ponca public schools 2016-2017 pre-k 12 employee … · 2016. 8. 2. · time cards and time clocks...

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PONCA PUBLIC SCHOOLS

2016-2017

PRE-K – 12 EMPLOYEE HANDBOOK

TABLE OF CONTENTS

BOARD OF EDUCATION

President: Doug Rickett Vice President: Kenton Book

Members: Monte Burki, John Gill, Phil Kramper, Richard Dohma

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TABLE OF CONTENTS

Welcome -------------------------------------------------------------------------------------------------------------- 4 Mission Statement ------------------------------------------------------------------------------------------------- 4 School Song ---------------------------------------------------------------------------------------------------------- 4 Philosophy of Education ------------------------------------------------------------------------------------------ 4 School Purposes and Objectives -------------------------------------------------------------------------------- 5 Notice of Nondiscrimination ------------------------------------------------------------------------------------- 5 Teacher Certificates ------------------------------------------------------------------------------------------------ 6 Board-Faculty Working Relationships ------------------------------------------------------------------------- 6 Administrator-Faculty Working Relationships -------------------------------------------------------------- 6 Faculty-Student Working Relationships ---------------------------------------------------------------------- 6 Professional Boundaries between Employees and Students – All Employees ----------------------- 7 Standards of Ethical and Professional Performance – Certificated Staff ------------------------------ 8 Standards of Performance for Non-Certificated Staff ---------------------------------------------------- 12 Employee Passes --------------------------------------------------------------------------------------------------- 13 School Workday ---------------------------------------------------------------------------------------------------- 13 Lesson Plans -------------------------------------------------------------------------------------------------------- 13 Attendance -------------------------------------------------------------------------------------------------------- 14 Make-Up Work ---------------------------------------------------------------------------------------------------- 14 Incompletes -------------------------------------------------------------------------------------------------------- 14 Tests ---------------------------------------------------------------------------------------------------------------- 15 Academic Integrity --------------------------------------------------------------------------------------------- 15 Academic Progress/Weekly Reports ------------------------------------------------------------------------- 17 Student Schedule Changes ------------------------------------------------------------------------------------- 18 Substitute Teachers ---------------------------------------------------------------------------------------------- 18 Academic Eligibility ---------------------------------------------------------------------------------------------- 18 Senior Privileges --------------------------------------------------------------------------------------------------- 18 Time-Out ----------------------------------------------------------------------------------------------------------- 19 Detention ---------------------------------------------------------------------------------------------------------- 19 Office Referral ----------------------------------------------------------------------------------------------------- 19 Student Etiquette ------------------------------------------------------------------------------------------------ 20 Public Display of Affection ------------------------------------------------------------------------------------ 20 Certified Absences ---------------------------------------------------------------------------------------------- 20 Non-Certified Absences ----------------------------------------------------------------------------------------- 20 Dress Code --------------------------------------------------------------------------------------------------------- 21 Keys ----------------------------------------------------------------------------------------------------------------- 21 Time Cards and Time Clocks ----------------------------------------------------------------------------------- 21 School Rules ------------------------------------------------------------------------------------------------------ 21 Daily Bulletin ------------------------------------------------------------------------------------------------------ 21 Copies -------------------------------------------------------------------------------------------------------------- 22 Unauthorized Visitors ------------------------------------------------------------------------------------------ 22 Money ------------------------------------------------------------------------------------------------------------- 22 Faculty Meetings ------------------------------------------------------------------------------------------------ 22 Supervision of Students --------------------------------------------------------------------------------------- 22

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Student Passes -------------------------------------------------------------------------------------------------- 23 Certified Teacher Evaluation Instrument ----------------------------------------------------------------- 26 Certified Employee Evaluation Instrument --------------------------------------------------------------- 26 Walk-Through Evaluations --------------------------------------------------------------------------------- 26 Personal Conduct --------------------------------------------------------------------------------------------- 26 Supplies/Requisition Orders -------------------------------------------------------------------------------- 26 Activities Calendar ------------------------------------------------------------------------------------------- 27 Field Trips ------------------------------------------------------------------------------------------------------- 27 Accidents ------------------------------------------------------------------------------------------------------- 27 Classroom Doors ---------------------------------------------------------------------------------------------- 27 Care of Classroom --------------------------------------------------------------------------------------------- 28 Food and Beverages ----------------------------------------------------------------------------------------- 28 Lunch Period --------------------------------------------------------------------------------------------------- 28 Textbooks -------------------------------------------------------------------------------------------------------- 28 Study Halls ------------------------------------------------------------------------------------------------------- 28 Student Helpers ------------------------------------------------------------------------------------------------ 28 Emergency Drills ------------------------------------------------------------------------------------------------ 29 School Assemblies --------------------------------------------------------------------------------------------- 29 Assignments/Homework ------------------------------------------------------------------------------------- 29 Evening Rehearsals --------------------------------------------------------------------------------------------- 29 Wednesday Night/Sunday Activities ----------------------------------------------------------------------- 29 Heat, AC and Lights --------------------------------------------------------------------------------------------- 30 Cell Phones -------------------------------------------------------------------------------------------------------- 30 Academic Grade ------------------------------------------------------------------------------------------------- 31 Incompletes ------------------------------------------------------------------------------------------------------ 32 Honor Rolls -------------------------------------------------------------------------------------------------------- 32 Fund Raising ------------------------------------------------------------------------------------------------------ 32 Guidelines for Coaching Clinics ------------------------------------------------------------------------------- 33 Access to Internet by Adults ----------------------------------------------------------------------------------- 33 Professional Growth --------------------------------------------------------------------------------------------- 34 Anti-Discrimination, Anti-Harassment, and Anti-Retaliation ------------------------------------------ 36 Drug and Substance Use and Abuse – All Employees --------------------------------------------------- 46 Notification of Arrest, Criminal Charges, License or Child Abuse Complaints -------------------- 52 Homeless Students Policy ------------------------------------------------------------------------------------- 54 Homeless Student Enrollment Information & Placement Request --------------------------------- 58 Written Notification of Enrollment/Placement Decision for Homeless Student ----------------- 60 Dispute Resolution Form -------------------------------------------------------------------------------------- 61 School Calendar -------------------------------------------------------------------------------------------------- 63 Family and Medical Leave Act -------------------------------------------------------------------------------- 64

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WELCOME The Board of Education of Ponca, Nebraska, provides this employee handbook as a guide to the operating procedures of the school district. Your input is welcome. MISSION STATEMENT Ponca Public Schools is committed to building a solid educational foundation for all individuals by providing a quality learning environment and promoting standards of excellence. SCHOOL SONG Ponca High – You are the school for me, You will always win the victory Blue and white to you we’ll be true And we will bring great honors to you. Here’s to the team the foe will always dread O’er the world its fame is widely spread Onward we will do or die For Ponca High. The school song was written and composed by James Koontz, band director 1942-1943. PHILOSOPHY OF EDUCATION Ponca Public Schools seeks to provide opportunities for the growth, development, and maturity of the mental and physical characteristics of each student within its realm of influence. Increasing demands for knowledge and skills in ever broadening areas and fields make it imperative that each individual receive special guidance and assistance in the selection of a study program adapted to his/her background aptitude and abilities. It is believed that each ability level should be challenged so as to give opportunity for the development of desirable moral, social and spiritual values acceptable to our families, community and country. The responsibility of the school and its educational program is to aid individuals in becoming mature citizens who are willing to take their place in society as constructive contributors, interested in the improvement of the community in which they live. It is believed that the goals and the functions of the school can be attained only when the educational system maintains order and discipline through exercise of authority by the school personnel. It is recognized that the ultimate goal of discipline is to develop self-disciplined individuals. The entire program is a cooperative one that encourages and invites suggestions and

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cooperation from parents and citizens of the area which we serve. All worthwhile educational achievements require qualified staff members who are devoted and dedicated to the task of training young people. To accomplish the desired outcomes there must be adequate physical facilities and instructional equipment at the disposal of the teaching staff. It is recognized that the implementation of an acceptable educational program costs money. The Board of Education seeks to recognize their responsibilities for the education of children and to the taxpayer who supports the program. It is the purpose of this school to meet the needs of the students of the community within the limits of a reasonable and practical program, keeping in mind that in the financial program, the program determines the budget rather than the budget determines the program. SCHOOL PURPOSES AND OBJECTIVES The following purposes or objectives will be used to attain our philosophy: 1. To provide a curriculum designed to fulfill the current and continuing needs of the students. 2. To provide an opportunity for each student to understand the rights and duties of citizens for participation in a democratic society. 3. To promote self-discipline with consideration for the rights of others. 4. To provide opportunities in fine arts and athletics which will in turn promote proper use of leisure time. 5. To encourage curiosity and creativity to the extent that school may be both a challenge and an enjoyment to all. 6. To promote a positive relationship between the home, students, and faculty. 7. To provide an opportunity for each student to examine any issue objectively and freely, and to come to a rational conclusion. 8. To develop a high sense of moral and ethical values. 9. To help students establish goals and help them realize the effort it will take to attain them. NOTICE OF NONDISCRIMINATION The Ponca Public School District does not discriminate on the basis of sex, disability, race, color,

religion, veteran status, national or ethnic origin, marital status, pregnancy, childbirth or related

medical condition, or other protected status in its programs and activities and provides equal

access to the Boy Scouts and other designated youth groups. The following persons have been

designated to handle inquiries regarding the non-discrimination policies:

Students: Superintendent of School, 505 3rd Street Ponca, Nebraska 68770 402-755-5700.

Employees and Others: Superintendent of School, 505 3rd Street Ponca, Nebraska 68770

402-755-5700.

Complaints or concerns involving discrimination or needs for accommodation or access should

be addressed to the appropriate Coordinator. For further information about anti-discrimination

laws and regulations, or to file a complaint of discrimination with the Office for Civil Rights in

the U.S. Department of Education (OCR), please contact the OCR at 601 East 12th Street, Room

353, Kansas City, MO 64106, (800) 368-1019 (voice), Fax (816) 426-3686, (800) 537-7697

(telecommunications device for the deaf), or [email protected].

mailto:[email protected]

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TEACHER CERTIFICATES

Each teacher is to have their teacher certificate from the Nebraska Department of Education in the office of the Superintendent of Ponca Public Schools. The certificate must be recorded and signed by the Superintendent before the teachers will receive a paycheck. A copy of your certificate will be with your personnel file in the Superintendent’s office. Hours for advancement on the salary schedule must be pre-approved for use in the teacher’s discipline or educationally related area and must be accompanied by an official college transcript prior to September 1st of the current school year in order to be used for advancement on the salary schedule. BOARD-FACULTY WORKING RELATIONSHIPS The Board of Education is responsible for the hiring of staff and for setting basic policies of the school system. The day-to-day management of the school system is the responsibility of the Superintendent. The day-to-day management of each particular school building is the responsibility of the Principal. The School Board meets monthly and teachers are encouraged to attend these meetings. As an employee, you have a right to communicate with the school board. This right is restricted by the responsibility to follow the chain of command. The direction of the chain of command is the Building Principal, Superintendent, and the Board of Education. It also follows the same progression in reverse order: Board of Education, Superintendent, Building Principal, and the faculty and staff. All decisions may be appealed to the school board, but only after the proper procedures have been followed. ADMINISTRATOR-FACULTY WORKING RELATIONSHIPS The Superintendent and Principals are employed by the district to ensure the schools are managed on a smooth and lawful basis. They are empowered to make decisions as provided for in board policy and other relevant documents. They are the immediate supervisors of all faculty and staff. To do their jobs successfully, however, administrators must maintain close relationships with the faculty and staff. This includes frequent formal and informal communication. Most concerns and problems in the system are handled by face-to-face discussions and you are encouraged to meet frequently with the Superintendent and Principals. FACULTY-STUDENT WORKING RELATIONSHIPS Teachers are expected to establish open, positive relationships with students in school and to assist them academically and in terms of their personal lives. A major goal of the school system is to have the students grow into successful, productive citizens and we cannot achieve this goal if we limit our instruction of students to the classroom.

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All employees of the school district are responsible to see that the students are properly supervised and that their behavior is corrected as necessary. This applies to all students regardless of whether they are directly assigned to you or not. This is also expected while attending extracurricular school activities out of town.

PROFESSIONAL BOUNDARIES BETWEEN EMPLOYEES AND STUDENTS – ALL EMPLOYEES

All employees are expected to observe and maintain professional boundaries between themselves and students. A violation of professional boundaries will be regarded as a form of misconduct and may result in disciplinary action. The following non-exclusive list of actions will be regarded as a violation of the professional boundaries that employees are expected to maintain with a student:

Using e-mail, text messaging, instant messaging or social networking sites to discuss with a student a matter that does not pertain to school-related activities, such as the student's homework, class activity, school sport or club, or other school-sponsored activity. Electronic communications with students are to be sent simultaneously to multiple recipients, not to just one student, except where the communication is clearly school-related and inappropriate for persons other than the individual student to receive (for example, e-mailing a message about a student's grades).

Engaging in social-networking friendships with a student on MySpace, Facebook, or other social networking site. Material that employees post on social networks that is publicly available to those in the school community must reflect the professional image applicable to the employee's position and not impair the employee's capacity to maintain the respect of students and parents or impair the employee's ability to serve as a role model for children.

Engaging in sexual activity, a romantic relationship, or dating a student or a former student within one year of the student graduating or otherwise leaving the District.

Making any sexual advance - verbal, written, or physical - towards a student.

Showing sexually inappropriate materials or objects to a student.

Discussing with a student sexual topics that are not related to a specific curriculum.

Telling sexual jokes to a student.

Invading a student's physical privacy (e.g., walking in on the student in a restroom).

Hugging or other physical contact with a student that is initiated by the employee when the student does not seek or want this attention.

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Being overly "touchy" with a specific student.

Allowing a specific student to get away with misconduct that is not tolerated from other students, except as appropriate for students with an IEP or 504 Plan.

Discussing with the student the employee's problems that would normally be discussed with adults (e.g., marital problems).

Giving a student a ride in the employee's personal vehicle without express permission of the student's parent or school administrator unless another adult is in the vehicle.

Taking a student on an outing without obtaining prior express permission of the student’s parent or school administrator unless another adult is in the vehicle.

Inviting a student to the employee's home without prior express permission of the student's parent and school administrator.

Going to the student's home when the student's parent or a proper chaperone is not present.

Giving gifts of a personal nature to a specific student. Appropriate exceptions are permitted to the foregoing for legitimate health or educational purposes and for reasons of family relationships between employees and their children who are students in the District. Date of Adoption: June 2013 STANDARDS OF ETHICAL AND PROFESSIONAL PERFORMANCE – CERTIFICATED STAFF Both the State of Nebraska and the Board of Education recognize that teaching and its related services, including administrative and supervisory services, are a profession with all of the rights, responsibilities, and privileges accorded other recognized professions. The Board recognizes and endorses the Standards of Ethical and Professional Performance as established by the Nebraska Department of Education and expects all certificated employees to abide by these standards. Certificated Personnel-Professional Performance and Code of Ethics It is the expectation of this District that all certificated staff shall comply with the ethics standards set forth by the Nebraska Department of Education, as such standards may be modified from time to time. The ethics standards which certificated staff shall follow shall include the standards set forth in this policy. References to “educator” shall include all certificated employees of the District.

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Preamble The educator shall believe in the worth and dignity of human beings. Recognizing the supreme importance of the pursuit of truth, the devotion to excellence and the nurture of democratic citizenship, the educator shall regard as essential to these goals the protection of the freedom to learn and to teach and the guarantee of equal educational opportunity for all. The educator shall accept the responsibility to practice the profession to these ethical standards. The educator shall recognize the magnitude of the responsibility he or she has accepted in choosing a career in education, and engages, individually and collectively with other educators, to judge his or her colleagues, and to be judged by them, in accordance with the provisions of this code of ethics. The standards listed in this section are held to be generally accepted minimal standards for all educators with respect to ethical and professional conduct. Principle I - Commitment as a Professional Educator: Fundamental to the pursuit of high educational standards is the maintenance of a profession possessed of individuals with high skills, intellect, integrity, wisdom, and compassion. The educator shall exhibit good moral character, maintain high standards of performance and promote equality of opportunity. In fulfillment of the educator's contractual and professional responsibilities, the educator: 1. Shall not interfere with the exercise of political and citizenship rights and responsibilities

of students, colleagues, parents, school patrons, or school board members. 2. Shall not discriminate on the basis of race, color, creed, sex, marital status, age, national

origin, ethnic background, or handicapping condition. 3. Shall not use coercive means, or promise or provide special treatment to students,

colleagues, school patrons, or school board members in order to influence professional decisions.

4. Shall not make any fraudulent statement or fail to disclose a material fact for which the

educator is responsible. 5. Shall not exploit professional relationships with students, colleagues, parents, school

patrons, or school board members for personal gain or private advantage. 6. Shall not sexually harass students, parents or school patrons, employees, or board

members. 7. Shall not have had revoked for cause in Nebraska or another state a teaching certificate,

administrative certificate, or any certificate enabling a person to engage in any of the activities for which an educator’s certificate is issued in Nebraska.

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8. Shall not engage in conduct involving dishonesty, fraud, deceit, or misrepresentation in

the performance of professional duties. 9. Shall report to the Superintendent any known violation of these standards. 10. Shall seek no reprisal against any individual who has reported a violation of these

standards.

Principle II - Commitment to the Student: Mindful that a profession exists for the purpose of serving the best interests of the client, the educator shall practice the profession with genuine interest, concern, and consideration for the student. The educator shall work to stimulate the spirit of inquiry, the acquisition of knowledge and understanding, and the thoughtful formulation of worthy goals. In fulfillment of the obligation to the student, the educator: 1. Shall permit the student to pursue reasonable independent scholastic effort, and shall

permit the student access to varying points of view. 2. Shall not deliberately suppress or distort subject matter for which the educator is

responsible. 3. Shall make reasonable effort to protect the student from conditions which interfere with

the learning process or are harmful to health or safety. 4. Shall conduct professional educational activities in accordance with sound educational

practices that are in the best interest of the student. 5. Shall keep in confidence personally identifiable information that has been obtained in the

course of professional service, unless disclosure serves professional purposes, or is required by law.

6. Shall not tutor for remuneration students assigned to his or her classes unless approved

by the Board of Education. 7. Shall not discipline students using corporal punishment. Principle III - Commitment to the Public: The magnitude of the responsibility inherent in the education process requires dedication to the principles of our democratic heritage. The educator bears particular responsibility for instilling an understanding of the confidence in the rule of law, respect for individual freedom, and a responsibility to promote respect by the public for the integrity of the profession.

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In fulfillment of the obligation to the public, the educator: 1. Shall not misrepresent an institution with which the educator is affiliated, and shall take

added precautions to distinguish between the educator's personal and institutional views. 2. Shall not use institutional privileges for private gain or to promote political candidates,

political issues, or partisan political activities. 3. Shall neither offer nor accept gifts or favors that will impair professional judgment. 4. Shall support the principle of due process and protect the political, citizenship, and

natural rights of all individuals. 5. Shall not commit any act of moral turpitude, nor commit any felony under the laws of the

United States or any state or territory. 6. Shall, with reasonable diligence, attend to the duties of his or her professional position.

Principle IV - Commitment to the Profession: In belief that the quality of the services to the education profession directly influences the nation and its citizens, the educator shall exert every effort to raise professional standards, to improve service, to promote a climate in which the exercise of professional judgment is encouraged, and to achieve conditions which attract persons worthy of the trust to careers in education. The educator shall believe that sound professional relationships with colleagues are built upon personal integrity, dignity, and mutual respect. In fulfillment of the obligation to the profession, the educator: 1. Shall provide upon the request of an aggrieved party, a written statement of specific

reasons for recommendations that lead to the denial of increments, significant changes in employment, or termination of employment.

2. Shall not misrepresent his or her professional qualifications, nor those of colleagues. 3. Shall practice the profession only with proper certification, and shall actively oppose the

practice of the profession by persons known to be unqualified. 4. Principle V - Commitment to Professional Employment Practices: The educator shall regard the employment agreement as a pledge to be executed both in spirit and in fact. The educator shall believe that sound personnel relationships with governing boards are built upon personal integrity, dignity, and mutual respect.

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In fulfillment of the obligation to professional employment practices, the educator: 1. Shall apply for, accept, offer, or assign a position or responsibility on the basis of

professional preparation and legal qualifications. 2. Shall not knowingly withhold information regarding a position from an applicant or

employer, or misrepresent an assignment or conditions of employment. 3. Shall give prompt notice to the employer of any change in availability of service. 4. Shall conduct professional business through designated procedures, when available, that

have been approved by the Board of Education. 5. Shall not assign to unqualified personnel tasks for which an educator is responsible. 6. Shall permit no commercial or personal exploitation of his or her professional position. 7. Shall use time on duty and leave time for the purpose for which intended. Legal Reference: Neb. Rev. Stat. §§ 79-859, 79-866; 92 NAC 27 (NDE Rule 27) Date of Adoption: June 2013 STANDARDS OF PERFORMANCE FOR NON-CERTIFICATED EMPLOYEES

In fulfillment of the employee's minimum responsibilities, the employee:

1. Shall not interfere with the exercise of political and citizenship rights and responsibilities of students, other employees, parents, school patrons, or school board members.

2. Shall not discriminate on the basis of race, color, creed, sex, marital status, age, national origin, ethnic background, religion, handicapping condition or sexual orientation.

3. Shall not use coercive means, or promise or provide special treatment to students, other employees, school patrons, or school board members in order to influence professional decisions.

4. Shall not make any fraudulent statement or fail to disclose a material fact for which the employee is responsible.

5. Shall not exploit relationships with students, other employees, parents, school patrons, or school board members for personal gain or private advantage.

6. Shall not harass in any manner students, parents or school patrons, employees, or board members.

7. Shall not engage in conduct involving dishonesty, fraud, deceit, or misrepresentation in the performance of duties.

8. Shall keep in confidence personally identifiable student or employee information that has been obtained in the course of service to the district, unless disclosure serves professional purposes or is required by law.

9. Shall not discipline students using corporal punishment. 10. Shall not misrepresent the school district, and shall take added precautions to distinguish

between the employee’s personal and institutional views.

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11. Shall abide by policies and regulations of the Board of Education and the rules and standards established by the administration and the employee’s supervisor.

12. Shall seek no reprisal against any individual who has reported a violation of these standards.

Date of Adoption: June 2013 EMPLOYEE PASSES Conference passes are provided to school board members and teacher. These passes are also good for the spouse of the board member or employee, however all children must pay. These passes are not honored for tournaments. Non-certified personnel will be able to attend all home activities with their spouse at no cost, however all children must pay. This is applicable for tournaments. SCHOOL WORKDAY Normal working hours, established by the school board, are 8:00am to 4:00pm. Teachers are required to be in their classroom by 8:00am to allow students the right to receive help. Teachers may receive permission to deviate from their normal working day from the Superintendent. During the working day, there are no legally binding duty-free periods other than lunch. An effort is made to provide some planning time for each teacher and to keep assignments reasonably balanced. However, these may vary depending on the needs of the school system. Teachers can sign out before 4:00pm in the business office when necessary. Teachers may leave at 3:45 the last day school in session prior to a holiday or on a Friday. If any employee during their plan period or lunch time leaves the school building, please notify your building secretary of your leaving. LESSON PLANS Good planning is a must in teaching. Sufficient time must be given to this in order to do the most effective job of teaching. Each teacher shall keep an organized record of their lesson plans. The plans will be prepared for a week in advance and may be revised as needed to meet the educational needs of the students. There should be assignments listed plus enough details to help you stay aware of the goals you have set. Lesson plans also serve as a very valuable guide for a substitute teacher. Lesson plans are to be emailed to the building principal or submitted on the school website before leaving on the last day school is in session each week. The lesson plans shall include the following basic elements:

1. Learning Objective(s) 2. Means of Instruction 3. Assignment(s) 4. Standard Taught or Assessed

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ATTENDANCE: Each day the high school teachers will take attendance every period and report the names of tardy and absent students in PowerSchool. Jeanne will check student attendance each period and will get a report of teachers who have not submitted attendance. Make all corrections on the attendance as soon as possible. For example, if you counted a student absent and he/she reported to class late with a pass, make the correction in PowerSchool. In the high school, a student is tardy if he/she is not inside the classroom door when the bell rings. A student without a pass is to be admitted to class and counted tardy. Keep an accurate account of student absences and tardiness. In the high school, do not admit a student to your class who has been absent for the prior day unless the student has an admit slip from the office. At the elementary, attendance will be taken at the beginning of the school day by 8:45 A.M. and then again in the afternoon by no later than 1:00pm. The office will determine whether or not the absence is excused or unexcused. It is very important that careful attendance is taken each period. The Attendance Policy is outlined in the Student Handbook. MAKE-UP WORK Students in Jr. & Sr. High School, who have been absent from school need an admit slip unless the absence is a result of a school related activity. It is the responsibility of the student to get assignments from all teachers whose classes have been or will be missed. The student is to have all make-up work ready for each class the next school day following the activity.

Students given make-up slips have approximately two days to finish their work for each day missed. The time frame for handing in make-up work will be left to each teacher. Whenever possible, require students to get assignments the day of their absence by contacting another student. INCOMPLETES:

Incomplete marks will be given to students who due to illness or other unavoidable causes, cannot complete their work. Students will be given two weeks following the completion of the nine week reporting period to make up any incompletes they may have received. After this deadline, the grades should be computed and turned into the office. Teachers have complete authority to require all incompletes to be finished. Students who refuse to complete make-up work should not receive a passing grade.

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TESTS The 7th graders have quarter tests. The test should count as much as any regular test, at the discretion of the teacher. The 8th graders have first and second quarter tests and a second semester test. The test should count as much as any regular test, at the discretion of the teacher. All 9-12 students are required to write a semester test first semester. Second semester a student who has not exceeded the allowable number of absences, participates in the review, is enrolled in a two semester class or a single semester class that is scheduled only second semester, may choose to be exempt from semester tests in classes with a semester average of 85%-100%. Semester tests are required in single semester classes scheduled both semesters. Semester tests may not count more than 1/5 of the semester grade. Submit a copy of your quarter and semester tests to the principal. ACADEMIC INTEGRITY:

A. Policy Statement: Students are expected to abide by the standards of academic integrity established by their teachers and school administration. Standards of academic integrity are established in order for students to learn as much as possible from instruction, for students to be given grades which accurately reflect the student’s level of learning and progress, to provide a level playing field for all students, and to develop appropriate values. Cheating and plagiarism violate the standards of academic integrity. Sanctions will be imposed against students who engage in such conduct. B. Definitions: The following definitions provide a guide to the standards of academic integrity: 1. “Cheating”: Means intentionally misrepresenting the source, nature, or other conditions of academic work so as to accrue undeserved credit, or to cooperate with someone else in such misrepresentation. Such misrepresentations may, but need not necessarily, involve the work of others. Cheating includes, but is not limited to: a. Tests: includes tests, quizzes and other examinations or academic performances: i. Advance Information: Obtaining, reviewing or sharing copies of tests or information about a test before these are distributed for student use by the instructor. For example, a student engages in cheating if, after having taken a test, the student informs other students in a later section of the questions that appear on the test. ii. Use of Unauthorized Materials: Using notes, textbooks, pre-programmed formulae in calculators, or other unauthorized material, devices or information while taking a test except as expressly permitted. For example, except for “open book” tests, a student engages in cheating if the student looks at personal notes or the textbook during the test. iii. Use of Other Student Answers: Copying or looking at another student’s answers or work, or sharing answers or work with another student, when taking a test, except

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as expressly permitted. For example, a student engages in cheating if the student looks at another student’s paper during a test. A student also engages in cheating if the student tells another student answers during a test or while exiting the testing room, or knowingly allows another student to look at the student’s answers on the test paper. iv. Use of Other Student to Take Test. Having another person take one's place for a test, or taking a test for another student, without the specific knowledge and permission of the instructor. v. Misrepresenting Need to Delay Test. Presenting false or incomplete information in order to postpone or avoid the taking of a test. For example, a student engages in cheating if the student misses class on the day of a test, claiming to be sick, when the student’s real reason for missing class was because the student was not prepared for the test. b. Papers: Includes papers, essays, lab projects, and other similar academic work: i. Use of Another’s Paper: Copying another student’s paper, using a paper from an essay writing service, or allowing another student to copy a paper, without the specific knowledge and permission of the instructor. ii. Re-use of One’s Own Papers: Using a substantial portion of a piece of work previously submitted for another course or program to meet the requirements of the present course or program without notifying the instructor to whom the work is presented. iii. Assistance from Others: Having another person assist with the paper to such an extent that the work does not truly reflect the student’s work. For example, a student engages in cheating if the student has a draft essay reviewed by the student’s parent or sibling, and the essay is substantially re-written by the student’s parent or sibling. Assistance from home is encouraged, but the work must remain the student’s. iv. Failure to Contribute to Group Projects: Accepting credit for a group project in which the student failed to contribute a fair share of the work. v. Misrepresenting Need to Delay Paper: Presenting false or incomplete information in order to postpone or avoid turning in a paper when due. For example, a student engages in cheating if the student misses class on the day a paper is due, claiming to be sick, when the student’s real reason for missing class was because the student had not finished the paper. c. Alteration of Assigned Grades: Any unauthorized alteration of assigned grades by a student in the teacher’s grade book or the school records is a serious form of cheating. 2. “Plagiarism”: Means to take and present as one's own a material portion of the ideas or words of another or to present as one's own an idea or work derived from an existing source without full and proper credit to the source of the ideas, words, or works. Plagiarism includes, but is not limited to:

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a. Failure to Credit Sources: Copying work (words, sentences, and paragraphs or illustrations or models) directly from the work of another without proper credit. Academic work frequently involves use of outside sources. To avoid plagiarism, the student must either place the work in quotations or give a citation to the outside source. b. Falsely Presenting Work as One’s Own: Presenting work prepared by another in final or draft form as one's own without citing the source, such as the use of purchased research papers or use of another student’s paper. 3. “Contributing”: To academic integrity violations means to participate in or assist another in cheating or plagiarism. It includes but is not limited to allowing another student to look at your test answers, to copy your papers or lab projects, and to fail to report a known act of cheating or plagiarism to the instructor or administration. C. Sanctions: The following sanctions will occur when a student engages in cheating, plagiarism, or contributing to an academic integrity offense: a. Academic Sanction: The instructor will refuse to accept the student’s work in which the academic integrity offense took place, assign a grade of "F" or zero for the work, and require the student to complete a test or project in place of the work within such time and under such conditions as the instructor may determine appropriate. In the event the student completes the replacement test or project at a level meeting minimum performance standards, the instructor will assign a grade which the instructor determines to be appropriate for the work. b. Report to Parents and Administration: The instructor will notify the Principal of the offense and the instructor or Principal will notify the student’s parents or guardian. c. Student Discipline Sanctions: Academic integrity offenses are a violation of school rules. The Principal may recommend sanctions in addition to those assigned by the instructor, up to and including suspension or expulsion. Such additional sanctions will be given strong consideration where a student has engaged in serious or repeated academic integrity offense or other rule violations, and where the academic sanction is otherwise not a sufficient remedy, such as for offenses involving altering assigned grades or contributing to academic integrity violations. ACADEMIC PROGRESS/WEEKLY REPORTS:

Teachers are encouraged to notify parents through academic weekly reports when a student is achieving low or failing grades in a class. PowerSchool, computer generated, your own personal report, or the "Weekly Report" forms available in the Principal's Office may be used. Reports may be submitted to the Principal's Office for mailing and a copy will be entered in the student's file.

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Midterm academic progress reports will be completed by each teacher for all students enrolled in classes. Teachers are encouraged to include comments on midterm reports. The reports will be submitted by teachers using PowerSchool. The reports will be printed and distributed through the Principal’s Office. STUDENT SCHEDULE CHANGES Students in Jr. & Sr. High School may drop/add classes beginning Friday, August 19, 2016. The last day for drop/add is Monday, August 22, 2016. All drop and add forms must be submitted by 4:00 p.m. on Monday, August 22, 2016. After this, permission to drop or add a class will be granted by the principal after talking with the counselor and instructors involved. SUBSTITUTE TEACHERS The High School Principal arranges for elementary and high school substitute teachers, which are paid for by the school district. The faculty member who is ill or unable to be present shall notify the high school principal by 6:00 am or well in advance of the absence when possible. Teachers are not to arrange their own substitutes unless this has been prearranged with the Principal. The Principal will try to honor requests for particular subs, but the final decision is the Principal’s. The following items should be provided when planning for a substitute teacher: 1. Lesson plan which include the learning objectives 2. Current seating charts 3. Names of textbooks used in each class 4. General classroom rules 5. Names of two students the substitute can call on for assistance 6. Location of attendance slips, passes, referral forms, and any other necessary information ACADEMIC ELIGIBILITY Senior High students must pass six classes to be eligible to practice and perform in activities. Students who are ineligible will be checked again two weeks after the designated eligibility date in the classes they are failing. Seventh (7th) and eighth (8th) grade students must pass four of the five core subjects. Practices will be allowed during the ineligibility period. Be aware of the eligibility reporting dates and periods. It is the activity sponsors responsibility to insure ineligible students are not allowed to perform during the ineligibility period. SENIOR PRIVILEGES

Senior privileges mean that a senior who is eligible will be allowed to leave the campus during his or her regularly scheduled study hall time. This includes lunch when the student's study hall period occurs during the lunch period or immediately precedes or follows his/her lunch period. The opportunity to exercise privileges during other periods of the day may only be granted through the High School Principal’s Office.

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TIME-OUT

Time-out involves removing a student from a reinforcing event, not from an aversive event. The main goal of a time-out is to get the student to a compliant state and back into the classroom as soon as possible. When the teacher decides a student needs a time-out, instruct the student in the productive behavior you expect and send the student to the office with a time-out pass. Generally a time-out should last no longer than 10 minutes. The classroom ultimately should be the reinforcing environment for the student. The classroom teacher must notify the respective building secretary of the student in need of the timeout. DETENTION Detention will be held Monday through Thursday after school from 3:45-4:45 for students who are assigned detention by a teacher. Detention will be located in the classroom of the detention supervisor. A copy of the student’s detention notice will be sent home to the student’s parent. The student will be given 24 hours to serve a detention. A student may not participate in school activities until the detention is served. Students may not skip or reschedule detentions to participate in extra-curricular activities. If the student fails to serve the detention on the specified date, he/she will earn an additional detention or in-school-suspension plus the detention time. The teacher assigning the detention is to complete the “Detention Notice” form. On the form specify the date by which the student is to serve the detention and give the pink copy to the student. The teacher keeps the canary copy and submits the white copy to the office for mailing to the parent. OFFICE REFERRAL

There are three main patterns of student behavior that can lead to an office referral. An automatic referral occurs whenever a student commits a major infraction of a school policy or engages in misbehavior that endangers the safety of that student or others. The second pattern of behavior, failure to accept criticism/consequences, results when the student is engaging in ongoing behavior and has been asked several times within one setting to bring his/her behavior under control. The third pattern of behavior that leads to an office referral is continued minor misbehavior over time. This includes frequent problem behaviors that may occur many times during a single day or class period, or may continue over many days. In the case of the second and third types of referrals, the student should only be referred after the teacher has worked with the student to teach productive behaviors and the student has been informed that if the behavior continues he/she will be referred to the office. When an office referral is required, send an office referral pass with a student that can get to the office on his/her own. If the student cannot get to the office on his/her own and the teacher cannot leave the classroom, send a reliable student to the office to get assistance. Once the student is in the office and has regained self-control and a state of compliance, an administrator will meet with you outside of your classroom to complete the referral form. Be prepared to respond to the following questions:

1. What happened? Who was involved? Where and when did the incident occur?

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2. What did the student say or do? How severe was the behavior? What is the frequency of the behavior? 3. What did you do? What type of teaching did you attempt? Were any consequence given? 4. What else can you add to help the administrator work with the student? After the administrator has worked with the student, he/she will return with the student to deliver an apology. The teacher's role is to listen to and accept the student's apology. The administrator will be the judge of the apology. Be prepared to give the student missed work he/she asks for, welcome the student back to class and reinforce positive behaviors and efforts. At the earliest convenience, a call to the parents is extremely important. Discuss the student's behavior that lead to the office referral and what you and the parents can work on together to increase the student's success. STUDENT ETIQUETTE Teachers shall insist that students follow fundamental principles of good manners and appearance. Insist that you be addressed as Mr., Mrs., or Ms. however the case may be. Make it a practice to address one another in this manner when students are present.

PUBLIC DISPLAY OF AFFECTION School is not the appropriate place for a student to publicly display his/her affection for another student. Types of public display of affection that are not acceptable in school or at school events include kissing, embracing, sitting on laps, hand holding, arms around another person etc. If you observe an inappropriate public display of affection talk to the students about their behavior, discuss appropriate public display of affection and let them know you will be referring them to the principal if you again observe them displaying affection in school or at school activities. CERTIFIED ABSENCES Absence for illness requires notification of the High School Principal as early as possible so that a substitute may be hired. Notification should be made prior to 6:00am. Absences other than illness require the Superintendent’s approval at least three days in advance. A staff leave request form should be completed and given to the Superintendent at that time. Regulations for leaves are outlined in the negotiated agreement. NON-CERTIFIED ABSENCES Absence for illness requires notification of the respective supervisor. Elementary para-educators need to contact the Elementary Principal. High School para-educators need to contact their immediate supervisor. Notification should be made prior to 6:00am. Absences other than illness require the Superintendent’s approval at least three days in advance. A staff leave request form should be completed and given to the Superintendent at that time. Regulations are outlined on the Supplement to the contract.

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DRESS CODE Administration, faculty, and staff need to be appropriately dressed for school days while students are in attendance. Classroom staff may not wear sweat, jogging, or wind suits except when teaching a physical education classes in the gymnasium or playing field. On teacher workdays, casual attire is allowable. On Fridays, the staff is allowed to wear appropriate jeans (do not have holes or drag on the floor) to school. Anytime a teacher is attending an educational meeting outside of the school district, professional dress will be expected. KEYS Each teacher is responsible for the keys and fobs they have been issued. Keys and/or fobs are not to be loaned to students or to people not employed by the school district! Children of school employees are under these same guidelines!! TIME CARDS AND TIME CLOCKS A. All staff members on the hourly wage will use the time card and time clock provided in the Ponca elementary workroom and the Jackson workroom. At the end of each work week, the employee should total his/her weekly hours and sign the time card which will be submitted for payment. The work week begins on Sunday and ends on Saturday. B. All employees should check out for lunch or deduct time taken which would normally be one-half hour. C. Employees need not check out for break time in the morning and the afternoon; however, this should be limited to not more than fifteen minutes. SCHOOL RULES School rules for students are spelled out in detail in the student handbook. In addition to these, teachers can make such reasonable rules as necessary to perform daily tasks. Teachers can also assign classroom penalties, however, rules or penalties, which are arbitrary, capricious or degrading, are prohibited. Since state law specifically prohibits corporal punishment, the threat of physical punishment/corporal punishment is prohibited. Use good judgment in making rules and enforcing them. Be careful to avoid making disciplinary decisions when angry. The use of profanity or degrading remarks in a classroom is prohibited. Teachers will NOT bully any student. DAILY BULLETIN The daily bulletin will be delivered via Ponca Public Schools web page. A hard copy will be posted on the bulletin board outside the high school office. The bulletin should be read by all teachers to students during the third period each day to inform students as well as staff of activities going on that day as well as upcoming events. Bulletin items need to be submitted to the high school office by 8:45 am each day. The daily bulletin will be available on Power School.

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COPIES Students are charged 10 cents a page for use of the copy machine. Students are required to pay for copies from books, magazines, reference material, etc. that are used for reports, research papers or other classroom assignments. If you send a student to the office for classroom copies please include a signed written pass with the number of copies to be made. Students printing personal copies on computer printers should be charged 10 cents for black and white copies and 30 cents for color copies.

Employees must also pay 10 cents a page for personal use of the copy machine. UNAUTHORIZED VISITORS All district personnel must share the responsibility for keeping unauthorized persons out of the school building and off school grounds. If an employee encounters an unknown person in the school building, he or she is expected to ascertain if this person has received permission from the front office to be on school premises. MONEY Under no circumstances should money ever be left overnight in a classroom. Sponsors should collect the money from the students and make record of the receipt. Sponsors need to have an accurate account of all receipts and then turn the money into the Business Office. FACULTY MEETINGS Meetings will be held as needed; attendance is mandatory. Teachers need to attend MDT and/or IEP meetings concerning a student in their class. If unable to attend, written communication of student performance is required. SUPERVISION OF STUDENTS Students scheduled in a particular class are the direct responsibility of the teacher of that class. Students are not to be dismissed from class prior to the end of the period unless there is an educational reason. ***STUDENTS MUST REMAIN IN THEIR SEATS UNTIL THE BELL ACTUALLY RINGS. *** Students must have a pass from the teacher if there is a legitimate reason to be out of the class. The student should not be allowed to go to an area that is not supervised by a staff member for an extended period of time. They must return to the class prior to the end of the period. Students should not be allowed to go to another faculty member’s room without direct permission of that faculty member. In short, students are not to be allowed to be alone in a classroom at any time unsupervised. This also includes lunch periods. During a teachers’ planning period, please do not visit another teachers’ classroom while students are in the classroom.

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Teachers are to monitor hallways between classes and be alert to students’ activity in all areas. Students are not to be in the building after school unless a teacher or coach is supervising them. When a teacher or coach sponsors a group in the building, he or she is to be the first person to arrive at the activity and the last to leave. The teacher or coach is responsible for ensuring that the lights are off and doors are secured. Students are not to be left alone in the building. When a group is working in the building, they should not be going to other parts of the building. Outside doors will be locked at 4:15pm. STUDENT PASSES 1. A pass signed by the supervising teacher is required for a student to leave a class or study hall for any reason. 2. Each teacher is given a set of four common laminated passes to be used throughout the school year. Any student that leaves your room during class should have a pass and sign-out on the "Pass Record" form. If a student enters your classroom from someplace else in the building he/she should sign-in on the "Pass Record" as well. When a student has a pass to your classroom for the entire period he/she is to remain in your classroom until the end of period bell sounds. 3. Students are encouraged to bring all necessary materials to class with them. Refrain from granting passes to students who have "forgotten" necessary materials. 4. Students should get a pass from any teacher they wish to talk with prior to class. In no case should a student be allowed to go to another teacher's class without prior permission from that teacher. 5. Encourage students to use the restrooms and get drinks prior to class rather than during class time. 6. Allow only one or two students out of your classroom at a time. 7. A student may only go to the place(s) designated on the pass. 8. A pass should not be written for a student to get a pass from another teacher. 9. Passes may not be granted to use the gym or weight room for conditioning or recreation during the school day. 10. Passes to leave the building will only be issued through the Principal's Office. Students who are leaving the building must sign-out in the Principal's Office TEACHER EVALUATION These evaluation procedures are applicable to certificated staff (teachers). Administrators are not covered by this evaluation policy. 1. Communication of Evaluation Process. Annual written communication of the evaluation process to those being evaluated shall be made by distributing a copy of the evaluation instrument shall be distributed to the certificated staff at the beginning of each school year. 2. Duration and frequency of observations and written evaluations The duration and frequency of observations and written evaluations for probationary and permanent (tenured) teachers are to be as follows:

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a. Probationary Teachers. i. Formal observations of probationary teachers shall be based upon actual classroom observations for an entire instructional period. ii. Probationary teachers shall be formally observed and evaluated at least once each semester. iii. The responsible evaluator is expected to complete the second semester evaluations of probationary teachers prior to April 15 of each year. b. Permanent Teachers. i. Formal observations and evaluations of permanent teachers are to be based upon actual classroom observations for an entire instructional period. ii. Permanent teachers are to be formally observed and evaluated at least once each school year. c. Teachers’ Responsibility. Teachers are expected to inform the responsible evaluator of instructional periods that would be conducive to an evaluation and to make themselves readily available for evaluations. In the event the responsible evaluator has not initiated the evaluation process nearing the time within which an evaluation is required to be completed, the teacher has the responsibility to notify the responsible evaluator such that the evaluation can be completed when due. d. Failure to Complete Evaluations. For permanent teachers, a failure to complete evaluations with the designated duration and frequency shall not give the permanent teacher rights, but is to be considered in evaluating the responsible evaluator’s performance. e. Informal Observations and Evaluations. Informal observations and evaluations may be conducted as the administration determines to be appropriate. f. Additional Observations and Evaluations. The duration and frequency of observations and written evaluations is specified as a minimum. Observations and evaluations of greater frequency or number than required may be conducted and made at the request of the teacher or in the discretion of the evaluator. 3. Evaluation Criteria Teachers shall be evaluated based upon the following district-defined evaluation criteria:

Instruction, which includes: Instructional Process Instructional Climate, which includes Classroom Organization and

Management

Professionalism, which includes: Professional Conduct Personal Conduct

Improvement, which includes:

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Teaching Improvement School Improvement

The descriptors set forth in the evaluation instrument approved by the board of education set forth the specific district-defined criterion within each of the foregoing criteria areas. In preparing summative evaluations, evaluators are to consider not only the formal observations conducted, but also informal observations and other relevant information concerning the performance of the teacher in each of the evaluation criteria. 4. Communication of Deficiencies The evaluation process shall include written communication and documentation to the evaluated teacher specifying all noted deficiencies, specific means for the correction of the noted deficiency, and an adequate timeline for implementing the concrete suggestions for improvement. As professionals, teachers may be assigned responsibility to provide suggestions for improvement plans or job growth strategies and shall have the duty of complying with such requests. Further, in the event improvement plans or other similar performance measures are implemented, teachers shall have the duty to comply with such plans. Teachers are expected to be cooperative, professional, and to exhibit a willingness to improve performance and to accept the constructive criticisms and suggestions of the evaluator. 5. Teacher Responses to Evaluations Teachers shall be provided seven calendar days from receipt of an evaluation in which to give a written response to the evaluation. 6. Plan for Training Evaluators All evaluators shall possess a valid Nebraska Administrator’s Certificate and trained to use the evaluation system used in the District. Training sessions in the use of the District’s teacher evaluation system will be provided by the Superintendent or designee to all evaluators prior to their participation in teacher evaluations. Refresher training is to be conducted as the Superintendent determines to be needed.

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CERTIFIED TEACHER EVALUATION INSTRUMENT

FORM A: Areas the evaluator will be analyzing while observing the lesson. FORM B: A note to schedule the pre-observation conference and the observation. FORM C: Teacher’s outline to bring to the pre-observation conference. FORM D: Observation record. FORM E: Evaluation summary. FORM F: Teacher’s response.

CERTIFIED EMPLOYEE EVALUATION INSTRUMENT FORM A: Areas the evaluator will be analyzing. FORM B: A note to schedule the conference. FORM C: Observation record. FORM D: Evaluation summary. FORM E: Certificated Employee’s response WALK-THROUGH EVALUATIONS A walk-through evaluation is a frequent, short, unscheduled visit that may last up to 15 minutes. The walk-through may or may not be followed up with a written document or conversation. PERSONAL CONDUCT Staff members are to be role models for the students. If we are to effectively work with the students, we must show them respect, display a sense of responsibility and exhibit appropriate behavior. In return, the students will give respect to the staff. Staff members should continue to be role models while in the community and are expected to do so. Inappropriate behavior at any time is unacceptable and will be dealt with by the administration. SUPPLIES/REQUISITION ORDERS A purchase order/request for payment form must be approved by the Superintendent for the purchase of materials and /or request for payment from a school activity fund. Supplies are ordered in the spring for the following year. If additional supplies are needed, a request should

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be made in the Superintendent’s office. No purchases will be made and charged to the school unless a requisition has been signed by the Superintendent. All purchases must be authorized. Requisitions are to be used by organization sponsors and picked up from the Superintendent’s office. Orders received that do not include a requisition will not be paid with school district funds. Any correspondence with individuals or companies is not to include the name of the school unless approved by the administration. ACTIVITIES CALENDAR All school activities must have administrator approval before posting on the master calendar. Please notify the instrumental band teacher that an activity has been scheduled for the Fine Arts Theatre. Schedule all activities under your supervision on the activities calendar in the business office. Activities should be placed on the calendar a minimum of three weeks prior to their occurrence or prior to the monthly bulletin that is sent to all district members. When possible, record scheduled items on the calendar immediately. Approved events also need to be posted to the Ponca School website master calendar. If any changes are made to the master calendar, please email Jeanne Brandt in the high school office. FIELD TRIPS All Field Trips must have administrator approval before being scheduled. Submit the completed “Request for Field Trip” form to the respective Principal. Things that will be considered when deciding to approve or not approve a field trip are: the educational benefits to the students, the distance traveled, amount of time students will be out of their scheduled classes, availability of bus drivers and substitute teachers, cost to the district, activities already scheduled on the school calendar, etc. Once the field trip is approved it is the responsibility of the teacher to secure parent permission forms, notify kitchen staff, provide a list to the office and teaching staff of the students who will be absent from class on the day of the field trip, and request transportation with the Superintendent.

ACCIDENTS The teacher shall fill out an “accident report” or an “incident report” form and turn a copy into the building Principal and the school nurse immediately. In case of serious injury, the parent shall be notified immediately and the principal shall be given a written report. This report shall be made on all accidents or injuries serious enough to warrant medical assistance or an insurance claim. If transportation to the hospital or clinic is necessary or if the injury is serious in nature, parents should be notified. The proper forms can be found with the building secretary. CLASSROOM DOORS All doors should remain locked (whether open or closed in case of a lock down) when conducting class. Doors are to be locked and closed when students are at lunch or everyone is out of the room.

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CARE OF CLASSROOM School cleanliness is everyone’s responsibility. Be sure to check desk tops daily for graffiti and watch for excessive wrappers and garbage. Following each class period, invite students to police the area surrounding their desk to help maintain a clean environment. Sanitize desk tops periodically. FOOD AND BEVERAGES During the school day, food and beverages may be consumed by the staff in the workroom and during planning times in the classroom. Food and beverages may not be consumed in the classroom by teachers or students during class or study hall unless an exception has been approved by the Principal. LUNCH PERIOD There are two lunches for secondary students. The first lunch is from 11:42 to 12:09 and the second lunch shift is from 12:35 to 1:06. Teachers should escort students to the lunch room! Teachers who do not have students going to lunch should be monitoring the hall. Three bells will ring one minute a part to dismiss students for lunch. Seniors and juniors will be dismissed on the first bell, sophomores and freshmen on the second bell and junior high students on the third bell. Students are to remain in the classroom until their class bell rings for lunch dismissal. TEXTBOOKS All new textbooks should be stamped "Ponca Public Schools” and numbered. This should be done with the year and a sequence of numbers (15-01, 15-02, etc....). Careful record keeping, including information such as to which the book was checked out to and any damage that occurs should be done. All textbooks should be covered. This is the responsibility of the student.

STUDY HALLS Study halls are to be maintained as quiet, orderly places for study and preparation of assignments to take place. Expect students to come to study hall prepared to spend quality time on school work. Each student in study hall is to be given a copy of the "Study Hall Rules and Procedures." Study hall pass privileges may be granted when the student returns the form to the study hall teacher with the requested signatures. Students who are academic ineligible or failing classes may only be issued restroom, office, locker, and drink passes. They may have passes for academic assistance from a teacher or to use the library to work on a class. STUDENT HELPERS Each teacher can have one student helper during the day. The student helper should not be in the hallways or gymnasium during the time they are assigned to help you. Student helpers may not grade students work or enter student grades into gradebooks or PowerSchool.

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Please keep them busy or do not accept a student helper. The physical education teacher may have one student helper for each period. A student helper failing a class will be assigned to study hall until he/she is again passing the class. Student helpers must be approved by the Principal. EMERGENCY DRILLS Staff should take their grade book, along with a pen or pencil to report an accurate attendance count to the administrator. Attendance must be taken immediately upon reaching the designated area. Look in your Crisis Manual for further instructions for a Frie Drill, Tornado Drill, Evacuation Drill, and Lockdown Procedures. SCHOOL ASSEMBLIES All teachers shall escort their respective classes to the gymnasium prior to an assembly. Whenever possible, we will start assemblies following the attendance procedure for that period. Teachers shall station themselves on the top row of the bleachers and mix within the crowd. Supervision is necessary from all staff members during assemblies. ASSIGNMENTS/HOMEWORK All students are expected to satisfactorily complete assignments in their classes by the due date as set by the teacher. Each teacher is allowed to use his/her discretion in assigning a grade to late assignments. In the high school, a student may be assigned to report after school when assignments are not completed. EVENING REHEARSALS Evening rehearsals and meetings should be held to a minimum. The sponsor is expected to admit only the students involved in the activity. Evening activities are to be over by 10:00 pm. Students should be kept in that part of the building, which is being used for the activity. No class area is to be used unless that particular teacher is present. Careful supervision of students is the responsibility of the teacher. Before leaving the building, the teacher must see that all students have left, the lights are shut off, windows are closed and locked, and ALL doors are locked. WEDNESDAY NIGHT/SUNDAY ACTIVITIES By common consent, Wednesday night and all day Sunday are designated as non-school activity time. Teachers and Coaches will NOT schedule performances, rehearsals, practices, and/or film sessions on Wednesday nights or on Sundays. Wednesday evenings are reserved for religious services unless the administration has cleared any activity with the pastoral council. Sunday is considered a day for family activities and NO school activities should be scheduled. Any exception must be cleared through the Superintendent’s office.

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Wednesday night of each week will be designated as church night and as a result no students will be involved in any school activity or practice after 6:00 p.m. Any exceptions to the policy must be cleared through the Superintendent of Schools in writing. HEAT, AC, AND LIGHTS It is the teacher’s responsibility to see that the classroom is conducive to good study habits. When leaving the room at noon and at the end of the school day, be sure that the lights are turned off. Windows and doors will be locked before leaving school. All mechanical failures should be reported to the administration immediately. When, for any reason, students are kept after school, teachers should see that these students are out of the building before he/she leaves. As a rule, all students are to be out of the building by 4:00pm except for students involved in athletics and activities sponsored by a teacher. Whenever a teacher is the last to leave the building, the teacher should shut off the lights, including corridors, and see that the doors are locked. Coaches should be especially careful when they are the last out of the gymnasium or locker rooms to see that ALL the lights are shut off and that ALL doors are locked. CELL PHONES Teachers and staff members may carry their cell phones on their person during the school day. Cell phones are to be used for emergencies only! Cell phones are to be out of sight during the class time. Please do not leave your cell phone on your desk to check text messages! A teacher may take a cell phone or electronic device from a student who is not complying with the responsible use guidelines and turn the cell phone over to an administrator or refer the student to the office. Responsible use guidelines for students

The cell phone/electronic device is off during the school day (8:00 a.m. to 3:40 p.m.).

The cell phone/electronic device is off during the time a student is detained after school (ex.- Homework Club, detention, working with school personnel, etc.).

The cell phone/electronic device is out of sight during the school day. (It may be in the student’s locker, book bag, or pocket.)

The cell phone may be used by permission in an administrator’s office in the presence of office personnel. Other electronic devices may be used in the classroom if approved by the teacher.

Media used on an electronic device must be school appropriate. Media may be listened to using one ear phone and the volume must be at a level that the media is only heard by the user.

Students are responsible for their own cell phone/electronic device even if it is taken from someone to whom it was loaned. The district will not be responsible for lost or stolen cell phones/electronic devices.

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A student observed with a cell phone/electronic device during an exam will be considered cheating on the exam and the consequences for cheating will be applied.

Note: Electronic devices include media players, electronic tablets, electronic readers, cameras, and etc. ACADEMIC GRADE Academic grades are to be entered in PowerSchool on a regular basis. Student assignments and evaluations should be graded in a timely manner. Grades are to be updated in PowerSchool by 4:00 p.m. the first day of each week school is in session. Each student in grades K-1 will earn a letter grade on their report card each quarter for each class he/she is enrolled in. Each student in grade 2-12 will earn a percentage grade each quarter for each class he/she is enrolled in. Semester grades will be computed using each quarter grade as 40% and the semester test grade as 20%. The semester grade must be 70% or better to obtain credit in a class. 1. Grades K-1: E Excellent S Satisfactory I Improving N Needs Improvement E (Excellent) The student completes superior work and demonstrates thorough understanding of the subject matter. S (Satisfactory) The student produces work of good quality and demonstrates an understanding of the subject matter. I (Improving) The student produces inconsistent work, but demonstrate evidence of growth. N(Needs Improvement) The student's work demonstrates that little growth is taking place.

2. Grades 2-12: A 93-100 D 70-76 B 85-92 F Below 70 C 77-84 I Incomplete A (93-100) The student completes work of superior quality and demonstrates thorough understanding of the subject matter. B (85-92) The student completes work of good quality and demonstrates an understanding of the subject matter. C (77-84) The student produces acceptable work and demonstrates a basic understanding of the subject matter. D (70-76) The student produces inconsistent work, but demonstrates a basic understanding of the subject matter. F (Below 70) The student's work demonstrates that little growth is taking place. I (Incomplete) The student has not completed required assignments, projects, quizzes, tests, etc. Students having incomplete daily work will be required to complete it in a

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scheduled before or after school study session within five days of the assignment due date. In the case of extended absences, all incomplete work for a grading period must be made up within two weeks following the final day of the term. Exceptions may be made for special circumstances at the discretion of the administration. Teachers are allowed a reasonable grade period to grade and record incomplete work.

3. K-4 Music, K-8 Physical Education, and 4-6 Keyboarding (Letter Grade) E Excellent S Satisfactory I Improving N Needs Improvement 4. 5-12 Music (Percentage Grade) A 93-100 D 70-76 B 85-92 F Below 70 C 77-84 I Incomplete

INCOMPLETES Students having incomplete daily work may be required to complete it in a scheduled before or after school study session within five (5) days of the assignment due date. In the case of extended absences, all incomplete work for a grading period must be made up within two weeks following the final day of the term. Exceptions may be made for special circumstances at the discretion of the administration. Teachers are allowed a reasonable grade period to grade and record incomplete work.

HONOR ROLLS There will be an "A" Honor Roll for students who earn all grades of "A" on their report cards and a "B" Honor Roll for students who earn all grades of "B" or higher on their report cards. Honor rolls will be figured at the end of each nine-week period and also at the end of each semester. Grades used in figuring honor rolls will be for scholastic subjects for which credit is given. All honor roll lists will be released for publication. FUND RAISING The Principals will coordinate activity fund-raising. Organizations planning fund-raising events must secure permission from the respective Principal using the fund-raising form. All monies will be collected before any items are ordered. School activity funds may be expended only for purposes which may benefit the student body of the school. All rules, regulations, and procedures for the conduct, operation and maintenance of extra-curricular accounts, and for the safe-guarding, accounting and auditing of

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all monies received and derived therefrom are to contribute to that objective. The accounting system for managing student activity funds shall be designed to encourage the largest possible educational return to students without sacrificing the safety of funds or exposing students to undue responsibility or unnecessary routine. GUIDELINES FOR COACHING CLINICS AND STATE TOURNAMENTS 1. The district will pay registration to the NCA summer coaches clinic for all coaches and $25.00 per coach per night (maximum of two nights) toward motel expenses. This is reimbursable expense and coaches must show verification of attendance through their registration form and motel receipt. 2. If a team does not qualify for the state tournament in their respective activity, the head coach can attend the state tournament without using a charged day (maximum of two school days). The school will provide a vehicle and gas to and from the site of the state tournament along with one night of lodging up to $100.00 for the head coach only. The assistant coaches will be given one day without using a charged day (maximum of one school day). The coaches need to notify the administration whether he/she will attend the state tournament within two days after their respective season. 3. Teams and/or individual events qualifying for State Tournaments. The head coach should attain a credit card and meal money from the Business Manager under the direction of the Athletic Director for the student(s) for the time involved in the state activity. ACCESS TO INTERNET BY ADULTS Adults accessing internet services provided by Ponca Public Schools shall be subjected to the following rules and regulations: 1. Adults shall not access material that is obscene, child pornography, or otherwise inappropriate for training or work-related uses. 2. Adults shall not use Ponca Public Schools technology resources to engage in unauthorized hacking or attempts to otherwise compromise any computer or network system’s security. 3. Adults shall not engage in illegal activities on the internet. 4. Adults shall not use the internet to download information, music, games, or any other materials that would bring viruses into Ponca Public Schools network system. 5. Adults shall not use the internet for entertainment during classroom teaching time. 6. Adults shall supervise students when utilizing school technology.

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PROFESSIONAL GROWTH Required Professional Growth Activities Every six years the teachers in the Ponca Public Schools system shall give evidence of professional growth as is approved by the school board in order to remain eligible for continued employment. Educational travel, professional publications, work on educational committees, college work, or such other activity approved by the school board may be accepted as evidence of "professional growth".

Professional Growth Period - This refers to each six year period during which teachers are required to give evidence of professional growth. A tenured teacher, upon employment on September 1, begins his/her initial six year growth period at that time, and end it on August 31, six years later. The beginning of the seventh year starts the second six year period.

Professional Growth Points - All teachers must earn a total of 24 professional growth points during each professional growth period. Each activity of professional growth has its own criteria for acceptance and evaluation. It is the individual teacher's responsibility to show that the activity did actually contribute to his/her professional development and to their increased effectiveness in the capacity in which he/she is employed. The requirement of proof may be accomplished in a variety of ways such as: written reports, AV presentations, grade transcripts, etc.

Procedures for Applying for Growth Credit - Application for accreditment of professional growth activities and college credit shall be made on forms prescribed by the Professional Growth Committee. A separate application shall be submitted for each activity for which growth points are requested. Application shall be initiated by the person requesting credit. Any activity not clearly defined as a possibility for professional growth must have preliminary approval before participation by the superintendent and principal. The application, together with substantiating evidence that the work has been completed, shall be given to the principal's office. After the professional growth committee has considered the application, then reviewed and signed by the superintendent, notice will be sent to the applicant of the approval or non-approval. After all the parties have taken action, the application will be filed in the applicant's personal file. Teachers may earn more than twenty-four professional growth points in a six year period and have these recorded on their record if they so request this to the superintendent/or principal.

Professional Growth Committee - A professional growth committee will be appointed by the superintendent. The principal and two teachers will make up this committee. The teachers will be appointed for a two year period. Classification of Activities - Listed are the activities for which growth points may be obtained and in addition, the maximum number of points allowed. The required 24 points may be earned in a single year or over a period of six years. Points earned during one growth period may not be carried over into the succeeding professional period, even though they may have earned in excess of the required number.

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1 Except Ponca Public Schools sponsored workshops. 2 “Pre-approved Activities” shall mean those professional growth activities proposed by the certificated employee to be credits with points for purposes of professional growth under this policy that have been approved for such purpose in writing by the Superintendent and Principal.

Professional Development Activities:

Professional Development Activity

Point Criteria

I. Course Work

A. College or University Courses

One semester hour = 4 pts

B. Verified Audit of College or University Courses

One semester hour = 1 pt

II. Professional Meetings

A. Workshops, curriculum conf. & conventions

Three seat hours = 1 pt1

B. TV or Internet In-service Programs

Six viewing hours = 1 pt

C. Professional presentations prepared and presented to adults at a workshop, conference, or convention

One hour = 1 pt

III. Other Pre-Approved Activities2

A. Professional research related to pedagogy Administrative discretion - up to 4 pts

B. Publication of work in professional journals or other educational related materials

Administrative discretion - up to 4 pts

C. Travel to destination related to endorsed area or subject matter of assigned curriculum


D. School visitations or accreditation/visitation committees

One day = 1 pt

E. Summer employment related to endorsed area or subject matter of assigned curriculum


F. Service as a "cooperating Teacher" for student Teacher. One semester = 1 pt

G. Service as an appointive or elected officer of a professional organization


H. Other activities not included above may be considered by the Professional Growth Committee after prior approval from the administration


If a staff member attends a workshop or conference for one and one-half hours (1/2 point possible credit), then that workshop may be referred to the Professional Growth Committee, if accompanied by another application from the same category for another one-half point.

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No more than 8 growth points can be awarded in the areas of extra-curricular activities in any growth period. All applications eligible for consideration must be turned into the principal's office during the six year growth period of time. Legal Reference: Neb. Rev. Stat. '79-830. Date of Adoption: June 2013 ANTI-DISCRIMINATION, ANTI-HARASSMENT, AND ANTI-RETALIATION A. Elimination of Discrimination The Ponca Public School District hereby gives this statement of compliance and intends to comply with all state and federal laws prohibiting discrimination. This school district intends to take any necessary measures to assure compliance with such laws against any prohibited form of discrimination. The Ponca Public School District does not discriminate on the basis of race, color, national origin, sex, disability, religion, age or other protected status in its programs and activities and provides equal access to the Boy Scouts and other designated youth groups. The following persons have been designated to handle inquiries regarding the non-discrimination policies:

Students: Superintendent of Schools, 505 3rd Street, Ponca NE. 68770 Employees and Others: Superintendent of Schools, 505 3rd Street, Ponca NE. 68770

Complaints or concerns involving discrimination or needs for accommodation or access should be addressed to the appropriate Coordinator. For further information about anti-discrimination laws and regulations, or to file a complaint of discrimination with the Office for Civil Rights in the U.S. Department of Education (OCR), please contact OCR at 8930 Ward Parkway, Suite 2037, Kansas City, Missouri 64114, (816) 268-0550 (voice), or (877) 521-2172 (telecommunications device for the deaf), or [email protected]. B. Prohibited Harassment, Discrimination, and Retaliation of Employees, Students and Others. 1. Purpose:

The Ponca Public School District is committed to offering employment and educational opportunity to its employees and students in a climate free of discrimination. Accordingly, unlawful discrimination, harassment and retaliation of any kind by District employees, including, co-workers, non-employees (such as volunteers), third parties, and others is strictly prohibited and will not be tolerated.

Harassment is a form of discrimination and includes verbal, non-verbal, written, graphic, or physical conduct relating to a person's race, color, national origin, religion, disability, age, sex, or other protected category, that is sufficiently serious to deny, interfere with, or limit a person's ability to participate in or benefit from an educational or work program or activity, including, but not limited to:

a. Conduct that is sufficiently severe or pervasive to create an intimidating, hostile, or abusive educational or work environment, or

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b. Requiring an individual to endure the offensive conduct as a condition of continued employment or educational programs or activities, including the receipt of aids, benefits, and services.

Educational programs and activities include all academic, educational, extracurricular, athletic, and other programs of the school, whether those programs take place in a school's facilities, on a school bus, at a class or training program sponsored by the school at another location, or elsewhere.

Discriminatory harassment because of a person's race, color, national origin, religion, disability, age, sex, or other protected category, may include, but is not limited to:

a. Name-calling, b. Teasing or taunting, c. Insults, slurs, or derogatory names or remarks, d. Demeaning jokes, e. Inappropriate gestures, f. Graffiti or inappropriate written or electronic material, g. Visual displays, such as cartoons, posters, or electronic images, h. Threats or intimidating or hostile conduct, i. Physical acts of aggression, assault, or violence, or j. Criminal offenses

The following examples are additional or more specific examples of conduct that may constitute sexual harassment:

a. Unwelcome sexual advances or propositions, b. Requests or pressure for sexual favors, c. Comments about an individual’s body, sexual activity, or sexual

attractiveness, d. Physical contact or touching of a sexual nature, including touching

intimate body parts and inappropriate patting, pinching, rubbing, or brushing against another's body,

e. Physical sexual acts of aggression, assault, or violence, including criminal offenses (such as rape, sexual assault or battery, and sexually motivated stalking), against a person’s will or where a person is incapable of giving consent due to the victim’s age, intellectual disability, or use of drugs or alcohol,

f. Requiring sexual favors or contact in exchange for aids, benefits, or services, such as grades, awards, privileges, promotions, etc., or

g. Gender-based harassment; acts of verbal, nonverbal, written, graphic, or physical conduct based on sex or sex-stereotyping, but not involving conduct of a sexual nature.

If the District knows or reasonably should know about possible harassment, including violence, the District will conduct a prompt, adequate, reliable, thorough, and impartial investigation to determine whether unlawful harassment occurred (see section entitled “Grievance Procedures,” below), and take appropriate interim measures, if necessary. If

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the District determines that unlawful harassment occurred, the District will take prompt and effective action to eliminate the harassment, prevent its recurrence, and remedy its effects, if appropriate. If harassment or violence that occurs off school property creates a hostile environment at school, the District will follow this policy and grievance procedure, within the scope of its authority.

All District employees are expected to take prompt and appropriate actions to report and prevent discrimination, harassment, and retaliation by others. Employees who witness or become aware of possible discrimination, including harassment and retaliation, must immediately report the conduct to his or her supervisor or the compliance coordinator designated to handle complaints of discrimination (designated compliance coordinator). 2. Anti-retaliation: The District prohibits retaliation, intimidation, threats, coercion, or discrimination against any person for opposing discrimination, including harassment, or for participating in the District's discrimination complaint process or making a complaint, testifying, assisting, or participating in any manner, in an investigation, proceeding, or hearing. Retaliation is a form of discrimination.

The District will take immediate steps to stop retaliation and prevent its recurrence against the alleged victim and any person associated with the alleged victim. These steps will include, but are not limited to, notifying students, employees, and others, that they are protected from retaliation, ensuring that they know how to report future complaints, and initiating follow-up contact with the complainant to determine if any additional acts of discrimination, harassment, or retaliation have occurred. If retaliation occurs, the District will take prompt and strong responsive action, including possible discipline, including expulsion or termination, if applicable.

3. Grievance (or Complaint) Procedures: Employees or students should initially report all instances of discrimination, harassment or retaliation to their immediate supervisor or teacher or to the compliance coordinator designated to handle complaints of discrimination (designated coordinator). If the employee or student is uncomfortable in presenting the problem to the supervisor or teacher, or if the supervisor or teacher is the problem, the employee or student may report the alleged discrimination, harassment or retaliation (“discrimination”) to the designated coordinator, or in the case of students, to another staff person (such as a counselor or principal).

Other individuals may report alleged discrimination to the designated coordinator. If the designated coordinator is the person alleged to have committed the discriminatory act, then the complaint should be submitted to the Superintendent for assignment. A discrimination complaint form is attached to this grievance procedure and is available in the office of each District building, on the District's website, and from the designated coordinators.

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District employees, supervisors and administrators must immediately report any complaints, reports, observations, or other information of alleged discrimination to the designated coordinator, even if that District employee is investigating the alleged discrimination as part of the District's student or employee disciplinary process, and provide the complainant with information for filing a complaint of discrimination, including a complaint form if requested, and contact information for the District's designated coordinator. If the District uses its disciplinary procedures to investigate and resolve an alleged discrimination complaint, those disciplinary procedures will comply with the District's standards for a prompt and equitable grievance procedure outlined in section B.2., below.

Under no circumstances will a person filing a complaint or grievance involving discrimination be retaliated against for filing the complaint or grievance. i. Level 1 (Investigation and Findings): Once the District receives a grievance, complaint or report alleging discrimination, harassment, or retaliation, or becomes aware of possible discriminatory conduct, the District will conduct a prompt, adequate, reliable, thorough, and impartial investigation to determine whether unlawful harassment occurred. If necessary, the District will take immediate, interim action or measures to protect the alleged victim and prevent further potential discrimination, harassment, or retaliation during the pending investigation. The alleged victim will be notified of his or her options to avoid contact with the alleged harasser, such as changing a class or prohibiting the alleged harasser from having any contact with the alleged victim pending the result of the District’s investigation. The District will minimize any burden on the alleged victim when taking interim measures to protect the alleged victim. The District will investigate all complaints of discrimination, even if an outside entity or law enforcement agency is investigating a complaint involving the same facts and allegations. The District will not wait for the conclusion or outcome of a criminal investigation or proceeding to begin an investigation required by this grievance procedure. If the allegation(s) involve possible criminal conduct, the District will notify the complainant of his or her right to file a criminal complaint, and District employees will not dissuade the complainant from filing a criminal complaint either during or after the District’s investigation.

The District will complete its investigation within ten (10) working days after receiving a complaint or report, unless extenuating circumstances exist. Extenuating circumstances may include the unavailability of witnesses due to illness or incapacitation, or additional time needed because of the complexity if the investigation, the need for outside experts to evaluate the evidence (such as forensic evidence), or multiple complainants or victims. Extenuating circumstances do not include summer vacation, and if a designated compliance coordinator or investigator is unavailable, another coordinator or trained employee will be designated to conduct the investigation. If extenuating circumstances exist, the extended timeframe to complete the investigation will not exceed ten (10)

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additional working days without the consent of the complainant. Periodic status updates will be given to the parties, if necessary.

The District’s investigation will include, but is not limited to:

a. Providing the parties with the opportunity to present witnesses and provide evidence.

b. An evaluation of all relevant information and documentation relating to the alleged discriminatory conduct.

c. For allegations involving harassment, some of the factors the District will consider include: 1) the nature of the conduct and whether the conduct was unwelcome, 2) the surrounding circumstances, expectations, and relationships, 3) the degree to which the conduct affected one or more students' education, 4) the type, frequency, and duration of the conduct, 5) the identity of and relationship between the alleged harasser and the suspect or suspects of the harassment, 6) the number of individuals involved, 7) the age (and sex, if applicable) of the alleged harasser and the alleged victim(s) of the harassment, 8) the location of the incidents and the context in which they occurred, 9) the totality of the circumstances, and 10) other relevant evidence.

d. A review of the evidence using a “preponderance of the evidence” standard (based on the evidence, is it more likely than not that discrimination, harassment, or retaliation occurred?)

The designated compliance coordinator (or designated investigator) will complete an investigative report, which will include:

a. A summary of the facts, b. An analysis of the appropriate legal standards applied to the specific

facts, c. Findings regarding whether discrimination occurred, and d. If a finding is made that discrimination occurred, the recommended

remedy or remedies necessary to eliminate discrimination, including harassment and retaliation, prevent its recurrence, and remedy its effects, if applicable.

If someone other than the designated compliance coordinator conducted the investigation, the compliance coordinator will review, approve, and sign the investigative report. The District will ensure that prompt, appropriate, and effective remedies are provided if a finding of discrimination, harassment, or retaliation is made (see the Remedies section, below, for additional information about remedies). The District will maintain relevant documentation obtained during the investigation and documentation supportive of the findings and any subsequent determinations, including the investigative report, witness statements, interview summaries, and any transcripts or audio recordings, pertaining to the investigative and appeal proceedings.

The District will send concurrently to the parties written notification of the decision (findings and any remedy) regarding the complaint within ten (10) working days after

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the investigation is completed. The Family Educational Rights and Privacy Act (FERPA), 20 U.S.C. § 11232g; 34 C.F.R. Part 99, permits the District to disclose to a student who was discriminated against or harassed (victim), information about the sanction imposed upon a student who was found to have engaged in discrimination or harassment (student who discriminated) when the sanction directly relates to the victim. This includes an order that the student who discriminated stay away from the victim, or that the student who discriminated is prohibited from attending school for a period of time, or transferred to other classes.

ii. Level 2 (Appeal to the Superintendent): If a party is not satisfied with the findings or remedies (or both) set forth in the decision, he or she may file an appeal in writing with the Superintendent within ten (10) working days after receiving the decision. The Superintendent will review the appeal and the investigative documentation and decision, conduct additional investigation, if necessary, and issue a written determination about the appeal within ten (10) working days after receiving the appeal. The party who filed the appeal will be sent the Superintendent’s determination at the time it is issued, and a copy will be sent to the designated compliance coordinator. [If the Superintendent is the subject of the complaint, the party will file the appeal directly with the Board.]

iii. Level 3 (Appeal to the Board): If the party is not satisfied with the Superintendent’s determination, he or she may file an appeal in writing with the Board of Education within ten (10) working days after receiving the Superintendent’s determination. The Board of Education will review the appeal, the Superintendent’s determination, the investigative documentation and decision, and allow the party to address the Board at the next scheduled Board meeting to present his or her appeal. The Board will issue a written determination about the appeal within thirty (30) working days after receiving the appeal. The party who filed the appeal will be sent the Board’s determination at the time it is issued, and a copy will be sent to the designated compliance coordinator. The Board’s determination, and any actions taken, will be final on behalf of the District.

4. Remedies:

If the District knows or reasonably should know about possible discrimination, including harassment or violence, the District will take immediate, interim action or measures to protect the alleged victim, ensure the safety of the school community, and prevent further potential discrimination, harassment, or retaliation during the District’s pending investigation. These interim measures will be prompt, age-appropriate, effective, and tailored to the specific situation, and may include a change in the student's seating assignment or class, a change in an employee's work area, prohibiting the alleged harasser from having any contact with the alleged victim pending the result of the District’s investigation, and other remedies, such as those listed below.

The District will minimize any burden on the alleged victim when taking interim measures. For instance, the District generally will not remove the alleged victim from his or her class or work area and allow the alleged harasser to remain. In addition the

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District will ensure that the complainant is aware of his or her Title IX rights, including a strong prohibition against retaliation for reporting discrimination or harassment or cooperating with any investigation or proceeding, and any available resources, such as counseling, health, and mental health services, and the right to file a complaint with local law enforcement, if applicable.

If the District determines that unlawful discrimination or harassment occurred, the District will take prompt and effective action to eliminate the discrimination or harassment, prevent its recurrence, and remedy its effects on the complainant and others, if appropriate. The remedies will be tailored to the specific allegations and facts of each situation, including, but not limited to, the following remedies:

a. Providing an escort to ensure the complainant can move safely between classes and activities.

b. Ensuring the complainant and alleged harasser do not attend the same classes.

c. Moving the alleged harasser to another school or work area within the District.

d. Providing counseling services or reimbursement, if appropriate. e. Providing medical services or reimbursement, if appropriate. f. Providing academic support services, such as tutoring. g. Arranging for the complainant to re-take a course or withdraw from a

class without penalty, including ensuring that any changes do not adversely affect the complainant’s academic record.

The District may provide remedies for the broader student population as well, including but not limited to:

a. Offering counseling, health, mental health, or other holistic and comprehensive victim services to all students or employees affected by sexual harassment or sexual violence, and notifying students and employees of campus and community counseling, health, mental health, and other student services.

b. Designating an individual from the District's counseling center to be “on call” to assist victims of sexual harassment or violence whenever needed.

c. Providing additional training to the District's designated compliance coordinators and other employees who are involved in addressing, investigating, or resolving complaints of discrimination, harassment, and retaliation, to better respond to specific types of harassment and violence.

d. Informing students and employees of their options to notify proper law enforcement authorities, including school and local police, and the option to be assisted by District employees in notifying those authorities.

e. Creating a committee of students or employees and District officials to identify strategies for ensuring that students and employees: i. Know the school's prohibition against discrimination, harassment,

and retaliation.

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ii. Recognize acts of discrimination, harassment (including acts of violence), and retaliation when they occur.

iii. Understand how and to whom to report any incidents of discrimination.

iv. Know the connection between alcohol and drug abuse and harassment or violence based on sex or other protected characteristics.

v. Feel comfortable that District officials will respond promptly and equitably to reports of discrimination, harassment (including violence) and retaliation.

f. Conducting periodic assessments of student or employee activities to ensure that the practices and behavior of students or employees do not violate the District’s policies against anti-discrimination, anti-harassment, and anti-retaliation.

g. Conducting in conjunction with students or employees, a “climate check” to assess the effectiveness of efforts to ensure that the District is free from discrimination, harassment (including violence), and retaliation, and using the resulting information to inform future proactive steps that will be taken by the District.

In addition to these remedies, the District may impose disciplinary sanctions against the student or employee who discriminated, harassed, or retaliated against the complainant, up to and including possible expulsion or termination or cancellation of employment.

5. Confidentiality: The identity of the complainant will be kept confidential to the extent permitted by state and federal law. The District will notify the complainant of the anti-retaliation provisions of applicable laws and that the District will take steps to prevent retaliation and will take prompt and strong responsive actions if retaliation occurs.

If a complainant requests confidentiality or asks that the complaint not be pursued, the District will take all reasonable steps to investigate and respond to the complaint consistent with the request for confidentiality or the request not to pursue an investigation, as long as doing so does not prevent the District from responding effectively to the harassment and preventing harassment of other students. If a complainant insists that his or her name or other identifiable information not be disclosed to the alleged perpetrator, the District will inform the complainant that its ability to respond may be limited. Even if the District cannot take disciplinary action against the alleged harasser, the District will pursue other steps to limit the effects of the alleged harassment and prevent its recurrence, if warranted,

At the same time, the District will evaluate a confidentiality request in the context of its responsibility to provide a safe and nondiscriminatory environment for all students. Thus, the District may weigh the confidentiality request against factors such as: the seriousness of the alleged harassment, the complainant's age; whether there have been

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other harassment complaints about the same individual and the alleged harasser’s rights to receive information about the allegations if the information is maintained by the District as an “education record” under FERPA. In some cases, the District may be required to report alleged misconduct or discrimination, such as sexual harassment involving sexual violence, to local law enforcement or other officials, and the District may not be able to maintain the complainant's confidentiality. The District will inform the complainant that it cannot ensure confidentiality, if applicable.

6. Training: The District will ensure that District employees, including but not limited to officials, administrators, teachers, substitute teachers, counselors, nurses and other health personnel, coaches, assistant coaches, paraprofessionals, aides, bus drivers, and school law enforcement officers, are adequately trained so they understand and know how to identify acts of discrimination, harassment, and retaliation, and how to report it to appropriate District officials or employees. This training will include, at a minimum, the following areas:

a. The current legal standards and compliance requirements of anti-discrimination, anti-harassment, and anti-retaliation federal, state, and any local laws and regulations, including several specific examples of discrimination, harassment (including acts of violence because of a person's sex or other protected characteristics), and retaliation.

b. The District's current anti-discrimination, anti-harassment, and anti-retaliation notice, policies, grievance procedure, and discrimination complaint form, including the specific steps and timeframes of the investigative procedures, and the District's disciplinary procedures.

c. Identification of the District's designated compliance coordinators and their job responsibilities.

d. Specific examples and information regarding how to report complaints or observations of discrimination, harassment, or retaliation to appropriate District officials or employees. In addition, the District will emphasize that employees, students, third parties, and others should not be deterred from filing a complaint or reporting discrimination. For instance, if a student is the victim of sexual violence, a form of sexual harassment, but the student is concerned that alcohol or drugs were involved, school staff should inform the student that the District's primary concern is student safety, that any other rules violations will be addressed separately from the sexual violence allegation, and that the use of alcohol or drugs never makes the victim at fault for sexual violence.

e. Potential consequences for violating the District's anti-discrimination, anti-harassment, and anti-retaliation policies, including discipline.

f. Potential remedies, including immediate, interim remedies, to eliminate the discrimination, harassment, and retaliation, prevent its recurrence, and remedy its effects.

g. A description of victim resources, including comprehensive victim services, to address acts of discrimination and harassment, including acts

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of violence because of a person's sex or other protected characteristics, and a list of those resources for distribution to trainees.

In addition, the District shall ensure that employees designated to address or investigate discrimination, harassment, and retaliation, including designated compliance coordinators, receive additional specific training to promptly and effectively investigate and respond to complaints and reports of discrimination, and to know the District's grievance procedures and the applicable confidentiality requirements.

7. Designated Compliance Coordinators: Designated compliance coordinators will be responsible for:

a. Coordinating efforts to comply with anti-discrimination, anti-harassment, and anti-retaliation laws and regulations.

b. Coordinating and implementing training for students and employees pertaining to anti-discrimination, anti-harassment and anti-retaliation laws and regulations, including the training areas listed above.

c. Investigating complaints of discrimination (unless the coordinator designates other trained individuals to investigate).

d. Monitoring substantiated complaints or reports of discrimination, as needed (and with the assistance of other District employees, if necessary), to ensure discrimination or harassment does not recur, and that retaliation conduct does not occur or recur.

e. Overseeing discrimination complaints, including identifying and addressing any patterns or systemic problems, and reporting such patterns or systemic problems to the Superintendent and the Board of Education.

f. Communicating regularly with the District's law enforcement unit investigating cases and providing current information to them pertaining to anti-discrimination, anti-harassment, and anti-retaliation standards and compliance requirements.

g. Reviewing all evidence in harassment or violence cases brought before the District's disciplinary committee or administrator to determine whether the complainants are entitled to a remedy under anti-discrimination laws and regulations that was not available in the disciplinary process.

h. Ensuring that investigations address whether other students or employees may have been subjected to discrimination, including harassment and retaliation.

i. Determining whether District employees with knowledge of allegations of discrimination, including harassment and retaliation, failed to carry out their duties in reporting the allegations to the designated compliance coordinator and responding to the allegations.

j. Recommending changes to this policy and grievance procedure. k. Performing other duties as assigned.

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The designated compliance coordinators will not have other job responsibilities that may create a conflict of interest with their coordinator responsibilities.

8. Preventive Measures: The District will publish and widely distribute on an ongoing basis a notice of nondiscrimination (notice) in electronic and printed formats, including prominently displaying the notice on the District's website and posting the notice at each building in the District. The District also will designate an employee to coordinate compliance with anti-discrimination laws (see Designated Compliance Coordinator section, above, for further information on compliance coordinator), and widely publish and disseminate this grievance procedure, including prominently posting it on the District’s website, at each building in the District, reprinting it in District publications, such as handbooks, and sending it electronically to members of the school community. The District will provide training to employees and students at the beginning of each academic year in the areas (B.6.a-g) identified in the Training section, above. The District also may distribute specific harassment and violence materials (such as sexual violence), including a summary of the District’s anti-discrimination, anti-harassment, and anti-retaliation policy and grievance procedure, and a list of victim resources, during events such as school assemblies and back to school nights, if recent incidents or allegations warrant additional education to the school community. Date of Adoption: June 2013

DRUG AND SUBSTANCE USE AND ABUSE – ALL EMPLOYEES It is the policy of the Ponca Public School District to eliminate the influence of drugs, alcohol and other chemicals within the school environment and to educate students against the usage of drugs, alcohol and illegal substances. The District will implement regulations and practices which will insure compliance with laws relating to drugs and alcohol, including: the Drug-Free Workplace Act and the Omnibus Transportation Employee Testing Act of 1991, and all regulations and rules promulgated pursuant thereto. Section 1 Drug-Free Workplace The District has established the school as a drug-free workplace. The drug-free workplace for this purpose includes school grounds, school utilized vehicles, and places in which school activities are held. The school district recognizes that the use, possession, or being under the influence of illicit drugs or alcohol constitutes a hazard to the positive development of students and employees and a substantial interference with school purposes. 1. The unlawful manufacture, distribution, disposition, possession, or use of a controlled

substance is prohibited in the work place. Employees are also prohibited from possessing, using or distributing illicit drugs or alcohol, or being under the influence of illicit drugs or alcohol, on any district property or district sponsored event. Any level of impairment from illicit drugs, alcohol, or inhalants, and the presence of any odor of illicit drugs (such as marijuana) or alcohol in the work place or on duty time shall be a violation of the drug-free workplace.

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2. The possession or distribution of a look-alike drug or look-alike controlled substance is prohibited. In addition, employees are expected to serve as role models for students and will be considered to have violated the District’s expectations in the event the employee commits a criminal drug or alcohol offense off the work place or off duty time.

3. As a condition of employment, employees will abide by the District’s drug-free workplace

policies and notify the Superintendent or designee of any criminal drug statute conviction for a violation occurring in the workplace no later than 5 days after such conviction.

4. Disciplinary sanctions, up to and including termination of employment and referral for

prosecution, will be imposed upon employees who violate the aforementioned standards of conduct. Sanctions for violation thereof may include the requirement that the employee complete an appropriate rehabilitation program, reprimands, and non-renewal, cancellation, or termination of contract of employment.

5. Employees shall be advised through employee publications about drug and alcohol

counseling and rehabilitation and reentry programs that are available. 6. Employees shall be furnished with a copy of this policy. This policy supplements and is in addition to all other policies, regulations, practices, procedures and contractual provisions regarding or related to the improper or unlawful possession, use, or distribution of illicit drugs and alcohol. Section 2 Alcohol and Drug Testing The District will implement regulations and practices which will insure compliance with the Omnibus Transportation Employee Testing Act of 1991, and all regulations and rules promulgated pursuant thereto. Employees in "safety-sensitive" positions, as defined by the Act and regulations promulgated thereunder, including employees whose position requires a commercial driver's license (CDL), shall be tested for alcohol and controlled substances as required by law. (See attached Appendix “1”). Refusal to submit to such pre-employment testing, or testing positive, shall disqualify an applicant from employment. Reasonable suspicion, random, post-accident, return-to-duty, and follow-up testing shall also be conducted. Employees who test positive shall be immediately removed from safety-sensitive positions and shall be removed from employment. Legal Reference: 41 U.S.C. §§701 to 707 49 U.S.C. §31306 and 49 CFR Part 382 Date of Adoption: June 2013 4009 - APPENDIX 1

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CONTROLLED SUBSTANCES AND ALCOHOL USE AND TESTING: FEDERAL REGULATIONS, PONCA PUBLIC SCHOOL'S COMPLIANCE POLICIES AND PROCEDURES, AND EDUCATIONAL MATERIALS The U.S. Department of Transportation (DOT) and the Federal Highway Administration (FHWA) have issued regulations requiring that individuals who perform safety-sensitive functions and who are required to maintain a commercial driver's license (CDLs) be tested for controlled substances and alcohol and not engage in controlled substances use or alcohol misuse. Information concerning those regulations, Ponca Public Schools policies and procedures, and educational materials relating to controlled substances use and alcohol misuse is set forth as follows: (A) The persons designated by Ponca Public Schools to answer employee questions about these materials are: Superintendent of Schools Secondary Principal (B) The categories of employees who are subject to the provisions of the federal controlled substances and alcohol use and testing regulations are: Individuals who perform safety-sensitive functions and who are required to maintain a commercial driver's license (CDLs), including bus drivers and distribution and maintenance employees who are subject to driving commercial motor vehicles. (C) The term "safety-sensitive functions" means: (1) All time waiting to be dispatched, unless the driver has been relieved from duty; (2) All time inspecting equipment or inspecting, servicing, or conditioning any

commercial motor vehicle (i.e., a vehicle in excess of 26,000 pounds GVWR or designed to carry 16 or more passengers, including the driver) at any time;

(3) All driving time (i.e., time spent at the controls of a commercial motor vehicle in operation);

(4) All time, other than driving time, in or upon any commercial motor vehicle; (5) All time loading or unloading a vehicle, supervising, or assisting in the

loading or unloading, attending a vehicle being loaded or unloaded, remaining in readiness to operate the vehicle, or in giving or receiving receipts for shipments loaded or unloaded;

(6) All time spent performing the driver requirements of 49 CFR §§392.40 and 392.41 relating to accidents;

(7) All time repairing, obtaining assistance, or remaining in attendance upon a disabled vehicle.

(D) Employee conduct that is prohibited by the federal controlled substances and alcohol use and testing regulations includes:

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1. Alcohol concentration. No driver shall report for duty or remain on duty requiring the performance of safety-sensitive functions while having an alcohol concentration of 0.04 or greater.

2. Alcohol possession. No driver shall be on duty or operate a commercial motor vehicle while the driver possesses alcohol.

3. On-duty use. No driver shall use alcohol while performing safety-sensitive functions.

4. Pre-duty use. No driver shall perform safety-sensitive functions within four (4) hours after using alcohol.

5. Use following an accident. No driver required to take a post-accident alcohol test shall use alcohol for eight hours following the accident, or until the driver undergoes a post-accident alcohol test, whichever occurs first.

6. Refusal to submit to a required alcohol or controlled substances test. No driver shall refuse to submit to a post-accident alcohol or controlled substances test, a reasonable suspicion alcohol or controlled substance test, or a follow-up alcohol or controlled substances test.

7. Controlled substances use. No driver shall report for duty or remain on duty requiring the performance of safety-sensitive functions when the driver uses any controlled substance, except when the use is pursuant to the instructions of a physician who has advised the driver that the substance does not adversely affect the driver's ability to safely operate a commercial motor vehicle.

8. Controlled substances test. No driver shall report for duty, remain on duty or perform a safety-sensitive function, if the driver tests positive for controlled substances.

(E) The circumstances under which an employee will be tested for alcohol and/or controlled substances pursuant to the federal regulations include: 1. Pre-employment testing.

Prior to the first time a driver performs safety-sensitive functions, the driver shall undergo testing for alcohol and controlled substances. No safety-sensitive functions are to be performed unless the driver has been administered an alcohol test with a result indicating an alcohol concentration less than 0.04, and has received a controlled substances test result from the medical review officer indicating a verified negative test result. 2. Post-accident testing. (a) As soon as practicable following an accident involving a commercial motor vehicle, each surviving driver:

(1) Who was performing safety-sensitive functions with respect to the vehicle, if the accident involved the loss of human life; or

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(2) Who receives a citation under State or local law for a moving traffic violation arising from the accident shall undergo a test for alcohol and controlled substances.

(b) (1) Alcohol tests. Shall be administered within two hours following the accident unless such cannot reasonably be done, and not

more than eight hours following the accident. (2) Controlled substance tests. Shall be administered within 32 hours following the accident.

(c) A driver who is subject to post-accident testing shall remain readily available for such testing or may be deemed by the employer to have refused to submit to testing. The driver shall be permitted to leave the immediate scene of an accident for the period necessary to obtain assistance in responding to the accident, or to obtain necessary emergency medical care, but shall otherwise remain readily available for testing.

3. Random testing. (a) Drivers shall be subject to random testing. The minimum annual percentage rate for random alcohol testing should be 25 percent of the average number of driver positions, or such minimum annual percentage rate as established from time to time by the FHWA. The minimum annual percentage rate for random controlled substance testing shall be 50 percent of the average number of driver positions. (b) The selection of drivers for random alcohol and controlled substances testing shall be made by a scientifically valid method. Under the selection process used, each driver shall have an equal chance of being tested each time selections are made. (c) The random alcohol and controlled substances tests shall be unannounced and the dates for administering random alcohol and controlled substances tests shall be spread reasonably throughout the calendar year. (d) Each driver who is notified of selection for random alcohol and/or controlled substances testing shall proceed to the test site immediately; provided, however, that if the driver is performing a safety-sensitive function at the time of notification, the driver shall cease to perform the safety-sensitive function and proceed to the testing site as soon as possible. 4. Reasonable suspicion testing. (a) A driver shall submit to an alcohol test when the employer has reasonable suspicion to believe that the driver has engaged in conduct prohibited by the federal drug and alcohol testing regulations (except for possession of alcohol). (b) Under federal law, notwithstanding the absence of a reasonable suspicion alcohol test, a driver is prohibited from reporting for duty or remaining on duty requiring the performance of safety-sensitive functions while the driver is under the influence of or impaired by alcohol and must not perform or continue to perform safety-sensitive functions, until:

(i) An alcohol test is administered and the driver's alcohol concentration measures less than 0.02; or (ii) Twenty-four hours have elapsed following the determination that there is reasonable suspicion to believe that the driver has violated the prohibitions concerning the use of alcohol.

5. Return-to-duty testing. (a) Alcohol. If a driver has engaged in conduct prohibited by the federal drug and alcohol testing regulations concerning alcohol and has not been terminated, the driver shall

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undergo a return-to-duty alcohol test with a result indicating an alcohol concentration of less than 0.02. (b) Controlled Substances. If a driver has engaged in conduct prohibited by the federal drug and alcohol testing regulations concerning controlled substances, and has not been terminated, the driver shall undergo a return-to-duty controlled substances test with a result indicating a verified negative result for controlled substances use. 6. Follow-up testing. Following a determination that a driver is in need of assistance in resolving problems associated with alcohol misuse and/or use of controlled substances, the driver shall, if still employed, be subject to unannounced follow-up alcohol and/or controlled substances testing as directed by a substance abuse professional in accordance with the provisions of federal regulations. Random, reasonable suspicion, and follow-up alcohol testing shall be conducted only when the driver is performing safety-sensitive functions, just before the driver is to perform safety-sensitive functions, or just after the driver has ceased performing safety-sensitive functions. (F) The procedures that will be used to test for the presence of alcohol and controlled substances, to protect the employee and the integrity of the testing processes, to safeguard the validity of the test results, and to ensure that those results are attributed to the correct employee include: The procedures outlined in 49 CFR 40, concerning procedures for Transportation Workplace Drug and Alcohol Testing Program, will be followed. This includes use of a "split sample" approach for drug testing and chain of custody procedures including documentation of screening aliquots. (G) An employee is required to submit to alcohol and controlled substances tests administered pursuant to the federal regulations. (H) A "refusal to submit" to an alcohol or controlled substance test includes: Refuse to submit (to an alcohol or controlled substances test) means that a driver (1) Fails to provide adequate breath for testing without a valid medical explanation after he or she has received notice of the requirement for breath testing, (2) fails to provide adequate urine for controlled substances testing without a valid medical explanation after he or she has received notice of the requirement for urine testing, or (3) engages in conduct that clearly obstructs the testing process. A failure to remain readily available for post-accident testing, or to notify the employer of the need for such testing, or to proceed to the test site immediately for random testing, may be deemed by the employer to constitute a refusal to submit. The consequences for refusing to submit to an alcohol or controlled substances test are as follows: A driver who has refused to submit to a required alcohol or controlled substance test is subject to the same consequences as a driver who has tested positive on an alcohol (concentration of 0.04 or greater) or controlled substances test.

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(I) The consequences under the federal regulations for employees who have violated the federal regulations relating to controlled substances and alcohol use and testing include: The driver shall be removed from and not permitted to perform safety-sensitive functions. The driver shall be referred for evaluation by a substance abuse professional for a determination of what assistance, if any, the employee needs in resolving problems associated with alcohol misuse and controlled substances abuse. Before a driver returns to duty requiring the performance of a safety-sensitive function after engaging in conduct prohibited by the federal regulations, the driver shall, if still employed, undergo a return-to-duty alcohol test with a result indicating an alcohol concentration of less than 0.02 if the conduct involved alcohol, or a controlled substances test with a verified negative result if the conduct involved a controlled substance. In addition, each driver identified as needing assistance in resolving problems associated with alcohol misuse or controlled substance use, if still employed,

(i) Shall be evaluated by a substance abuse professional to determine that the driver has properly followed any rehabilitation program prescribed, and

(ii) Shall be subject to unannounced follow-up alcohol and controlled substances tests administered by the employer following the driver's return to duty.

The driver may also be subject to the penalty provisions of 49 U.S.C. § 521(b). (J) The consequences under the federal regulations for employees found to have an alcohol concentration of 0.02 or greater but less than 0.04 include: Removal from safety-sensitive functions for a period of not less than 24 hours following administration of the test. (K) Information to assist employees in avoiding alcohol misuse and controlled substances use, signs and symptoms of an alcohol or a controlled substances problem, and available methods of intervening when such a problem is suspected: Information will be made available by the counselor to employees upon request. Date of Adoption: June 2013

NOTIFICATION OF ARREST, CRIMINAL CHARGES, LICENSE OR CHILD ABUSE COMPLAINTS Employees must notify the Superintendent by the next working day after:

1. Arrest or Criminal Charges The employee is arrested, ticketed, or issued a criminal charge where:

a. the maximum penalty for the crime equals or exceeds six months incarceration; b. The crime relates to abuse, neglect or endangerment of a minor, a minor was

allegedly a victim or a witness, or the crime involves alleged sexual misconduct;

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c. Conviction would impact performance of employee’s job responsibilities,

including offenses that: i. Would impact the responsibility to be a role model for students;

ii. Would impact the employee’s ability to operate a motor vehicle if the employee at times needs to travel during duty time or the employee at times drives our students, including on extracurricular activities; or

iii. Would impact the employee’s Commercial Drivers License if the employee’s job requires that the employee have a CDL.

d. The arrest or the alleged criminal activity occurred while the employee was on

duty, on school property or in a school owned or utilized vehicle, or at a school-supervised activity or school-sponsored function.

e. Employees must also promptly report to the Superintendent whenever the

employee has been sentenced to be incarcerated for any period of time, even if the offense was not otherwise reportable.

2. Certificate or License The employee becomes aware that a complaint has been filed

against the employee that could affect a certificate or license required for the employee’s position. This includes proceedings of the Nebraska Department of Education related to an alleged violation of the NDE Standards of Conduct and Ethics, Chapter 27, and proceedings of the Health and Human Services related to an alleged violation of the professional standards of conduct for the employee’s position.

3. Child Abuse The employee becomes aware that a report of child abuse or neglect has

been made against the employee under the Child Protection Act.

Further, employees must give full disclosure of any Child Protection Act investigation that resulted in an “inconclusive” determination that occurred at any time. Current employees must give such disclosure within ten days following adoption of this Policy. As a condition of employment, applicants for employment must give such disclosure prior to commencement of employment. Any hiring made without such disclosure shall be subject being immediately revoked in the event the required disclosure was not given.

Employees must give full disclosure of the existence and nature of the above proceedings and must also promptly notify the Superintendent of the disposition of the proceedings. Legal documents relating to the proceedings shall be treated and maintained as part of the employee’s confidential criminal background file. Failure to notify as required under this policy may subject the employee to disciplinary action, up to and including termination. Date of Adoption: June 2013

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HOMELESS STUDENTS POLICY This School District will comply with the federal and state law related to homeless students. A “homeless child” for purposes of this Policy is a child who lacks a fixed, regular, and adequate nighttime residence, as defined by applicable federal and state law related to homeless students. An “unaccompanied youth” is a child who is not in the physical custody of a parent or guardian.

1. Homeless Coordinator: The District’s designated Homeless Coordinator is the

Superintendent. The Homeless Coordinator may delegate the specified duties as the Homeless Coordinator determines to be appropriate. The Homeless Coordinator shall serve as the school liaison for homeless children and youth.

a. Responsibilities. The responsibilities of the Homeless Coordinator are to assist

with identification, enrollment, and placement of homeless children and to provide staff development activities to all school personnel regarding the educational rights and needs of homeless children and youth. The Homeless Coordinator shall ensure that:

i. homeless children are identified by school personnel; ii. homeless children enroll in, and have a full and equal opportunity to

succeed in school; iii. homeless children and their families receive educational service for which

they are eligible and referrals to health, dental, and mental health services and other appropriate services;

iv. the parents or guardians of homeless children are informed of the educational and related opportunities available to their children and are provided with meaningful opportunities to participate in the education of their children;

v. public notice of the educational rights of homeless children is disseminated where such children receive services under the federal homeless children laws, such as schools, family shelters, and soup kitchens;

vi. enrollment disputes are mediated in accordance with law; and vii. the parents or guardians of homeless children, and any unaccompanied

youth, are fully informed of transportation services available under law.

b. Coordination. The Homeless Coordinator shall coordinate with State coordinators and community and school personnel responsible for the provisions of education and related services to homeless children. Coordination activities with area shelters and other homeless service providers are to be established by the Homeless Coordinator.

c. Financial. The Homeless Coordinator shall ensure that financial records are

maintained to show expenditures are for authorized activities. Title I, Part A homeless set-aside funds are also to be used for services for homeless children.

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Materials and equipment purchased with grant funds are properly identified and inventoried.

d. Program Activities. The Homeless Coordinator shall design program activities to

meet the greatest need as determined by the District and homeless service providers.

e. Documentation. The Homeless Coordinator shall document the number of

homeless children and youth receiving services.

f. Student Records. The Homeless Coordinator shall ensure that any record ordinarily kept related to students, including immunization or medical records, academic records, birth certificates, guardianship records, and evaluations for special services or programs, are to be maintained so that the records of a homeless child are available, in a timely fashion, when the child enters a new school or school district and in a manner consistent with the Federal Education Rights and Privacy Act.

2. Enrollment and Placement of Homeless Children: The enrollment and placement of

homeless children shall be in compliance with federal and state law.

a. Enrollment. A homeless child shall be immediately enrolled even if the child is unable to produce records normally required for enrollment. Lack of previous school records, immunization and medical records, birth certificate, or other documentation from the previous school will not delay the enrollment of a homeless child or youth. Guardianship issues, uniform or dress code requirements, and residency requirements will not be obstacles to delay or deny enrollment. The District may nonetheless require the parent or guardian of the homeless child to submit contact information.

b. Obtaining Records. The District shall immediately contact the school last

attended by the homeless child to obtain relevant academic and other records. If the homeless child needs to obtain immunizations or medical records, the District shall immediately refer the parent or guardian of the homeless child to the Homeless Coordinator, who shall assist in obtaining necessary immunizations or medical records.

c. Placement. Placement decisions for a homeless child shall be made according to the District’s determination of the child’s best interests.

i. The placement shall be at either:

1. The child’s “school of origin,” which is the school that the child attended when permanently housed or the school in which the child was last enrolled; or

2. The school of the attendance area in which the child is actually living.

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ii. If placed in the school of origin, the placement shall continue for the duration of the child’s homelessness. If the child becomes permanently housed (no longer homeless) during the school year, the placement in the school of origin will be continued for the remainder of that school year.

iii. To the extent feasible the placement shall be in the school of origin except when such is contrary to the wishes of the homeless child’s parent or legal guardian. If the placement is not in the school of origin or a school requested by the homeless child’s parent or legal guardian, the District shall provide a written explanation of the placement decision and a statement of appeal rights to the parent or guardian.

iv. If the homeless child is an unaccompanied youth, the Homeless Coordinator shall assist in the placement decision, consider the views of the unaccompanied youth, and provide the unaccompanied youth with notice of the right to appeal.

v. The grade placement for the homeless child will be the appropriate grade level as determined by the building principal or designee using the same procedures that are used for placing non-homeless children attending that school.

3. Educational Services and Stigmatization or Segregation: It is the District’s policy that

homeless children not be stigmatized or segregated on the basis of their status as homeless. Homeless children will be provided the same free, appropriate public education as other students. Homeless students will be provided services comparable to services offered to other students in the school in which the homeless child has been placed, including the following: transportation services, educational services for which the student meets the eligibility criteria, such as services provided under Title I, educational programs for children with disabilities, and educational programs for students with limited English proficiency, programs in vocational and technical education, programs for gifted and talented students, and school nutrition programs.

4. Transportation: Transportation will be provided to homeless students to the extent required by law.

a. Comparable Service. Transportation will be provided to a homeless student

comparable to that provided to students who are not homeless.

b. School of Origin. When the homeless student attends the school of origin, transportation will be provided to and from the school of origin upon request of the parent or guardian of the homeless child, or upon request of the Homeless Coordinator in the case of an unaccompanied youth. If the homeless child relocates out of the District but continues to be enrolled in this School District based on it being the school of origin, this School District will negotiate with the school district in which the child is residing to develop a method to apportion the responsibility and costs for providing the child with transportation to and from

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the school of origin. If agreement is not reached, the responsibility and cost for transportation shall be shared equally.

c. Eliminate Barriers. Transportation will be provided when necessary to eliminate barriers to school enrollment and the retention of students experiencing homelessness.

5. Dispute Resolution. The process to resolve disputes concerning the enrollment or placement of a homeless child is as follows:

d. The homeless child and the parent, guardian or other person having legal or

actual charge or control of the homeless child shall be referred to the Homeless Coordinator. The Homeless Coordinator shall carry out the dispute resolution process as expeditiously as possible after receiving notice of the dispute. The dispute resolution process is as follows:

i. The homeless child and parent/guardian will submit a written dispute statement to the Homeless Coordinator. The District’s Dispute Resolution Form shall be used if such is available.

ii. When it is determined that additional information would be helpful, the Homeless Coordinator will schedule a meeting within 10 days, or such time as practicable, at which the homeless child and parent/guardian will be given the opportunity to provide information in support of their position.

iii. The Homeless Coordinator will contact school officials and others as determined appropriate to obtain information to corroborate the information provided in support of the positions of the homeless child and parent/guardian and the District.

iv. The Homeless Coordinator will provide a written response and explanation of a decision regarding the dispute within 30 calendar days after receiving the dispute statement.

v. The written response and explanation of the decision will include a notice of the right to appeal using the appeal process provided for in the Nebraska Department of Education Rule 19.

e. In the event of an enrollment dispute, the homeless child’s placement shall be at the school in which enrollment is sought pending resolution of the dispute in accordance with the dispute resolution process. In the case of an unaccompanied youth, the homeless liaison shall ensure that the youth is immediately enrolled in school pending resolution of the dispute.

Legal Reference: Neb. Rev. Stat. § 79-215 Nebraska Department of Education Rule 19 McKinney-Vento Homeless Assistance Act, 42 USC §§11431, et seq.

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HOMELESS STUDENT ENROLLMENT INFORMATION & PLACEMENT REQUEST

Child’s Name: ___________________________________ Birth Date:_________ Grade_____ (Last Name) (First Name) (M.I.) Parent/Guardian Name_____________________________ Unaccompanied Youth___________ (Last Name) (First Name) (M.I.) Current Address _______________________________________________________________ Telephone Number:_____________________________________________________________ (If phone number is not available, the phone number of someone who can be contacted and their relationship, if any). Information provided on this form is confidential. (“Yes” or “No”) 1. Homeless Status Do you live in any of these following situations?

____ sharing the housing of other persons due to loss of housing, economic hardship,

or a similar reason (example: evicted from home, cannot afford housing, etc.) ____ in a motel, hotel, campground or similar setting due to lack of alternative

adequate accommodations ____ in emergency or transitional shelters such as domestic violence or homeless

shelters or transitional housing shelter or agency ____ have a primary nighttime residence that is a place not designed for or ordinarily

used as a regular sleeping accommodation for humans ____ in cars, parks, public spaces, abandoned buildings, substandard housing, bus or

train stations, or similar settings ____ None of the above. a. How long do you anticipate living in current location? ______________________

2. School Most Recently Attended

School: _________________________________________________________________ (School Name) (City) (State)

Dates of Attendance: ____________ to ______________ Grade level when last attended: _____

3. Eligible for any of these educational and school related activities and services? □ Special Education (IDEA) If yes, please identify disability and special education services previously provided :_______________________________________________ _______________________________________________________________________

□ English Language Learners (ELL) □ Gifted □ Vocational Education □ Other_____________________________________________

4. Possible Barriers to Education

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□ No Birth Certificate □ No immunizations or other medical records □ No School Records □ Transportation □ School Selection □ Other issues/barriers_____________________________________________

5. Requested Services and Activities to be Provided by Homeless Student Program □ Obtaining or transferring records necessary for enrollment □ Emergency assistance related to school attendance □ Expedited evaluations □ Transportation □ Clothing to meet a school requirement □ School supplies □ Early childhood program □ Tutoring or other instructional support □ Before/after-school, mentoring, summer programs □ Referrals for medical, dental, or other health services □ Referral to other programs/services □ Assistance with participation in school programs □ Parent education related to rights/resources □ Coordination between schools and agencies □ Counseling □ Addressing needs related to domestic violence □ Staff professional development/awareness □ Other ____________________

6. Placement

a. School placement requested by parent/guardian or unaccompanied youth: __________________________________________________________________

b. Reason(s) for Request: _______________________________________________ __________________________________________________________________

c. Name of “School of Origin”___________________________________________ (School of Origin means the school that the child attended when permanently housed or the school in which the child was last enrolled). Enrollment Date________________ Has student been withdrawn?__________ If so, what was the withdraw date?_________

d. Distance from: i. Residence to the school of origin (miles): ___________

ii. Residence to the school requested (if not school of origin): ____________

______________________________________________ ________________________ Parent or Guardian or Unaccompanied Youth’s signature Date Children living in homeless situations have certain rights under the McKinney-Vento Homeless Assistance Act under No Child Left Behind. Please contact the Homeless Coordinator with any questions.

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WRITTEN NOTIFICATION OF ENROLLMENT/PLACEMENT DECISION FOR HOMELESS STUDENT Child’s Name: ___________________________ In compliance with the McKinney-Vento Homeless Assistance Act, the following written notification is provided to: Parent/Guardian _____________________________Unaccompanied Youth________________ ( Name) (Name) After reviewing your request to enroll the child, the determinations are as follows: Homeless student program eligibility:

_________ Child does not qualify under the homeless student program. _________ Child qualifies under the homeless student program. This determination was

based upon: ____________________________________________________

______________________________________________________________

Placement (if enrolled under the homeless student program) was made based on best interest of the student. The placement will be at: ______________________________________________

( Name) Explanation for this determination (if not school of origin or the choice of parent/guardian or unaccompanied youth, give detail): _________________________________________________ ____________________________________________________________________________________________________________________________________________________________ If you are not satisfied with the determinations, you have the right to use the dispute resolution process. Contact the Homeless Coordinator and complete a Dispute Resolution Form. Notices:

The student has the right to be immediately admitted in the school in which enrollment is sought pending resolution of the dispute.

You may contact the state coordinator: Roger Reikofski, Education Specialist & Homeless Education / NCLB Programs Nebraska Department of Education Telephone: 402-471-2968 Email: [email protected] Facsimile: 402-471-0117

You may seek the assistance of advocates or attorneys. ______________________________________________ ________________________ Administrator Date Written Notification Form was given to parent/guardian or unaccompanied youth on _________________ (Date).


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DISPUTE RESOLUTION FORM This form should be completed when a dispute arises over school enrollment/placement. Child’s Name: ___________________________ Person completing form: _________________________________________________________

( Name) (Relation to Student) I may be contacted at (address/phone/e-mail): ________________________________________ I wish to dispute the following decision: _____________________________________________ ______________________________________________________________________________ The decision I am disputing was wrong because (give detailed information in support of your position and use an attachment if necessary): _________________________________________ __________________________________________________________________________________________________________________________________________________________________________________________________________________________________________ Persons who have information to support my position (include contact information): ____________________________________________________________________________________________________________________________________________________________ I request that the following action be taken on this dispute: ______________________________ ______________________________________________________________________________ ______________________________________________ ________________________ Parent or Guardian or Unaccompanied Youth’s signature Date -------------------------------------------------For School Use------------------------------------------------ Date received by Homeless Coordinator ________________ ----------------------------------Determination of Homeless Coordinator------------------------------- In compliance with the McKinney-Vento Homeless Assistance Act, the following written notification is provided to: Parent/Guardian _____________________________Unaccompanied Youth________________ ( Name) (Name) After reviewing the information relevant to your dispute my determination is as follows: ______________________________________________________________________________ ______________________________________________________________________________ Explanation for this determination: _________________________________________________ ____________________________________________________________________________________________________________________________________________________________ Notice of Right to Appeal: If you are not satisfied with the determination on this dispute, you have the right to appeal as provided for in the Nebraska Department of Education Rule 19. The

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appeal is to be filed with the Commissioner of Education within 30 calendar days of receipt of this decision. For information about an appeal you may contact the state coordinator:

Cathy Mohnike, Education Specialist & Homeless Education / NCLB Programs Nebraska Department of Education Telephone: 402-471-1419 Email: [email protected] Facsimile: 402-471-0117 ______________________________________________ ________________________ Administrator Date The Determination of the Homeless Coordinator on this dispute was given to parent/guardian or unaccompanied youth on _________________ (Date).

Personnel - All Employees Policy No. 4007 Family and Medical Leave Policy Family and medical leaves shall be allowed under the terms and conditions of the Family and Medical Leave Act of 1993 (FMLA) as amended. The “leave year” for purposes of the FMLA shall be a “rolling” twelve-month period, measured backward from the date of any FMLA leave usage. Substitution of accrued paid leaves for otherwise unpaid FMLA leaves may be required in the discretion of the Superintendent or the Superintendent’s designee, or the Board. The employee may also have paid leave run concurrently with unpaid FMLA leave entitlement, provided the employee meets applicable requirements of the leave policy. Employees shall be required to submit medical certifications to support a request for FMLA leave because of a serious health condition, or a sick leave, when such leave is for a duration in excess of five (5) successive days, and in such other cases as deemed appropriate by the Superintendent or the Board based on the nature of the illness or other circumstances surrounding the leave. Second and third medical opinions may, in the Superintendent or the Board's discretion, be required. Employees shall be required to report periodically, at such times as requested by the Superintendent or the Board, on their intent to return to work from FMLA leaves and other leaves. Employees shall be required to submit a fitness-for-duty certification from their health care provider as a condition of returning to work from a FMLA leave taken because of the employee’s serious health condition, or from a sick leave taken by reason of the employee's illness, when such leave was of a duration in excess of five (5) successive days, and upon request of the Superintendent or the Board when such is deemed appropriate by the Superintendent or the Board based upon the nature of the illness or other circumstances surrounding the leave. An “equivalent position” for FMLA restoration purposes shall, in the case of certificated


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employees, be any administrative, teaching, or instruction related position for which the employee is qualified by reason of endorsement, college preparation, or experience, or other indicia; in the case of coaching or other similar extracurricular duty assignments, be any extracurricular duty assignment, and in the case of other employees or positions, be in a position with or at equivalent pay, benefits, and working conditions, involving similar or related duties, as determined by the Superintendent or the Board. Legal Reference: 29 USC §§ 2611 to 2618 and 29 CFR Part 82 Date of Adoption: August 19, 2013 Personnel - All Employees Policy No. 4007A Family and Medical Leave Policy The documents provided in response to the new Family Medical Leave Act (FMLA) regulations are: 1—FMLA Leave Application 2—Notice of Eligibility and Rights & Responsibilities—rolling year 3—Designation Notice 4—Certification of Health Care Provider for Employee’s Serious Health Condition

5—Certification of Health Care Provider for Family Member’s Serious Health Condition 6—Certification of Qualifying Exigency for Military Family Leave 7—Family Military Leave Certification for Serious Injury of Servicemember

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Application for Leave Family and Medical Leave Act Employee Name: ___________________________ Position: ____________________________ Send notices to me at: ____________________________________________________________ FMLA Leave Requested From ___________________ To ___________________ If leave is requested on an intermittent or reduced leave schedule, describe the requested leave schedule: __________________________________________________________ _______________________________________________________________________. Reason for Leave Request (check and complete as appropriate):

1. ____ For birth of a son or daughter, and to care for the newborn child. 2. ____ For placement with the employee of a son or daughter for adoption or foster care. 3. ____ To care for the employee’s spouse, son or daughter, or parent with a serious

health condition. Name of family member: _________________________ Describe reason employee needs to provide the care and the nature of the care:

___________________________________________________________________. 4. ____ Because of a serious health condition that makes the employee unable to perform

the functions of the employee’s job. Briefly describe condition and job functions that employee is unable to perform:

___________________________________________________________________ ___________________________________________________________________.

5. ____ Because of a qualifying exigency arising out of the fact that the employee’s spouse, son or daughter, or parent is a covered military member on active duty (or has been notified of an impending call or order to active duty) in support of a contingency operation.

Name and relationship of family member: _________________________________ Describe the qualifying exigency: ________________________________________

___________________________________________________________________. 6. ____ To care for a covered servicemember with a serious injury or illness if the

employee is the spouse, son, daughter, parent, or next of kin of the servicemember. ________________________

Name and relationship of family member: _________________________________ Describe reason employee needs to provide the care and the nature of the care:

___________________________________________________________________. I certify that the above information given by me is correct and that I have read the foregoing and understand my rights under the FMLA. __________________________ ________________________ Employee’s Signature Date

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