员工手册英文版员工手册外企人事必备03/04EMPLOYEE HANDBOOK2003-2004Table of ContentsIntroduction (5)Employee handbook receiptDistrict information (8)Description of the districtMission statementDistrict goals and objectivesBoard of trusteesAdministrationSchool directoryEmployment (12)Equal employment opportunityJob vacancy announcementsEmployment after retirementContract and noncontract employmentSearches and alcohol and drug testingFirst aid and CPR certificationReassignments and transfersWorkload and work schedulesNotification of parents regarding certification statusPerformance evaluationEmployee involvementStaff developmentCompensation and benefits................................................................................... .. (17)Salaries, wages, and stipendsPaychecksAutomatic payroll depositPayroll deductionsOvertime compensationTravel expense reimbursement Health, dental, and life insurance Supplemental insurance benefits Cafeteria plan benefits (Section 125) Unemployment compensation insurance Teacher retirementTax-shelted annunityOther benefit programsLeaves and absences……………………………………………………..……………………………. .22Personal leaveSick leaveUse and recording of sick leaveLocal leaveSick Leave PoolTemporary disabilityAbsence From Duty formsFamily and medical leaveWorkers’ compensation benefitsAssault leaveBereavement leaveJury dutyOther court appearancesMilitary leaveEmployee relations and communications (28)Employee recognition and appreciationDistrict communicationsComplaints and grievances (29)Employee conduct and welfare (31)Standards of conductCode of Ethics and Standard Practices for Texas Educators and enforceable standards HarassmentSexual harassmentDrug-abuse preventionDietary supplementsReporting suspected child abuseAssociations and political activitiesSafetyMeal charges by employeesMisuse of compensated timeTobacco useEmployee arrests and convictionsPossession of firearms and weaponsVisitors in the workplaceCopyrighted materialsIntellectual propertiesComputer use and data managementSeasonal decorationsGifts and favorsAsbestos management planPest control treatmentUse of district vehicleCommercial Drivers License-part time driversKey ControlParking at District Administrative Offices (CSS)HousekeepingPersonal phone calls and cellular telephonesAnimals in district buildingsRumor controlGeneral procedures (46)Bad weather closingEmergenciesPurchasing proceduresName and address changesPersonnel recordsBuilding useTermination of employment (48)ResignationsDismissal or nonrenewal of contract employeesDismissal of noncontract employeesExit interviews and proceduresReports to the State Board for Educator CertificationReports concerning court-ordered withholdingStudent issues (50)Equal educational opportunitiesStudent recordsParent and student complaintsAdministering medication to studentsStudent disciplineStudent attendanceHazingSchool SafetyResources (52)School CalendarHelpful ContactsIntroductionThe purpose of this Employee Handbook is to provide information to employees thatwill help with questions and pave the way for a successful year. Not all district policies and procedures are included. Those that are have been summarized. Suggestions for additions and improvements to this handbook are welcome and may be sent to the Deputy Superintendent for Administration.This handbook is neither a contract nor a substitute for the official district policy manual. Nor is it intended to alter the at-will status of noncontract employees in any way. Rather, it is a guide to and a brief explanation of district policies. District policies and procedures can change at any time; these changes shall supersede any handbook provisions that are not compatible with the change. For more information, employees may refer to the policy codes that are associated with handbook topics, confer with their supervisor, or call the appropriate district office. Policy manuals are located in the Principal’s Office at each campus or the District’s Administrative Offices and are available for employee review during normal working hours.The Mount Pleasant Independent School District’s website has a complete copy of school board policies. The District’s website isNOTE: Employees whose English reading skills are limited may call 903-575-2000 and speak with a Spanish- speaking employee who may assist with an interpretation of provisions of this Employee Handbook.NOTA: Los empleados cuyo conocimiento del inglés es limitado pueden llamar al 903-575-2000 y hablar con un empleado que hable español el cualles traducirá las estipulaciones del Folleto de Empleados.Mount Pleasant Independent School DistrictEmployee Handbook ReceiptName _______________________________________Campus/department __________________________I hereby acknowledge receipt of my personal copy of the Mount Pleasant ISD Employee Handbook. I agree to read the handbook and abide by the standards, policies, and procedures defined or referenced in this document.The information in this handbook is subject to change. I understand that changes in district policies may supersede, modify, or eliminate the information summarized in this booklet. As the district provides updated policy information, I accept responsibility for reading and abiding by the changes.I understand that no modifications to contractual relationships or alterations ofat-will relationships are intended by this handbook.I understand that I have an obligation to inform my supervisor or departmenthead of any changes in personal information, such as phone number, address, etc. I also accept responsibility for contacting my supervisor or the District’s Personnel Office, 903-575-2000, if I have questions or concerns or need further explanation._________________________________________________________Signature DateNote: You have been given two copies of this form. Please sign and date one and keep it. Sign and date the other copy and forward it to your supervisor.Mount Pleasant Independent School DistrictEmployee Handbook ReceiptName _______________________________________Campus/department __________________________I hereby acknowledge receipt of my personal copy of the Mount Pleasant ISD Employee Handbook. I agree to read the handbook and abide by the standards, policies, and procedures defined or referenced in this document.The information in this handbook is subject to change. I understand that changes in district policies may supersede, modify, or eliminate the information summarized in this booklet. As the district provides updated policy information, I accept responsibility for reading and abiding by the changes.I understand that no modifications to contractual relationships or alterations ofat-will relationships are intended by this handbook.I understand that I have an obligation to inform my supervisor or departmenthead of any changes in personal information, such as phone number, address, etc. I also accept responsibility for contacting my supervisor or the District’s Personnel Office, 903-575-2000, if I have questions or concerns or need further explanation._________________________________________________________Signature DateNote: You have been given two copies of this form. Please sign and date one and keep it. Sign and date the other copy and forward it to your supervisor.District informationDescription of the districtThe Mount Pleasant Independent School District is located near the center of Titus County, 116 miles east of Dallas on Interstate 30. Titus County encompasses 230 square miles with a population of over 25,000. Mount Pleasant is the county seat and has a population of approximately 14,000.The Board of Trustees and its administration are constantly seeking to improve an already-excellent school system. In 2000, the Mount Pleasant community overwhelmingly endorsed a significant capital improvement plan that has resulted in 3 new elementary schools, additions to the Junior High, a new Cafeteria Building at Mount Pleasant High School, new gynasiums, new football field, track, tennis courts, and renovations to the High School.Instruction focuses on a comprehensive college preparatory and Career and Technology studies. The district is currently investing heavily in computer and multi media educational technology in a effort to meet the academic and occupational training demands of a highly competititve workplace. The curriculum of the Mount Pleasant ISD is continuously evaluated and updated in a effort to meet the needs of all students and the demands of the community, regional and national businesses, and industries. The district encourages and welcomes involvement from parents, civic organizations, industry, and local citizens to provide the best educational opportunities possible for its students.Mission statementPolicy AEMt. Pleasant Independent School District will have high expectations for all students. The district will make every effort to attract and retain the most qualified teachers available who will enhance the positive image of our schools in the community. The caring atmosphere provided by these teachers will help promote the positive self-image for the students in the district. MPISD will encourage positive staff morale by providing clean and attractive campuses.MPISD will emphasize a teaching/learning process that will enable students to see “real life” connections. Students will become responsible, productive citizens by learning to act in a socially acceptable manner through problem-solving, creative thinking, and wise decision-making. Authentic career investigation coupled with current vocational programs will meet the needs of each student. Enriched programming will be designed to prepare students for success in their personal futurein the Twenty-First Century.Technology will enhance every program throughout the district. State-of-the-art software and hardware will be available to every student on a daily basis. Students will learn how to access information from a variety of high-tech sources by becoming proficient users of computers and peripherals.MPISD will address the important issues of “time” and communication. The optimum use of instructional time will lead to enhanced programs for all students. Communication between schools, administration, school board, community, families, and students will be open and honest and constantly improving. Staff, parents, and community will be given an opportunity to be involved in decision-making as we work together through the Accelerated Schools process. These combined efforts will continue to make MPISD the best school district in the state of Texas.District goals and objectivesPolicies AB,AFThe mission of the Texas public system is to ensure that all Texas children have access to a quality education that enables them to achieve their full potential and fully participate now and in the future in the social, economic, and educational opportunities in our state and nation. That mission is grounded on the conviction that a general diffusion of knowledge is essential for the welfare of Texas and for the preservation of the liberties and rights of Texas citizens. It is further grounded in the conviction that a successful public education system is directly related to a strong, dedicated, supportive family and that parental involvement inthe school is essential for the maximum educational achievement of a child. The objectives of public education are:1) Parents will be full partners with educators in the education of their children.2) Students will be encouraged and challenged to meet their full educationalpotential.3) Through enhanced dropout prevention efforts, all students will remain in schooluntil they obtain a diploma.4) A well-balanced and appropriate curriculum will be provided to all students.5) Qualified and highly effective personnel will be recruited, developed, andretained.6) Texas students will demonstrate exemplary performance in comparison to nationaland international standards.7) School campuses will maintain a safe and disciplined environment conducive tostudent learning.8) Educators will keep abreast of the development of creative and innovativetechniques in instruction and administration using those techniques as appropriate to improve student learning.9) Technology will be implemented and used to increase the effectiveness of studentlearning, instructional management, staff development, and administration.Board of trusteesPolicies BA, BAA, BBA, BBB, BBE, BE, BEC, BEDTexas law grants the board of trustees the power to govern and oversee the management of the district’s schools. The board is the policy-making body within the district and has overall responsibility for the curriculum, school taxes, annual budget, employment of the superintendent and other professional staff, facilities, and expansions. The board has complete and final control over school matters withinlimits established by state and federal law and regulations.The board of trustees is elected by the citizens of the district to represent the community’s commitment to a strong educational program for the district’s children. Trustees are elected at-large and serve three-year terms. Trustees serve without compensation, must be registered voters, and must reside in the district.MPISD Board members:Dr. Mary Hearron PresidentMike Reynolds Vice PresidentEzeal McGill SecretaryLoyce Henry Assistant SecretaryRoyce Carr Sergeant at ArmsBilly Wayne Flanagan MemberClint Rivers MemberTrustees usually meet monthly on the fourth Monday of each month at 5:30 p.m.in the Board Room of the district, located in the Administration Building at 105 Riddle Street. Special meetings may be called when necessary. A written notice of regular and special meetings will be posted at the Administration Building at least 72 hours before the scheduled meeting time. The written notice will show the date, time, place, and subjects of each meeting. In emergencies, a meeting may be held with atwo-hour notice.All meetings are open to the public. Under the following circumstances, Texas law permits the board to go into a closed session. Closed session may occur for such things as discussing prospective gifts or donations, real property acquisition, personnel issues including conferences with employees and employee complaints, security matters, student discipline, or to consult with attorneys regarding pending litigation.AgendaA regular school board meeting usually follows this agenda:Open ForumEducationBusinessBids/Price QuotesExecutive SessionFacility ReportsPersonnelFuture BusinessAdministrationSuperintendent of Schools Dr. Kenneth English Deputy Superintendent of Administraton James W. DuBus Deputy Superintendent of Instruction/Technology Pam Fite Director of Business/Finance Stacie Thompson PrincipalsMount Pleasant High School Susy WynnMount Pleasant Junior High School Lee ClayWallace Middle School Rodney HuffmanFrancis Corprew Intermediate LaWanda McCowan Annie Sims Elementary Bruce GearingVivian Fowler Elementary Gwen RobertsE.C. Brice Elementary Regina ConroyHeadstart/Early Childhood Deborah CodyMPISD Literacy Center Debbie MaloneSchool DirectoryMount Pleasant High School (9-12)2110 North Edwards903-575-2020 Principal Susy WynnAssistant Principals Donald Patton Jason MarshallTerry Giddens David TysonCounselors Mary Gail Karkoska Tracy JohnsonDanny Welch Kelly CowanMount Pleasant Junior High School (7-8)2801 Old Paris Road903-575-2110 Principal Lee ClayAssistant Principals Ronnie Holloway Estelle DeloneyCounselors Carmen Shavers Cherri StrausWallace Middle School (5-6)504 Dunn Street903-575-2040 Principal Rodney HuffmanAssistant Principal John WilhiteCounselor Vicki SinclairFrancis Corprew Intermediate School (3-4)909 School Street903-575-2050 Principal LaWanda McCowanAssistant Principal Garry DoddCounselor Ann AllenVivian Fowler Elementary School (K-2)502 North O’Tyson903-575-2070 Principal Gwen RobertsCounselor Debra WilliamsonE.C. Brice Elementary School (K-2)311 Cedar903-575-2057 Principal Regina ConroyCounselorAnnie Sims Elementary (K-2)1801 East First Street903-575-2062 Principal Bruce GearingCounselor Pam McCainTitus County Head Start (EC and Pre K)1602 West Ferguson903-575-2092 Director/Principal Deborah CodyTitus County Early Head Start201 Gibson903-577-7645Director Shelley DerrickMPISD Community Learning Center201 Gibson903-575-2130Director Debbie MaloneEmploymentEqual employment opportunityPolicy DAAThe Mount Pleasant ISD does not discriminate against any employee or applicant for employment because of race, color, religion, sex, national origin, age, disability, military status, or on any other basis prohibited by law. Employment decisions will be made on the basis of each applicant’s job qualifications, experience, and abilities.Employees with questions or concerns about discrimination on the basis of race, color, religion, sex, national origin, age, or military status should contact the Superintendent’s Office. Employees with questions or concerns about discrimination on the bases of a disability should contact the Superintendent’s Office.Job vacancy announcementsPolicy DCTo the extent possible, announcements of job vacancies by position and location are distributed on a regular basis and posted at the central administration building.Employment after retirementIndividuals receiving retirement benefits from the Teacher Retirement System (TRS) may be employed in certain positions or on a part-time basis without affecting their benefits, according to TRS rules and state law. Service retirees who retire before May 31 may return to work in a Texas public school without a reduction in benefits one full calendar month after the retirement date provided they meet certain strict conditions. Retirees may work in the following capacities without a loss of retirement benefits:As a principal or assistant principal on a full-time basis, if certified as a principal and following a 12-month break in service. Retirees that retired under early age or disability provisions are excluded.As a full-time bus driver (early age and disability retirees excluded).As a substitute at no more than the established daily substitute pay rate (Individuals receiving disability retirement benefits may not work for more than90 days in a school year.)On a half-time or less basis during any month, provided they are not also employed asa substitute in that month. Half-time employment cannot exceed the lesser of 50percent of the position’s full-time load or 92 hours in a month.On a full-time basis during a six-month period during a school year, provided that this is their only employment in a Texas public school. Individuals who retire in August may begin employment in October of the school year following theirretirement.Under this last provision, retirees must submit annual written notice to TRS by the last day of the first month of full employment to avoid a disruption of benefits. Working any part of a month counts as a full month. Other restrictions apply when a person has retired because of a disability. Individuals retiring because of a disability should contact TRS for details about employment restrictions.Shortage areas. Certain retirees may return to work on a full-time basis as a principal or assistant principal or teacher in an acute shortage area without a reduction in their annuities. Acute teaching shortage areas are determined by the Board of Trustees based on Commissioner of Education guidelines. When filling acute shortage area positions, the district must give hiring preference to certified applicants who are not retirees. To be eligible for full TRS, benefits a retiree must meet the following criteria:Have not been subject to a reduction in benefits for retirement at an early age or retired under disability provisionsHave a 12-month continuous break in public school service since retirementBe appropriately certified for the position in the applicable school yearEmployees can contact the MPISD Human Resources Office for additional information or contact TRS by calling 800-223-8778 or 512-397-6400. TRS information is also available on the Web (Dismissal of noncontract employeesPolicy DCDNoncontract employees are employed at will and may be dismissed without notice, a description of the reasons for dismissal, or a hearing. It is unlawful for the district to dismiss any employee for reasons of race, religion, sex, national origin, disability, military status, any other basis protected by law, or in retaliation for the exercise of certain protected legal rights. Noncontract employees who are dismissed have the right to grieve the termination. The dismissed employee must follow the district process outlined in this handbook when pursuing the grievance. (See Complaints and grievances, page 29).Exit interviews and proceduresPolicy DCExit interviews shall be scheduled for all employees leaving the district. Information on the continuation of benefits, release of information, and procedures for requesting references will be provided at this time. Separating employees are asked to provide the district with a forwarding address and phone number and complete a questionnaire that provides the district with feedback on his or her employment experience.All district keys, books, property, copy of the Employee Handbook, and equipment must be returned upon separation from employment. All fees and bills owed to the District by the employee must be paid. The employee must be cleared by the campus administrator and checkout form must be signed by the administrator. The processwill continue with the employee clearing through the Employee Benefits, Payroll, and Human Resources Departments. The employee’s final paycheck will be held or automatic deposit stopped until the Exit Interview process is completed. Thedistrict may withhold the cost of any unreturned items from the final paycheck.Reports to the State Board for Educator CertificationPolicy DFThe dismissal or resignation of a certified employee will be reported to the SBEC if there is reasonable evidence that the employee’s conduct involves the following:Any form of sexual or physical abuse of a minor or any other illegal conduct with a student or minor without regard to ageThe possession, transfer, sale, or distribution of a controlled substanceThe illegal transfer, appropriation, or expenditure of school property or fundsAn attempt by fraudulent or unauthorized means to obtain or alter any certificate or permit that would entitle the individual to a professional position or toreceive additional compensation associated with a positionCommitting a crime on school property or at a school-sponsored eventReports concerning court-ordered withholdingThe district is required to report the termination of employees that are under court order or writ of withholding for child support or spousal maintenance to the court and the individual receiving the support (Texas Family Code §8.210, 158.211). Notice of the following must be sent to the court and support recipient:Termination of employment not later than the seventh day after the date of terminationEmployee’s last known addressName and address of the employee’s new employer, if knownStudent issuesEqual educational opportunitiesPolicy FBThe MPISD does not discriminate on the basis of race, color, religion, national origin, sex, or disability in providing education services, activities, and programs, including vocational programs, in accordance with Title VI of the Civil Rights Act of 1964, as amended; Title IX of the Educational Amendments of 1972; and Section 504 of the Rehabilitation Act of 1973, as amended.Questions or concerns about discrimination of students on any of the bases listed above should be directed to the Deputy Superintendent, Administration.Student recordsPolicy FLStudent records are confidential and are protected from unauthorized inspection or use. Employees should take precautions to maintain the confidentiality of all student records.The following people are the only people who have general access to a student’s records:Parents of a minor or of a student who is a dependent for tax purposesThe student (if 18 or older or attending an institution of postsecondary education) School officials with legitimate educational interestsStudent handbooks provide parents and students with detailed information on student records. Parents or students who want to review student records should be directed to the campus principal for assistance.Parent and student complaintsPolicy FNGIn an effort to hear and resolve parent and student complaints in a timely manner and at the lowest administrative level possible, the board has adopted orderly processes for handing complaints on different issues. Any campus office or the superintendent’s office can provide parents and students with information on filing a complaint.Parents are encouraged to discuss problems or complaints with the teachers or the appropriate administrator at any time. Parents and students with complaints that cannot be resolved should be directed to the campus principal. The formal complaint process provides parents and students with an opportunity to be heard up to thehighest level of management if they are dissatisfied with a principal’s response. Once all administrative complaint procedures are exhausted, parents and students can bring complaints to the board of trustees.Administering medication to studentsPolicy FFACOnly designated employees can administer medication to students. A student who must take prescription medication during the school day must bring a written request from his or her parent and the medicine, in its original, properly labeled container. Contact the principal or school nurse for information on procedures that must be followed when administering medication to students.Student disciplinePolicies in the FN series and FO seriesStudents are expected to follow the classroom rules, campus rules, and rules listed in the Student Code of Conduct and Student Handbook. Teachers and administrators are responsible for taking disciplinary action based on a range of discipline management procedures that have been adopted by the district. Other employees that have concerns about a particular student’s conduct should contact the classroom teacher or campus principal.Teachers must file a written report with the principal or another appropriate administrator when they have knowledge that a student has violated the Student Code of Conduct. A copy of this report will be sent by the principal or administrator to the student’s parents within 24 hours.Student attendancePolicy FDDTeachers and staff should be familiar with the district’s policies and procedures for attendance accounting. These procedures require students to have parental consent before they are allowed to leave campus. When absent from school, the student, upon returning to school, must bring a note signed by the parent that describes the reason for the absence. These requirements are addressed in campus training and in the student handbook. Contact the campus principal for additional information.HazingPolicy FNCC, FOStudents must have prior approval from the principal or designee for any type of。
