event that an individual believes such instances require a remedy or that there is a basis for a complaint, the individual shall first discuss the issue with the individual's principal or immediate supervisor. Should no resolution occur to the satisfaction of the individual after five (5) days, a formal complaint may be filed. FORMAL PROCEDURE FOR SEXUAL HARASSMENT COMPLAINTS: STEP 1 - Employee:
STEP 1 - Student:
STEP 2 - Employee and/or Student:
STEP 3 - Employee and/or Student:
STEP 4 - Employee and/or Student:
Revised: June, 1999 Ref: PL 88-352 (42 U.S.C. 2000e et seq.); 29 CFR §1604.11; La. Rev. Stat. Ann. §17:81; Board minutes, 8-4-92.
AMERICANS WITH DISABILITIES ACT This Grievance Procedure is established to meet the requirements of the Americans with Disabilities Act. It may be used by anyone who wishes to file a complaint alleging discrimination on the basis of disability in employment practices and policies or the provision of services, activities, programs, or benefits by the Calcasieu Parish Public School System. The complaint should be in writing and contain information about the alleged discrimination such as name, address, phone number of complainant and location, date, and description of the problem. Alternative means of filing complaints, such as personal interviews or a tape recording of the complaint, shall be made available for persons with disabilities upon request. A complaint form shall be available by calling the ADA Coordinator. The complaints should be submitted by the grievant and/or his/her designee as
soon as possible but no later than sixty (60) calendar days after the alleged
violation to: Calcasieu Parish Public School System Within fifteen (15) calendar days after receipt of the complaint, the ADA Coordinator will meet with the complainant to discuss the complaint and possible resolution. Within fifteen (15) calendar days after the meeting, the ADA Coordinator shall issue a written determination as to the validity of the complaint and a description of the resolution, if any, and, where appropriate, in format accessible to the complainant, such as large print or audio tape. The complainant may request a reconsideration of the matter where he or she is dissatisfied with the resolution. The request for reconsideration shall be made within fifteen (15) calendar days of the date of the written determination issued by the ADA Coordinator and, in writing or by alternative means, to the Superintendent of Schools. Within twenty (20) calendar days after receipt of the request for reconsideration, the Superintendent or his designee will issue a written determination concerning the request for reconsideration or in an alternative format, if required. The Superintendent's or designee's written determination is a final resolution of the complaint. The right of a person to pursue a complaint filed hereunder shall not be impaired by the person's pursuit of other remedies such as filing of an ADA complaint with the responsible federal department or agency. The ADA Coordinator shall maintain the files and records of the Calcasieu Parish School Board relating to complaints filed for at least three (3) years. Ref: 42 U.S.C. §12101 et seq.; Board minutes 3-1-94.
FILE: GAK PERSONNEL RECORDS The Calcasieu Parish School Board shall require the maintenance of a uniform system of personnel records for all employees. It shall be the responsibility of the Superintendent or designee to keep the records updated and complete in accordance with statutory provisions. A School Board member or any other person authorized pursuant to this policy shall be permitted to examine any and all records of the school system, except school employee records relative to evaluations, observations, formal complaints, and grievances. The Board, however, upon a majority vote of the total Board membership, shall have the right to examine any and all records of the school system, including personnel records. A personnel file shall be accurately maintained in the central administrative office for each present and former employee. These files shall contain applications for employment, references, and records relative to compensation, payroll deductions, evaluations, and such other matters as may be considered pertinent to the proper maintenance of all personnel records. It is the duty of the employee to furnish the personnel office with certificates, transcripts, statements of degrees, and other educational experience related documentation. The Superintendent shall be
designated as custodian of all personnel files and shall have the overall
responsibility for maintaining and preserving the confidentiality of the files.
The Superintendent may, however, designate another official to perform the
duties of records management on the understanding that this official is to be
held responsible for granting or denying access to records on the basis of these
guidelines. No school employee shall be denied access to his/her personnel file. The contents of a school employee's personnel file shall not be divulged to third parties without the expressed written consent of the school employee, except when ordered by a court or by subpoena, or in accordance with this policy. No school system employee other than the personnel file custodian or the Superintendent of Schools for the system, or the designee of either, who shall be a school system employee, shall be allowed access to a school employee's personnel file without the school employee's expressed written consent, unless that employee is charged with the duty of supervising that particular school employee's performance. In case a personnel file should be accessed by the Board or anyone else, the employee whose file was so accessed shall receive written notice of the fact and the name and title of the person who was permitted access. All persons permitted access shall maintain the confidentiality of those documents in the file which are not matters of public record. REQUESTS FOR ACCESS AND INSPECTION No complaint, commendation, suggestion, or evaluation may be placed in the evaluation file unless it meets the following requirements: 1. Each document concerning a
school employee shall be placed in the employee's personnel file within a
reasonable time and no document, except those resulting from routine
recordkeeping, shall be placed in a school employee's personnel file by any
school system employee, unless and until that school employee is presented with
the original document and a copy thereof prior to its filing. Each school employee shall be
given the opportunity to rebut and to respond to any document placed in his/her
personnel file. Certain items in the personnel
records of School Board employees shall be confidential, including: Confidentiality of Employee Group
Health/Life Records All eligibility and medical claim records of an employee or his/her dependent and all records of benefit payments to an employee, his/her dependent, or medical provider shall be confidential and privileged, shall not be public records and shall be used exclusively for the purpose of claims processing, eligibility determination or statistical record keeping. Such confidentiality and privilege
shall be strictly maintained by the Risk Manager and all Risk Management
employees. Nothing herein shall prohibit the communication of facts, documents, or other information which are part of an employee's claim file to the System's health/life insurance carrier. Nothing herein shall prevent the use of such records for compilation of statistical data wherein the identity, work site, and job classification of the individual are not disclosed. As a condition of employment, Risk Management Department employees shall be required to indicate by signature, their knowledge of this confidentiality policy and their agreement to abide by same. Violation of this policy will subject the employee to discipline and upon review by the Superintendent, possibly termination. Further that any breach of confidentiality "post" employment may subject that employee to civil and/or criminal proceedings. DEFINITIONS
FILE: GAK-R DISCLOSURE AND RETENTION OF PUBLIC PERSONNEL The Calcasieu Parish School Board, as a self-insured health care provider, is required to maintain a uniform system of medical records for all of its employees. Such records shall be considered to be public records, with the exception of information outlined in EXCEPTIONS, as provided by the statutory provisions governing public records and documents. As mandated by the Public Records Act, any person of the age of majority shall have the legal right to inspect, copy or reproduce or obtain a reproduction of any public record. PURPOSE
APPLICABILITY This policy shall apply to all documents, records, and information pertaining to employees unless specifically excepted by statute as outlined under exceptions of this policy. RESPONSIBILITIES It shall be the responsibility of the custodian to abide by the statutory provisions of the Public Records Act. As defined by the Act, the custodian is the "public official or head of any public body having custody or control of a public record, or a representative specifically authorized by him to respond to requests to inspect any such public records". In the case of health and medical records through the Board's self-insured health care program, the Board's risk manager shall be designated as the custodian of all documents, records, claim forms, and all other health records of employees and dependents. EXCEPTIONS The Public Records Law covers all records unless:
PROCEDURES
FILE: GAMA EMPLOYEE TOBACCO USE The Calcasieu Parish School Board directs that
the use of tobacco products shall be prohibited in all school buildings, on
school grounds, school buses and school owned vehicles except in an outside area
specifically designated as a smoking area out of the view of students and the
public. Such areas shall be clearly marked as smoking areas. Violators may be
subject to appropriate disciplinary action by the Board.
FILE: GAMD DRUG FREE WORKPLACE No employee shall unlawfully manufacture, distribute, dispense, possess or use on or in the workplace any narcotic drug, hallucinogenic drug, amphetamine, barbiturate, marijuana or any other controlled substance as defined in Schedules I through V of Section 202 of the Federal Controlled Substances Act and subsequent regulations. "Workplace" shall be defined as the site for the performance of work done in connection with any activity under the auspices of the Calcasieu Parish School Board. Such definition includes any school building or other school premises; any school owned vehicle or any other school-approved vehicle used to transport students to and from school or school activities; off-school property during any school-sponsored or school-approved activity, event, or function, such as a field trip or athletic event, where students are under the jurisdiction of the School Board. As a condition of employment, each employee shall notify his or her supervisor of his or her conviction of any criminal drug statute for a violation occurring in the workplace no later than five (5) days after such conviction. Also, as a condition of employment, each employee shall abide by the terms of the school district policy respecting a drug-free workplace. An employee who violates the terms of this policy may be non-renewed or his or her employment may be suspended or terminated, at the discretion of the Board. Sanctions against employees, including
nonrenewal, suspension and termination shall be in accordance with provisions of
the Calcasieu Parish School Board Policy Manual. DRUG/ALCOHOL TESTING OF
EMPLOYEES The Calcasieu Parish School Board, as a result of its responsibilities to its employees and to the public it serves, has a compelling obligation to eliminate illegal drug and alcohol use from its workplace. The School Board recognizes the increased risks and dangers when employees use drugs/alcohol in the workplace. This policy will establish the administrative scope, personnel procedures, employee training, drug testing guidelines, and employee assistance related to achieving a drug free workplace. It is the intent of this policy to comply with current federal statutes, and U. S. Department of Transportation regulations concerning drugs in the workplace and drug testing of employees. CONTACT PERSON Questions regarding this policy may be directed
to the following individual: FILE: GAMFC HEALTH EXAMINATIONS The School Board, through the Superintendent,
may require an employee to have a medical examination whenever there is evidence
the employee's condition warrants such action, or there is concern for safety.
Examinations may also be conducted to determine adequacy of job performance or
to meet requirements of state or federal laws. All examinations conducted shall
conform to all state and federal requirements. The physician shall be designated
by the Superintendent, and the cost of the examination shall be paid by the
Board. The Board may be entitled to reimbursement from an employee for the costs
of such employee's or applicant's pre-employment medical examination or drug
test, however, if the employee terminates the employment relationship sooner
than ninety (90) working days after the first day of work or never reports to
work, unless there is a substantial change made to the employment by the Board.
DANGEROUS WEAPONS It is unlawful for an employee to
intentionally possess a firearm on school property or within 1000 feet of school
property, with limited exception, or while on a school bus. The area surrounding
the school campus or within 1000 feet of any such school campus, or within a
school bus shall be designated firearm-free zones. The Calcasieu Parish School
Board, in cooperation with local governmental agencies, and the State Department
of Education, shall designate and mark firearm-free zones which surround all
schools and school property. FILE: GBA COMPENSATION GUIDES AND CONTRACTS CONTRACTS The Calcasieu Parish School Board and its professional employees, with approval by the Board, shall enter into contracts of employment for a specified period of time and compensation, with exceptions as determined by the Board. Unless otherwise stipulated at the discretion of the Board, all employees shall meet all stated position qualifications and/or certification requirements before any contract shall become valid. Renewal or issuance, when possible, of contracts of employment, as well as dismissal or nonrenewal of contract notices, with the exception of performance contracts, shall be issued on or before the last day of each school year, whenever possible. The execution of an employee contract by the Board and employee shall be legally binding upon both parties. Regular permanent teachers who have gained tenure may not be required to sign a written contract each scholastic year, but shall be required to sign such employment contracts at intervals determined by the Board. The failure of a non-tenured teacher to sign a contract for the ensuing school session within the specified time, when required, shall be considered as voluntary termination of employment on the part of the teacher, unless under extenuating circumstances, an extension is granted by the Superintendent. Any subsequent resignation or termination of said contract for reasons other than extreme emergencies, as determined by the Board, shall constitute a breach of contract against which legal action may be taken by the Board and the employee dealt with accordingly. The Board shall empower the Superintendent to receive, finalize, and accept all resignations of school employees. However, the Superintendent at the next available meeting shall report said resignations to the Board. The Superintendent shall sign each teacher contract. Performance Contracts Administrative and supervisory personnel in positions that require certification shall be hired under the terms of a performance contract of not less than two (2) nor more than four (4) years, except when such employment is for a temporary position. The Board shall make the final decision regarding the length of any such performance contract. Termination or nonrenewal of any performance contract shall require notice of such to the employee of not less than 120 days prior to the termination of the contract. COMPENSATION Salary Schedules Ordinarily, no teacher shall be placed on the payroll of the school district unless the teacher holds a valid certificate as required by law, and a copy of the teacher's contract has been filed with the Superintendent. Exceptions shall be made only when teachers with valid certification are not available for employment, subject to Board approval. Salary Supplements The Board, at its discretion, may allow salary supplements to certain instructional personnel who assume special duties. Such supplements shall be reviewed and adopted upon the recommendation of the Superintendent. Experience Credit Any teacher holding a valid Louisiana teaching certificate in the public school system of Louisiana who has transferred to Louisiana from a public school system of another state and who, at the time of such transfer, held a valid teacher's certificate from that state, shall be given full credit under the state minimum salary schedule for the years of satisfactory teaching service previously rendered in the public school system of that state. Credit for previous teaching experience shall also be granted to anyone employed by the Board who holds a valid Louisiana teaching certificate and is employed or has been employed by another public school system in the state. Advanced Degree When a teacher is awarded an advanced degree or receives additional training that would result in an increase in salary, said teacher shall be paid according to the salary schedule for the advanced degree or training beginning with the next school payroll period following notification of receipt of the advanced degree, or of training. It shall be the responsibility of the employee to assure proper notification is given to the Superintendent or designee. RETIREES The salary of any retiree who is reemployed as
a full-time teacher shall be based on the salary schedule which accounts for all
prior years of teaching service and pertinent experience. The status of any
retiree who is reemployed shall be the same as a full-time active employee,
subject to all applicable rules, procedures, policies, and statutes that apply
to all such full-time active employees.
QUALIFICATIONS AND DUTIES The Board requires that each teacher hold not less than a bachelor's degree from a regionally accredited college or university to be eligible for employment. Each teacher, including administrative personnel, shall be required to hold a current and valid teacher's certificate issued by the Louisiana State Board of Elementary and Secondary Education demonstrating proficiency in meeting all requirements necessary to obtain such a certificate. Other professional personnel shall be required to meet those qualifications necessary for the position assigned as may be determined by the Board. As part of their work assignment, teachers, as well as other employees, shall perform duties as necessary to maintain the safety and welfare of students. They shall at all times perform these duties in a reasonably prudent manner. Teachers may also be required to attend or conduct such other functions or activities of their respective school as deemed appropriate by the principal within the guidelines of their job description and their job responsibilities. Ref: La. Rev. Stat. Ann. §§17:413, 17:414, 17:441; Harrah Independent School District v. Martin, 99 S.Ct. 1062 (1979).
RECRUITMENT The Calcasieu Parish School Board recognizes that an outstanding educational program in any school system is dependent upon the employment and retention of the best qualified personnel. The Board feels that this can best be accomplished by giving careful consideration to qualifications and by providing attractive salary schedules, good working conditions, and adequate facilities. The Superintendent or his/her designee shall be responsible for the maintenance of a plan for actively recruiting qualified personnel for employment by the school district. Advertisements for all positions shall be published except when an emergency is declared by the Board, in which case the advertisement period may be altered or waived. APPLICATIONS Applications submitted for positions within the jurisdiction of the School Board shall be maintained on active status for a period of one (1) year from the date of receipt by the personnel department. Each individual seeking employment shall complete and submit the appropriate application designed for the position sought, and an employee seeking reassignment or promotion shall file the appropriate documents in a timely manner for each position sought. Ref: La. Rev. Stat. Ann. §§17:24.2, 17:83. FILE: GBD EMPLOYMENT OF PERSONNEL The Calcasieu Parish School Board and its administrative staff believes that it has an obligation to provide the children attending its schools with the very best personnel available regardless of race, color, creed, sex, age, national origin or any similar personal characteristic or affiliation with any teacher union or association. The Superintendent or his/her designee shall be responsible for establishing and maintaining appropriate procedures for reviewing and evaluating any and all applicants for selection, including administrative and supervisory personnel, and assuring adherence to applicable state and federal legal requirements. Selection of personnel to fill all positions shall be made on a non-discriminatory basis with selection procedures and evaluative criteria known to all applicants. Applicants should not resort to the use of political, social, or other pressures to gain employment or promotion. The School Board shall select teachers and all other personnel from recommendations made by the Superintendent. It shall be the responsibility of the Superintendent to ensure that all persons recommended have proper certification where applicable, and are qualified for the position. Nothing shall prevent the School Board from rejecting the recommendation made by the Superintendent and requiring the Superintendent to submit additional recommendations. The Superintendent shall be required to consult with the principal regarding any recommendations made by the Superintendent for hiring or placement of any teacher or other certified personnel at the school in which the principal is employed. In addition, the Superintendent shall be required to consult with teachers regarding any recommendations made by the Superintendent for the hiring or placement of a principal at the school in which such teachers are employed. The School Board shall require all teaching personnel employed by the district to possess those qualifications set forth by the State Board of Elementary and Secondary Education and by all applicable accrediting agencies. The Board also recognizes that these qualifications, as well as qualifications for all positions, are set up to promote minimum standards. Therefore, it shall be the policy of the Board to employ persons who exceed these minimum requirements, whenever possible. CRIMINAL HISTORY OF APPLICANTS The School Board shall require, in accordance with state law, certain applicants for employment with the School Board to submit necessary information regarding their backgrounds. A prospective employee that may be employed in a position having responsibility for the care, control, supervision and/or discipline of minor children shall be required to provide authorization for the disclosure of any information regarding past criminal activities. A standard applicant fingerprint card and a
disclosure authorization form shall be provided the applicant by the School
Board or may be obtained from local police authorities. It shall be the
responsibility of the applicant to have his/her fingerprints taken by a
qualified individual and submitted to the proper authorities for processing. Any
cost associated with fingerprinting or the disclosure of background information
on an applicant shall not be the responsibility of the applicant.
ASSIGNMENT POSITIONS ASSIGNMENT The School Board authorizes the Superintendent to assign all teachers, professionals, and other employees of the Board to their respective position and/or school upon employment. It is the desire of the Board that personnel be assigned on the basis of their qualifications and the needs of the school district. CLASS ASSIGNMENT The principal shall be responsible for assigning teachers to classes within their respective school. Except in extenuating circumstances, the principal shall notify teachers of their anticipated assignment for the following school year prior to the opening of school. Teachers who wish to request reassignment for the subsequent school year may do so provided such request is submitted prior to the close of the school year. Principals shall give every consideration to teacher requests for assignment to a particular grade level and/or subject area for which a teacher is certified and qualified. A teacher shall be notified by the principal of any change in assignment as soon as possible.
PROBATION The School Board shall require, in accordance with statutory requirements, each teacher to serve a probationary term of three (3) years to be reckoned from the date of his/her first appointment as an employee of the school district. During the probationary term, the Board may dismiss or discharge a probationary teacher upon the written recommendation of the Superintendent, accompanied by valid reasons for the dismissal. Any teacher found unsatisfactory by the Board, at the expiration of the said probationary term, shall be notified in writing by registered or certified mail, return receipt requested, by the Board that he/she has been discharged or dismissed; in the absence of such notification, such probationary teacher shall automatically become a regular and permanent teacher in the employ of the School Board after having successfully served the three year probationary term. Ref: La. Rev. Stat. Ann. §17:442.
EMPLOYEE DISCIPLINE The Board, in accordance with state law, shall provide for an investigation of an employee, in cases where the Board has made a public announcement that an employee may be disciplined, whether or not there is an accompanying reduction in pay. Not later than thirty (30) days after the conclusion of the investigation and prior to any Board action to implement such disciplinary action, the employee may appear, if he so determines, before the School Board in open session and be given a reasonable time, as determined by the Board, to comment on the investigation and any actions taken or proposed to be taken involving the employee. These provisions shall not be applicable to any reduction in force initiated by the Board. Ref: La. Rev. Stat. Ann. §17:81.8.
FILE: GBI EVALUATION OF PERSONNEL The School Board believes the quality of teaching and learning is directly related to the performance of personnel who work in the school district. The Board, therefore, shall strive to attract, retain, and promote the most highly qualified personnel available for any and all positions of employment in the district. In turn, it is the policy of the Board to appraise the performance of all personnel in its employ in order to help each individual improve his/her effectiveness, and to estimate individual potential. The Superintendent and his/her staff shall have the responsibility for developing, monitoring, and maintaining an effective and efficient personnel evaluation program in accordance with guidelines as developed by the Department of Education and adopted by the Board of Elementary and Secondary Education. In doing so, the Board emphasizes that evaluations shall be conducted in a professional and cooperative manner and shall be diagnostic rather than judgmental. The assessment and evaluation process shall result in the assessment of the strengths and weaknesses of the individual and the selection of the necessary steps which will be taken to help the individual continue to grow professionally. The process for all observations, evaluations, teacher conferences, and related
functions shall be conducted in accordance with state requirements, as well as
regulations and other criteria enumerated in the district's guidelines for
Teacher Assessment and School Personnel Evaluation. A grievance hearing may be requested and conducted regarding any result or actions which resulted from the implementation of the assessment and/or evaluation, and shall assure the employee of proper due process. Revised: October, 1994 Ref: La. Rev. Stat. Ann. §§17:3881 et seq.
FILE: GBJ PROMOTION The Board shall consider and determine all promotions of employees based upon the recommendations of the Superintendent. All employees considered for promotion must possess the appropriate certification issued by the State Department of Education for said position. Whenever a teacher is promoted by the Board from a position of lower salary to one of higher salary, the Board and employee shall enter into a written contract of employment for a term of not less than two (2) years, except when such employment is for a temporary position, nor more than four (4) years, as stipulated by the contract. The Superintendent shall provide the Board with a list of those employees whose performance contracts are to be considered for renewal no later than the last School Board meeting in July. The Superintendent shall recommend to the Board no later than 120 days prior to the expiration date indicated on the appointee's contract renewal or non-renewal of these performance contracts. Any teacher thus promoted and who enters into an employment contract as stated above, shall not gain permanent tenured status in the position to which promoted. If tenured prior to promotion, then the teacher shall retain such permanent status previously acquired. If the teacher is serving a probationary term upon promotion, the probationary period shall continue to run and the teacher shall acquire tenured status at the end of successfully serving the probationary period. Revised: February, 1991 Ref: La. Rev. Stat. Ann. §§17:81, 17:444;
Board minutes, 9-17-91. SUSPENSION The Board may suspend any person in its employment when the Superintendent has reason to believe that cause exists for such suspension when the interests of the school district so dictate. The Superintendent shall have the authority to temporarily suspend school personnel when, in his opinion, the circumstances necessitate immediate action. The salary of a suspended teacher may cease as of the date the Board sustains the suspension. If sufficient grounds for termination or suspension are subsequently not found, the teacher shall be reinstated without loss of compensation. Upon suspension of an employee by the Superintendent, the Superintendent shall notify the Board of his action and shall refer the matter to the Board for consideration of appropriate action. Ref: La. Rev. Stat. Ann. §§17:81, 17:443; Frazier v. East Baton Rouge Parish School Board, App. 1961, 128 So.2d 250.
REDUCTION IN STAFF PERSONNEL The Board shall have the authority to make, and shall make, provisions for a reduction in the number of employees of the school district, which may be made for reasons of program elimination, declining enrollment, insufficient funds, or other valid reasons as approved by the Board. All reductions of employees shall be in accordance with requirements contained in state statutes and Board policy. Normal attrition, voluntary retirements, and voluntary leaves of absence shall be considered prior to any staff reduction. All possible alternatives to the layoffs of employees shall be explored and used prior to implementation of the Reduction in Force policy. The Board shall reserve the right to exempt certain positions which carry non-teaching assignments that are vital to the successful operation of the system's programs and which could not logically be satisfactorily filled by others available to assume such specific responsibilities. GENERAL REQUIREMENTS
Teachers shall be grouped by school classification and subject assignment area, hereafter stated as assignment area, in order to reduce the number employed as follows:
The difference in the number of current staff and the number of positions approved and funded in the regular program for the ensuing session shall be the number of deletions to be made. Employees affected within an assignment area by the deletion of positions shall be determined using the criteria noted in the order listed on a least continuous service basis as follows:
Teachers shall be removed at the school level using the criteria delineated above, based on the number of approved positions at each school by assignment areas. Additionally, the least continuous service provision shall be used provided that each element of the schedule shall be assigned to a person who is certified. If the need develops to remove a person other than the person with the least continuous service, then the person with the least continuous service who does not meet certification requirements of the schedule shall be removed. REASSIGNMENT OF TEACHERS UNDER CONTRACT A teacher under contract for the ensuing school session that has been displaced as the result of a reduction in force shall be placed on a seniority basis. When possible, a tenured teacher who has been displaced due to a reduction in force may be given an option to select, from the assignment area in which the displaced teacher has been working, a vacant teaching position or a teaching position occupied by a non-tenured teacher. Such an option shall be conditioned upon the displaced tenured teacher having earned certification for the position being selected. If a tenured teacher has been displaced from an assignment area and all teachers remaining in that assignment area are tenured, then the displaced tenured teachers shall be placed in another assignment area where vacant positions exist or in positions where non-tenured teachers have been working. REASSIGNMENT OF PROBATIONARY OR TEMPORARY TEACHERS A probationary or temporary teacher that has been removed from an assignment due to a reduction in force may be considered for placement on a seniority basis as vacancies occur in the subject assignment area from which the teacher has been removed or other assignment areas as deemed appropriate, provided that certification has been earned for the vacancy and that the teacher's performance has been evaluated and considered satisfactory. A probationary teacher not certified in that subject assignment area from which removal occurred or whose evaluation is not satisfactory may be considered for reassignment on equal terms with other persons making a new application. CRITERIA FOR SPECIFIC EMPLOYEE CLASSIFICATIONS Tenurable Certificated Employees Except Teachers, Supervisors, and Administrators
Non-Tenurable Technical Support Personnel
Bus Attendants
Bus Drivers
Paraprofessionals Tutors
Special Education Aides
School Based Food Service Personnel Managers
Food Service Technicians
Custodial Personnel
School Based Clerks and Secretaries
Central Office Clerical, Secretarial and Office Management Personnel
Hourly Maintenance, Delivery, and Warehousing Personnel
Tenurable Administrators and Supervisors The Board recognizes the many legal provisions which dictate the assignment process for persons employed in the categories listed herein; therefore, if it becomes necessary to reduce the number of employees in the assignment areas listed, then the Board will assign these individuals and maintain their benefits as required by existing law and court interpretations. Tenurable administrators and supervisors serving by Board appointment include such positions as associate superintendents, assistant superintendents, principals, assistant principals, coordinators, directors, program administrators, supervisors, and assistant supervisors. RIGHT OF REVIEW Any employee who has been notified of an action which results in implementation of the reduction in force policy shall have the right to request a review of such action. The request for review must be in writing and must be received by the Assistant Superintendent of Personnel within fifteen (15) days of the employee being notified of the action. Notice of the results of a requested review shall be provided to the employee no later than the fifth day following the written request. The affected employee shall have the right to pursue the matter of the action which resulted from implementation of the reduction in force policy through the Board's duly adopted grievance procedure. If a request for review was made, then the formal grievance procedure must be initiated within fifteen (15) days from date of receipt of the notice of the results of the review. If no review was requested, then the formal grievance procedure must be initiated within fifteen (15) days of the employee being notified of the action resulting from implementation of the reduction in force policy. EXCLUSIVENESS AND SAVING PROVISION REGARDING REDUCTION IN FORCE POLICY The Reduction in Force policy shall be the only procedure that may be used in a reduction in force. Any existing procedure for reconsidering or examining an employee discharge, non-reappointment, or grievance shall not be considered in implementing a reduction in force. Similarly, no personnel action other than a reduction in force may be considered under the Reduction in Force policy. If any provision of this policy or the application thereof is held invalid, such invalidity shall not affect other provisions of the policy which can be implemented without the invalid provisions and, to this end, the provisions of this policy are hereby declared severable. Any and all provisions of this policy shall yield to existing state law, whether statutory or not, when held to be in conflict with said law or laws. Revised: July, 2000 Ref: La. Rev. Stat. Ann. §17:81.4; Board minutes, 10-15-96, 6-6-00.
FILE: GBL TENURE The Board shall grant tenure to teachers who have successfully served a probationary term of three (3) years from the date of their appointment within the school district. The laws of tenure are applicable to teachers, principals, assistant principals, supervisors and other appropriate personnel. Teachers with extracurricular assignments acquire tenure as teachers but not in their position of the extracurricular assignment. Teachers who have been promoted and have entered into an employment contract with the Board shall not be eligible to acquire tenured status in the position to which promoted but shall retain permanent status in their former position. Ref: La. Rev. Stat. Ann. §§17:441 to :444. FILE: GBM TRANSFER
The School Board may transfer any teacher or other employee, including personnel employed as principals and supervisors, when determined to be in the best interest of the district, from one position, school or grade to another by giving written notice to the employee of such intention to transfer. Such transfer shall be without loss of status or violation of contract and shall not be for political or personal reasons. The transfer of any employee shall be made in accordance with applicable state law. No transfers of instructional personnel, however, shall be initiated during the regular school term, except in emergency or promotional instances where transfers are required to preserve quality instruction. Persons employed by the Board who voluntarily request a transfer to another school or position shall submit such a request to the Superintendent in writing. To be eligible to receive consideration for a requested transfer, the individual shall have satisfactorily completed, as determined by appropriate evaluations, two (2) years in the position prior to the beginning of the new assignment. Requests for transfer for the ensuing school session shall not be considered if submitted after July 15 of each year. Teachers transferred to a school or position must be certified for the position to which they are transferred. When feasible, transfers shall be based on seniority, with the following considerations:
Careful consideration shall be given all requests for transfer. If an employee's request for transfer has been denied, then the employee may request a written explanation as to the reasons for denial. Ref: La. Rev. Stat. Ann. §§17:441 et seq.
FILE: GBN SEPARATION OF PROFESSIONAL STAFF MEMBERS It shall be the policy of the School Board to strive to assist personnel in every way possible to adjust to their positions and to perform their duties satisfactorily. Every reasonable effort shall be made to avoid the necessity of dismissing personnel at any level. The Board may dismiss any tenured teacher in accordance with state laws and regulations. Such dismissal shall be made only for just and reasonable cause, and only after written and signed charges have been filed with the Board and a hearing held. Any professional who has acquired tenure may be dismissed for incompetence, willful neglect of duty, dishonesty, or other valid reasons provided for by state law. The Board, if it decides to proceed upon the charges, shall notify the teacher in writing at least 20 days prior to the hearing, stating the charges brought against him, and shall arrange for a hearing to be held in accordance with due process provisions of the law, such hearing to be public or private at the option of the teacher. During the probationary term of an employee of the school district, the Board may dismiss an employee upon the written recommendation of the Superintendent; said recommendation to include valid reasons for the dismissal. Any permanent teacher or other school employee having supervisory or disciplinary authority over school children shall be dismissed by the Board, in accordance with statutory provisions, upon final conviction or pleading nolo contendere to certain crimes outlined in state law. Professional personnel who have entered into employment contracts with the Board may be removed from employment upon being found incompetent, inefficient, or failing to fulfill the terms and performance objectives of his contract during the term of his contract. Notification of termination of an employment contract shall be provided not less than one-hundred twenty (120) days prior to termination. Any person so removed shall be entitled to written charges, notice of hearings, and a fair hearing before the Board. If the person so removed had previously acquired tenure, then upon removal or non-renewal of contract, he shall be returned to his former position or one of equal salary as his former position. Revised: November, 1985 Ref: La. Rev. Stat. Ann. §§15:587.1, 17:15, 17:443, 17:444; Board minutes, 2-19-91, 4-20-93.
RESIGNATION The School Board shall require employees who wish to terminate their employment with the Calcasieu Parish School Board to submit letters of resignation to the Superintendent or his designee. The Superintendent or his designee shall accept or reject the letter of resignation and notify the Board at the next regularly scheduled meeting. Employees resigning from employment with the Board after the end of the school session shall do so as soon as possible. Resignations submitted after August 1 of each year may not be approved, except under extreme conditions, and then only on a date that is acceptable to both parties. Revised: August, 1999 Ref: La. Rev. Stat. Ann. §17:81; Board minutes, 7-20-99.
RETIREMENT It shall be the policy of the Board to require notice of retirement of all employees who wish to retire. Such retirement shall become effective at the end of the fiscal year or as may be approved by the Board. All employees shall be required, as a condition of employment, to become members of the retirement system for which they are eligible. Employees shall also be required to officially inform the Board in writing of their plans to retire. Ref: La. Rev. Stat. Ann. §§17:425, 17:571 et seq., 17:591, 17:882, 17:891, 17:1231, 42:691.
WORKING CONDITIONS DRUG FREE WORKPLACE No employee shall unlawfully manufacture, distribute, dispense, possess or use on or in the workplace any narcotic drug, hallucinogenic drug, amphetamine, barbiturate, marijuana or any other controlled substance as defined in Schedules I through V of Section 202 of the Federal Controlled Substances Act and subsequent regulations. "Workplace" shall be defined as the site for the performance of work done in connection with any activity under the auspices of the Calcasieu Parish School Board. Such definition includes any school building or other school premises; any school owned vehicle or any other school-approved vehicle used to transport students to and from school or school activities; off-school property during any school-sponsored or school-approved activity, event, or function, such as a field trip or athletic event, where students are under the jurisdiction of the School Board. As a condition of employment, each employee shall notify his or her supervisor of his or her conviction of any criminal drug statute for a violation occurring in the workplace no later than five (5) days after such conviction. Also, as a condition of employment, each employee shall abide by the terms of the school district policy respecting a drug-free workplace. An employee who violates the terms of this policy may be non-renewed or his or her employment may be suspended or terminated, at the discretion of the Board. Sanctions against employees, including nonrenewal, suspension and termination shall be in accordance with provisions of the Calcasieu Parish School Board Policy Manual. EMPLOYEE TOBACCO USE The Board directs that the use of tobacco products shall be prohibited in all school buildings, on school grounds, school buses and school owned vehicles except in an outside area specifically designated as a smoking area out of the view of students and the public. Such areas shall be clearly marked as smoking areas. Violators may be subject to appropriate disciplinary action by the Board. Revised: December, 1992 Ref: 21 U.S.C. 812; 21 CFR 1300.11 et. seq.; La. Rev. Stat. Ann. §§17:240, 17:405.1, 40:961 et seq.; Board minutes, 8-1-89, 6-1-93.
FILE: GBRA HEALTH EXAMINATIONS The Calcasieu Parish School Board believes the teaching profession occupies a position of public trust involving not only the individual teacher's personal conduct, but also the interaction of the school and the community. Education is most effective when these many relationships operate in a friendly, cooperative, and constructive manner. A teacher's conduct, as well as the conduct of all employees throughout the school district, should meet acceptable standards of the community and show respect for the law and the rights of others. All employees have the responsibility to be familiar with and abide by the laws of the state, the policies and decisions of the Calcasieu Parish School Board, and the administrative regulations and procedures designed to implement Board policies. Employees shall also comply with the standards of conduct set out in this policy and with any other policies, regulations, procedures, or guidelines that impose duties, requirements, or standards of conduct attendant to their status as School Board employees. Employees shall be expected to observe at least the following standards of conduct:
While the operation of the Calcasieu Parish
School Board and its schools is governed by the provisions of this and all other
Board policies, regulations, and procedures, as well as procedures of the
individual schools, no policy manual can list each and every instance of
misconduct that is precluded. Accordingly, employees are cautioned that the
appropriateness of certain action or behavior must necessarily be dictated by
the nature of the position held by the employee and standards of common sense.
By virtue of one's education and experience, an employee knows and understands
that certain actions or conducts are unacceptable even in the absence of formal
Board policy. For instance, without the need of a specific prohibition or
warning, a classroom teacher should be aware of the impropriety of certain
practices such as leaving students unattended, using profanity or sexually
suggestive language, or bringing a firearm onto campus. Such conduct constitutes
both incompetency and willful neglect of duty. Such conduct, as well as
violation of any state or federal law or Board policies, regulations, or
procedures, or school regulations or procedures, shall result in the imposition
of discipline up to and including termination.
DRUG/ALCOHOL TESTING OF EMPLOYEES The Calcasieu Parish School Board, as a result of its responsibilities to its employees and to the public it serves, has a compelling obligation to eliminate illegal drug and alcohol use from its workplace. The School Board recognizes the increased risks and dangers when employees use drugs/alcohol in the workplace. This policy will establish the administrative scope, personnel procedures, employee training, drug testing guidelines, and employee assistance related to achieving a drug free workplace. It is the intent of this policy to comply with current federal statutes, and U. S. Department of Transportation regulations concerning drugs in the workplace and drug testing of employees. CONTACT PERSON Questions regarding this policy may be directed to the following individual:
APPLICATION This policy shall apply to every person employed by the School Board who operates a commercial motor vehicle in interstate or intrastate commerce and is subject to the commercial drivers license requirements of 49 CFR Part 383. The School Board requires compliance with this policy as a condition of employment, continued employment, and continuation of contractual agreements with the School Board in the capacity of a driver. SAFETY-SENSITIVE FUNCTIONS "Safety-sensitive function" means any of those on-duty functions set forth in 49 CFR Parts 395.2 "On-Duty time," paragraphs (1) through (7). "Performing a safety-sensitive function" means a driver is considered to be performing a safety-sensitive function during any period in which he or she is actually performing, ready to perform, or immediately available to perform any safety-sensitive functions. PROHIBITIONS Department of Transportation agency drug testing programs require that employers test for marijuana, cocaine, opiates, amphetamines and phencyclidine. The Department of Transportation prohibitions (49 CFR 382 Subpart B) require the following: Alcohol concentration. No driver shall report for duty or remain on duty requiring the performance of safety-sensitive functions while having an alcohol concentration of 0.04 or greater. No employer having actual knowledge that a driver has an alcohol concentration of 0.04 or greater shall permit the driver to perform or continue to perform safety-sensitive functions. Alcohol possession. No driver shall be on duty or operate a commercial vehicle while the driver possesses alcohol, unless the alcohol is manifested and transported as part of a shipment. No employer having actual knowledge that a driver possesses unmanifested alcohol may permit the driver to drive or continue to drive a commercial motor vehicle. On-duty use. No driver shall use alcohol while performing safety-sensitive functions. No employer having actual knowledge that a driver is using alcohol while performing safety-sensitive functions shall permit the driver to perform or continue to perform safety-sensitive functions. Pre-duty use. No driver shall perform safety-sensitive functions within four hours after using alcohol. No employer having actual knowledge that a driver has used alcohol within four hours shall permit a driver to perform or continue to perform safety-sensitive functions. Use following an accident. No driver required to take a post-accident alcohol test under 49 CFR Section 382.303 shall use alcohol for eight hours following the accident, or until he/she undergoes a post-accident alcohol test, whichever occurs first. Refusal to submit to a required alcohol or controlled substances test. No driver shall refuse to submit to a post-accident alcohol or controlled substances test required under 49 CFR Section 382.303, a random alcohol or controlled substances test required under 49 CFR Section 382.305, or a follow-up alcohol or controlled substances test required under 49 CFR Section 382.307, or a follow-up alcohol or controlled substances test required under 49 CFR Section 382.311. No employer shall permit a driver who refuses to submit to such tests to perform or continue to perform safety-sensitive functions. Controlled substances use.
Controlled substances testing. No driver shall report for duty, remain on duty or perform a safety-sensitive function, if the driver tests positive for controlled substances. No employer having actual knowledge that a driver has tested positive for controlled substances shall permit the driver to perform or continue to perform safety-sensitive functions. ENFORCEMENT The School Board reserves the right, in certain circumstances, to require employees to submit to medical or physical examinations or tests. These procedures may be required at any time as condition of employment or continued employment. The procedures used may include, but are not limited to, urine drug tests, blood alcohol tests, breathalizer tests, or other medical examinations to determine the use of any substance prohibited by this policy or to determine satisfactory fitness for duty. The tests may be announced or unannounced and may be utilized under the following circumstances: Pre-employment testing.
Post-accident testing. As soon as practicable following an accident involving a commercial motor vehicle, each employer shall test for alcohol and controlled substances each surviving driver:
Random testing. Except as provided in paragraphs (b) through (d) of 49 CFR Part 382.305, the minimum annual percentage rate for random alcohol testing shall be 25 percent of the average number of driver positions. The minimum annual percentage rate for random controlled substances testing shall be 50 percent of the average number of driver positions. The employer shall randomly select a sufficient number of drivers for alcohol testing and for controlled substances testing during each calendar year to equal an annual rate not less than the minimum annual percentage rates indicated above. Reasonable suspicion testing.
Return-to-duty testing.
Follow-up testing.
PROCEDURES Collecting and testing procedures shall conform to all applicable federal guidelines and particularly those as prescribed by the Department of Transportation at 49 CFR Section 382 et al. Any pre-employment applicants with confirmed positive test results shall be removed from the list of available applicants for job positions. REQUIREMENT OF SUBMISSION TO ALCOHOL OR CONTROLLED SUBSTANCES TESTS All employees to whom this policy is applicable are required to submit to alcohol and controlled substances tests administered in accordance with applicable laws. REFUSAL TO SUBMIT TO TESTING Refusal to submit to an alcohol or controlled substances test means that a driver:
Any employee refusing to consent to testing or to submit a saliva, urine or blood sample for testing when requested by the School Board shall be subject to disciplinary action, up to and including termination of employment. Attempted or actual substitution or adulteration of samples shall be equivalent to refusal to submit to testing or equivalent to a positive drug test. NOTICE OF DISCIPLINARY ACTION FOR POLICY VIOLATIONS The consequences for drivers found to have violated Subpart B of the Rules and Regulations promulgated at 49 CFR Section 382.201 et seq and/or to comply with the provisions of this policy are as follows:
No driver who has engaged in conduct prohibited by Subpart B of 49 CFR Part 382 shall perform safety-sensitive functions, including driving a commercial motor vehicle, unless the driver has met the requirements of 49 CFR Section 382.605. No employer shall permit a driver who has engaged in conduct prohibited by Subpart B of 49 CFR Part 382 to perform safety-sensitive functions, including driving a commercial motor vehicle, unless the driver has met the requirements of 49 CFR Section 382.605. The requirements of 49 CFR Section 382.605 include the following:
The consequences for drivers found to have an alcohol concentration of 0.02 or greater but less than 0.04 are as follows:
In addition to the above, violations of Subpart B of the Rules and Regulations promulgated at 49 CFR Section 382.201 et seq and/or the failure to comply with the provisions of this policy shall be grounds for disciplinary action including but not limited to written reprimands, changes in job assignments, suspensions from work, and termination. An employee shall be subject to immediate discharge if the employee refuses to cooperate with any of the enforcement provisions of the policy or is believed to have tampered or purposefully tried to alter the outcome of drug or alcohol test. EFFECTS OF ALCOHOL AND CONTROLLED SUBSTANCES The Calcasieu Parish School System shall continue to provide all employees drug awareness programs focusing on the following:
The costs for services of assessment and/or treatment will be the responsibility of the employee. Public Law 102-143 Title V, Omnibus Transportation Employees Testing Act requires that the School Board comply with certain guidelines in order to limit substance abuse in the workplace. The Law requires the School Board to provide training and continuing education on drug abuse related issues. The School Board shall also provide its employees with a list of resources where the employee may go for drug abuse counseling and rehabilitation. The Law also requires that the employee notify his employer of any conviction for drug related offenses within five days of such conviction. Ref: PL 102-143 (Title V); 49 CFR 40 et seq.;
La. Rev. Stat. Ann. §§17:81, 23:1601, 49:1111 et seq.; Board minutes,
12-13-94. TIME SCHEDULES TEACHERS AND INSTRUCTIONAL SUPPORT PERSONNEL Teachers and instructional support personnel assigned to work the school year shall be required to be on duty a minimum of seven (7) hours and forty-five (45) minutes each school day. Principals may permit these personnel to leave early on certain days to compensate for those occasions when employees are required to stay longer than usual because of bus duty, faculty meetings, and other assignments. All teachers and instructional support personnel shall report for duty at least thirty (30) minutes before the first instructional period begins. They shall record their names in alphabetical order on forms provided, with time of arrival and time of departure. Teachers and instructional support personnel shall not leave the school grounds during the school day without the permission of the principal or facility administrator. OTHER SCHOOL BOARD PERSONNEL Principals and facility administrators shall be responsible for developing work schedules for school based personnel other than teachers and instructional support personnel. Such schedules shall be subject to the approval of the Superintendent or his designee. The regular work schedule for custodial staff members shall be structured to provide for an eight (8) hour day, and the regular work schedule for lunch personnel shall be structured to provide for a seven (7) hour day. Principals and facility administrators shall obtain proper approval if a schedule is developed which deviates from a regular work day. Additionally, principals and facility administrators are directed to develop a master schedule of regular hours for the custodial staff which includes beginning and ending work times structured to provide maximum maintenance and operation using full-time personnel. CENTRAL OFFICE CALENDAR AND TIME SCHEDULES The central office calendar shall be structured to include a Monday through Friday schedule for the fifty-two (52) weeks of each year that provides for two-hundred sixty (260) work days. The calendar shall also indicate holiday schedules as approved by the Board. Regular central office hours shall be structured to provide for seven (7) hours and forty-five (45) minutes daily, excluding a lunch period. Summer office hours shall be structured to provide for seven (7) hours and fifteen (15) minutes daily, excluding a lunch period. Teachers, consulting teachers, and instructional support personnel assigned to central office facilities shall follow the regular one-hundred eighty (180) day school calendar or adjustments thereto. If extended employment is provided, then such persons shall be scheduled to work the one-hundred eighty (180) day school calendar plus the additional days of extended employment as assigned.
EXTRA DUTY The Board recognizes that teachers must be required to perform duties other than classroom teaching. It is recognized that student clubs, school papers, annuals, athletics and supervision of playgrounds, school buses and other activities under the supervision of the school are and should be the responsibility of the principal and his faculty. Principals are therefore required and directed to assign these duties equitably among the various members of their staff. The professional guidance of all student activities in a school is essential to the total growth and development of the pupils of a school. Ref: La. Rev. Stat. Ann. §17:81.
PROFESSIONAL LEAVES AND ABSENCES The School Board recognizes the value of attending regional and national educational meetings in order to become better acquainted with the thinking of authoritative educational leaders in the various areas of public school education. Therefore, the Board may grant professional leave to an employee wishing to attend any educationally related conference, meeting, or convention, if such attendance is considered to be in the best interests of the school district. The Board may pay all or any part of expenses of any personnel whom it may direct to represent it at any such professional or educational meeting or in visitation to another school system. Employees shall be allowed no more than one out-of-state trip. In all such cases, prior approval for said expenses must be given by the Superintendent. Application and notification to attend a conference or similar educational meeting shall be made and approved as far in advance of the meeting as possible. Employees that are officers of state and regional professional organizations may be reimbursed for travel and expenses by the Board, provided such expenses are not paid by the organization. Any request for reimbursement of such expenses shall be submitted to the Superintendent for consideration by the Board. Revised: February, 1999 Ref: La. Rev. Stat. Ann. §§17:81, 17:1186; Board minutes, 1-19-99.
SABBATICAL LEAVE The Calcasieu Parish School Board shall grant sabbatical leave for the purpose of professional or cultural improvement or for medical leave to all teaching personnel in accordance with statutory provisions. Teaching personnel shall include any person employed by the Board who holds a valid teaching certificate issued by the State Board of Elementary and Secondary Education and any social worker or school psychologist employed by the Board who holds a valid professional auxiliary certificate in school social work or school psychology issued by the State Department of Education. SABBATICAL MEDICAL LEAVE A teacher is eligible for sabbatical medical leave if the teacher's regular sick leave balance is twenty-five (25) days or less at the time leave is set to begin. The application shall be accompanied by a statement from a licensed physician certifying that the leave is medically necessary. If the Board, upon review of the application, questions the validity or accuracy of the certification, the Board may require the applicant, as a condition for continued consideration of the application, to be examined by a licensed physician selected by the Board. In such a case, the Board shall pay all costs of the examination and any tests determined to be necessary. If the physician selected by the Board finds a medical necessity, the leave application shall be granted. If the physician selected by the Board disagrees with the certification of the physician selected by the applicant, then the Board may require the applicant, as a condition for continued consideration of the application, to be examined by a third licensed appropriate physician whose name appears next in the rotation of physicians on a list established by the local medical society for such purpose and maintained by the School Board. All costs of an examination and any required tests by a third physician shall be paid by the Board. The opinion of the third physician shall decide the issue. The opinion of all physicians consulted shall be submitted to the Board in the form of a sworn statement. All information contained in any statement from a physician shall be confidential and shall not be subject to the public records law. SABBATICAL LEAVE FOR PROFESSIONAL OR CULTURAL IMPROVEMENT Every person on sabbatical leave for the purpose of professional or cultural improvement, shall, during each semester of leave, pursue a program of study, earning at least nine (9) undergraduate credit hours, provided such hours directly improve the person's skills and knowledge as a teacher, or six (6) graduate credit hours, or be certified as a full?time student at an institution of higher learning accredited by the respective State Board of Education or territorial board in which such institution is located. If less than fifteen (15) weeks is spent as specified above, the number of weeks less than fifteen (15) shall be spent in either of the two (2) alternatives specified below:
ELIGIBILITY Sabbatical leave may be granted on the ratio of two (2) semesters for twelve (12) or more consecutive semesters of active service within the employ of this Board or one (1) semester for six (6) or more consecutive semesters of such service. At no time may more than five percent (5%) of the total number of teachers employed in a school system be on leave. Selection of employees among those who qualify for sabbatical leave must be based on years of continuous service and other criteria as specified by statute. PROCEDURE FOR APPLICATION
The application shall contain a statement, over the signature of the applicant, that he/she shall agree to comply with all sabbatical leave provisions. COMPENSATION A teacher granted sabbatical leave shall be paid compensation at the rate of sixty-five percent (65%) of the person's salary at the time the sabbatical leave begins. A teacher on sabbatical leave with pay must continue his/her retirement contribution. Time spent on such leave is considered as active service for retirement purposes. CONDITIONS OF SABBATICAL
Violation of the part-time work provisions shall result in the sabbatical medical leave being rescinded.
GUIDELINES FOR WAIVING INTENTION TO RETURN TO SERVICE CLAUSE The return to service provision, as stated in Conditions of Sabbatical, Item C above, may be waived by the Board, after careful review and recommendation of the Superintendent, in any of the following instances:
Revised: December, 1997 Ref: La. Rev. Stat. Ann. §§11:755, 17:1170 et seq.; Board minutes, 4-19-88, 10-21-97.
PERSONAL BUSINESS, LEAVE WITHOUT PAY PERSONAL BUSINESS The Board shall grant to teachers, bus drivers, and other employees who do not receive annual leave, two (2) days absence during each school year to be used for such purposes as may be determined by the individual. These two days shall be used at the employee's discretion, upon submitting proper notice for such leave at least twenty-four (24) hours prior to taking said leave. The two (2) days leave for personal business shall not be cumulative nor payable upon death or retirement. Leave for personal business shall be charged to and deducted from unused current and/or accumulated sick leave as of the date personal leave is taken. Any employee absent for more than two (2) days per year for personal business shall be considered on leave without pay and a full day's salary shall be deducted from their regular pay for each day absent. If an employee erroneously reports personal
business exceeding days allowed and has salary deducted, the employee will be
allowed to correct the error with salary restored in the next available pay
period. The only method of correction must be generated by the employee on
school letterhead with an explanation signed by the employee, principal, and
appropriate administrative director. An employee will have fifteen (15) days
after the pay period containing the error to submit a correction to the payroll
Department. The Board may grant leave of absence, without pay, to any regularly employed teacher or other employee for periods of time not to exceed one (1) year, based on the recommendation of the Superintendent. Such leave shall be granted by the Board, upon proper request and explanation in writing by the employee, whenever in the discretion of the Board such leave is in the best interest of the school district. Leave without absence pay shall not be granted in order to work in another school system or to be employed full time. Early return from leave without pay shall be approved by the Superintendent. Any Calcasieu Parish School Board member, employee, or citizen who is aware of possible violations of the leave without pay policies is encouraged to report any and all possible violations to the Personnel Department. The Personnel Department will take the appropriate action. FAMILY AND MEDICAL LEAVE The Board shall permit qualified employees to
take up to twelve (12) workweeks of unpaid leave in a twelve (12) month period
for family and medical reasons. Employees qualifying for family and temporary
medical leave shall have been employed by the Board for the previous twelve (12)
months prior to the date of the leave to be taken. For the purposes of this
policy, the 12 month period shall be the same as the fiscal year, July 1 to June
30. Such unpaid leave may only be taken for the following reasons: Bereavement leave shall be granted to employees
in the event of the death of an immediate family member without the absence(s)
being charged to either sick leave or annual leave. Such leave shall be
administered as follows: The principal or department head shall be
responsible for verifying bereavement leave requested. An employer may grant any employee of the
school system leave from work of up to a total of sixteen (16) hours during any
twelve (12) month period to attend, observe, or participate in conferences or
classroom activities related to the employee's dependent children for whom
he/she is the legal guardian that are conducted at the child's school or day
care center, if the conferences or classroom activities cannot reasonably be
scheduled during the nonwork hours of the employee. An employee who wishes to
request such leave shall provide a reasonable notice to the employer prior to
the leave and make a reasonable effort to schedule the leave so as not to unduly
disrupt the operations of the employer.
FILE: GBRIB SICK LEAVE
The School Board shall grant all employees hired
for the school year or longer a minimum of ten (10) days absence per year
because of personal illness or other emergencies without loss of pay in
accordance with the following schedule:
All other employees (10, 11, and 12 month
employees) will be given a minimum of 10, 11, or 12 days which will be based on
the employee's hire date. If hired after the appropriate starting time, their
sick leave will be prorated from a schedule established by the Personnel
Department.
An employee who is absent for six (6) or more
consecutive days and fails to submit a certificate from a physician certifying
the absences shall be docked a full day's pay beginning on the 6th consecutive
day of absence and each consecutive day thereafter, until the employee returns
to work.
Upon the retirement of any teacher, bus operator,
or school employee, or upon the teacher's, bus operator's, or school employee's
death prior to retirement, the School Board shall pay the teacher, bus operator,
or school employee or his/her heirs or assigns, for any unused sick leave, not
to exceed twenty-five (25) days. Such pay shall be at the daily rate of pay paid
to the employee at the time of his/her retirement or death.
If an employee is absent from duty under
circumstances in which he/she is not entitled to any kind of leave, such
employee shall be considered to be in violation of his/her contract, and is not
entitled to be paid for the days of unauthorized absence and non-performance of
duties.
SICK LEAVE FOR EMERGENCIES
Emergencies for sick leave purposes shall be
defined by the Board as:
The Board shall permit each teacher and bus driver
to take up to ninety (90) days of extended sick leave in each six-year period of
employment which may be used for personal illness or illness of an immediate
family member at any time the teacher or bus driver has no remaining regular
sick leave balance at the time the extended sick leave is set to begin.
Immediate family member means a spouse, parent, or child of the teacher or bus
driver.
Unused days during any six-year period of
employment shall not cumulate or carry forward into the next six-year period of
employment. The balance of days of extended sick leave available shall transfer
with the teacher or bus driver from one public school employer to another
without loss or restoration of days.
Interruptions of service between periods of
employment with a public school employer shall not be included in any
calculation of a six-year period. Any employment with any public school
employer, regardless of when it occurs, shall be included in any determination
of the balance of days of extended sick leave available to the teacher or bus
driver.
Any teacher or bus driver on extended sick leave
shall be paid sixty-five percent (65%) of the salary paid the teacher or bus
driver at the time the extended sick leave begins. Except for extenuating
circumstances, a doctor's certificate shall be presented with payroll timesheets
upon return to work. All doctor’s certificates shall be submitted to the payroll
department by the 15th of the month following the employee’s return to work.
Failure to present the doctor’s certificate within fifteen (15) days of the
close of the month when the leave was taken will result in 100% salary reduction
for days labeled extended sick leave.
1. The teacher or bus driver can demonstrate that
he/she will be working not more than twenty (20) hours a week in a part-time job
that the teacher or bus driver has been working for not less than one hundred
twenty (120) days prior to the beginning of any period of extended sick leave.
1) If the Board, upon review of the application,
questions the validity or accuracy of the certification, the Board may require
the teacher, bus driver, or the immediate family member, as a condition for
continued extended sick leave, to be examined by a licensed physician selected
by the Board.
SICK LEAVE FOR ASSAULT OR BATTERY
Any employee of the public schools who is injured
and disabled while acting in his/her official capacity as a result of an assault
or battery by any student or person shall receive sick leave without reduction
in pay, and without reduction in accrued sick leave days while disabled as a
result of such assault and battery. The employee shall be required to provide a
certificate from a physician certifying such injury and incapacitation. The sick
leave authorized shall be in addition to all other sick leave authorized herein,
shall not be accumulated from year to year, nor shall such additional sick leave
be compensated for at death or retirement, or compensated for in any manner
except as set forth above.
SICK LEAVE FOR PHYSICAL CONTACT WITH A STUDENT
Any teacher or school employee, but not a bus
operator, who is injured or disabled while acting in his/her official capacity
as a result of physical contact with a student while providing physical
assistance to a student to prevent danger or risk of injury to the student,
shall receive sick leave for a period of up to ninety (90) days without
reduction in pay and without reduction in accrued sick leave days while injured
or disabled as a result of rendering such assistance. The teacher or employee
shall be required to present a certificate from a physician certifying such
injury or disability. The Board may extend the period of sick leave beyond
ninety (90) days at its discretion. SICK LEAVE/WORKERS' COMPENSATION
Should any teacher become injured or disabled while acting in his or her official capacity, other than by assault, the teacher shall be entitled to appropriate worker's compensation benefits and/or sick leave benefits, at the teacher's option, for the period of time while injured or disabled. Any benefits received, however, shall not exceed the total amount of the regular salary the teacher was receiving at the time of injury or disability. The teacher shall be required to present a certificate from a physician certifying such injury or incapacitation.
VESTING OF SICK LEAVE
DEFINITIONS
MATERNITY LEAVE The Board shall grant leaves of absence to an employee for a reasonable time before and after childbirth. The granting of such leaves shall not affect any of the tenure rights or continuous service which the employee may have acquired prior to the leave. An applicant for maternity leave must select one (1) of four (4) plans denoted below in order to receive maximum maternity leave benefits, and each applicant is encouraged to confer with an appropriate supervisor in order to ensure the selection of the best plan of benefits. Options for taking maternity leave are as follows:
The leave without pay provision of Plan C or D
herein shall be limited to ninety (90) calendar days before and/or after the
expected date of delivery as verified by the attending physician. Disability due to pregnancy shall be treated as any other personal illness; therefore, a minimum of four (4) physician's statements are needed to administer the leave effectively and to provide the employee with maximum benefits. Physician statements shall be submitted as follows:
Ref: La. Rev. Stat. Ann. §§17:1171, 17:1201,
17:1202, 17:1211, 23:1007. MILITARY LEAVE The Board shall grant military leave to employees of the Board upon proper submission of application for such leave. Leave with pay for military purposes shall be granted when leave is not to exceed fifteen (15) days in one calendar year. Leave without pay shall be granted when leave is for more than fifteen (15) days. All requests for military leave shall be presented to the Board for approval and must be accompanied by proper documents attesting to call to duty. An employee on extended military leave (longer than fifteen (15) days) may be required to apply for reinstatement of his/her former position within thirty (30) days after end of leave; the employee shall then be reinstated at the salary then in force in the salary schedule. The Board may transfer the employee to a position of comparable status if, in the opinion of the Board, such action is beneficial to the school system. Revised: October, 2000 Ref: La. Rev. Stat. Ann. ''17:1215, 42:394; Board minutes, 4-3-01.
JURY DUTY The Board shall grant a leave of absence to any regularly employed person of the school system who has been called or subpoenaed to serve jury duty. Such leave shall be granted for the period of time required to serve jury duty without loss of sick, emergency, or personal leave or any other benefit. Jury duty shall not be deemed to interrupt service accumulated toward sabbatical leave. Anyone serving on jury duty shall receive his regular salary with no loss of compensation he receives as a juror. Said employee shall be responsible for submitting verification of call or subpoena for jury duty. Any employee abusing said leave shall be subject to disciplinary action. SUBPOENA Any employee receiving a subpoena from a court of law or other governmental agency shall be granted a leave of absence for the period of time required by such duty. Such leave shall be granted without loss of pay or any other benefits, provided the subpoena has been served to render direct assistance to the Calcasieu Parish School Board or a governmental agency of the state of Louisiana. A copy of the subpoena shall be submitted for verification of the absence. Ref: La. Rev. Stat. Ann. §§17:81, 17:1210.
FILE: GBRJ SUBSTITUTE TEACHERS The School Board shall require the compilation of a list of qualified individuals to serve as day-by-day substitute teachers within the school district. The Superintendent or his designee shall prepare the list assuring that all those listed possess appropriate employment criteria, including verification of teachers' qualifications and certification. Principals or their designated representatives shall call substitute teachers from the approved list in case of absence of a regular teacher. It shall be the responsibility of the principal and the regular teacher to ensure that the substitute teacher has the necessary instructions and materials to teach effectively, including textbooks, lesson plans, class rolls, schedules and an outline of local school procedures. Retired teachers may be employed as substitute teachers provided that use of retired teachers as substitutes is in accordance with the rules and regulations established by the Teacher's Retirement System of Louisiana and pertinent statutory provisions. Qualified teachers may also be selected to substitute for teachers who plan to be absent for long periods of time. Provisions shall be made for the hiring of, or contracting with applicable substitute teachers in these instances as developed by the Superintendent and staff. SUBSTITUTE PAY Compensation paid to substitutes shall be based upon the degree status of the substitute in accordance with a pay schedule as set by the Board. The salary of substitutes working for more than ten (10) consecutive days in the same assignment shall be paid in accordance with the teacher's salary schedule beginning with the eleventh (11th) day. It shall be incumbent upon the substitute teacher, however, to properly notify the personnel department of such continuous employment. Substitute employees other than teachers and bus drivers shall not be employed without special approval of the Superintendent or his designee. Revised: December, 1992 Ref: La. Rev. Stat. Ann. §§11:708, 11:791, 17:84, 17:1202, 17:1207, 17:1212, 17:1213.
ANNUAL LEAVE The School Board shall grant annual leave to twelve (12) month full-time personnel based on the total number of months of previous employment experience in Calcasieu Parish in accordance with the following schedule:
Twelve (12) month employees eligible for annual leave shall earn the leave during the twelve (12) month period preceding the employee's anniversary date on which the leave was earned, unless the Superintendent grants the employee an extension. If initial employment occurred on or prior to November 17, 1981, then the employee's anniversary date shall be July 1. For employees hired after November 17, 1981, the anniversary date shall be the day the employee was hired. VACATION AND TERMINATION Employees who have earned annual leave will be eligible to use the leave during the twelve (12) months following the anniversary date on which the leave was earned. All employees eligible for annual leave must take a minimum of five (5) days of vacation within the twelve (12) month period following the anniversary date on which the leave was earned. The Supervisor of Payroll will monitor this requirement and report any exceptions to the Superintendent immediately. Annual leave must be used in the twelve (12) months after the anniversary date on which the leave was earned, unless the Superintendent grants the employee an extension. Such extension will not negate the requirement to take a minimum of five (5) days of vacation as previously provided. Annual leave shall not accumulate from one anniversary period to another. Should an employee leave the employment of the Calcasieu Parish School Board during a year, the employee shall be paid for any unused annual leave to which the employee is entitled. Employees should work with the appropriate supervisor in arranging for annual leave. Administrative personnel shall take into consideration the services to be rendered by the employee when arranging annual leave. Revised: October, 1991 Ref: La. Rev. Stat. Ann. §17:81; Board minutes, 9-17-91.
FILE: GCD SUPPORT PERSONNEL EMPLOYMENT The School Board bases its employment and assignment policies on the principle that quality education can best be provided by staffing all positions in the system with the very best personnel available. No person shall be denied employment, reemployment, or advancement, nor shall be evaluated on the basis of sex, marital status, race, handicap, or color, creed, or national origin. Age shall be considered only with respect to minimums set by law. The Board shall require in accordance with state law, certain applicants requesting employment with the School Board to submit necessary information regarding their backgrounds. A prospective employee that may be employed in a position having supervisory or disciplinary authority over school children may be required to provide authorization for the disclosure of any information regarding past criminal activities. Applicants shall be selected for classified and support positions based on the following criteria:
SUPPORT PERSONNEL Applicants shall be selected for support positions based on criteria as may be determined by the Board. Unless specifically covered by a written employment contract expressly entered into by the individual employee and the Board, school employees shall be hired on an at-will employment basis. School employee shall mean any employee of the Board that is not required to hold a valid teacher's certificate as a condition of employment or is not a bus driver. All appointments shall be temporary until ability to perform assigned tasks has been determined. BUS DRIVERS Whenever a school bus operator is needed to drive a new route or a route vacated by a previous operator, the school bus operator who is tenured and has acquired the greatest seniority shall be offered the opportunity to and may change from driving his route to the vacant route before another operator is selected. If the tenured bus operator with the greatest seniority chooses not to change to the vacant route, the route shall then be offered in order of seniority to a school bus operator who has acquired tenure. If no tenured operator chooses to change to the vacant route, the route shall then be offered to a full-time probationary bus operator. If no regular bus operator, tenured or probationary, chooses to change to the vacant route, then a substitute bus operator shall be selected for the position from a list of approved substitute school bus operators. If a regular bus operator chooses to change routes, then his vacant route shall be filled using the process outlined above. Whenever a school bus operator owning his own bus retires, the Board shall first offer the vacated route to any person meeting the requirements of the School Board who is willing to acquire the bus of the retiring operator at full appraised value. This provision shall be applicable only when the bus owned by the retiring operator has been manufactured within a period of five years immediately prior to the operator's retirement and the operator is retiring due to a documented physical disability. Only if the Board is required, in filling a vacant route pursuant to the above provisions, to bear an increase in the unreimbursed costs for nonpassenger miles over those attributable to the previous operator who vacated the route, may a school system select an operator to fill the vacant route on a different basis than outlined above. Whenever a vacancy occurs on a route due to death, resignation, retirement, or the expiration of the regular operator's approved leave, or a new route is established, the route shall be filled with a regular school bus operator using the process stated above no later than the following school year unless the route is consolidated or eliminated. If an operator is on approved leave, his/her route shall not be considered a vacant route. A substitute shall be used to drive a route for an operator on approved leave regardless of the length of time of the approved leave. BUS DRIVER HIRING PROCEDURE - OPEN POSITION All tenured and non-tenured drivers will be notified by advertising the open route for fourteen (14) days. After the advertising period has ended, the following procedures will be followed: STEP 1
STEP 2 The route shall be offered to the most senior active substitute with an acceptable driving record within the ward of the advertised route. Seniority will be defined using the date of driver certification. Active Substitute Driver is defined as any
driver who has driven a minimum of thirty-six (36) days in each of the last two
school years. In the event the average number of days driven by the substitute
driver in any ward is less than thirty-six (36) days, then the average for that
ward will be used. Revised: December, 1990 Ref: La. Rev. Stat. Ann. §§15:587, 15:587.1, 17:15, 17:81, 17:84.1, 17:493.1, 17:497.3, 17:500; Board minutes, 7-21-87, 9-6-94, 8-18-98.
FILE: GCL CLASSIFIED AND SUPPORT PERSONNEL TENURE BUS OPERATORS Tenure shall be granted bus operators in accordance with state law. The law
specifies that bus operators shall serve a probationary term of three (3) years
reckoned from the date of first employment by the system. Upon absence of
notification of dismissal within that time, the employee becomes a permanent
employee, with tenure in the system. Ref: La. Rev. Stat. Ann. §§17:492 et seq.
FILE: GCN SEPARATION OF CLASSIFIED AND SUPPORT PERSONNEL With the exception of lay offs caused by programmatic changes, budget cuts, staff reorganizations, and/or reductions in force, no School Board employee shall be dismissed except upon valid reasons. Any school employee having supervisory or disciplinary authority over school children shall be dismissed by the Board, in accordance with statutory provisions, upon final conviction or pleading nolo contendere of certain crimes outlined in state law. BUS OPERATORS OTHER CLASSIFIED AND SUPPORT EMPLOYEES 1. Any employee’s immediate supervisor, who has
documented evidence that dismissal is appropriate, shall make a written
recommendation to the Superintendent or his/her designee outlining the reasons
for the recommendation.
OVERTIME The Fair Labor Standards Act (FLSA) requires enterprises engaged in interstate or foreign commerce and state and local governments compensate eligible employees for overtime worked. All employees are classified as either exempt or non-exempt from FLSA provisions governing overtime compensation. In general, non-exempt employees must be compensated either by being paid for the overtime work or by being given compensatory time at the rate of time and one-half, after forty (40) hours of actual working time. Under FLSA, exempt employees do not have to be compensated for overtime work. Compensatory time is paid time off the job which is earned and accrued by an eligible employee in lieu of immediate cash payment for overtime hours worked. However, worked hours refers to actual hours worked during the workweek, excluding vacation, holiday and sick leave. Time not worked, whether or not it is paid off, does not count toward the forty (40) hour threshold used to calculate overtime pay. Therefore, as a condition of employment and for use of compensatory time in lieu of overtime payment, the Calcasieu Parish School Board shall allow the use of compensatory time off in lieu of payment at a rate of time and a half. The following conditions shall apply:
All existing compensatory time, with the approval of the Department Head, must be used or cash payment issued for the time owed. Ref: 29 U.S.C. Section 207, 29 U.S.C. Section 213, 29 U.S.C. Section 778; Garcia v. San Antonio Metropolitan Transit Authority et al., 105 S.Ct. 1005 (February 1985); La. Rev. Stat. Ann. §§17:84.1; 17:196 et seq., 17:422.5.
FILE: GCRJ SUBSTITUTES FOR SUPPORT PERSONNEL The Board shall require the maintenance of a list of properly qualified and approved substitute personnel eligible to substitute for support personnel absent from work. Only persons approved by the Board shall be eligible for employment as substitutes. Appropriate judgment as to actual need should be exercised before employment of a substitute for support personnel. BUS DRIVERS Any time a substitute bus operator has been driving a route for more than ninety (90) consecutive days, the School Board shall review the circumstances of the regular operator to be certain that the continued use of a substitute operator is warranted and appropriate. Whenever a vacancy occurs on a route due to death, resignation, retirement, or the expiration of the regular operator's approved leave or a new route is established, the route shall be filled with a regular school bus operator as provided by law no later than the following school year unless the route is consolidated or eliminated. A substitute bus operator may only be used as a temporary measure until a permanent operator can be appointed to a route. A substitute operator may not drive a route for a period that exceeds the end of the school year during which the operator began driving the route. If a regular operator cannot be found to fill the route in accordance with state law, a regular bus operator serving a probationary term in accordance with state law shall be appointed to the vacant route. If an operator is on approved leave, his/her route shall not be considered a vacant route. A substitute shall be used to drive a route for an operator on approved leave regardless of the length of time of the approved leave. SUBSTITUTE PAY BUS DRIVERS - A substitute bus driver shall be paid a daily rate as approved by the Board, but in no case less than sixty-five percent (65%) of the daily rate of pay being paid the regular bus driver, to be computed by dividing the annual pay of the regular operator by the number of school days in the regularly scheduled session, exclusive of any compensation or mileage allowance for use of a privately owned bus. SCHOOL EMPLOYEES - A substitute school employee shall be paid a daily rate as approved by the Board, but in no case more than sixty-five percent (65%) of the daily rate of pay for the beginning level of the salary schedule, corresponding to the classification of the regular school employee. Revised: November, 1993 Ref: La. Rev. Stat. Ann. §§17:81, 17:500, 17:1207. |