Employee Handbook

Last Updated: 9/16/2021 7:12 PM
 

PDF Version of Employee Handbook

 

 

 

                                                                                                 Updated July 26, 2021

 

 

Table of Contents

 

Employee Handbook Receipt....................................................................................................... 6

Introduction................................................................................................................................. 15

District Information.................................................................................................................... 16

Description of the District.......................................................................................................... 16

District Map............................................................................................................................... 16

Mission Statement, Goals, and Objectives................................................................................ 17

Board of Trustees....................................................................................................................... 18

Board Meeting Schedule............................................................................................................ 18

Administration........................................................................................................................... 19

School Calendar......................................................................................................................... 19

Helpful Contacts........................................................................................................................ 19

School Directory........................................................................................................................ 20

Employment................................................................................................................................. 21

Equal Employment Opportunity................................................................................................ 21

Job Vacancy Announcements.................................................................................................... 21

Employment After Retirement................................................................................................... 21

Contract and Noncontract Employment..................................................................................... 21

Searches and Alcohol and Drug Testing.................................................................................... 23

Health Safety Training............................................................................................................... 23

Reassignments and Transfers..................................................................................................... 24

Workload and Work Schedules................................................................................................. 24

Notification to Parents Regarding Qualifications...................................................................... 25

Outside Employment and Tutoring............................................................................................ 26

Performance Evaluation............................................................................................................. 26

Employee Involvement.............................................................................................................. 26

Staff Development..................................................................................................................... 26

Compensation and Benefits........................................................................................................ 27

Salaries, Wages, and Stipends................................................................................................... 27

Annualized Compensation......................................................................................................... 27

Paychecks................................................................................................................................... 27

   Automatic Payroll Deposit......................................................................................................... 28

Payroll Deductions..................................................................................................................... 28

Overtime Compensation............................................................................................................ 28

Travel Expense Reimbursement................................................................................................ 29

Health, Dental, and Life Insurance............................................................................................ 29

Supplemental Insurance Benefits............................................................................................... 30

Cafeteria Plan Benefits (Section 125)........................................................................................ 30

Workers’ Compensation Insurance............................................................................................ 30

Unemployment Compensation Insurance.................................................................................. 30

Teacher Retirement.................................................................................................................... 31

Leaves and Absences................................................................................................................... 32

Personal Leave........................................................................................................................... 33

State Sick Leave......................................................................................................................... 34

Local Leave................................................................................................................................ 34

Sick Leave Bank (or Pool)......................................................................................................... 35

Family and Medical Leave Act (FMLA)—General Provisions................................................ 35

Local Family and Medical Leave Provisions............................................................................. 37

Temporary Disability Leave...................................................................................................... 38

Workers’ Compensation Benefits.............................................................................................. 39

Assault Leave............................................................................................................................. 39

Jury Duty.................................................................................................................................... 39

Other Court Appearances………………………………………………………………………

Religious Obsercation................................................................................................................ 40

Military Leave............................................................................................................................ 40

Employee Relations and Communications............................................................................... 41

Employee Recognition and Appreciation.................................................................................. 41

District Communications........................................................................................................... 41

Complaints and Grievances........................................................................................................ 41

Employee Conduct and Welfare................................................................................................ 41

Standards of Conduct................................................................................................................. 41

Employee Dress Code…………………………………………………………………………45

Personal Communication Devices………………………………………………………..........46

Discrimination, Harassment, and Retaliation............................................................................ 46

Harassment of Students.............................................................................................................. 46

Reporting Suspected Child Abuse............................................................................................. 48

Technology Resources............................................................................................................... 49

Personal Use of Electronic Communications............................................................................ 49

Communications between Employee and Students................................................................... 51

Criminal History Background Checks....................................................................................... 53

Employee Arrests and Convictions............................................................................................ 53

Alcohol and Drug-Abuse Prevention......................................................................................... 53

Tobacco Products & E-Cigarette Use........................................................................................ 54

Fraud and Financial Impropriety............................................................................................... 55

Conflict of Interest..................................................................................................................... 55

Gifts and Favors......................................................................................................................... 56

Copyrighted Materials................................................................................................................ 56

Associations and Political Activities......................................................................................... 56

Safety......................................................................................................................................... 57

Possession of Firearms and Weapons........................................................................................ 57

Visitors in the Workplace.......................................................................................................... 58

Asbestos Management Plan....................................................................................................... 58

Pest Control Treatment.............................................................................................................. 58

General Procedures..................................................................................................................... 59

Bad Weather Closing................................................................................................................. 59

Emergencies............................................................................................................................... 59

Lesson Plans .............................................................................................................................. 59

Name and Address Changes...................................................................................................... 60

Purchasing Procedures............................................................................................................... 60

Personnel Records...................................................................................................................... 60

Building Use.............................................................................................................................. 61

Termination of Employment...................................................................................................... 61

Resignations............................................................................................................................... 61

Dismissal or Nonrenewal of Contract Employees..................................................................... 61

Exit Interviews and Procedures................................................................................................. 62

Reports to State Board for Educator Certification..................................................................... 62

Reports Concerning Court-Ordered Withholding...................................................................... 63

Student Issues.............................................................................................................................. 63

Equal Educational Opportunities............................................................................................... 63

Student Records......................................................................................................................... 64

Parent and Student Complaints.................................................................................................. 64

Administering Medication to Students...................................................................................... 64

Dietary Supplements.................................................................................................................. 65

Psychotropic Drugs.................................................................................................................... 65

Student Conduct and Discipline................................................................................................. 65

Student Attendance.................................................................................................................... 65

Bullying...................................................................................................................................... 66

Hazing........................................................................................................................................ 68

Responsible Use Technology Agreement……………………………………………………...69

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Name ______________________________________

 

Campus/Department __________________________

 

 

I hereby acknowledge receipt of a copy of the 2020-2021 Cuero ISD Employee Handbook. I agree to read the handbook and abide by the standards, policies, and procedures defined or referenced in this document.

 

Employees have the option of receiving the handbook in electronic format or hard copy.

The electronic format can be found at www.cueroisd.org and a hard copy may be obtained from the principal or director’s office.


Please indicate your choice by checking the appropriate box below:

 

 I choose to receive the employee handbook in electronic format and accept responsibility for accessing it according to the instructions provided.

 

 I choose to receive a hard copy of the employee handbook.

 

The information in this handbook is subject to change. I understand that changes in district policies may supersede, modify, or render obsolete the information summarized in this book. As the district provides updated policy information, I accept responsibility for reading and abiding by the changes.

 

I understand that no modifications to contractual relationships or alterations of at-will employment relationships are intended by this handbook.

 

I understand that I have an obligation to inform my supervisor or department head of any changes in personal information such as phone number, address, etc. I also accept responsibility for contacting my supervisor or the department head if I have questions or concerns or need further explanation.

 

________________________________             _________________________

Signature                                                              Date

 

 

 

 

 

 

 

Employee Notice of Alliance Requirements

 

Important Contact Information

To locate a provider, go to www.pswca.org.

To contact your adjuster at the TASB Risk Management Fund, visit www.tasbrmf.org or call (800) 482-7276.

Information, Instructions, Rights, and Obligations

 

If you are injured at work, tell your supervisor or employer immediately. The information in this notice will help you to seek medical treatment for your injury. Your employer will also help with any questions about how to get treatment.  You may also contact your adjuster at the TASB Risk Management Fund (the Fund) for any questions about treatment for a work related injury.  The Fund is your employer’s workers’ compensation coverage provider and they are working with your employer to ensure you receive timely and appropriate health care. The goal is to return you to work as soon as it is safe to do so.

 

  • How do I choose a treating doctor? 

If you are hurt at work and you live in the Alliance service area, you are required to choose a treating doctor from the provider list. This is required for you to receive coverage of healthcare costs for your work related injury. A provider listing is available through the Alliance website at www.pswca.org and a link to that site is also contained on the Fund’s website at www.tasbrmf.org.   It identifies providers who are taking new patients.

 

If your treating doctor leaves the Alliance, we will tell you in writing. You will have the right to choose another treating doctor from the list of Alliance doctors. If your doctor leaves the Alliance and you have a life threatening or acute condition for which a disruption of care would be harmful to you, your doctor may request that you treat with him or her for an extra 90 days.

 

  • What if I live outside the service area?

If you believe you live outside of the service area, you may request a service area review by calling your adjuster. 

 

  • How do I change treating doctors? 

Within the first 60 days of beginning treatment, if you become dissatisfied with your first choice of a treating doctor, you can select an alternate treating doctor from the list of Alliance treating doctors in your service area. The Fund will not deny a choice of an alternate treating doctor. However, before you can change treating doctors a second time, you must obtain permission from your adjuster.

 

  • How are treating doctor referrals handled? 

Referrals for health care services that you or your doctor request will be made available on a timely basis as required by your medical condition. Referrals will be made no later than 21 days after the request. Your doctor should refer you to another Alliance provider unless it becomes medically necessary to make a referral outside of the Alliance. You do not have to get a referral if you are in need of emergency care.

 

  • Who pays for the healthcare? 

Alliance providers have agreed to seek payment from the Fund for your health care. They should not request payment from you. If you obtain health care from a doctor who is not in the Alliance without prior approval from your adjuster, you may have to pay for the cost of that care and your income benefits may be disputed.  You may treat with medical providers that are not contracted with the Alliance only if one of the following situations occurs: 

 

  • Emergencies: You should go to the nearest hospital or emergency care facility.
  • You do not live within an Alliance service area.
  • Your treating doctor refers you to a provider or facility outside of the Alliance. This referral must be approved by your adjuster.   

 

Employee Notice of Alliance Requirements – Page 2

 

 

How to File a Complaint

 

You have the right to file a complaint with the Alliance. You may do this if you are dissatisfied with any aspect of direct contract program operations. This includes a complaint about the program and/or your Alliance doctor. It may also be a general complaint about the Alliance.  A complainant can notify the Alliance Grievance Coordinator of a complaint by phone, from the Alliance website www.pswca.org  or in writing via mail or fax. Complaints should be forwarded to:

 

PSWCA (The Alliance)

Attention: Grievance Coordinator

P.O. Box 763

Austin, TX 78767-0763

866-997-7922

 

A complaint must be filed with the program grievance coordinator no later than 90 days from the date the issue occurred.  Texas law does not permit the Alliance to retaliate against you if you file a complaint against the program.  Nor can the Alliance retaliate if you appeal the decision of the program. The law does not permit the Alliance to retaliate against your treating doctor if he or she files a complaint against the program or appeals the decision of the program on your behalf.

 

What to do when you are injured on the job

If you are injured while on the job, tell your employer as soon as possible. A list of Alliance treating doctors in your service area may be available from your employer. A complete list of Alliance treating doctors is also available online at www.pswca.org.  Or, you may contact us directly at the following address and/or toll-free telephone number:

 

TASB Risk Management Fund

P.O. Box 2010

Austin, TX 78768

(800) 482-7276

In case of an emergency…

If you are hurt at work and it is a life threatening emergency, you should go to the nearest emergency room. If you are injured at work after normal business hours or while working outside your service area, you should go to the nearest care facility. After you receive emergency care, you may need ongoing care. You will need to select a treating doctor from the Alliance provider list. This list is available online at www.pswca.org.  If you do not have internet access call (800) 482-7276 or contact your employer for a list. The doctor you choose will oversee the care you receive for your work related injury. Except for emergency care you must obtain all health care and specialist referrals through your treating doctor.

 

Emergency care does not need to be approved in advance. “Medical emergency” is defined in Texas laws. It is a medical condition that comes up suddenly with acute symptoms that are severe enough that a reasonable person would believe that you need immediate care or you would be harmed. That harm would include your health or bodily functions being in danger or a loss of function of any body organ or part.

 

 

 

 

 

 

 

 

 

Employee Notice of Alliance Requirements – Page 3

 

 

Non-emergency care…

Report your injury to your employer as soon as you can. Select a treating doctor from the Alliance provider list. This list is available online at www.pswca.org.  If you do not have internet access, call 800- 482-7276 or contact your employer for a list. 

 

Treatments Requiring Advance Approval

 

Certain treatments or services prescribed by your doctor need to be approved in advance. Your doctor is required to request approval from the TASB Risk Management Fund before the specific treatment or service is provided. For example, you may need to stay more days in the hospital than what was first approved. If so, the added treatment must be approved in advance.

 

The following non-emergency healthcare treatment requests must be approved in advance:

 

Inpatient hospital admissions

Outpatient Surgical or ambulatory surgical services

Spinal Surgery

All non-exempted work hardening

All non-exempted work conditioning

Physical or occupational therapy except for the first twelve (12) visits if those visits were done within the first 6 months immediately following date of injury or date of surgery

Any investigational or experimental service

Psychological testing exceeding 3 hours with no more than four tests, such as MMPI2, BDI, BAI, P-3

Repeat psychological testing

Psychotherapy and cognitive/behavioral therapy greater than 6 visits, repeat psychological interviews and biofeedback

Repeat diagnostic studies greater than $350.

All durable medical equipment (DME) in excess of $500

Chronic pain management and interdisciplinary pain rehabilitation

Drugs not included in the TDI Division of Workers’ Compensation Formulary

All narcotic medications dispensed greater than 60 days

Any treatment or service that exceeds the Official Disability Guidelines.

 

The number your doctor must call to request one of these treatments is 800-482-7276, ext. 6654.  If a treatment or service request is denied, we will tell you in writing. This written notice will have information about your right to request a reconsideration or appeal of the denied treatment. It will also tell you about your right to request review by an Independent Review Organization through the Texas Department of Insurance.

 

 

 

 

 

 

 

 

 

AVISO DEL EMPLEADO DE LOS REQUISITOS DE LA ALIANZA

 

Información de contacto importante

Para localizar a un proveedor, visite www.pswca.org.

Para contactar a un ajustador en el Fondo de Control de Riesgos de TASB, visite www.tasbrmf.org o llame al (800) 482-7276.

 

Información, Instrucciones, Derechos y Obligaciones

 

Si se lesionó en el trabajo, avise a sus supervisor o empleador inmediatamente. La información en este aviso le ayudará a recibir tratamiento médico para su lesión. Su empleador también le asistirá con cualquier pregunta que tenga para recibir tratamiento. También puede contactar a su ajustador en el Fondo de Control de Riesgos de TASB (el Fondo) para cualquier pregunta que tenga sobre el tratamiento de una lesión relacionada con el trabajo. El Fondo es su proveedor de cobertura de compensación al trabajador y está trabajando con su compañía para asegurarse de que reciba cuidados médicos a tiempo. La meta es que regrese a trabajar sin riesgos tan pronto como sea posible.

 

  • ¿Cómo elegir un médico?

 

Si se lesionó en el trabajo y usted vive en el área de servicio de la Alliance, se requiere que usted elija un médico de la lista de proveedores. Sólo puede elegir a un médico de la lista de la Alliance. El médico no puede ser elegido de la lista de especialistas. Esto es necesario para que pueda recibir la cobertura de los costes sanitarios relacionados con el trabajo por su lesión. La lista de proveedores está disponible a través del sitio web de la Alliance en www.pswca.org Y un sitio también está contenida en el sitio Web de el Fund en www.tasbrmf.org. Identifica los proveedores que están aceptando nuevos pacientes.

 

Si su médico que le deja a la Alliace, le informaremos por escrito. Usted tiene el derecho de elegir a otro médico de la lista de la Alianza. Si su médico deja a la Alliance y usted tene una condición que amenaza la vida en peligro o condición para que una perturbación de la atención sería perjudicial para usted, su doctor le puede pedir que tratar con él o ella por un extra de 90 días.

 

  • ¿Qué pasa si vivo fuera del área de servicio?

 

Si usted cree que vive fuera del área de servicio, puede llamar a su ajustador y pedirle que revise el área de servicio.

 

  • ¿Cómo cambio de doctor?

Si está insatisfecho con su doctor, puede elegir un doctor diferente de la lista de doctores en el área de servicio donde usted vive. El Fondo le da la opción de elegir un doctor diferente. Antes de que cambie de doctores una segunda vez, debe obtener el permiso de su ajustador.

 

  • ¿Cómo se maneja la referencia de doctores?

Las referencias de los servicios médicos que usted y su doctor soliciten estarán disponibles en el tiempo requerido en base a su condición médica. Las referencias serán hechas en menos de 21 días después de su petición. Su doctor debe referirlo a otro proveedor de la Alianza a menos de que sea médicamente necesario hacer la referencia afuera de la Alianza. No tiene que obtener una referencia si necesita de cuidados de emergencia.

 

  • ¿Quién paga por los cuidados médicos?

Los proveedores de la Alianza han acordado pedir el pago al Fondo para sus cuidados médicos. No deben pedirle pagos a usted. Si obtiene cuidados médicos de un doctor que no está en la Alianza sin tener aprobación previa de un ajustador, tal vez tenga que pagar los costos de su cuidado. Puede recibir tratamiento de los proveedores médicos que no pertenezcan a la Alianza sólo si sucede una de las siguientes situaciones:

 

  • Emergencias: Debe de acudir al hospital o instalaciones de emergencia más cercanas.
  • Si no vive dentro del área de servicio de la Alianza
  • Si su doctor lo manda a un proveedor o instalación fuera de la Alianza. Esta instalación o especialista debe ser aprobado por un ajustador.
 

AVISO DEL EMPLEADO DE LOS REQUISITOS DE la ALIANZA - PÁGINA 2

 

Cómo Poner una Queja

 

Tiene el derecho de poner una queja con la Alianza. Debe hacerlo si no está satisfecho con algún aspecto de las operaciones del programa de contrato directo. Esto incluye una queja sobre el programa y/o su doctor de la Alianza. También puede ser una queja general sobre la Alianza. Puede poner su queja con el Coordinador de Quejas de la Alianza por teléfono, por medio de la página de internet de la Alianza en www.pswca.org, por escrito por correo o por fax. Las quejas se deben mandar a:

 

PSWCA (The Alliance)

Attention: Grievance Coordinator

P.O. Box 763

Austin, TX 78767-0763

866-997-7922

 

Debe mandar la queja al coordinador de quejas del programa en menos de 90 días después de la fecha en que haya ocurrido el incidente. Las leyes de Texas no permiten que la Alianza tome represalias en contra de usted si pone una queja en contra del programa. La Alianza tampoco puede tomar represalias si usted apela la decisión del programa. La ley no permite que la Alianza tome represalias en contra de su doctor si el o ella pone una queja en contra del programa o apela de su parte la decisión del programa.

 

¿Qué se puede hacer cuando uno se lastima en el trabajo?

Si se lastima mientras esté en el trabajo, avise a su empleador tan pronto como le sea posible. Su empleador puede tener una lista de doctores de la Alianza en su área de servicio. También puede encontrar una lista completa de doctores de la Alianza en www.pswca.org. O también, nos puede contactar directamente a la siguiente dirección y/o llamar al número de teléfono gratis:

 

TASB Risk Management Fund

P.O. Box 2010

Austin, TX 78768

(800) 482-7276

 

En caso de una emergencia...

Si se lastima en el trabajo y es una emergencia con amenaza de muerte, puede ir a un hospital de emergencias más cercano. Si se lesiona en el trabajo después de horas de oficina o mientras esté trabajando afuera de su área de servicio, debe acudir a las instalaciones más cercanas. Después de que haya recibido cuidados de emergencia, puede necesitar continuos cuidados. Necesita elegir a un doctor para su tratamiento de la lista de proveedores de la Alianza. Esta lista está disponible en línea en www.pswca.org. Si no tiene internet, llame al (800) 482-7276 ó llame a su empleador y pida la lista. El doctor que elija se asegurará de que reciba cuidados para su lesión relacionada con el trabajo. Excepto por los cuidados de emergencia, usted debe obtener referencias para los cuidados médicos y especialistas por medio del doctor que lo atienda.

 

Los cuidados de emergencia no necesitan ser aprobados con anticipación. Una "Emergencia Médica" como es definida por la leyes de Texas. Es una condición médica que sucede repentinamente con síntomas serios que son severos como para que una persona razonable crea que usted necesite cuidados inmediatos o su no, podría sufrir un daño. Ese daño pudiera incluir peligros en contra de su salud o funciones de su cuerpo o pérdida de funciones de cualquier órgano o parte del cuerpo.

 

 

AVISO DEL EMPLEADO DE LOS REQUISITOS DE la ALIANZA - PÁGINA 3

 

Cuidados no de emergencia...

Reporte su lesión a su compañía tan pronto como pueda. Seleccione a un doctor que lo atienda de la lista de proveedores de la Alianza. Esta lista está disponible en línea en www.pswca.org. Si no tiene acceso al internet, llame al 800- 482-7276 ó llame a su compañía y pídale una lista.

 

Tratamientos Que Requieren Aprobación Previa

 

Ciertos tratamientos o servicios prescritos por un doctor necesitan ser aprobados con anticipación. Se requiere que su doctor pida aprobación del Fondo de Control de Riesgos de TASB antes de proporcionar un tratamiento o servicio específico. Por ejemplo, puede necesitar quedarse más días en un hospital que los días aprobados al principio. Si así es, los tratamientos adicionales deben ser aprobados con anticipación.

 

Los siguientes tratamientos médicos que no son de emergencia deben ser aprobados con anticipación:

 

Admisión del paciente en el hospital

Servicios quirúrgicos o de ambulancia

Cirugía de la Columna

Toda la terapia de fortalecimiento laboral no exenta

Toda la terapia de acondicionamiento laboral no exenta

Terapia física u ocupacional excepto las primeras seis (6) visitas si las seis visitas fueron hechas en un periodo de 2 semanas inmediatamente después de la fecha de la lesión o la cirugía.

Cualquier servicio de investigación o experimental

Todas las pruebas psicológicas y psicoterapia

Estudios repetidos de diagnósticos que sobrepasen $350

Todo el equipo médico (DME) que sobrepase $500

Manejo del dolor crónico y la rehabilitación del dolor interdisciplinario

Medicamentos no incluidos en el Formulario de la División de Compensación al Trabajador (TDI)

Todos los medicamentos narcóticos proporcionados para más de 60 días

Cualquier tratamiento o servicio que exceda las Pautas Oficiales de Discapacidad

 

Su doctor debe llamar al 800-482-7276, ext. 6654 para pedir uno de estos tratamientos. Si se le niega el tratamiento o servicio, le avisaremos por escrito. Este aviso por escrito tendrá información sobre su derecho de pedir que se le vuelva a considerar o apelar por el tratamiento negado. También se le explicará su derecho de pedir una revisión por una Independent Review Organization por medio del Departamento de Seguros de Texas.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

EMPLOYEE ACKNOWLEDGMENT OF THE ALLIANCE DIRECT CONTRACTING PROGRAM

Text Box: EMPLOYEE ACKNOWLEDGMENT OF THE ALLIANCE DIRECT CONTRACTING PROGRAM

 

I have received information that tells me how to get health care under my employer’s workers’ compensation coverage. If I am hurt on the job and live in a service area described in this information, I understand that:

 

< >I must choose a treating doctor from the Alliance list of doctors designated as treating doctors.I must go to my treating doctor for all health care for my injury. If I need a specialist, my treating doctor will refer me. If I need emergency care, I may go to any licensed medical professional within the United States.Even though my treating doctor should refer me to a specialist of providers contracted with the Alliance, I understand that I need to verify that the referral doctor is a member of the Alliance provider panel.The Texas Association of School Boards Risk Management Fund will pay the treating doctor and other Alliance providers for all health care related to my compensable injury.I understand that my medical and/or income benefits may be disputed if I receive health care from a provider other than an Alliance provider without prior approval from the Fund.Making a false or fraudulent workers’ compensation claim is a crime that may result in fines and or imprisonment.If I want to change doctors after my first choice, I can do so within the first 60 days of starting treatment, and I can only choose from the Alliance list of providers. A third choice requires approval from my adjuster.         /         /         

 

 

Signature                                                                                                Date

 

 

 

 

Printed Name

 

I live at: ____________________________________________________________________________

              Street Address

 

 

            _____________________________________________________________________________

              City, TX, Zip

 

Name of Employer:  Cuero ISD

 

Name of Direct Contracting Program: Polit ical Su bd ivision W ork ers ’ Com pensatio n Alliance (the   Alliance)

 

Direct contracting service areas are subject to change. To locate a treating doctor within your area, visit the PSWCA web site at www.pswca.org or call your adjuster at 800-482-7276.

 

To be completed by the employer only

 

Please indicate whether this is the:

 

Initial Employee Notification

Injury Notification (Date of Injury:         /        /        )

 

DO NOT RETURN THIS FORM TO THE TASB RISK MANAGEMENT FUND UNLESS REQUESTED.


 

EMPLOYEE ACKNOWLEDGMENT OF THE ALLIANCE DIRECT CONTRACTING PROGRAM

 

RECONOCIMENTO DEL EMPLEADO PARA EL PROGRAMA DE CONTRATAR DIRECTAMENTE CON MEDICOS

Text Box: EMPLOYEE ACKNOWLEDGMENT OF THE ALLIANCE DIRECT CONTRACTING PROGRAM

RECONOCIMENTO DEL EMPLEADO PARA EL PROGRAMA DE CONTRATAR DIRECTAMENTE CON MEDICOS

 

He recibido la informacion que explica como obtener tratamientos medicos si me lastimo en el trabajo. Si estoy lastimado en el trabajo y vivo en un área de servicio descrita en esta información, entiendo que:

 

< >Tengo que escojer un doctor de la lista de la Alliance (PSWCA), que son señalados para tartar.Debo ir a este doctor para todo el tratamiento médico para mi lesión. Si necisito un especialista, el doctor que me trata me referirá. Si necesito tratamientos de emergencia, yo entiendo que puedo ir a cualquier profesional médico licenciado dentro de los Estados Unidos.Si el doctor me refiere a un especialista, yo entiendo que necesito verificar que el doctor sea un miembro del la Alliance.TASB le pagara al doctor escojido y a doctores tambien que son partidos de PSWCA.Puedo ser responsable de la cuenta si recibo tratamento medico de doctores que no son miembros de la Alliance y sin la aprobacion anterior de TASB.Reportando un reclamo de lastimaduara falsa o fraudulenta es un crimen que puede resultar en multas y o al encarcelamiento.Si deseo cambiar doctores despues de mi primera opción, puedo hacerlo dentro 60 dias de comensar mi tratamieto. Puedo solamente escojer de la lista de doctores que estan en el Alliance. La tercer opción necesita probacion de mi ajustador antes de cabiar doctor.       

 

 

Printed Name (Nombre en imprenta):                                                                                                     

 

Address (Direccion de domicilio incluindo cuidad, estado y zip):

 

 

 

Employer (Nombre de empleo): Austin ISD

 

 

Name of Direct Contracting Program (Nombre del programa de contratar doctores directament): Political

 Sub divis ion W ork ers ’ Com pensat ion Alliance (the Allian ce)

 

El servicio de contratar doctores directamente en las areas de servicio, son subjetivos a cambiar. Para localizar un doctor de tratamiento en su area, visite al Internet en: www.pswca.org o llame a su ajustador al numero: 800-482-7276.

To be completed by the employer only

 

 

Please indicate whether this is the:

 

Initial Employee Notification

Injury Notification (Date of Injury:      _/_   _/     _)

DO NOT RETURN THIS FORM TO THE TASB RISK MANAGEMENT FUND UNLESS REQUESTED.

 

 

Introduction

 

The purpose of this handbook is to provide information that will help with questions and pave the way for a successful year. Not all district policies and procedures are included. Those that are have been summarized. Suggestions for additions and improvements to this handbook are welcome and may be sent to the Superintendent’s Office

 

This handbook is neither a contract nor a substitute for the official district policy manual. Nor is it intended to alter the at-will status of noncontract employees in any way. Rather, it is a guide to and a brief explanation of district policies and procedures related to employment. These policies and procedures can change at any time; these changes shall supersede any handbook provisions that are not compatible with the change. For more information, employees may refer to the policy codes that are associated with handbook topics, confer with their supervisor, or call the appropriate district office. District policies can be accessed online at www.cueroisd.org and are available for employee review during normal working hours.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

District information

 

 

Description of the District

The Cuero Independent School District is a public educational agency operating under the applicable laws and regulations of the State of Texas.  It is governed by a seven member Board of Trustees elected by the registered voters of the District. The Board is the policy-making body and its members serve without compensation as representatives of District constituents.  The District derives its legal status from the Constitution of the State of Texas and from the Texas Education Code as passed and amended by the Legislature of Texas. Texas Const., Art. VII   The District is located 95 miles south of Austin, Texas, in central DeWitt County.

 

District Map

Each campus as well as the CISD Administration offices has a District map that not only shows the CISD district boundaries but also the boundaries for each individual trustee.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Mission Statement, Goals, and Objectives

The mission of CISD is to empower all students to reach their potential and become responsible, respectful citizens by teaching an enriched curriculum using all available resources.

 

Objectives

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Goals

 

 

 

 

The objectives of public education are:

Objective 1: Parents will be full partners with educators in the education of their children.

Objective 2: Students will be encouraged and challenged to meet their full educational potential.

Objective 3: Through enhanced dropout prevention efforts, all students will remain in school until they obtain a diploma.

Objective 4: A well-balanced and appropriate curriculum will be provided to all students. Through that curriculum, students will be prepared to succeed in a variety of postsecondary activities, including employment and enrollment in institutions of higher education.

Objective 5: Educators will prepare students to be thoughtful, active citizens who have an appreciation for the basic values of our state and national heritage and who can understand and productively function in a free enterprise society.

Objective 6: Qualified and highly effective personnel will be recruited, developed, and retained.

Objective 7: Texas students will demonstrate exemplary performance in comparison to national and international standards.

Objective 8: School campuses will maintain a safe and disciplined environment conducive to student learning.

Objective 9: Educators will keep abreast of the development of creative and innovative techniques in instruction and administration using those techniques as appropriate to improve student learning.

Objective 10: Technology will be implemented and used to increase the effectiveness of student learning, instructional management, staff development, and administration.

Objective 11: The State Board of Education, TEA, and the commissioner shall assist school districts and charter schools in providing career and technology education to students.

The academic goals of public education are to serve as a foundation for a well-balanced and appropriate education. The students in the public education system will demonstrate exemplary performance in:

Goal 1: The reading and writing of the English language.

Goal 2: The understanding of mathematics.

Goal 3: The understanding of science.

Goal 4: The understanding of social studies.

 

 

 

Board of Trustees

Policies BA, BB series, BD series, and BE series

 

Texas law grants the board of trustees the power to govern and oversee the management of the district’s schools. The board is the policy-making body within the district and has overall responsibility for the curriculum, school taxes, annual budget, employment of the superintendent, and other professional staff, and facilities. The board has complete and final control over school matters within limits established by state and federal law and regulations.

 

The board of trustees is elected by the citizens of the district to represent the commu­nity’s commitment to a strong educational program for the district’s children. Five trustees are elected from single-member districts and two from at-large districts; and, all serve three-year terms. Trustees serve without com­pensation, must be registered voters, and must reside in the district.

 

Current board members include:

 

District 1                     District 3                                 District 5

B.J. Drehr                   Beverly Kuecker                      Bill Hamilton

 

District 2                     District 4                                 At-Large Positions

Gerard Gonzales        Courtney Moore                     Justin Cooper, Mary Sheppard

 

The board usually meets on the third Thursday of each month at 6:30 p.m. except for the months of September and October.  In September and October, the regular meetings of the Board shall be held on the third Monday at 6:30 p.m. Special meetings may be called when necessary. A written notice of regular and special meetings will be posted on the Bulletin Board at the Cuero ISD Administration Building and on the District website at least 72 hours before the scheduled meeting time. The written notice will show the date, time, place, and subjects of each meeting. In emergencies, a meeting may be held with a one-hour notice as required by Texas Government Code §551.045

 

All meetings are open to the public. In certain circumstances, Texas law permits the board to go into a closed session from which the public and others are excluded. Closed session may occur for such things as discussing prospective gifts or donations, real-prop­erty acquisition, certain personnel matters including employee complaints, security mat­ters, student discipline, or consulting with attorneys regarding pending litigation.

 

Board Meeting Schedule for 2021-2022

< > August 19, 2021         December 16, 2021                            April 21, 2022September 20, 2021    January 20, 2022                               May 19, 2022October 18, 2021        February 17, 2022                             June 16, 2022November 18, 2021    March 17, 2022                                  July 21, 2022
  •  
< > Superintendent           Dr. Micah Dyer Secretary to the Superintendent/ HR          Jessica Hernandez............................................................................................................................  Asssistant Superintendent for Business & Finance.................................................................................................................. Mark Iacoponelli Assistant Superintendent for Curriculum & Instruction........................................................................................ Dr. Pam Longbotham Director of Special Education           Kim Alvarez Athletic Director         Jack Alvarez District Nurse Wanda Hays Director of Transportation   Bo Daniel Facilities & Maintenance Director   Dwayne Noack Instructional Technology Director   Oscar Ray Newtork and Infrastructure Administrator………………………………Dave Truman District Librarian       Jennifer Hudgeons PEIMS Coordinator  Bailey Bullock  PAC Coordinator & Education Foundation Executive Director........................................................................................ Jaime Stanfill
  •  

 

School Calendar

Each employee is given a District calendar at the beginning of each school year and may be found on the District website at www.cueroisd.org.

 

Helpful Contacts

From time to time, employees have questions or concerns. If those questions or concerns cannot be answered by supervisors or at the campus or department level, the employee is encouraged to contact the appropriate department as listed below.

 

 

 

 

 

 

 

 

 

Cuero Administration Building                                960 East Broadway

Supt’s Secretary                      275-1914                     FAX                                        275-2981

Asst Supt Business                 275-1913                     FAX                                        275-8597

Accounts Payable                    275-1919                     Payroll                                     275-1912        

Asst Supt Curriculum              275-1922                     Sp Prog/Parent Involvement   275-1916

Transportation Director          275-1918                     Bus Barn                                 275-1907

Athletic Department                275-1940                     FAX                                        275-6354

District Nurse                         275-1917                     Director of Special Ed            275-1903

District Librarian                     275-1935                     PEIMS                                    275-1920

Facilities Director                   275-1909                     PAC & Ed Foundation            275-1924

Technology Director               275-1994                     Digital Learning Coord          275-1994

 

Cuero Senior High School                                        920 East Broadway

Kim Fleener, principal                                                Gene Lasseter & Pamela Edge, asst prin

Principal’s Secretary               275-1923                     FAX                            275-2430 

Counseling Dept                     275-1991                     HS Nurse                    275-1989

                                                                                    Cafeteria                     275-1932

Attendance                              275-1929                     Ag Building                275-1949        

Band/Choir Hall                      275-1939                     HOE Nursing              275-1938

 

 

Cuero Junior High School                                        608 Junior High Drive

Jennifer Dracos, principal                                           Neal Raphael, assistant principal

Principal’s Secretary               275-1950                     FAX                            275-6912

Counseling Dept                     275-1952                     JHS Nurse                   275-1951        

                                                                                    Cafeteria                     275-1957

 

Hunt Elementary School                                           550 Industrial Boulevard

Bridgette Cerny, principal                                           James McCarter, assistant principal

Principal’s Secretary               275-1970                     FAX                            275-3474 

Counseling Dept                     275-1974                     Hunt Nurse                 275-1973        

                                                                                    Cafeteria                     275-1976

 

John C. French Elementary                                      611 East Prairie

Jennifer Bauer, principal                               

Principal’s Secretary               275-1979                     FAX                            275-2698 

Counseling Dept                     275-1982                     JCF Nurse                   275-1981

Cafeteria                     275-1983        

 

 

 

Employment

 

Equal Employment Opportunity

Policies DAA, DIA

 

The Cuero ISD does not discriminate against any employee or applicant for employment because of race, color, religion, sex, “sexual orientation, or gender identity,”national origin, age, disability, military status, or on any other basis prohibited by law. Employment decisions will be made on the basis of each applicant’s job qualifications, experience, and abilities.

 

Employees with questions or concerns about discrimination based on sex, including sexual harassment should contact Pam Longbotham, the district Title IX coordinator. Employees with questions or concerns about discrimination on the basis of a disability should contact Pam Longbotham, the district ADA/Section 504 coordinator. Questions or concerns relating to discrimination for any other reason should be directed to the Superintendent.

 

Job Vacancy Announcements

Policy DC

 

Announcements of job vacancies by position and location are distributed on a regular basis and posted on the district’s Web site.

 

Employment After Retirement

Policy DC

 

Individuals receiving retirement benefits from the Teacher Retirement System (TRS) may be employed  under certain circumstances on a full- or part-time basis without affecting their benefits, according to TRS rules and state law. Detailed information about employment after retirement is available in the TRS publication Employment After Retirement. Employees can contact TRS for additional information by calling 800-223-8778 or 512-542-6400. Information is also available on the TRS Web Site (www.trs.texas.gov).

 

Contract and Noncontract Employment

Policy DC Series

 

State law requires the district to employ all full-time professional employees in positions requiring a certificate from the State Board for Educator Certification (SBEC) and nurses under probationary, term, or continuing contracts. Employees in all other positions are employed at-will or by a contract that is not subject to the procedures for nonrenewal or termination under Chapter 21 of the Texas Education Code. The paragraphs that follow provide a general description of the employment arrangements used by the district.

 

Probationary contracts. Nurses and full-time professional employees new to the district and employed in positions requiring SBEC certification must receive a probationary con­tract during their first year of employment. Former employees who are hired after at least a two-year lapse in district employment also may be employed by probationary contract. Probationary contracts are one-year contracts. The probationary period for those who have been employed as a teacher in public education for at least five of the eight years preceding employment with the district may not exceed one school year.

 

For those with less experi­ence, the probationary period will be three school years (i.e., three one-year contracts) with an optional fourth school year if the board determines it is doubtful whether a term or continuing contract should be given.

 

Term Contracts. Full-time professionals employed in positions requiring certification and nurses will be employed by term contracts after they have successfully completed the probationary period. The terms and conditions of employment are detailed in the contract and employment policies. All employees will receive a copy of their contract. Employment policies can be accessed online or copies will be provided upon request.

 

Noncertified professional and administrative employees. Employees in professional and administrative positions that do not require SBEC certification (such as noninstruc­tional administrators) are employed by a one-year contract that is not subject to the provisions for nonrenewal or termination under the Texas Education Code.

 

Paraprofessional and auxiliary employees. All paraprofessional and auxiliary employees, regardless of certification, are employed at will and not by contract. Employment is not for any specified term and may be terminated at any time by either the employee or the district.

 

Certification and Licenses

Policies DBA, DF

 

Professional employees whose positions require SBEC certification or professional license are responsible for taking actions to ensure their credentials do not lapse. Employees must submit documentation that they have passed the required certification exam and/or obtained or renewed their credentials to the Human Resource’s office in a timely manner.

 

A certified employee’s contract may be voided without Chapter 21due process and employment terminated if the individual does not hold a valid certificate or fails to fulfill the requirements necessary to renew or extend a temporary certificate, emergency certificate, probationary certificate, or permit. A contract may also be voided if SBEC suspends or revokes certification because of an individual’s failure to comply with criminal history background checks. Contact  the Human Resources’s office if you have any questions regarding certification or licensure requirements.

 

Recertification of Employment Authorization

Policy DC

At the time of hire, all employees must complete the Employment Eligibility Verification Form (Form I-9) and present documents to verify identity and employment authorization.

 

Employees whose immigration status, employment authorization, or employment authorization documents have expired must present new documents that show current employment authorization. Employees should file the necessary application or petition sufficiently in advance to ensure that they maintain continuous employment authorization or valid employment authorization documents. Contact the superintendent’s office if you have any questions regarding reverification of employment authorization.

 

Searches and Alcohol and Drug Testing

Policy DHE

 

Noninvestigatory searches in the workplace, including accessing an employee’s desk, file cabinets, or work area to obtain information needed for usual business purposes may occur when an employee is unavailable. Therefore, employees are hereby notified that they have no legitimate expectation of privacy in those places. In addition, the district reserves the right to conduct searches when there is reasonable cause to believe a search will uncover evidence of work-related misconduct. Such an investigatory search may include drug and alcohol testing if the suspected violation relates to drug or alcohol use. The district may search the employee, the employee’s personal items, work areas, including district-owned technology resources, lockers, and private vehicles parked on district premises or work sites or used in district business.

 

Employees Required to Have a Commercial Driver’s License:  Any employee whose duties require a commercial driver’s license (CDL) is subject to drug and alcohol testing. This includes all drivers who operate a motor vehicle designed to transport 16 or more people, counting the driver; drivers of large vehicles; or drivers of vehicles used in the transportation of hazardous materials. Teachers, coaches, or other employees who primarily perform duties other than driving are subject to testing requirements when their duties include driving.

 

Drug testing will be conducted before an individual assumes driving responsibilities. Alcohol and drug tests will be conducted if reasonable suspicion exists, at random, when an employee returns to duty after engaging in prohibited conduct, and as a follow‑up measure. Testing may be conducted following accidents. Return‑to‑duty and fol­low‑up testing will be conducted if an employee who has violated the prohibited alcohol conduct standards or tested positive for alcohol or drugs is allowed to return to duty.

 

All employees required to have a CDL or who is otherwise subject to alcohol and drug testing will receive a copy of the district’s policy, the testing requirements, and detailed information on alcohol and drug abuse and the availability of assistance programs.

 

Employees with questions or concerns relating to alcohol and drug testing policies and related educational mate­rial should contact Wanda Hays at 361-275-1900 ext 117.

 

Health Safety Training

Policies DBA, DMA

 

Certain employees who are involved in physical activities for students must maintain and submit to the district proof of current certification or training in first aid, cardiopulmonary resuscitation (CPR), STOP the BLEED training, the use of an automated external defibrillator (AED), and extracurricular athletic activity safety. Certification or documentation of training must be issued by the American Red Cross, the American Heart Association, or another organization that provides equivalent training and certification. Employees subject to this require­ment must submit their certification or documentation to the District Nurse and the Superintendent’s office within 10 days of receipt.  (reference Policy DMA (LEGAL))

 

Reassignments and Transfers

Policy DK

 

All personnel are subject to assignment and reassignment by the superintendent or desig­nee when the superintendent or designee determines that the assignment or reassignment is in the best interest of the district. Reassignment is a transfer to another position, department, or facility that does not necessitate a change in the employment contract. Campus reassignments must be approved by the principal at the receiving campus except when reassignments are due to enrollment shifts or program changes. Extracurricular or supplemental duty assignments may be reassigned at any time unless an extracurricular or supplemental duty assignment is part of a dual-assignment contract. Employees who object to a reassign­ment may follow the district process for employee complaints as outlined in this hand­book and district policy DGBA (Local).

 

An employee with the required qualifications for a position may request a transfer to another campus or department. A written request for transfer must be completed and signed by the employee and the employee’s supervisor. A teacher requesting a transfer to another campus before the school year begins must submit their request by March 1, prior to renewal of contracts. Requests for transfer during the school year will be considered only when the change will not adversely affect students and after a replacement has been found. All transfer requests will be coordinated by the superintendent’s office and must be approved by the receiving supervisor.

 

Workload and Work Schedules

Policies DEAB, DK, DL

 

Professional employees. Professional and administrative employees are exempt from overtime pay and are employed on a 10-, 11-, or 12-month basis, according to the work schedules set by the district. A school calendar is adopted each year designating the work schedule for teachers and all school holidays. Notice of work schedules including required days of service and scheduled holidays will be distributed each school year.

 

Campus hours of operation will be from 7:30 a.m. to 4:00 p.m. except for John C. French which will be from 7:40 a.m. to 4:10 p.m.  Faculty and staff are expected to be on their assigned campus during these hours.    All staff are expected to sign in each day with their principal, director, or supervisor.  All staff are expected to sign out when they leave their assigned campus and sign back in when they return. 

 

Extra duty (pay) will not begin until after 4:00 p.m. 

 

Classroom teachers will have planning periods for instructional preparation, including conferences. The schedule of planning periods is set at the campus level but must provide at least 450 minutes within each two-week period in blocks not less than 45 minutes. Teachers and librarians are entitled to a duty-free lunch period of at least 30 minutes. The district may require teachers to supervise students during lunch one day a week when no other personnel are available.

 

Paraprofessional and auxiliary employees. Support employees are employed at will and receive notification of the required duty days, holidays, and hours of work for their posi­tion on an annual basis. Paraprofessional and auxiliary employees must be compensated for  overtime and are not authorized to work in excess of their assigned schedule without prior approval from their supervisor.

 

Breaks for Expression of Breast Milk

Policies DEAB, DG

 

The district supports the practice of expressing breast milk and makes reasonable accommodations for the needs of employees who express breast milk. A place, other than a multiple user bathroom, that is shielded from view and free from intrusion from other employees and the public where the employee can express breast milk will be provided.

 

A reasonable amount of break time will be provided when the employee has a need to express milk. For nonexempt employees, these breaks are unpaid and are not counted as hours worked. Employees should meet with their supervisor to discuss their needs and arrange break times.

 

Notification of Parents Regarding Qualifications

Policies DK, DBA

 

In schools receiving Title I funds, the district is required by the  Every Student Succeeds Act (ESSA)to notify parents at the beginning of each school year that they may request information regarding the professional qualifications of their child’s teacher. ESSA  also requires that parents be notified if their child has been assigned, or taught for four or more consecutive weeks by, a teacher who  Does not meet applicable state certification or licensure requirements.

 

Texas law also requires that parents be notified if their child is assigned for more than 30 consecutive instructional days to a teacher who does not hold an appropriate teaching certificate.  This notice is not required if parental notice under ESSA is sent.  Inappropriately certi­fied or uncertified teachers include individuals serving with an emergency permit (including individuals waiting to take the EXCET exam) or individuals who do not hold any certificate or permit. Information relating to teacher certification will be made available to the public upon request.

 

Employees who have questions about their certification status can call the Superintendent’s office.

 

 

 

 

 

Outside Employment and Tutoring

Policy DBD

 

Employees are required to disclose in writing to their immediate supervisor any outside employment that may create a potential conflict of interest with their assigned duties and responsibilities or the best interest of the district. Supervisors will consider outside employment on a case-by-case basis and determine whether it should be prohibited because of a conflict of interest.

 

Performance Evaluation

Policies DN series

 

Evaluation of an employee’s job performance is a continuous process that focuses on improvement. Performance evaluation is based on an employee’s assigned job duties and other job-related criteria. All employees will participate in the evaluation process with their assigned supervisor at least annually. Written evaluations will be completed on forms approved by the district. Reports, correspondence, and memoranda also can be used to document performance information. All employees will receive a copy of their written evaluation, participate in a performance conference with their supervisor, and get the opportunity to respond to the evaluation.

 

Upon receiving a report, a nursing review committee may review a nurse’s nursing services, qualifications, and quality of patient care, as well as the merits of a complaint concerning a nurse, and a determination or recommendation regarding a complaint. A nurse may request, orally or in writing, a determination by the committee regarding conduct requested of the nurse believed to violate the nurse’s duty to a patient.

 

 

Employee Involvement

Policies BQA, BQB

 

At both the campus and district levels, Cuero ISD offers opportunities for input in matters that affect employees and influence the instructional effectiveness of the district. As part of the district’s planning and decision-making process, employees are elected to serve on district- or campus-level advisory committees. Plans and detailed information about the shared decision-making process are available in each campus office or from the superintendent’s office.

 

Staff Development

Policy DMA

 

Staff development activities are organized to meet the needs of employees and the district.

Staff development for instructional personnel is predominantly campus-based, related to achieving campus performance objectives, addressed in the campus improve­ment plan, and approved by a campus-level advisory committee. Staff development for noninstructional personnel is designed to meet specific licensing requirements (e.g., bus drivers) and continued employee skill development.

 

Individuals holding renewable SBEC certificates are responsible for obtaining the required training hours and maintaining appropriate documentation.

 

 

 

 

 

Compensation and Benefits

 

Salaries, Wages, and Stipends

Policies DEA, DEAA

 

Employees are paid in accordance with administrative guidelines and an established pay structure. The district’s pay plans are reviewed by the administration each year and adjusted as needed. All district positions are classified as exempt or nonex­empt according to federal law. Professional and administrative employees are generally classified as exempt and are paid monthly salaries. They are not entitled to overtime com­pensation. Other employees are generally classified as nonexempt and are paid an hourly wage or salary and receive compensatory time or overtime pay for each overtime hour worked beyond 40 in a workweek. (See Overtime Compensation.)

 

All employees will receive written notice of their pay and work schedules before the start of each school year. Classroom teachers, full-time librarians, full-time nurses, and full-time counselors will be paid no less than the mini­mum state salary schedule. Contract employees who perform extracurricular or supple­mental duties may be paid a stipend in addition to their salary according to the district’s extra-duty pay schedule.

 

Employees should contact the payroll department for more information about the district’s pay schedules or their own pay.

 

Annualized Compensation

Policy DEA

 

The District shall pay all salaried employees over 12 months, regardless of the number of months employed during the school year.  A salaried employee shall receive his or her salary in equal monthly or bimonthly payments, beginning with the first pay period of the school year.
 

Paychecks

All professional, salaried, and hourly employees are paid monthly. Paychecks will not be released to any person other than the district employee named on the check with­out the employee’s written authorization.

 

The schedule of pay dates for the school year follows:

 

Campus principals will be notified when checks are ready.  Release time for checks is 1:00 p.m. on the following dates:

< >                                                            September 24, 2021    March 25, 2022            October 25, 2021        April 25, 2022            November 19, 2021    May 25, 2022            December 15, 2021    June 23, 2022            January 25, 2022       July 25, 2022            February 25, 2022     August 25, 2022 Teacher Retirement System of Texas (TRS) or Social Security employee contributionsFederal income taxMedicare tax (applicable only to employees hired after March 31, 1986)Child Support and spousal maintenance, if applicableDelinquent federal education loan payments, if applicable

Employees who are active, contributing TRS membersEmployees who are not contributing TRS members and who are employed for 10 or more regularly scheduled hours per week. 

 

TRS retirees who are enrolled in TRS-Care (retiree health insurance program) are not eligible to participate in TRS-ActiveCare.

 

The insurance plan year is from September 1 through August 31. Current employees can make changes in their insurance coverage during open enrollment each year or when they experience a qualifying event (e.g. marriage, divorce, birth).   Detailed descriptions of insurance coverage, employee cost, and eligibility requirements are pro­vided to all employees in a separate booklet. Employees should contact the District Administrative Assistant at for more information.

 

 

Supplemental Insurance Benefits

Policy CRD

 

At their own expense, employees may enroll in supplemental insurance programs for Section 125 plans. Premiums for these programs can be paid by payroll deduction. Employees should contact the payroll department for more information.

 

Cafeteria Plan Benefits (Section 125)

 

Employees may be eligible to participate in the Cafeteria Plan (Section 125) and, under IRS regulations, must either accept or reject this benefit. This plan enables eligible employees to pay certain insurance premiums on a pretax basis (i.e., disability, accidental death and dismemberment, cancer and dread disease, dental, and additional term life insurance). A third-party administrator handles employee claims made on these accounts.

 

New employees must accept or reject this benefit during their first month of employment. All employees must accept or reject this benefit on an annual basis and during the speci­fied time period.

 

Workers’ Compensation Insurance

Policy CRE

 

The district, in accordance with state law, provides workers’ compensation benefits to employees who suffer a work-related illness or are injured on the job. Benefits help pay for medical treatment and make up for part of the income lost while recovering. Specific benefits are prescribed by law depending on the circumstances of each case.

 

Benefits help pay for medical treatment and make up for part of the income lost while recovering. Specific benefits are prescribed by law depending on the circumstances of each case.

                                                                                                                                 

All work-related accidents or injuries should be reported immediately to the employee’s principal or supervisor. Employees who are unable to work because of a work-related injury will be notified of their rights and responsibilities under the Texas Labor Code. See Workers’ compensation benefits for information on use of paid leave for such absences.

 

Unemployment Compensation Insurance

Policy CRF

 

Employees who have been laid off or terminated through no fault of their own may be eligible for unemployment compensation benefits. Employees are not eligible to collect unemployment benefits during regu­larly scheduled breaks in the school year or the summer months if they have employment contracts or reasonable assurance of returning to service. Employees with questions about unemployment benefits should contact the payroll department.

 

 

Teacher Retirement

 

All personnel employed on a regular basis for at least four and one-half months are members of the Teacher Retirement System of Texas (TRS). Substitutes not receiving TRS service retirement benefits who work at least 90 days a year are eligible to purchase a year of creditable service in TRS. TRS provides members with an annual statement of their account showing all deposits and the total account bal­ance for the year ending August 31, as well as an estimate of their retirement benefits.

 

Employees who plan to retire under TRS should notify TRS as soon as possible. Information on the application procedures for TRS benefits is available from TRS at Teacher Retirement System of Texas, 1000 Red River Street, Austin, TX 78701-2698, or call 800-223-8778 or 512-542-6400. TRS information is also available on the Web (www.trs.texas.gov). See information on restrictions of employment of retirees in Texas public schools.

 

Leaves and Absences

Policy DEC

 

The district offers employees paid and unpaid leaves of absence in times of personal need. This handbook describes the basic types of leave available and restrictions on leaves of absence. Employees who expect to be absent for an extended period of more than five days should call the superintendent’s office at 361-275-3832 for information about applicable leave benefits,  payment of insurance premiums, and requirements for communicating with the district.

 

Use of Leave. Leave is available for the employee’s use at the beginning of the school year. However, state personal and local leave is earned at a rate of ½ day for every 18 days of employment. If an employee leaves the district before the end of the work year, the cost of any unearned leave days taken shall be deducted from the employee’s final paycheck.

 

Paid leave must be used in half-day increments. Earned comp time must be used before any available paid state and local leave. Unless an employee requests a different order, available paid state and local leave will be used in the following order:

 

< >Local leave. State sick leave accumulated before the 1995–96 school year. State personal leave.The employee is absent more than five consecutive workdays because of personal illness or illness in the immediate family;The District requires medical certification due to a questionable pattern of absences or when deemed necessary by the supervisor or Superintendent;The employee requests FMLA leave for the employee’s serious health condition or that of a spouse, parent, or child; orThe employee requests FMLA leave for military caregiver purposes.Employee illnessIllness in the employee’s immediate family Family emergency (i.e., natural disasters or life-threatening situations)Death in the immediate familyActive military service1.   The absence must be approved by the immediate supervisor; and the absence must be for a doctor's appointment, a quick errand, or where a local office is closed outside regular school hours.

 

            2.  This type of occurrence is not habitual or found to be on a regular basis

 

Cuero ISD is a community of educators who support one another.  From time to time, emergency situations arise which may briefly take an employee away from their teaching assignment.  Employees may request emergency coverage for their classroom in half hour increments, up to four full hours, without registering the leave in the absence management system.  On site coverage is considered required regardless of whether an employee has students in their charge during the period of absence from their work assignment.  Once an employee accumulates four hours of emergency leave, all future occurrences will require the employee to record their time off in the absence management system. 

Sick Leave Bank

Policy DEC(LOCAL)

 

Please see DEC(LOCAL) for information on the sick leave bank that describes the following:

< >Purpose and General DescriptionEligibilityEnrollment ProceduresQualifying ConditionsProcedures for Requesting Leave• The birth of a child or placement of a child for adoption or foster care;

 

• To bond with a child (leave must be taken within 1 year of the child’s birth or placement);

• To care for the employee’s spouse, child, or parent who has a qualifying serious health condition;

• For the employee’s own qualifying serious health condition that makes the employee unable to perform the employee’s job;

• For qualifying exigencies related to the foreign deployment of a military member who is the employee’s spouse, child, or parent.

 

An eligible employee who is a covered servicemember’s spouse, child, parent, or next of kin may also take up to 26 weeks of FMLA leave in a single 12-month period to care for the servicemember with a serious injury or illness.

 

An employee does not need to use leave in one block. When it is medically neces-sary or otherwise permitted, employees may take leave intermittently or on a re-duced schedule.

 

Employees may choose, or an employer may require, use of accrued paid leave while taking FMLA leave. If an employee substitutes accrued paid leave for FMLA leave, the employee must comply with the employer’s normal paid leave policies.

 

Benefits and Protections

While employees are on FMLA leave, employers must continue health insurance cover-age as if the employees were not on leave.

 

Upon return from FMLA leave, most employees must be restored to the same job or one nearly identical to it with equivalent pay, benefits, and other employment terms and con-ditions.

 

An employer may not interfere with an individual’s FMLA rights or retaliate against some-one for using or trying to use FMLA leave, opposing any practice made unlawful by the FMLA, or being involved in any proceeding under or related to the FMLA.

 

Eligibility Requirements

An employee who works for a covered employer must meet three criteria in order to be eligible for FMLA leave. The employee must:

• Have worked for the employer for at least 12 months;

• Have at least 1,250 hours of service in the 12 months before taking leave;* and

• Work at a location where the employer has at least 50 employees within 75 miles of the employee’s worksite.

 

*Special hours of service eligibility requirements apply to airline flight crew employees.

 

Requesting Leave

Generally, employees must give 30-days’ advance notice of the need for FMLA leave. If it is not possible to give 30-days’ notice, an employee must notify the employer as soon as possible and, generally, follow the employer’s usual procedures.

 

Employees do not have to share a medical diagnosis, but must provide enough infor-mation to the employer so it can determine if the leave qualifies for FMLA protection.

 

Sufficient information could include informing an employer that the employee is or will be unable to perform his or her job functions, that a family member cannot perform daily activities, or that hospitalization or continuing medical treatment is necessary. Employees must inform the employer if the need for leave is for a reason for which FMLA leave was previously taken or certified.

 

Employers can require a certification or periodic recertification supporting the need for leave. If the employer determines that the certification is incomplete, it must provide a written notice indicating what additional information is required.

 

Employer Responsibilities

Once an employer becomes aware that an employee’s need for leave is for a reason that may qualify under the FMLA, the employer must notify the employee if he or she is eligible for FMLA leave and, if eligible, must also provide a notice of rights and responsibilities under the FMLA. If the employee is not eligible, the employer must provide a reason for ineligibility.

 

Employers must notify its employees if leave will be designated as FMLA leave, and if so, how much leave will be designated as FMLA leave.

 

Enforcement

Employees may file a complaint with the U.S. Department of Labor, Wage and Hour Division, or may bring a private lawsuit against an employer.

The FMLA does not affect any federal or state law prohibiting discrimination or supersede any state or local law or collective bargaining agreement that provides greater fam-ily or medical leave rights.

 

For additional information:

1-866-4US-WAGE (1-866-487-9243) TTY: 1-877-889-5627

www.wagehour.dol.gov

 

 

Local Procedures for Implementing Family and Medical Leave Provisions

 

Eligible employees can take up to 12 weeks of unpaid leave in the 12-month period

measured forward from the date an individual employee’s first FML begins.
 

Use of paid leave. FML runs concurrently with accrued sick and personal leave, temporary disability leave, compensatory time, assault leave, and absences due to a work-related illness or injury. The district will designate the leave as FML, if applicable, and notify the employee that accumulated leave will run concurrently.

 

Combined leave for spouses. Spouses who are employed by the district

are limited to a combined total of 12 weeks of FML to care for a parent with a

serious health condition; or for the birth, adoption, or foster placement of a child. Military

caregiver leave for spouses is limited to a combined total of 26 weeks.

 

Intermittent leave. When medically necessary or in the case of a qualifying exigency, an employee may take leave intermittently or on a reduced schedule. The district does not permit the use of intermittent or reduced-schedule leave for the care of a newborn child or for adoption or placement of a child with the employee.

 

Fitness for Duty. An employee that takes FML due to the employee’s own serious health condition shall provide, before resuming work, a fitness-for-duty certification from the health care provider. When leave is taken for the employee’s own serious health condition, the certification must address the employee’s ability to perform essential job functions. The district shall provide a list of essential job functions (e.g., job description) to the employee with the FML designation notice to share with the health care provider. Fitness for duty is not required when an employee returns to work following leave to care for a family member with a serious health condition; to care for a child following birth, adoption, or foster care placement; or for qualifying exigency leave.

 

Reinstatement. An employee returning to work at the end of FML will be returned to the same position held when the leave began or to an equivalent position with equivalent employment benefits, pay, and other terms and conditions of employment.

 

In certain cases, instructional employees desiring to return to work at or near the conclusion of a semester may be required to continue on family and medical leave until the end of the semester. The additional time off is not counted against the employee’s FML entitlement, and the district will maintain the employees group health insurance and reinstate the employee at the end of the leave according the procedures outlined in policy (see DECA (LEGAL)).

 

Failure to Return. If, at the expiration of FML, the employee is able to return to work but chooses not to do so, the district may require the employee to reimburse the district’s share of insurance premiums paid during any portion of FML when the employee was on unpaid leave. If the employee fails to return to work for a reason be-yond the employee’s control, such as a continuing personal or family serious health condition or a spouse being unexpectedly transferred more than 75 miles from the district, the district may not require the employee to reimburse the district’s share of premiums paid.

 

District contact. Employees that require FML or have questions should contact

the superintendent’s office for details on eligibility, requirements, and limitations.

 

Temporary Disability Leave

 

Certified employees. Any full-time employee whose position requires certification from the State Board for Educator Certification (SBEC) is eligible for temporary disability leave. The purpose of temporary disability leave is to provide job protection to full-time educators who cannot work for an extended period of time because of a mental or physi­cal disability of a temporary nature. A full-time educator may request to be placed on temporary disability leave or be placed on leave. Pregnancy and conditions related to pregnancy are treated the same as any other temporary disability.

 

Employees must request approval for temporary disability leave. The leave request must be accompanied by a physician’s statement confirming the employee’s inability to work and estimating a probable date of return. If disability leave is approved, the length of leave is no longer than 180 days.  If disability leave is not approved, the employee must return to work or be subject to termination procedures.

 

If an employee is placed on temporary disability leave involuntarily, he or she has the right to request a hearing before the board of trustees. The employee may protest the action and present additional evidence of fitness to work.

 

When an employee is ready to return to work, the superintendent’s office should be notified at least 30 days in advance.  The return-to-work notice must be accompanied by a physi­cian’s statement confirming that the employee is able to resume regular duties. Professional employ­ees returning from leave will be reinstated to the school to which they were previously assigned as soon as an appropriate position is available. If a position is not available before the end of the school year, professional employees will be reinstated at the begin­ning of the following school year.

 

 

Workers’ Compensation Benefits

 

An employee absent from duty because of a job-related illness or injury may be eligible for workers’ compensation weekly income benefits if the absence exceeds seven calendar days.

 

An employee receiving workers’ compensation wage benefits for a job-related illness or injury may choose to use available, partial-day increments of sick leave or any other paid leave benefits to make up the difference between wage benefits and pre-injury or –illness wages. While an employee is receiving workers’ compensation wage benefits, the district will charge available leave proportionately so that the employee receives an amount equal to the employee’s regular salary.

 

Assault Leave

 

Assault leave provides extended job income and benefits protection to an employee who is injured as the result of a physical assault suffered during the performance of his or her job.  An incident involving an assault is a work-related injury, and should be immediately reported to their immediate supervisor.

 

An injury is treated as an assault if the person causing the injury could be prosecuted for assault or could not be prosecuted only because that person’s age or mental capacity renders the person non-responsible for purposes of criminal liability.

 

An employee who is physically assaulted at work may take all the leave time medically necessary (up to two years) to recover from the physical injuries he or she sustained. At the request of an employee, the district will immediately assign the employee to assault leave. Days of leave granted under the assault leave provision will not be deducted from accrued personal leave and must be coordinated with workers’ compensation benefits. Upon investigation the district may change the assault leave status and charge leave used against the employee’s accrued paid leave. The employee’s pay will be deducted if accrued paid leave is not available.

 

Jury Duty

The district provides paid leave to employees who are summoned to jury duty including service on a grand jury the district will not discharge, threaten to discharge, intimidate, or coerce any regular employee because of juror or grand juror service or for the employee’s attendance or schedule attendance in connection with the service in any court  in the United States. Employees who report to the court for jury duty may keep any compensation the court provides. An employee should report a summons for jury duty to his or her supervisor as soon as it is received and may be required to provide the district a copy of the sum-mons to document the need for leave.

 

An employee may be required to report back to work as soon as they are released from jury duty. The supervisor may consider the travel time required and the nature of the individual’s position when determining the need to report to work. A copy of the release from jury duty or of documentation of time spent at the court may be required.

 

Compliance with a Subpoena

Employees will be granted paid leave to comply with a valid subpoena to appear in a civil, criminal, legislative, or administrative proceeding. Employees may be required to submit documentation of their need for leave for court appearances.

 

Truancy Court Appearances

An employee who is a parent, guardian of a child, or a court-appointed guardian ad litem of a child who is required to miss work to attend a truancy court hearing may use personal leave or compensatory time for the absence. Employees who do not have paid leave available will be docked for any absence required because of the court appearance.

 

Religious Observance

The district will reasonably accommodate an employee’s request for absence for a religious holiday or observance. Accommodations such as changes to work schedules or approving a day of absence will be made unless they pose an undue hardship to the district. The employee may use any accumulated personal leave for this purpose. Employees who have exhausted applicable paid leave may be granted an unpaid day of absence.

 

 

Military Leave

 

Paid Leave for Military Service. Any employee who is a member of the Texas National Guard, Texas State Guard, reserve component of the United States Armed Forces, or a memer of a state or federally authorized Urban Search and Rescue Team is entitled to paid leave when engaged in authorized training or duty order by proper authority. Paid military leave is limited to 15 days each fiscal year.  In addition, an employee is entitled to use available state and local personal or sick leave during a time of active military service.

 

Reemployment after Military Leave. Employees who leave the district to enter into the United States uniformed services or who are ordered to active duty as a member of the military force of any state (e.g., National or State Guard) may return to employment if they are honorably discharged. Employees who wish to return to the district will be reemployed provided they can be qualified to perform the required duties. Employees returning to work following military leave should contact the superintendent’s office and the payroll clerk.  In most cases, the length of federal military service cannot exceed five years.

 

Continuation of Health Insurance. Employees who perform service in the uniformed services may elect to continue their health plan coverage at their own cost for a period not to exceed 24 months. Employees should contact the District Administraive Assistant for details on eligibility, requirements, and limitations.

 

Employee Relations and Communications

 

Employee Recognition and Appreciation

 

Continuous efforts are made throughout the year to recognize employees who make an extra effort to contribute to the success of the district. Employees are recognized at board meetings, in the district newsletter, and through special events and activities.

 

District Communications

 

Throughout the school year, the superintendent’s office publishes newsletters, bro­chures, fliers, calendars, news releases, and other communication materials. These publications offer employees and the community information pertaining to school activi­ties and achievements.

 

Complaints and Grievances

Policy DGBA

 

In an effort to hear and resolve employee concerns or complaints in a timely manner and at the lowest administrative level possible, the board has adopted an orderly grievance process. Employees are encouraged to discuss their concerns or complaints with their supervisors or an appropriate administrator at any time.

 

The formal process provides all employees with an opportunity to be heard up to the highest level of management if they are dissatisfied with an administrative response. Once all administrative procedures are exhausted, employees can bring concerns or com­plaints to the board of trustees. For ease of reference, the district’s policy concerning the process of bringing concerns and complaints is reprinted as follows:

.

Employee Conduct and Welfare

 

Standards of Conduct

Policy DH

 

All employees are expected to work together in a cooperative spirit to serve the best interests of the district and to be courteous to students, one another, and the public. Employees are expected to observe the following standards of conduct:

 

< >Recognize and respect the rights of students, parents, other employees, and mem­bers of the community.Maintain confidentiality in all matters relating to students and coworkers.Report to work according to the assigned schedule. Notify their immediate supervisor in advance or as early as possible in the event that they must be absent or late. Unauthorized absences, chronic absenteeism, tar­diness, and failure to follow procedures for reporting an absence may because for disciplinary action.Know and comply with department and district policies and procedures.Express concerns, complaints, or criticism through appropriate channels.Observe all safety rules and regulations and report injuries or unsafe conditions to a supervisor immediately.Use district time, funds, and property for authorized district business and activities only.Texas Educators’ Code of Ethics

 

 

The Texas educator shall comply with standard practices and ethical conduct toward students, professional colleagues, school officials, parents, and members of the community and shall safeguard academic freedom. The Texas educator, in maintaining the dignity of the profession, shall respect and obey the law, demonstrate personal integrity, and exemplify honesty. The Texas educator, in exemplifying ethical relations with colleagues, shall extend just and equitable treatment to all members of the profession. The Texas educator, in accepting a position of public trust, shall measure success by the progress of each student toward realization of his or her potential as an effective citizen. The Texas educator, in fulfilling responsibilities in the community, shall cooperate with parents and others to improve the public schools of the community. 19 TAC 247.1·

< >Professional Ethical Conduct, Practices, and PerformanceEthical Conduct Toward Professional ColleaguesEthical Conduct Toward StudentsThe nature, purpose, timing, and amount of the communication;The subject matter of the communication;Whether the communication was made openly or the educator attempted to conceal the communication;Whether the communication could be reasonably interpreted as soliciting sexual contact or a romantic relationship;Whether the communication was sexually explicit; andWhether the communication involved discussion(s) of the physical or sexual attractiveness or the sexual history, activities, preferences, or fantasies of either the educator or the student.Employee Dress CodeFlip-flops and house shoes may not be worn unless for a designated day.  Sandals with a secure back may be worn, without a back is a hazard.  * unless a doctor’s excuse is filedTights, leggings, and jeggings may only be worn as under clothes.Hair should be neat and clean natural color.Piercings are limited to ears only for female employees only.Facial hair beards, goatees, mustaches are acceptable.  Facial hair must be groomed, not excessive in length or unprofessional in length or design.Vulgar, obscene or distracting tattoos must be covered.Pants with holes/tears may not be worn. Jeans are appropriate for employees only on designated days; i.e. Every Wednesday college shirt/jeans, Gobbler Spirit every Thursdays, and Fridays.*SCHOOL APPROVED SHIRTS*

 

< >Only the nursing staff will be allowed to wear scrub uniforms 

 

 

 

 

 

 

 

 

Personal Communication Devices

 

Employees are permitted to possess cell phones and/or paging devices while on duty.  However, cell phones and paging devices must remain in a vibrate-type mode during all instructional periods.  Cell phones may only be used before school, during lunch, conference periods, and after school.  If an employee has extenuating and/or emergency situations, prior arrangements must be made with the principal/supervisor’s office.  Phones should not be used during instructional times.

 

Discrimination, Harassment, and Retaliation

Policies DH, DIA

 

Employees shall not engage in prohibited harassment, including sexual harassment, of other employees, unpaid interns, student teachers, or students. While acting in the course of their employment, employees shall not engage in prohibited harassment of other persons, including board members, vendors, contractors, volunteers, or parents. A substantiated charge of harassment will result in disciplinary action.

 

Individuals who believe they have been discriminated or retaliated against or harassed are encouraged to promptly report such incidents to the campus principal, supervisor, or appropriate district official. If the campus principal, supervisor, or district official is the subject of a complaint, the complaint should be made directly to the superintendent. A complaint against the superintendent may be made directly to the board.

 

The district’s policy that includes definitions and procedures for reporting and investigat­ing discrimination, harassment, and retaliation is reprinted below:

 

Harassment of Students

Policies DF, DH, FFG, FFH, FFI

 

Sexual and other harassment of students by employees are forms of discrimination and are prohibited by law. Romantic or inappropriate social relationships between students and district employees are prohibited. Employees who suspect a student may have experienced prohib­ited harassment are obligated to report their concerns to the campus principal or other appropriate district official. All allegations of prohibited harassment or abuse of a student will be reported to the student’s parents and promptly investigated. An employee who knows of or suspects child abuse must also report his or her knowledge or suspicion to the appropriate authorities, as required by law. See Reporting suspected child abuse for additional information.

 

The district’s policy that includes definitions and procedures for reporting and investigat­ing harassment of students is reprinted below:

 

Solicitation of a Romantic Relationship

“Solicitation of a romantic relationship” means deliberate or repeated acts that can be reasonably interpreted as the solicitation by an educator of a relationship with a student that is romantic in nature.  A romantic relationship is often characterized by a strong emotional or sexual attachment and/or patterns of exclusivity, but does not include appropriate educator-student relationships that arise out of legitimate contexts such as familial connections or longtime acquaintance.  The following acts, considered in context, may constitute prima facie evidence of the solicitation by an educator of a romantic relationship with a student:·

< >Behavior, gestures, expressions, or communications with a student that are unrelated to the educator’s job duties and evidence a romantic intent or interest in the student, including statements of love, affection, or attraction.  Factors that may be considered in determining the romantic intent of such communications or behavior include: The nature of the communications;The timing of the communications;The extent of the communications;Whether the communications were made openly or secretly;The extent that the educator attempts to conceal the communications;If the educator claims to be counseling a student, SBEC may consider whether the educator’s job duties included counseling, whether the educator reported the subject of the counseling to the student’s guardians or to the appropriate school personnel, or, in the case of alleged abuse or neglect, whether the educator reported the abuse or neglect to the appropriate authorities; andAny other evidence tending to show the context of the communications between educator and student.Making inappropriate comments about a student’s body, creating or transmitting sexually suggestive photographs or images, or encouraging the student to transmit sexually suggestive photographs or images.Making sexually demeaning comments to a student.Making comments about a student’s potential sexual performance.Requesting details of a student’s sexual history.Requesting a date, sexual contact, or any activity intended for the sexual gratification of the educator.Engaging in conversations regarding the sexual problems, preferences, or fantasies of either party.Inappropriate hugging, kissing, or excessive touching.Providing the student with drugs or alcohol.Suggestions that a romantic relationship is desired after the student graduates, including post-graduation plans for dating or marriage.Any other acts tending to show that the educator solicited a romantic relationship with the student.Reporting Suspected Child Abuse

 

Policies DF, DG, DH, FFG, GRA

 

All employees are required by state law to report any suspected child abuse or neglect, as defined by Texas Family Code §26.001,  to a law enforcement agency, Child Protective Services, or appropriate state agency (e.g., state agency operating, licensing, certifying, or registering a facility) within 48 hours of the event that led to the suspicion.

 

Employees are also required to make a report if they have cause to believe that an adult was a victim of abuse or neglect as a child and they determine in good faith that the disclosure of the information is necessary to protect the health and safety of another child or person with a disabillity.

 

Reports can be made to Child Protective Services or to the Texas Abuse Hotline (800-252-5400). State law specifies that an employee may not delegate to or rely on another person or adminsistrator to make the report.

 

Under state law, any person reporting or assisting in the investigation of reported child abuse or neglect is immune from liability unless the report is made in bad faith or with malicious intent. In addition, the district is prohibited from retaliating against an employee who, in good faith, reports child abuse or neglect or who participates in an investigation regarding an allegation of child abuse or neglect.

 

An employee’s failure to report suspected child abuse may result in prosecution as a Class A misdemeanor. In addition, a certified employee’s failure to report suspected child abuse may result in disciplinary procedures by SBEC for a violation of the Texas Educators’ Code of Ethics.

 

Employees who suspect that a student has been or may be abused or neglected should also report their concerns to the campus principal. This includes students with disabilities who are no longer minors. Employees are not required to report their concern to the principal before making a report to the appropriate agency.

 

Reporting the concern to the principal does not relieve the employee of the requirement to report it to the appropriate state agency. In addition, employees must cooperate with investigators of child abuse and neglect. Interference with a child abuse investigation by denying an interviewer’s request to interview a student at school or requiring the presence of a parent or school administrator against the desires of the duly authorized investigator is prohibited.

 

 

Sexual Abuse and Maltreatment of Children

 

The district has established a plan for addressing sexual abuse and other maltreatment of children, which may be accessed www.cueroisd.org. As an employee, it is important for you to be aware of warning signs that could indicate a child may have been or is being sexually abused or maltreated. Sexual abuse in the Texas Family Code is defined as any sexual conduct harmful to a child’s mental, emotional, or physical welfare as well as a failure to make a reasonable effort to prevent sexual conduct with a child. Maltreatment is defined as abuse or neglect. Anyone who suspects that a child has been or may be abused or neglected has a legal responsibility under state law for reporting the suspected abuse or neglect to law enforcement or to Child Protective Services (CPS).

 

Employees are required to follow the procedures described above in Reporting Suspected Child Abuse.

 

Reporting Crime

Policy DG

 

The Texas Whistleblower Act protects district employees who make good faith re-ports of violations of law by the district to an appropriate law enforcement authority. The district is prohibited from suspending, terminating the employment of, or taking other adverse personnel action against, an employee who makes a report under the Act. State law also provides employees with the right to report a crime witnessed at the school to any peace officer with authority to investigate the crime.

Technology Resources

Policy CQ

 

The district’s technology resources, including its network access to the Internet, are primarily for administrative and instructional purposes. Limited personal use is permitted if the use:

< >Imposes no tangible cost to the district.Does not unduly burden the district’s computer or network resourcesHas no adverse effect on job performance or on a student’s academic performanceThe employee may not set up or update the employee’s personal social network page(s) using the district’s computers, network, or equipment.The employee shall limit use of personal electronic communication devices to send or receive calls, text messages, pictures, and videos to breaks, meal times, and before and after scheduled work hours, unless there is an emergency or the use is authorized by a supervisor to conduct district business. The employee shall not use the district’s logo or other copyrighted material of the district without express, written consent. The employee continues to be subject to applicable state and federal laws, local policies, administrative regulations, and the Texas Educators’ Code of Ethics even when communicating regarding personal and private matters, regardless of whether the employee is using private or public equipment, on or off campus. These restrictions include: Confidentiality of student records. [See Policy FL]Confidentiality of health or personnel information concerning colleagues, unless disclosure serves lawful professional purposes or is required by law. [See DH (EXHIBIT)]Confidentiality of district records, including educator evaluations and private e-mail addresses. [See Policy GBA]Copyright law [See Policy EFE]Prohibition against harming others by knowingly making false statements about a colleague or the school system. [See Policy DH (EXHIBIT)]Electronic communications  means any communication facilitated by the use of any electronic device, including a telephone, cellular telephone, computer, computer network, personal data assistant, or pager. The term includes e-mail, text messages, instant messages, and any communication made through an Internet website, including a social media website or a social networking website. Communicate means to convey information and includes a one-way communication as well as a dialogue between two or more people. A public communication by an employee that is not targeted at students (e.g., a posting on the employee’s personal social network page or a blog) is not a communication:  however, the employee may be subject to district regulations on personal electronic communications. See Personal Use of Electronic Media, above. Unsolicited contact from a student through electronic means is not a communication.Certified or licensed employee means a person employed in a position requiring SBEC certification or a professional license, and whose job duties may require the employee to communicate electronically with students. The term includes classroom teachers, counselors, principals, librarians, paraprofessionals, nurses, educational diagnosticians, licensed therapists, and athletic trainers.The employee is prohibited from knowingly communicating with students us-ing any form of electronic communications, including mobile and web applications, that are not provided or accessible by the district unless a specific exception is noted below. The employee shall limit communications to matters within the scope of the employee’s professional responsibilities (e.g., for classroom teachers, matters relating to class work, homework, and tests; for an employee with an extracurricular duty, matters relating to the extracurricular activity.The employee is prohibited from knowingly communicating with students through a personal social network page; the employee must create a separate social network page (“professional page”) for the purpose of communicating with students. The employee must enable administration and parents to access the employee’s professional page.The employee shall not communicate directly with any student between the hours of 12:00 a.m. and 6:00 a.m. An employee may, however, make public posts to a social network site, blog, or similar application at any time.The employee does not have a right to privacy with respect to communications with students and parents.The employee continues to be subject to applicable state and federal laws, local policies, administrative regulations, and the Texas Educators’ Code of Ethics including:Compliance with the Public Information Act and the Family Educational Rights and Privacy Act (FERPA), including retention and confidentiality of student records. [See Policies CPC and FL]Copyright law [Policy EFE]Prohibitions against soliciting or engaging in sexual conduct or a romantic relationship with a student. [See Policy DF]Upon request from administration, an employee will provide the phone number(s), social network site(s), or other information regarding the method(s) of electronic media the employee uses to communicate with one or more currently-enrolled students.Upon written request from a parent or student, the employee shall discontinue communicating with the student through e-mail, text messaging, instant messaging, or any other form of one-to-one communication.An employee may request an exception from one or more of the limitations above by submitting a written request to his or her immediate supervisor.An employee shall notify his or supervisor in writing within one business day if a student engages in an improper electronic communication with the em-ployee. The employee should describe the form and content of the electronic communication.  

 

 

 

 

 

 

 

 

 

Criminal History Background Checks

Policy DBAA

 

Employees may be subject to a review of their criminal history record information at any time during employment. National criminal history checks based on an individual’s fingerprints, photo, and other identification will be conducted on certain employees and entered into the Texas Department of Public Safety (DPS) Clearinghouse. This database provides the district and SBEC with access to an employee’s current national criminal history and updates to the employee’s subsequent criminal history.

Employee Arrests and Convictions

Policy DH

 

An employee shall notify his or her principal or immediate supervisor within three calendar days of any arrest, indictment, conviction, no contest or guilty plea, or other adjudication of the employee for any felony, any offense involving moral turpitude, and any of the other offenses as indicated below:·

< >Crimes involving school property or funds;Crimes involving attempt by fraudulent or unauthorized means to obtain or alter any certificate or permit that would entitle any person to hold or obtain a position as an educator;Crimes that occur wholly or in part on school property or at a school-sponsored activity; orCrimes involving moral turpitude, which include:Dishonesty; fraud; deceit; theft; misrepresentation;Deliberate violence;Base, vile, or depraved acts that are intended to arouse or gratify the sexual desire of the actor;Felony possession or conspiracy to possess, or any misdemeanor or felony transfer, sale, distribution, or conspiracy to transfer, sell, or distribute any controlled substance defined in Chapter 481 of the Health and Safety Code;Felony driving while intoxicated (DWI); orActs constituting abuse or neglect under the Texas Family Code and SBEC rule.

Alcohol and Drugs / Notice of Drug-Free Workplace

As a condition of employment, an employee shall abide by the terms of the following drug-free workplace provisions. An employee shall notify the Superintendent in writing if the employee is convicted for a violation of a criminal drug statute occurring in the workplace in accordance with Arrests, Indictments, Convictions, and Other Adjudications, below.

An employee shall not manufacture, distribute, dispense, possess, use, or be under the influence of any of the following substances during working hours while on District property or at school-related activities during or outside of usual working hours:

1.        Any controlled substance or dangerous drug as defined by law, including but not limited to marijuana,    any narcotic drug, hallucinogen, stimulant, depressant, amphetamine, or barbiturate.

2.        Alcohol or any alcoholic beverage.

3.        Any abusable glue, aerosol paint, or any other chemical substance for inhalation.

4.        Any other intoxicant or mood-changing, mind-altering, or behavior-altering drug.

An employee need not be legally intoxicated to be considered “under the influence” of a controlled substance.

Exceptions

It shall not be considered a violation of this policy if the employee:

1.        Manufactures, possesses, or dispenses a substance listed above as part of the employee’s job responsibilities;

2.        Uses or possesses a controlled substance or drug authorized by a licensed physician prescribed for the employee’s personal use; or

3.        Possesses a controlled substance or drug that a licensed physician has prescribed for the employee’s child or other individual for whom the employee is a legal guardian.

Sanctions

An employee who violates these drug-free workplace provisions shall be subject to disciplinary sanctions. Sanctions may include:

1.        Referral to drug and alcohol counseling or rehabilitation programs;

2.        Referral to employee assistance programs;

3.        Termination from employment with the District; and

4.        Referral to appropriate law enforcement officials for prosecution.

 

 

Tobacco Products and E-Cigarette Use

Policies DH, GKA, FNCD

 

State law prohibits smoking, using tobacco products, or e-cigarettes on all district-owned property and at school-related or school-sanctioned activities, on or off school property. This includes all build­ings, playground areas, parking facilities, and facilities used for athletics and other activ­ities. Drivers of district-owned vehicles are prohibited from smoking or using tobacco products or e-cigarettes while inside the vehicle. Notices stating that smoking is prohibited by law and punishable by a fine are displayed in prominent places in all school buildings.

 

Fraud and Financial Impropriety

Policy CAA

 

All employees should act with integrity and diligence in duties involving the district’s financial resources. The district prohibits fraud and financial impropriety, as defined below. Fraud and financial impropriety includes the following:

 

< >Forgery or unauthorized alteration of any document or account belonging to the districtForgery or unauthorized alteration of a check, bank draft, or any other financial documentMisappropriation of funds, securities, supplies, or other district assets, including employee timeImpropriety in the handling of money or reporting of district financial transactionsProfiteering as a result of insider knowledge of district information or activities•      Unauthorized disclosure of confidential or proprietary information to outside parties

 

•      Unauthorized disclosure of investment activities engaged in or contemplated by the district

•      Accepting or seeking anything of material value from contractors, vendors, or other persons providing services or materials to the district, except as other-wise permitted by law or district policy

•      Inappropriately destroying, removing, or using records, furniture, fixtures, or equipment

< >Unauthorized disclosure of confidential or proprietary information to outside par­tiesUnauthorized disclosure of investment activities engaged in or contemplated by the districtAccepting or seeking anything of material value from contractors, vendors, or other persons providing services or materials to the districtDestroying, removing, or inappropriately using records, furniture, fixtures, or equipmentFailing to provide financial records required by federal, state, or local entitiesFailure to disclose conflicts of interest as required by law or district policyAny other dishonest act regarding the finances of the districtFailure to comply with requirements imposed by law, the awarding agency, or a pass-through entity for state and federal awards A personal financial interestA business interestAny other obligation or relationshipNonschool employmentPre-K through Grade 8 – G (General)Grades 9-12 – PG (Parental Guidance)  documentation indicating alignment with the teacher’s lesson plans, written consent of the principal, andparental permission.Charitable Contributions

 

Policy DG

 

The Board or any employee may not directly or indirectly require or coerce an employee to make a contribution to a charitable organization or in response to a fund-raiser. Employees cannot be required to attend a meeting called for the purpose of soliciting charitable contributions. In addition, the Board or any employee may not directly or indirectly require or coerce an employee to refrain from making a contribution to a charitable organization or in response to a fundraiser or attending a meeting called for the purpose of soliciting charitable contributions.

 

 

Safety

Policy CK series

 

The district has developed and promotes a comprehensive program to ensure the safety of its employees, students, and visitors. The safety program includes guidelines and proce­dures for responding to emergencies and activities to help reduce the frequency of acci­dents and injuries. To prevent or minimize injuries to employees, coworkers, and students and to protect and conserve district equipment, employees must comply with the following requirements:

 

< >Observe all safety rules.Keep work areas clean and orderly at all times.Immediately report all accidents to their supervisor.Operate only equipment or machines for which they have training and authoriza­tion.rbermea@cueroisd.org           

 

 

 

 

 

 

 

 

 

 

General procedures


Bad Weather Closing

 

The district may close schools because of bad weather, epidemics, or emergency conditions. When such conditions exist, the superintendent will make the official decision concerning the closing of the district’s facilities. When it becomes necessary to open late to release students early,  or to cancel school, district officials will post a notice on the district’s web site and notify the following radio and television stations:

 

 

KIXS-107.9

KVIC-104.7

KVCT-Ch 19

KAVU-Ch 25

Advocate

Cuero Record

573-0777

576-6111

573-1900

575-2500

275-6319

275-3464

 

Channel 4 WOAI

 

Channel 5 KENS

Channel 12 KSAT

newsdesk@woai.com

 

news@kens5.com

(210)  351-1277

 

 

news@mysanantonio.com

password - frosty

 

Emergencies

Policy CKC, CKD

 

All employees should be familiar with the safety procedures for responding to emergiencies, including a medical emergency and the evacuation diagrams posted in their work areas. Emergency drills will be conducted to familiarize employ­ees and students with safety and evacuation procedures. Each campus is equipped with an automatic external defibrillator. Fire extinguishers are located throughout all district buildings. Employees should know the location of these devices and procedures for their use.

 

Lesson Plans

 

Lesson plans serve two main purposes:

< >To guide instruction and reflect planning for instruction.To reflect professional decisions made by a teacher or group of teachers in translating State, District, and campus curriculum into an outline for instruction.Student-friendly objectives Learning activitiesResourcesAssessment methods/strategiesCites of best practices/high yield strategies (technology, cooperative grouping, etc.)Principals will review lesson plans to ensure the five elements have been addressed.

 

 

Plans for instruction shall be available for a substitute in a form that is readily usable by a substitute.  Emergency lesson plans covering three days needs to be submitted to the campus principal by the 2nd week of each semester and should be updated as needed.

 

 

 

Name and Address Changes

 

It is important that employment records be kept up to date. Employees must notify the superintendent’s office if there are any changes or corrections to their name, home address, contact telephone number, marital status, emergency contact, or beneficiary. Forms to process a change in personal information can be obtained from the campus secretary or the superintendent’s secretary/ HR.

 

Purchasing Procedures

Policy CH

 

All requests for purchases must be submitted to the principal or budget manager on an official district purchase order (PO) form with the appropriate approval signatures. No purchases, charges, or commitments to buy goods or services for the district can be made without a PO number. The district will not reimburse employees or assume responsibility for purchases made without authorization. Employees are not permitted to purchase supplies or equipment for personal use through the district’s business office. Contact the assistant superintendent of business and finance at for additional information on purchasing procedures.

 

 

 

Personnel Records

Policy GBA

 

Most district records, including personnel records, are public information and must be released upon request.  In most cases, an employee’s personal e-mail is confidential and may not be released without the employee’s permission.

 

Employees may choose to have the following personal informa­tion withheld:

 

< >AddressPhone number, including  personal cell phone numberEmergency contact informationInformation that reveals whether they have family memberswww.cueroisd.org.

 

 

Dismissal of Noncontract Employees

Policy DCD

 

Noncontract employees are employed at will and may be dismissed without notice, a description of the reasons for dismissal, or a hearing. It is unlawful for the district to dismiss any employee for reasons of race, color, religion, gender, national origin, age, disability, military status, genetic information, any other basis protected by law, or in retaliation for the exercise of certain protected legal rights. Noncontract employees who are dismissed have the right to grieve the termination. The dismissed employee must follow the district process outlined in this handbook when pursuing the grievance. (See Complaints and Grievances.)

 

 

Exit interviews and Procedures

 

Exit interviews will be scheduled for all employees leaving the district. Information on the continuation of benefits, release of information, and procedures for requesting refer­ences will be provided at this time. Separating employees are asked to provide the district with a forwarding address and phone number and complete a questionnaire that provides the district with feedback on his or her employment experience. All district keys, books, property, technology and other equipment must be returned upon separation from employment.

 

Reports to the Texas Education Agency

Policy DF, DHB, DHC

 

The resignation or termination of a certified employee must be reported to the Division of Investigations at TEA if there is evidence that the employee was involved in any of the following:

< >Any form of sexual or physical abuse of a minor or any other unlawful conduct with a student or a minorSoliciting or engaging in sexual contact or a romantic relationship with a student or minorThe possession, transfer, sale, or distribution of a controlled substanceThe illegal transfer, appropriation, or expenditure of district or school property or fundsAn attempt by fraudulent or unauthorized means to obtain or alter any certificate or permit for the purpose of promotion or additional compensation Committing a criminal offense or any part of a criminal offense on district property or at a school-sponsored eventTermination of employment not later than the seventh day after the date of termi­nationEmployee’s last known addressName and address of the employee’s new employer, if known 

 

Student Records

Policy FL

 

Student records are confidential and are protected from unauthorized inspection or use. Employees should take precautions to maintain the confidentiality of all student records. The following people are the only people who have general access to a student’s records:

< >Parents: Married, separated, or divorced unless parental rights have been legally terminated and the school has been given a copy of the court order terminating parental rightsThe student: The rights of parents transfer to a student who turns 18 or is enrolled in an institution of post-secondary education. A district is not prohibited from granting the student access to the student’s records before this time.School officials with legitimate educational interestsRecommending that a student use a psychotropic drugSuggesting a particular diagnosisExcluding from class or school-related activity a student whose parent refuses to consent to a psychiatric evaluation or to authorize the administration of a psycho­tropic drug to a student 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Responsible Use Technology Agreement

 

The Cuero ISD (CISD) network is defined as CISD’s wired and wireless network infrastructure, servers, computer workstations, mobile technologies, peripherals, applications, databases, online resources, Internet access, email and all other interconnected technologies as they currently exist or become available. This includes any access to the CISD network by CISD-owned or personal devices while on or near school property, in school vehicles and at school-sponsored activities, and includes the use of

CISD technology resources via off-campus remote access.

 

Availability of Access

 

Access to CISD’s network is a privilege, not a right. Access shall be made available to staff, students and members of the public primarily for instructional and administrative purposes and in accordance with administrative regulations, CISD policy and law.

 

Monitoring, Restricting and Filtering

 

Use of the network shall not be considered confidential and may be monitored or restricted at any time by designated staff to ensure appropriate use for instructional or administrative purposes. CISD uses filtering devices and software that block access to visual depictions that are obscene, pornographic, inappropriate for students, or harmful to minors as defined by the federal Children’s Internet Protection Act and as determined by the Superintendent or designee. CISD reserves the right to decrypt internet traffic as necessary to create a safe and secure environment for students.

 

 Appropriate Use

< >You are responsible for the use and protection of any network account assigned to you, including regular password changes in accordance with CISD password requirements and keeping your password private.Your account is to be used primarily for educational purposes, but some limited personal use is permitted as long as it does not unduly burden CISD technology resources or interfere withyour educational responsibilities.

 

< >You will be held responsible at all times for the proper use of CISD technology resources, and CISD may suspend or revoke your access if you violate the rules.As applicable, you must comply with CISD’s record management program, the Texas Open Meetings Act, the Public Information Act, the Family Educational Rights and Privacy Act(FERPA), including retention and confidentiality of student and CISD records, and campaign laws.As applicable, you must maintain the confidentiality of health or personnel information concerning CISD employees and colleagues, unless disclosure serves lawful professional purposes or is required by law.Remember that people who receive email from you with a school address might think your message represents the school’s point

Inappropriate Use

  • Using technology resources for any illegal purpose or in violation of CISD policy.
  • Damaging technology resources in any way including:

     o     Maliciously harming or destroying CISD equipment, materials or data

     o     Negligence of reasonable care for CISD equipment, materials or data

  • Negligence of reasonable security protections on personal devices. For example, not applying security updates and not running anti-virus software on personal computers connected to the CISD network.
  • Attempting to circumvent internet content filtering or disabling the filter is prohibited per federal law (Children’s Internet Protection Act).
  • Accessing sites not authorized under CISD’s filtering policies.
  • Creation of or login by student accounts to any online service not officially approved by CISD.
  • Encrypting communications to avoid security review.
  • Using any account or login credentials other than your own or sharing your account or login credentials with anyone else. You are responsible for anything that happens on your account.
  • Pretending to be someone else when posting, transmitting, or receiving messages.
  • Attempting to read, delete, copy, modify, or interfere with another user’s work.
  • Using resources to engage in conduct that harasses or bullies others.
  • Posting, transmitting, or accessing materials that are abusive, obscene, sexually oriented, threatening, harassing, damaging to another’s reputation or illegal.
  • Using inappropriate language such as swear words, vulgarity, ethnic or racial slurs and any other inflammatory language.
  • Posting or transmitting pictures of students without obtaining prior permission from all individuals depicted or from guardians of depicted students who are under the age of 18.
  • Violating others’ intellectual property rights, including uploading, downloading or using copyrighted information without permission from the copyright holder.
  • Use of unlicensed software, or altering CISD installed software.
  • Unauthorized scanning, probing or access of the CISD network. Any attempt to damage or degrade network services. Uploading or creating computer viruses.
  • Wasting resources through improper use of CISD’s network, including creating and distributing chain letters, sending spam, setting up equipment so that it can act as an “open relay” for third- party spammers, or providing products or services for pay, i.e., outside employment.
  • Sending unauthorized broadcasts to official or private distribution lists, regardless of content or recipients.
  • Gaining unauthorized access to restricted information or resources.
  • If you are a student:
  • Posting or transmitting personal information about yourself or others, such as addresses and phone numbers
  • Responding to requests for personally identifying information or contact from unknown individuals
  • Arranging to physically meet people first met online in non-school related contexts. If a request for such a meeting is received, it should be reported to a teacher or administrator immediately.
 

Google G Suite

CISD will create accounts for all students to allow for collaborative sharing using G Suite. These tools are housed on the Internet and can be accessed from any Internet-connected device. No special software is required.

Google G Suite is a set of online tools for communication, collaboration and document storage. Provided by Google to CISD at no cost, these tools include Gmail, Calendar, Drive, Sites and Classroom. As Google continues to add new tools, CISD will evaluate each for its educational potential. CISD may add additional tools within Google G Suite throughout the school year.

Student Email Addresses

Students will be assigned a CISD student email account. This account will be considered the student’s official email address until such time as the student is no longer enrolled in CISD. The naming convention will be first initial, last name followed by two random numbers, ending with @mycueroisd.org. Upon graduation from high school, the students’ email will be accessible for the following two years.

Conduct

Students are responsible for appropriate behavior online just as they are in a school building. Communication with others should always be course-related. Students should notify the teacher of anything inappropriate or that makes them uncomfortable. Bullying will not be tolerated. The privacy of others should be respected at all times.

Special Note: Cyberbullying

Cyberbullying is defined as the use of any Internet-connected device for the purpose of bullying, harassing, or intimidating another student. This includes, but may not be limited to: sending abusive text messages to cell phones, computers or Internet-connected game consoles; posting abusive comments on someone’s blog or social networking site (e.g., Twitter or Facebook); creating a social networking site or web page that masquerades as the victim’s personal site and using it to embarrass him or her; making it appear that the victim is posting malicious comments about friends to isolate him or her from friends; posting the victim’s personally identifiable information on a site; sending abusive comments while playing interactive games; recording and distributing media with the intent to manipulate or embarrass others. (See Policy FFH and FFI).

Internet Safety

CISD makes every effort to ensure student safety and security when using the CISD network including a) preventing unauthorized access, hacking and other unlawful activities, b) restricting unauthorized disclosure, use, and dissemination of personally identifiable information regarding students, and c) educating staff and students about cyber bullying awareness and response, as well as appropriate online behavior.

 

COPPA (Children’s Online Privacy Protection Act)

Under the provisions of COPPA all commercial websites must get prior consent before  children under the age of 13 are permitted to share any personal information about themselves or are permitted to use any interactive communication technologies where they would be able to share personal information with others. This includes chat rooms, email, instant messaging, personal profiles, personal websites, registration forms, and mailing lists. CISD uses a Digital Resource Approval Process to verify COPPA compliance before use of online services by students under 13. Both students in this age group and their teachers will be educated as to the provisions of the law and the Acceptable Use Guidelines. Students under the age of 13 may not visit any websites that collect personal information unless it is for curricular reasons and is under the direction or supervision of a staff member of CISD. A list of resources used for curriculum and instruction can be found on the CISD website.

Consequences for inappropriate use

Noncompliance with applicable regulations will result in a) suspension of access to CISD technology resources; b) revocation of account; c) disciplinary action consistent with CISD policies and regulations. (See CISD Student Code of Conduct, Policy BBI, CQ and DH,, Employee Standards of Conduct Code of Ethics and Standard Practice for Texas Educators). Violations of law may result in criminal prosecutions as well as disciplinary action by CISD. Violating any of these rules can result in a disciplinary action. The nature of the violation will determine the appropriate disciplinary action on a case-by-case basis. Disciplinary actions may vary depending on the circumstances and are listed here as a guideline.

Disclaimer

CISD’s network is provided on an “as is, as available” basis. CISD does not make any warranties, whether expressed or implied, with respect to any services provided by the network and any information or software contained therein. CISD does not warrant that the functions or services performed by, or that the information or software contained on the network will meet the network user’s requirements, or that the network will be uninterrupted or error-free, or that defects will be corrected. Opinions, advice, services, and all other information expressed by network users, information providers, service providers, or other third party individuals in the network are those of the providers and not CISD. CISD will cooperate fully with local, state, or federal officials in any investigation concerning or relating to misuse of CISD’s network.

 

 

Disclaimer of Liability

 

CISD shall not be liable for the users’ inappropriate use of CISD’s network or violations of copyright restrictions, users’ mistakes or negligence, or costs incurred by users whether using CISD-owned or personal devices. CISD shall not be liable for any physical damage, loss or theft of personally owned devices. CISD shall not be responsible for ensuring the accuracy or usability of any information found on the Internet. Oversight of the posting of official CISD, campus, or division/department materials on CISD’s network will be the responsibility of the superintendent, principal, or division/department supervisor or designee. CISD’s network will be used only for administrative and instructional purposes consistent with CISD’s mission and goals.

 

Personally Owned Device Internet Usage

 

CISD offers wireless internet access for personally owned devices in our libraries, cafeterias, gyms and office areas. The CISD guest wireless network operates alongside the primary CISD wireless network used for CISD-owned devices, and allows community members, organizations, and others to gain access to the Internet with any personally owned Wi-Fi devices. This Internet access will be provided with the most protective level of Internet filtering currently deployed for CISD student access. The CISD guest wireless network does not allow access to any CISD resources that are not available from the Internet.

 

Upon logging in using a personally owned device, staff, students and members of the public will receive Internet filtering appropriate for their credentials. Configuring personal devices to connect to the CISD wireless network is the sole responsibility of the user. CISD does not provide technical support and assistance for personally owned devices.

 

Because the primary purpose of the CISD network is to provide connectivity for CISD-owned devices, CISD reserves the right to restrict access, bandwidth and content as it deems necessary on the guest wireless network.

 

Personally Owned Device User Agreement

 

Each time a personally owned electronic device is used on CISD property or at a CISD sponsored event, the user agrees to the terms listed below:

 

  • CISD reserves the right to inspect, at any time, any personally owned device, and the network communications going to and from it, while connected to the CISD-Wifi and CISD-Guest networks. Such monitoring may be conducted remotely, and without prior notification to the device owner. Any other inspection of any personally owned device is subject to the requirements set forth in the Student Code of Conduct.
  • Personally owned devices will only be connected to the network via the CISD guest or CISD wireless access connection. Any attempt to make an unauthorized connection to another CISD wireless network, plug a personally owned device into the CISD physical network (Ethernet), or circumvent any CISD Internet filtering may result in a loss of those individuals’ privileges to bring a personally owned device to CISD facilities, as well as other potential disciplinary actions.
  • CISD will not be obligated to supply electrical power access.
  • Use of personally owned devices on CISD property or at CISD sponsored events is governed by CISD/campus administration.
  • Student use of personally owned devices in the classroom setting will be at the discretion of the campus administration and the classroom teacher.
  • Persons connecting computers to the CISD guest or CISD wireless Networks agree to maintain current security updates and anti-malware software on their computers.
  • Persons accessing CISD email or any confidential CISD information using a personally owned device agree to prevent unauthorized access to the device by securing it with a password and complying with all CISD required system security procedures as well as applicable Family Educational Rights and Privacy Act (FERPA) and Health Insurance Portability and Accountability Act (HIPAA) of 1996 (P.L.104-191) [HIPAA] standards.
  • If a computer or portable electronic device, such as a cell phone, is lost, stolen, or disposed of without properly deleting all CISD email or other confidential information, the user must contact the CISD Information Technology Help Desk immediately.
  • Employees connecting to the CISD-Wifi network with any personally owned devices agree to adhere to all of the provisions of the Personal Use of Electronic Media (Policy DH).*The guardians of any student bringing personal technology to school agree to be responsible for and to reimburse CISD for any damage that their student may cause arising out of and relating to the use of the wireless network with his/her personally owned device.
 

ALL FACULTY/STAFF ARE REQUIRED TO SIGN AND RETURN THIS PAGE BEFORE THE USE OF ANY TECHNOLOGY EQUIPMENT (DISTRICT OWNED OR PERSONAL) IS ALLOWED AT CUERO ISD.

 

FACULTY/STAFF AGREEMENT

I understand that my use of the District’s technology resources is not private and that the District will monitor my activity.

As a user of the school’s technology resources, I understand and agree to comply with the appropriate use guidelines outlined in the Responsible Use Technology Agreement for Faculty/Staff.

I have read the applicable District policies, associated administrative regulations, and this Responsible Use Technology Agreement regarding the District’s technology resources. I hereby release the District, its operators, and any institutions with which it is affiliated from any and all claims and damages of any nature arising from my use of, or inability to use, these resources, including, without limitation, the type of damage identified in the District’s policies and administrative regulations.

I understand the conditions for use of the network and internet resources provided by the Cuero ISD and that access to technology resources are provided for the purpose of promoting education excellence in keeping with the academic goals of the district. I recognize it is impossible for the District to restrict access to all controversial materials, and will not hold the school responsible for materials acquired on the school network. I understand that from time to time the school may wish to publish examples of faculty or staff projects or photographs of faculty and/or staff on the School District’s web

site.

 

 

CONSEQUENCES FOR VIOLATION OF THIS AGREEMENT:

I understand that I am responsible for any transactions that occur under my user ID or account. Should I commit a violation, I understand that consequences of my actions could include suspension of access to the system, loss of computer privileges or data and files, revocation of the computer system account, disciplinary action, and/or referral to law enforcement.

 

Employee’s signature:                                                                                                                 

 

 

 

Date:                                                    Printed Name:                                                                  

 

 

Circle One:

 

 

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