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Section H of the EPS/NSBA policy classification system provides a repository for personnel

policies. This section has three main subdivisions: subsection GB presents policy topics

that pertain to all employees; subjection GC is for policies that pertain to professional

personnel who must hold certification by the state to serve in their positions; subsection GD

is for policies pertaining to support, or non-certificated, personnel.

GA Personnel Policies Goals

GAA Personnel Policies Priority Objectives

GB General Personnel Policies

GBA Equal Opportunity Employment

GBB Staff Involvement in Decision-making (also ABB)

GBC Staff Ethics

GBCA Staff Conflict of Interest

GBCB Staff Conduct

GBD Board-Staff Communications

GBE Staff Health and Safety

GBEA Staff Protection

GBEB AIDs

GBF Staff Participation in Community Activities (also KE)

GBG Staff Participation in Political Activities

GBH Staff-Student Relations (also JM)

GBI Staff Gifts and Solicitations

GBJ Staff Funds Management

GBK Smoking on School Premises by Staff Members

GBL Personnel Records

GBM Staff Complaints and Grievances

GBN Drug Free Work Place

GBNA Drug Free Work Place – New Hire

GBO Sexual Harassment Policy

GC Professional Staff

GCA Professional Staff Positions

GCB Professional Staff Contracts and Compensation Plans

GCBA Professional Staff Salary Schedules

GCBAA Professional Staff Merit System

GCBB Professional Staff Supplementary Pay Plans

GCBC Professional Staff Fringe Benefits

GCBD Professional Staff Leaves and Absences

GCBE Professional Staff Vacations and Holidays

GCC Professional Staff Recruiting

GCCA Posting of Professional Staff Vacancies

GCD Professional Staff Hiring

GCE Part-time and Substitute Professional Staff Employment

GCEA Arrangement for Professional Staff Substitutes

GCEB Part-time Licensed Professional Staff

GCF Professional Staff Orientation

GCG Professional Staff Probation and Tenure

GCH Professional Staff Seniority

GCI Professional Staff Assignments and Transfers

GCJ Professional Staff Time Schedules

GCK Professional Staff Work Load

GCKA Professional Staff Extra Duty

GCKB Professional Staff Meetings

GCL Professional Staff Development Opportunities

GCLA Professional Staff Visitations and Conferences

GCM Supervision of Professional Staff

GCN Evaluation of Professional Staff (also AFC)

GCO Professional Staff Promotions

GCP Professional Staff Termination of Employment

GCPA Reduction in Professional Staff Work Force

GCPB Resignation of Professional Staff Members

GCPC Retirement of Professional Staff Members

GCPD Suspension and Dismissal of Professional Staff Members

GCQ Miscellaneous Professional Staff Policies

GCQA Non-school Employment by Professional Staff Members

GCQAA Professional Staff Consulting Activities

GCQAB Tutoring for Pay

GCQB Professional Research and Publishing

GCQC Exchange Teaching

GCQD Professional Organizations

GD Support Staff

GDA Support Staff Positions

GDB Support Staff Contracts and Compensation Plans

GDBA Support Staff Salary Schedules

GCBAA Support Staff Merit System

GDBB Support Staff Supplementary Pay Plans

GDBC Support Staff Fringe Benefits

GDBD Support Staff Leaves and Absences

GDBE Support Staff Vacations and Holidays

GDC Support Staff Recruiting

GDCA Posting of Support Staff Vacancies

GDD Support Staff Hiring

GDE Part-time and Substitute Support Staff Employment

GDEA Arrangements for Support Staff Substitutes

GDF Support Staff Orientation

GDG Support Staff Probation and Tenure

GDH Support Staff Seniority

GDI Support Staff Assignments and Transfers

GDJ Support Staff Time Schedules

GDK Support Staff Work Load

GDKA Support Staff Extra Duty

GDKB Support Staff Meetings

GDL Support Staff Development Opportunities

GDLA Support Staff Visitations and Conferences

GDM Supervision of Support Staff

GDN Evaluation of Support Staff (also AFD)

GDO Support Staff Promotions

GDP Support Staff Termination of Employment

GDPA Reduction in Support Staff Work Force

GDPB Resignation of Support Staff Members

GDPC Retirement of Support Staff Members

GDPD Suspension and Dismissal of Support Staff Members

GDQ Miscellaneous Support Staff Policies

GDQA Non-school Employment by Support Staff Members

File: GA

PPEERRSSOONNAALL PPOOLLIICCIIEESS GGOOAALLSS

The Committee recognizes that a dynamic and efficient staff dedicated to education is

necessary to maintain a constantly improving educational program. The School Committee

is interested in its personnel as individuals, and it recognizes its responsibility for promoting

the general welfare of the staff.

The Committee’s specific personnel goals are:

To recruit, select, and employ the best qualified personnel to staff the school

system.

To provide staff compensation and benefits programs sufficient to attract

and retain qualified employees.

To provide an inservice training program for all employees to improve their

performance and the overall rate of retention and promotion of staff.

To conduct an employee appraisal program that will contribute to the

continuous improvement of staff performance.

To assign personnel so as to ensure that they are utilized as effectively as

possible.

To develop the quality of human relationships necessary to obtain maximum

staff performance and satisfaction.

ADOPTED:

File: GBA

EEQQUUAALL OOPPPPOORRTTUUNNIITTYY EEMMPPLLOOYYMMEENNTT

I. Policy

It is the policy of the Johnston School Committee (the “School Committee”) to provide

Equal Employment Opportunity on the basis of merit and without discrimination because of race,

religion, color or national origin [Title VI of the Civil Rights Act of 1964; Title IX of the

Education Amendments of 1972]; on the basis of disability, in accordance with Section 504 of the Rehabilitation Act of 1973 and Title II of the Americans with Disabilities Act; on the basis of

age, in accordance with the Age Discrimination Act of 1975, or on the basis of sexual orientation

in accordance with Rhode Island General Law §28-5-5. The School Committee will provide equal opportunity for all qualified and qualifiable persons, and will promote the full realizations

of equal opportunity through positive, continuing programs in every school. This policy of Equal

Employment Opportunity applies to everyone, in every aspect of employment policy and practices, and in all geographic locations where it has employment responsibility.

The Johnston School District (the “District”) will take affirmative action to ensure that all

applicants receive fair consideration for employment, and that employees are treated fairly during employment, without regard to their race, color, religion, sex, disability, age, sexual orientation or

national origin. Such affirmative action will apply but not be limited to employment, promotion,

demotion, transfer, recruitment, advertising, layoff, termination, rates of pay or other forms of compensation and selection for training, etc. The Superintendent of Schools (the

“Superintendent”) is designated with the responsibility of implementing a program of Affirmative

Action and Equal Employment Opportunity which will include:

a. Monitoring of appointments to ensure that we are constantly and significantly

moving toward the goals of increased employment for women and minority persons;

b. Ensuring in all solicitations or advertisements placed by or on behalf of the School

Committee that applicants will receive consideration for employment without regard

to race, color, sex, disability, religion, age, sexual orientation or national origin (an Equal Opportunity/Affirmative Action Employer);

c. Establishing procedures to assure that contractors, subcontractors or unions submit to

the School Committee a statement, in writing, of their Equal Opportunity commitment. This procedure is in effect on all contracts existing or being negotiated;

d. Establishing a monitoring system to assure that full potential of equal opportunity is attained and that the School Committee is complying with Federal Executive Orders

11246 and 11375, RI General Law §28-5-1 and Title VII of the Civil Rights Act, as

amended; and

e. Assisting in achieving within each school a diverse faculty and professional staff

capable of providing for excellence in the education of its students and for the

enrichment of the community. In seeking to fill openings every effort will be made to recruit in such a way that women and individuals from minority groups will have

an equal opportunity to be considered and appointed to staff positions.

This statement will apply to each school. Each principal will assist in the identification of problem areas and establishing local and unit goals and objectives. Principals will be

responsible for monitoring compliance in their area.

II. Dissemination

It is important that each member of the Johnston community is aware of the Affirmative

Action Plan.

Following is the plan for the dissemination of this policy:

A. Internal

1) An Affirmative Action Activity file and Affirmative Action library in the

office of the Superintendent will be maintained.

2) Periodic briefing sessions will be held with all persons involved in supervisory

capacities for purpose of discussion of current employment problems of minority groups and women.

3) When available, Equal employment Opportunity posters and other pertinent government-sponsored posters will be utilized in areas of the schools where

employees are likely to see them.

4) The formal “New Employees Orientation Program” will provide information on the Equal Employment Opportunity Policy.

5) The Equal Employment Opportunity statement and Affirmative Action Plan will be posted on permanent bulletin boards throughout the District and will be

placed in the Policy Handbook, which is available to all personnel.

B. External

1) All recruitment sources and advertising sources will be informed of the

District’s policy requiring discrimination-free recruitment and hiring practices by means of an announcement.

2) Included in all employment related advertisements and personnel manuals will be the wording: “The Johnston School District is an Equal Opportunity

Affirmative Action Employer” or “An Equal Opportunity Employer”.

3) The School Committee’s commitment to its Affirmative Action Plan will be conveyed to organization, community agencies, community leaders, secondary

schools, junior colleges, churches and social groups when and where possible.

4) The Superintendent will provide the unions with a notice advising them of the

School Committee’s commitment to Affirmative Action. The unions will be

asked to submit their practices to the School Committee.

5) The School Committee will broaden the use of newspaper releases to ensure

that our needs reach the minority population. The wording “The Johnston School Committee is an Equal Opportunity Affirmative Action Employer” or

“An Equal Opportunity Employer” will be included in all advertisements,

manuals, pamphlets and other published material.

6) The Business Manager will affix to purchase orders a general statement

regarding the seller’s responsibility for compliance with the non-

discrimination clauses of Federal Executive Orders 11246 and 11375, RI General Law §28-5.1 and Title VII of the Civil Rights Act, as amended. An

intensive effort will be made to identify minority businesses that might supply

the needs of the District.

The Equal Opportunity clause will be stamped on Purchase Orders to conform

with present requirements.

a. A listing of current suppliers (twelve months) will be maintained to help

identify those vendors with Affirmative Action Programs.

b. Names of minority suppliers will be maintained with the help of the

Equal Opportunity Officer of other purchasing agents and of purchasing

associations so as to be able to extend to these firms the opportunity to bid on District requirements.

III. Duties and Responsibilities

A. The Superintendent will appoint an executive-level manager whose

responsibilities will include: developing policy statements, affirmative action

programs, internal and external communication techniques, assisting in problem-solving and designing and implementing audit and reporting systems to:

a. Measure program effectiveness;

b. Indicate need for remedial action; c. Measure effectiveness of efforts to achieve goals;

d. Establish liaisons with protected group organizations who are concerned

with their Equal Employment Opportunity; and e. Keep organizations informed of the latest developments in the entire

Equal Employment Opportunity area.

B. Directors, Principals and Department Heads will assist in:

a. The identification of problem areas;

b. Establishing local and unit goals and objectives; c. Periodic audit of personnel activities to remove impediments to the

attainment of goals;

d. Regular discussions to be certain policies are being carried out; and e. Preventing harassment of employees placed through affirmative action

efforts.

IV. Recordkeeping

Maintain an inventory of the present work force and analyze regularly to determine

existing problem areas.

Maintain basic data on all employees and organize summary statements for analysis.

These statements include:

a. A summary showing cumulative figures by sex for each racial and ethnic group;

b. A summary by school within the LEA showing cumulative figures by sex for each

racial and ethnic group; c. A summary by job classification within the LEA in descending order by sex for each

racial and ethnic group; and

d. Other summaries as needed.

V. Goals

A. Recruitment

In order for the District to achieve total Affirmative Action/Equal Employment

Opportunity, efforts will be made to structure and implement programs designed to select, place and train qualified minority and women professional and nonprofessionals

within all segments of its work force.

The following will be established to accomplish the above goal set for new employment:

a. The formal “New Employees Orientation Program: will provide information on

the Equal Employment Opportunity Policy;

b. Continually monitor the employee selection procedure and implement revisions

and changes as required in the areas of job requisitions, experience requirements

application form and interview procedures;

c. Periodic briefing sessions with the Superintendent well be held with all persons

employed in supervisory capacity for the purpose of discussing employment problems of minority persons and women; and

d. The wording “The Johnston School District is an Equal Opportunity Affirmative Action Employer” of “An Equal Opportunity Employer” will be included in all

employment related advertisements, manuals, pamphlets and other published

materials.

B. Utilization of Skills

The District needs to utilize fully the skills of all staff.

The following will be established to accomplish the above goal:

a. The Superintendent will see that all employees have full opportunity for upward

mobility within the organization. The Superintendent will provide procedures to

see that, where possible, upgrading of the current staff is attempted before a

position is filled from the outside. All such consideration will be in accordance with agreements in effect with employees of the District;

b. A job posting system is in effect to ensure that all current employees are aware

of, and have the opportunity to apply for, job openings within the system; and

c. Personnel records will include the length of service in the District and in the

particular position.

C. Wage Administration

The School Committee will seek to have consistency in wages for employees in

each job classification while still reflecting individual variations in experience, skill,

and length of service.

The following will be established to accomplish the above goal:

a. Job descriptions will be available for all positions and analyzed periodically to ensure accuracy and consistency between the written description and actual

performance. The job description will be kept free of bias with regard to race,

sex, color, age, sexual orientation, disability, religion or national origin; and

b. All such consideration of wages will be in accordance with agreements between

the School Committee and employees of the District.

STATEMENT OF FAITH

All grievances relative to complaints or discrimination on the basis of race, color, religion, sex,

disability, age sexual orientation or national origin will be processed in accordance with the

grievance procedures in respective agreements between the School Committee and employees of

the District.

ADOPTED:

LEGAL REF.: Civil Rights Act of 1964, as amended in 1972, Title VI, Title VII

Executive Order 11246, 1965, as amended by Executive Order 11375

Equal Employment Opportunity Act of 1972, Title VII

Education Amendments of 1972, Title IX (P.L. 92-318)

45 CRF, Parts 81.86 (Federal Register, June 4, 1975, August 11, 1975)

Rehabilitation Act of 1973

Age Discrimination in Employment Act, P.L. 95-256 16-12-9

Rhode Island General Law 28-5-1

Rhode Island General Law 28-5-5

CROSS REF.: AC, Nondiscrimination

File: GBA-Appendix A

DDEESSIIGGNNAATTEEDD AAFFFFIIRRMMAATTIIVVEE AACCTTIIOONN OOFFFFIICCEERR

The following person has been designated as the Coordinator of efforts to comply with all

exiting Federal and state regulations.

Anyone who feels they have been discriminated against because of race, color, sex,

handicap, religion, age, or national origin should contact:

Human Resource Coordinator

Johnston School District

10 Memorial Avenue

Johnston, RI 02919-3222

Telephone: 401-233-1900

Fax: 401-233-1910

ADOPTED:

File: GBA-Appendix B

AAFFFFIIRRMMAATTIIVVEE AACCTTIIOONN MMOONNIITTOORRIINNGG CCOOMMMMIITTTTEEEE

Members listed below:

Representation of Administration

Representation of Non-Certified Personnel

Representation of Certified Personnel

The District utilizes this Affirmative Action Monitoring Committee to monitor the activities

of the District in order to ensure compliance with all Affirmative Action mandates.

The aforementioned committee meets on an “as needed” basis.

ADOPTED:

LEGAL REF.:

CONTRACT REF.:

File: GBA

PPOOLLIICCYY SSTTAATTEEMMEENNTT OOFF TTHHEE JJOOHHNNSSTTOONN SSCCHHOOOOLL CCOOMMMMIITTTTEEEE

OONN EEQQUUAALL OOPPPPOORRTTUUNNIITTYY EEMMPPLLOOYYMMEENNTT

I. Policy

It is the policy of the Johnston School Committee (the “School Committee”) to provide

Equal Employment Opportunity on the basis of merit and without discrimination

because of race, color, sex, handicap, religion, age or national origin pursuant to

Federal Executive Orders 11246 and 11375, RI General Law §28-5.1 and Title VII of

the Civil Rights Act, as amended. The School Committee will provide equal

opportunity for all qualified and qualifiable persons, and will promote the full

realizations of equal opportunity through positive, continuing programs in every school.

This policy of Equal Employment Opportunity applies to everyone, in every aspect of

employment policy and practices, and in all geographic locations where it has

employment responsibility.

ADOPTED:

LEGAL REF.:

CROSS REF.:

File: GBA

PPOOLLIICCYY SSTTAATTEEMMEENNTT OONN EEQQUUAALL OOPPPPOORRTTUUNNIITTYY EEMMPPLLOOYYMMEENNTT

AANNDD AAFFFFIIRRMMAATTIIVVEE AACCTTIIOONN

It is the belief and the policy of the Johnston School Committee (the “School Committee”)

that race, color, age, religion, sex, national origin or handicap of an individual should not

serve as a barrier to his or her equal opportunity for employment.

State and federal laws and regulations bar discrimination in employment. Notably, the

Civil Rights Act of 1964 prohibited employment discrimination based on race, color,

religion, sex or national origin.

Under the 1972 amendments to Title VII of the Civil Rights Act of 1964, coverage was

extended to all state and local governments, governmental agencies and political

subdivisions.

RI General Law §28-5.1 directs each state agency to make non-discrimination the policy of

the agency and to rigorously take affirmative action steps to ensure equality of employment

opportunity.

The Board of Regents (the “Board”) directs local school districts to pursue positive and

aggressive measures to support and fulfill the Board’s commitment to Equal Employment

Opportunity.

In support of this commitment, the School Committee shall require the creation of

programs of affirmation action that will ensure nondiscrimination in employment and

which include remedies to overcome the effect of any past exclusions.

It is the desire of the School Committee to develop and implement an affirmative action

plan so as to improve recruitment, development, retention and promotion opportunities for

women and for minorities so that their presence will more closely approximate the racial,

ethnic, and sex distribution of the public school population of the Town of Johnston at all

levels of staff and thereby maintain and improve the quality of education.

ADOPTED:

LEGAL REF.:

CONTRACT REF.:

File: GBB (also ABB)

SSTTAAFFFF IINNVVOOLLVVEEMMEENNTT IINN DDEECCIISSIIOONN--MMAAKKIINNGG

NOTE: For pertinent information, refer to:

JFT Agreement

Local 808 Agreement

ADOPTED:

LEGAL REF.: 16-9-1

28-9.3-3 through 28-9.3-7

28-9.4-4 through 28-9.4-8

CONTRACT REF.: JFT Agreement

Local 808 Agreement

File: GBCA

SSTTAAFFFF CCOONNFFLLIICCTT OOFF IINNTTEERREESSTT

Employees of the School Committee other than custodians may be employed on special

projects where their skills may be of use to the School Committee, provided such

employment occurs during out-of-school time and the nature of the employment is not

considered part of their regular duties.

ADOPTED:

LEGAL REF.: 16-12-2

CROSS REF.: BBFA, School Committee Conflict of Interest

File: GBD (also BG)

BBOOAARRDD--SSTTAAFFFF CCOOMMMMUUNNIICCAATTIIOONNSS

As stated by the School Committee’s policy on individual members’ authority, no School

Committee member may contact any school employee insofar as directing an action other

than through the Superintendent, nor will any school employee or applicant for

employment or a promotional position contact a member of the School Committee on any

official business other than through the Superintendent. All such instances will be brought

to the attention of the Superintendent.

ADOPTED:

File: GBE

SSTTAAFFFF HHEEAALLTTHH AANNDD SSAAFFEETTYY

Prior to employment and periodically thereafter, all employees of the School Committee

will be required to submit evidence of physical examination. Included will be tests of

hearing, vision, heart, lungs, blood pressure and freedom from communicable disease.

Contractors for school bus service will be required to submit evidence that each bus driver

employed is examined prior to employment and annually for the same purposes.

Examinations may be conducted by the school physician at no cost to the employee, or they

may be done by a physician of the employee’s choice as long as the physician is acceptable

to the Committee. Written results of the examination must be submitted.

ADOPTED:

File: GBEA

SSTTAAFFFF PPRROOTTEECCTTIIOONN


16-12-10

JFT Agreement

Local 808 Agreement

GCBC, Professional Staff Fringe Benefits

GDBC, Support Staff Fringe Benefits

ADOPTED:

File: GBEB

AAIIDDSS

In keeping with the Johnston School Department’s philosophy of providing a safe

environment which meets the individual needs of students and staff and the policy of equal

opportunity for education and employment, the following policy is enacted:

1. If a student or a staff member has been diagnosed as having AIDS or ARCS, the

Superintendent of Schools will convene a team comprised of the following:

a. The parents of the student (or the student if age 18 years or older);

b. An advocate of the parent’s choice;

c. The student’s physician;

d. The Johnston School Department physician;

e. A representative of the Rhode Island Department of Health;

f. A designee of the Superintendent;

g. If an employee, the employee’s Union representative or advocate.

2. If this team concludes on the basis of medical recommendation that there is no

danger to either the students, the faculty, or the staff, then the student will be

permitted to attend regular classes in school or, if a staff member, remain in the

workplace.

3. a) If this team concludes on the basis of medical recommendation that the student

should be removed from school or placed in a more restrictive setting, the

Superintendent of Schools will be so informed. The Superintendent in such case

shall make the appropriate placement based upon recommendations furnished to

him/her.

b) If this team concludes on the basis of medical recommendation that the staff

member should be removed from the workplace or placed in a more restrictive

setting, the Superintendent of Schools will be so informed.

4. The team will recommend to the Superintendent which staff members have an

absolute need to know about the case, taking into account the confidentiality of the

student and their needs to know on behalf of staff members. The Superintendent,

based upon said recommendation, shall determine which staff members shall be

made aware of the condition of the student or staff member.

5. If the student is a student having been diagnosed as a student with special needs, the

special education regulations shall prevail.

ADOPTED:

File: GBG

SSTTAAFFFF PPAARRTTIICCIIPPAATTIIOONN IINN PPOOLLIITTIICCAALL AACCTTIIVVIITTIIEESS


JFT Agreement

Local 808 Agreement

ADOPTED:

File: GBH/JM

SSTTAAFFFF--SSTTUUDDEENNTT RREELLAATTIIOONNSSHHIIPPSS

The relationship between the District’s staff and students must be one of cooperation,

understanding and mutual respect. Staff members have a responsibility to provide an

atmosphere conducive to learning and to motivate each student to perform to his/her

capacity.

Staff members should strive to secure individual and group discipline, and should be

treated with respect by students at all times. By the same token, staff members should

extend to students the same respect and courtesy that they, as staff members, have a right to

demand.

Although it is desired that staff members have a sincere interest in students as individuals,

partiality and the appearance of impropriety must be avoided. Excessive informal and/or

social involvement with individual students is prohibited. Such conduct is not compatible

with professional ethics and, as such, will not be tolerated.

Staff members are expected to use good judgment in their relationships with students both

inside and outside of the school context including, but not limited to, the following

guidelines. Any questions regarding any of the following can be addressed to the building

principal or Superintendent.

1. Staff members shall not make deprecatory comments to students regarding the

school and/or its staff.

2. The exchange of purchased gifts between staff members and students is

discouraged.

3. Staff-sponsored parties, at which students are in attendance, unless they are a part

of the school’s extracurricular program and are properly supervised, are

prohibited.

4. Staff members shall use good judgment, in any situation or activity which could be

considered sexually suggestive or involve the presence or use of tobacco, alcohol, or

drugs.

5. Dating between staff members and students is prohibited.

6. Staff members shall not use insults or sarcasm against students as a method of

forcing compliance with requirements or expectations.

7. Staff members shall maintain a reasonable standard of care for the supervision,

control and protection of students commensurate with their assigned duties and

responsibilities.

8. Staff members shall not send students on personal errands.

9. Staff members shall, pursuant to law and board policy, immediately report any

suspected signs of child abuse or neglect.

10. Staff members shall not attempt to counsel, assess, diagnose or treat a student’s

personal problem relating to sexual behavior, substance abuse, mental or physical

health and/or family relationships but, instead, should refer the student to the

appropriate individual or agency for assistance.

11. Staff members shall not disclose information concerning a student, other than

directory information, to any person not authorized to receive such information.

This includes, but is not limited to, information concerning assessments, ability

scores, grades, behavior, mental or physical health and/or family background.

Consequences for violations of this policy may range from a written reprimand to

termination of employment.

ADOPTED:

File: GBH-R

CCOODDEE OOFF CCOONNDDUUCCTT

I. PURPOSE

To provide all employees of the Johnston School Department, including non-union and union personnel, all administrators, and School Committee representatives, with a clear understanding of the conduct expected of them as employees of the School Department.

II. POLICY

All employees are expected to uphold and abide by the laws of the United States and the State of Rhode Island and all local ordinances. All employees are expected to follow all departmental policies, rules, objectives and orders. Such compliance includes, but is not limited to, adherence to the specific rules and regulations enumerated in this policy. All employees are expected to carry out with diligence all directives issued by administrators.

III. DISCUSSION

All staff are expected to act at all times in conformity with the policy of the Johnston School Department that employees must adhere to the highest standards of conduct, respect and public trust and the rights of all persons, be open, accountable, and responsive, avoid the appearance of impropriety, and not use their position for private gain or advantage.

1. Change of Address

Staff is responsible for immediately notifying the Superintendent’s office of: 1) any change in address and/or telephone number; 2) family status or other information which may affect eligibility for health care coverage or related benefits.

2. Relationship to the Public

Conduct toward the public – members of the public and individuals who call the Johnston School Department on the telephone, shall be treated with courtesy, dignity and respect at all times. Language which is insulting, degrading, abusive, profane, or refers to an individual’s race, religion, ethnicity, national origin, gender, age, handicap or sexual orientation in a demeaning or derogatory manner hall not be used in speaking to or about members of the public. This prohibition shall also apply to communications with or about staff students.

3. Dissemination of Information

Only the Superintendent or his/her designee will provide official information to the media regarding staff, the student population or official school department business. Confidential and privileged information (i.e., information the disclosure of which would violate federal or state confidentiality laws, or would constitute an unwarranted invasion of privacy) shall never be disclosed to the media, the public or other agencies. Access by other departmental staff, employees of other agencies or members of the public to records concerning staff or a member of the student population will only be granted subject to the procedures established by the custodian of those records. The executive committees of bargaining units are permitted to speak to the media about legitimate union business or matters, which relate to collective bargaining or contract administration.

4. Professional Relationships

Relationships among staff, and with the staff of other agencies, will be characterized by respect, courtesy, patience and cooperation.

5. Relationships with Students

Staff shall protect the civil and legal rights of students. The actions and judgment of staff in the exercise of duties, which bring them into contact with the student population, shall not be influenced by personal feelings, attitudes or prejudices towards an individual group. In dealing with or discussion about the student population, staff is forbidden to make derogatory remarks based on race, ethnicity, national origin, religion, gender, age, physical handicap, or sexual orientation. Staff will be firm, fair and consistent in their conduct towards the student population.

6. Reporting Requirements

Please refer to Memorandum of Understanding between the Johnston Police Department and Johnston School Department.

IV. EXAMPLES OF MISCONDUCT SUBJECT TO DISCIPLINARY ACTION

This section describes specific instances of misconduct which may subject an employee to disciplinary measures, up to and including termination. However, nothing in this section precludes the School Department from taking the full range of disciplinary measure against an employee who violates the other section of this policy.

1. Conduct unbecoming for an employee of the Johnston School Department 2. Misconduct which violates federal, state or local criminal codes 3. Tardiness, Absenteeism, and Abuse of Sick Leave

Failure to arrive on time for work. Failure to report from a scheduled break in a timely manner. Leaving a post unattended without proper notification or relief. Early departure from duty without permission. Abuse of sick leave.

4. Dereliction of Duty

Sleeping on duty. Constant use of the telephone for personal calls. Failure to follow policies, procedure, protocols.

5. Insubordination

Failure or refusal to follow a directive from a supervisor or administrator. Failure to follow general or specific orders, or written orders communicated through the chain of command. Abusive behavior toward a supervisor or administrator, including but not limited to displaying a disrespectful, insulting attitude by use of language, expressions or gestures.

6. Unauthorized Physical Contact

7. Harassment

Language, written communication or gestures which are intended to ridicule, taunt, embarrass, insult or provoke a fellow employee, staff member, or member of the student population, for reasons including, but not limited to race, ethnicity, national origin, religion, gender, age, handicap or sexual orientation. Sexual Harassment: Sexual harassment is a form of prohibited sex discrimination and is a violation of state and federal laws. Sexual harassment has been defined to be unsolicited and unwelcome overtures or conduct of a sexual nature, either verbal or physical, which adversely affects a person’s employment or working environment. Sexual harassment in the workplace may include, but is not limited to, sexually explicit verbal abuse, displays of pornographic photographs or devices, physical conduct of a sexual nature, or requests for sexual favors, which may or may not be accompanied by implied threats concerning an individual’s employment status and may involve intimidation by a person of either sex against a person of the opposite or same sex. Sexual harassment is personally offensive, has the effect of lowering morale, unreasonably interfering with any employee’s productivity and work effectiveness and creates an intimidating, hostile or otherwise harmful work environment for employees.

8. Dishonesty

Theft. Providing false or misleading statements or representations, either verbal or written, on any official forms, reports, logs, affidavits or other documents.

9. Use of Drugs or Alcohol

Please refer to Employee Policy on Drug and Alcohol Prevention Program, adopted by the School Committee on August 21, 1990.

10. Misuse of School Department Property

Using School Department property, either by intention or through negligence in a manner which causes damage or injury, or unnecessarily diminishes its value. Making use of School Department letterhead, official stamps, postage, photocopying machines, materials, equipment, supplies or other property for personal reasons.

Lending, borrowing, selling or duplication of School Department property, including but not limited to, items without the permission of the administrator responsible for the work unit. Unauthorized posting, alternation or removal of posted material or material in School Department file. Removing property from School Department premises without the permission of a superior or administrator, or for other than the performance of one’s duties.

11. Criminal Convictions

Finding of guilt or plea of nolo contendere to a criminal charge. ADOPTED:

File: GBI

SSTTAAFFFF GGIIFFTTSS AANNDD SSOOLLIICCIITTAATTIIOONNSS

GIFTS

No teacher will be permitted to receive any gift of money or article of value, as defined in RI

General Law §16-38-6, from any of the classes under his/her charge. This is in accordance

with §16-38-6, RI General Law.

SOLICITATIONS

Solicitation for contributions of money from students and/or teachers will be restricted to

worthy enterprises, which involve community betterment and are non-controversial in

nature. Any contributions will be strictly voluntary.

Solicitation of funds by employees of the Johnston School District for educational activities

that have not been approved in the school budget for that year will not be permitted.

Parent groups may petition the Superintendent through the principals to raise funds for a

particular educational activity. However, exception to the above will be those educational

activities that in the past have been normally funded through school solicitation under

control and approval of the building principal and the office of the Superintendent.

ADOPTED:

LEGAL REF.: 16-38-6

File: GBI-R

SSTTAAFFFF GGIIFFTTSS AANNDD SSOOLLIICCIITTAATTIIOONNSS

1. Solicitations for contributions from students and/or teachers within the public schools

will not be permitted unless prior approval has been granted by the Superintendent or

School Committee.

2. Every precaution will be taken to ensure the voluntary nature of any authorized

solicitation. No distinction between contributors and non-contributors will be made.

This will not prohibit dissemination of authorized promotional literature, but will

prohibit use of buttons, tags, or other display devices intended to publicly designate

contributors.

3. Any authorized solicitation will be scheduled and conducted in such a manner as to

reduce to a minimum interruption of the regular school curriculum.

ADOPTED:

File: GBK

JOHNSTON PUBLIC SCHOOLS

TOBACCO-FREE SCHOOL POLICY

““TToobbaaccccoo--FFrreeee SScchhooooll PPoolliiccyy””

Background and Purpose The U.S. Environmental Protective Agency (EPA) has classified environmental tobacco smoke

(ETS) as a Group A (known human) carcinogen, and concluded that exposure to ETS presents a

serious and substantial public health risk.

Legislative Intent

Rhode Island General Law Title 23 Health and Safety Chapter 23-20.7-1:

It has been determined that the use of tobacco for smoking and tobacco containing products is the leading cause of preventable death and disease not only to the person smoking but the non-

smoking person who is required to breathe the contaminated air.

Policy Statement

Therefore, in compliance with the Rhode Island Public Laws Chapter 20.9 (Smoking in Schools)

the Johnston Public Schools is committed in protecting the health and welfare of employees,

students and others from known hazards due to exposure from environmental tobacco smoke and endorses a tobacco-free school environment.

Effective September 1, 1993 the use of and/or display of smoking and tobacco containing products shall be prohibited in and/or on all Johnston Public Schools facilities, properties, and

vehicles whether owned, leased or rented. This includes, without limitation, all school buildings,

playgrounds, indoor and outdoor athletic facilities, gymnasiums, locker rooms and all means of school transportation – owned or not owned vehicles and/or buses or other – and any outside area

on school grounds within twenty-five (25) feet of any school property/boundary.

Classifications of Tobacco Containing Products Smoking is referenced as, but not limited to, actively lighting, smoking, inhaling, exhaling,

burning, and/or carrying a tobacco containing product such as cigars, cigarettes, and/or pipe

and/or any weed or plant for the purpose of smoking or distribution.. Secondhand smoke is classified into two categories: mainstream smoke - the mixture of smoke

given off by the burning end of tobacco products, and sidestream smoke being exhaled or smoke

from a burning tobacco product.

Smokeless tobacco is classified as tobacco containing product in bulk form such as Skoal or Copenhagen brands.

Persons Affected No person-employee (full-time, part-time, substitute), teacher, student, parent, vendor, employees

of contracted vendor, visitors, rental groups, citizens or others shall be allowed to use tobacco

containing products while in and/or on school facilities or school vehicles.

Smoke-Free School Act

In accordance with the State of Rhode Island General Laws Chapter 23-20.9-5 education facilities

must have at least one (1) Tobacco Free sign: “Tobacco-Free School – Tobacco Use Prohibited” affixed to the main school entrance.

Smoke-Free Public Place and Workplace Law Effective March 1, 2005 all public places and workplaces in Rhode Island are to ensure a smoke

free environment and signs are to be posted at every entrance-Rhode Island General Laws 23-

20.10-7.

Duplication of Signage

The Rhode Island Department of Health has determined that “There is no need to duplicate signage by adding the Public Health and Workplace Safety sign, as long as one or the other is

posted.”

Students Students who violate any part of the policy will be referred to the appropriate authority and shall

be disciplined in accordance with the Policy Manual for the program they attend.

Employees

Employees (refer to “Persons Affected”) who violate any part of the policy shall be disciplined as

follows:

First violation: Documented Verbal Warning

Second violation: Reprimand placed in employee’s file noting abuse of policy

Third violation: Suspension of up to three (3) days

Others

Others (refer to “Persons Affected”) who violate any part of the policy shall be addressed as follows:

First violation: Verbal request to stop smoking or use of tobacco products Second violation: Refusal to comply will result in the school department filing a written

report with the person in charge

Third violation: Person in charge will direct violator to leave the site. Non-compliance

hall result in request to have local law enforcement personnel intervene

Facility Use

All persons and/or organizations utilizing the school facilities must agree to abide by all school department policies, and any non-compliance will result in revocation of request(s).

Violations

Violations to policy are cumulative.

Penalties

State Law (§23-20-6.2) provides for fines of not less than $50.00 nor more than $500.00 per day which shall be assessed and recovered in a civil action brought by the attorney general in any

court of competent jurisdiction.

Public Place or Workplace Smoking Complaint Form

Verbal complaints may be filed by contacting the school building administrator, the

Superintendent’s office and/or the Rhode Island Department of Health at 401-222-3293.

Written complaints of non-compliance may be filed on the form provided by the Rhode Island Department of Health – Office of Environmental Health Risk Assessment, addressed to the

building administrator, Superintendent’s office and/or the Rhode Island Department of Health.

Website complaints may be filed by going to the Johnston Public Schools website forwarded to the appropriate administrator and/or the Rhode Island Department of Health

http://www.health.ri.gov/disease/tobacco .

http://www.health.ri.gov/disease/tobacco

Protection Against Recourse

The Johnston Public Schools will not violate any rights and/or take action against any person(s) who brings forward complaints relative to this Policy.

Severability

Rhode Island General Law Title 23 Health and Safety Chapter 23-20.6. If any section, subsection, sentence, clause, phrase, or portion of this chapter is for any reason held invalid or

unconstitutional by any court of competent jurisdiction, that portion shall be deemed a separate,

distinct, and independent provision and this holding shall not affect the validity of the of the remaining portions of this chapter.

Time Table of Implementation The Johnston Public Schools recognizes the importance of communication and dissemination of

information relative to the implementation of this policy.

The following time-line will be implemented:

January 1993-September 1994 Smoking cessation programs to be offered to employees September 1993 Posting of Tobacco-Free Policy

September 1993 Tobacco-free school district in effect -- Signs identifying

the Johnston Public Schools as a tobacco-free district will be posted

March 1, 2005 Compliance with Smoke-Free Public Place and

Workplace Law

Revision of Policy

Referral Assistance

Employees may obtain help utilizing EAP (Employee Assistance Program) as a referral agency. If an employee is referred to EAP by the Employer, the employee may be required to participate

in the program(s) referred to.

Tobacco-Use Cessation Programs: Cessation programs and Assistance are available as follows:

Rhode Island Assistance Services Telephone: 1-800-445-1195

1-800-TRYTOSTOP Telephone: 1-800-879 86 78 TTY – 1-800-TDD (833) 1477

Spanish: 1-800-DEJALO 1-800-833-5256

http://www.trytostop.org Tri-Town Community Actions Telephone 401-351-2750

Rhode Island Department of Health Telephone 401-222-2231

TTY 711

Spanish: iYa No Fumo! 401-728-5920 Center of Disease Control www.cdc.gov/tobacco

http://www.trytostop.org/

http://www.cdc.gov/tobacco

Rules and Regulations Pertaining to Smoke-Free Public Places and Workplaces

[R23-20.10 SMOKE]

Public Place or Workplace Smoking Complaint Form

Date Filed:

I. FACILITY/LOCATION INFORMATION

A. Location/address of smoking violation. [Please provide facility name if known.]:

B. Source(s) of smoking violation. [Please check all that apply]:

______ Employee(s)/worker(s) ______ Customer(s)/visitor(s) ______ Unknown/not sure

______ Other (specify)

C. Date/time of smoking violation:

D. No Smoking or Smoking Prohibited signs were posted in or near the location of the smoking

violation:

______ Yes ______ No ______ Unknown/not sure

E. Please provide a brief description of smoking violation. Please include the name of any

supervisor/individual in charge that you spoke with concerning the smoking violation:

F. If this is a complaint about a smoking violation in your workplace, please also provide the

name/title/position and phone number (if known) of the official in charge of smoking policy for your

workplace:

Form NS-1 (January 2005)

Rules and Regulations Pertaining to Smoke-Free Public Places and Workplaces

[R23-20.10 SMOKE]

Public Place or Workplace Smoking Complaint Form Continued

II. COMPLAINANT INFORMATION

A. Please identify your status with regard to the location of the smoking violation:

______ Employee/worker ______ Customer ______ Visitor

______ Other (specify)

B. Name, signature, address and phone number of person making complaint:

Signature

Printed Name

Address

Phone Number Best time to call

C. Other name(s) and signature of complainants [OPTIONAL]:

SIGNATURE PRINTED NAME

Please return this form to:

Robert R. Vanderslice, Ph.D. Chief, Office of Environmental Health Risk Assessment

Rhode Island Department of Health

3 Capitol Hill, Room 201 Providence, RI 02908-5097

Form NS-1 (January 2005)

REFERENCES

Rules and Regulations for School Health Programs

Rhode Island General Laws R16-21-SCHO

Chapter 23-20.6 Smoking in Public Places Chapter 23-20.7 Workplace Smoking Pollution Control Act

Chapter 23-20.9 Smoking in Schools

State of Rhode Island General Laws

Title 23 Health and Safety Chapter 23-20.6 Smoking in Public Places

Section 23-20.6-1


Section 23-20.6-2


Section 23-20.6-3


Section 23-20.6-4

Title 23 Health and Safety Chapter 23-20.7 Workplace Smoking Pollution Control Act Section 23-20.7-1



Title 23 Health and Safety Chapter 23-20.9 Smoking in Schools

Section 23-20.9-4

Rhode Island Department of Health

Division of Disease Prevention & Control: Tobacco Control Program

Environmental Health Risk Assessment

Morris M. Bochner letter dated January 17, 2005 and response letter dated February 9, 2005.

Center for Disease Control

Environmental Protective Agency – Tools for Schools

File: GBL

PPEERRSSOONNNNEELL RREECCOORRDDSS


JFT Agreement

Local 808 Agreement

ADOPTED:

File: GBM

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Administrators

Any school department administrator with a complaint or grievance should bring the

matter to the attention of his immediate supervisor. If the issue is not resolved, the

administrator may appeal to the Superintendent and – ultimately – to the School

Committee.

ADOPTED:


Local 808 Agreement

File: GBN


DDRRUUGG && AALLCCOOHHOOLL--FFRREEEE WWOORRKKPPLLAACCEE PPOOLLIICCYY

Drug and/or alcohol use and abuse at the workplace or while on duty are subjects of immediate concern in our society. These problems are extremely complex and ones for which there are no easy solutions. From a safety perspective, the uses of drugs and/or alcohol may impair the well-being of students, other employees, and the public at large. Further, it may also result in damage to property. Therefore, it is the policy of the Johnston School Department that the unlawful manufacture, distribution, dispensation, possession, constructive possession, or use of a controlled substance and/or alcohol is prohibited in the workplace. Any employee(s) violating this policy will be subject to discipline up to and including termination. An employee may also be discharged or otherwise disciplined for a conviction involving illicit drug and/or alcohol behavior regardless of whether the employee’s conduct occurred during working hours. Definitions “constructive possession” means knowledge of the presence of an illicit drug or alcohol coupled with an intent to exercise control over the illicit drug or alcohol. Proof of knowledge of the item and the employee’s intent to exercise control over the item may be inferred from the totality of the circumstances. “controlled substance” means any drug listed in 21 U.S.C. §812, including, but not limited to: Marijuana, Heroin, Morphine, Cocaine, Codeine, Opium additives, LSD, DMT, STP, Amphetamines, Methamphetamines and Barbiturates. “conviction” means a finding of guilt (including a plea of nolo contendere) or the imposition of a sentence, or both, by any judicial body charged with the responsibility to determine violations of the Federal or State criminal drug statutes. “criminal drug statute” means a criminal statute involving manufacture, distribution, dispensation, use, or possession of any controlled substance. “substance abuse professional” means a licensed physician with knowledge and clinical experience in the diagnosis and treatment of drug related disorders, a licensed or certified psychologist, social worker, or EAP professional with like knowledge, or a substance abuse counselor certified by the National Association of Alcohol and Drug Abuse Counselors, all of whom shall be licensed in Rhode Island. Regulations 1. Any employee who, without lawful authority, is found in possession or constructive

possession of or gives or in any way transfers a controlled substance to another person,

including students, other employees, and/or members of the public, or sells or

manufactures a controlled substance, regardless of whether the employee is on or off of the

premises of the Johnston School Department, will be subject to discipline up to and

including termination.

2. Each employee is required by law to inform the Johnston School Department of any

conviction for violation of any federal or state criminal drug statute within five (5) days of

the conviction. The Johnston School Department must notify the appropriate Federal

granting source of a conviction within ten (10) days of receiving notice from the employee

or otherwise receiving actual notice of such a conviction.

3. If an employee is convicted of violating any criminal drug statute, he/she will be subject to

discipline up to and including termination or required to submit to drug testing consistent

with §28-6.5-1 of the Rhode Island General Laws.

4. In accordance with §28-6.5-1, the Johnston School Department may require that an

employee submit to a drug test if the Department has reasonable grounds to believe, based

on specific aspects of the employee’s job performance and specific contemporaneous

observations such as the employee’s appearance, behavior, or speech, that the employee’s

use of controlled substances and/or alcohol is impairing his or her ability to perform his or

her job.

5. If the Johnston School Department determines that an employee shall submit to drug

testing, that employee may provide the test sample in private, outside the presence of any

person. The employee shall submit to a drug test at a federally certified laboratory selected

by the Johnston School Department, at the expense of the Johnston School Department.

6. Positive tests of urine, blood or any other bodily fluid or tissue must be confirmed by a

federally certified laboratory by means of gas chromatography/mass spectrometry or

technology recognized as being at least as scientifically accurate. The Johnston School

Department will provide the employee with the opportunity to have the sample tested or

evaluated by an individual testing facility. The employee will be provided with a reasonable

opportunity to rebut or explain the results.

7. In accordance with Title 28 Chapter 6.5 of the Rhode Island General Laws, employees testing

positive are not terminated for their first offense, but instead, will be referred to a

substance abuse professional for assistance. Additional testing will be required in

conjunction with this referral and any employee whose testing indicates any continued use

of controlled substances despite treatment may be terminated.

8. The Johnston School Department will keep the results of any test confidential, except for

disclosing the results of a “positive” test only to other employees with a job-related need to

know.

JOHNSTON SCHOOL DEPARTMENT DRUG AND ALCOHOL-FREE WORKPLACE POLICY

ACKNOWLEDGMENT I, _________________________________, an employee of the Johnston School Department,

hereby acknowledge that I have received a copy of the Department’s policy regarding the

maintenance of a drug and alcohol-free workplace. I have been informed that the unlawful

possession, manufacture, distribution, dispensation, or use of a controlled substance and/or

alcohol is prohibited. (This includes, but is not limited to such drugs as Marijuana, Heroin,

Morphine, Cocaine, PCP, and crack, and may also include legal drugs which may be prescribed

by a licensed physician, if they are abused.) I acknowledge that I must report to work in a fit

condition to perform my duties. Violation of this policy makes me subject to discipline up to and

including termination. As a condition of employment, I must abide by the terms of this policy

and I will report to the employer any criminal drug conviction no later than five (5) days after

such conviction. I realize that Federal law mandates the employer to communicate this

conviction to the appropriate Federal agency under certain circumstances. I also understand

that my employer, the Johnston School Department, may require me to submit to drug testing if

there exists reasonable, articulable grounds to believe that the use of controlled substances

and/or alcohol is impairing my ability to perform my job.

In accordance with the drug and alcohol-free workplace policy, I certify that as a condition of my

employment, I do not currently use any illegal drugs.

APPLICANT NAME (PLEASE PRINT CLEARLY) APPLICANT SIGNATURE DATE


CELLULAR TELEPHONES AND PAGING DEVICES

The Johnston School Department recognizes that cellular telephones hold no educational value and are disruptive to the learning environment. Therefore, students are prohibited from operating cellular telephones, including, but not limited to the use of the text messaging, video recording, and photographing functions, on school property during school hours. Cellular phones must be concealed and powered completely off during school hours. This prohibition on the use of cellular phones shall also apply while students are passengers on the school buses en route to, and on the way home from school, and while participating in field trips. Communication with parents and/or guardians must be facilitated through the school’s main office. Additionally, pursuant to Rhode Island General Laws Section 16-21.2.11, any student enrolled in any secondary or elementary school shall be prohibited from carrying, possessing, or using a paging device of any kind, or a laser pointer of any kind, while on school property, unless the student has the written consent of the principal. Failure to adhere to these regulations will result in confiscation of the device. For a student’s first offense, the device will be confiscated by an administrator and returned at the end of the day. For the second and each subsequent offense, the device will be confiscated by an administrator and returned only to a parent, after a scheduled parent conference has occurred. The Johnston School Department is not responsible for theft, loss, or damage of any cellular telephone or paging device, nor will the Department be held responsible for the unauthorized use of any cellular phone.

File: GBO JOHNSTON SCHOOL DEPARTMENT

HARASSMENT POLICY

STATEMENT OF PHILOSOPHY The Johnston School Department is committed to maintaining an educational atmosphere in which each and every individual can pursue scholastic achievement and personal fulfillment. It is the policy of the Johnston School Department that no student or employee of the Johnston School Department shall be subject to offensive or degrading remarks or conducts. Such behavior includes inappropriate remarks or conduct related to one’s race, color, creed, religion, national origin, sex, sexual orientation, marital status, disability, or age. It shall be a violation of this policy for any student, teacher, administrator, or other school personnel of the Johnston School Department to harass a student, teacher, administrator, or other school personnel through offensive conduct or communication of a sexual nature that has the effect of causing one discomfort, embarrassment or hurt. (For purposes of this policy, school personnel includes, school committee members, school employees, school bus drivers, volunteers, contractors, or persons subject to the supervision and control of the Johnston School Department). The Johnston School Department will act to investigate all written complaints of offensive behavior as defined by this policy, and to discipline or take action against any student, teacher, administrator, or other school personnel who is found after notice and an opportunity to be heard to have violated this policy. The purpose of this policy is to define harassment, establish appropriate standards of conduct, and set guidelines for recognizing and dealing with harassment. The Johnston School Department is committed to providing faculty, administration, staff and students with an environment in which they may pursue their careers and studies without being harassed.

HARASSMENT DEFINED A. Offensive behavior may include but is not limited to the following when related to a

person’s race, color, creed, religion, national origin, sex (gender), sexual orientation, marital status, disability, or age.

1. name calling, teasing, jokes, rumors, or other derogatory or dehumanizing

remarks; 2. pulling clothing; 3. graffiti; 4. notes or cartoons; 5. unwelcome touching of a person or clothing; 6. offensive or graphic posters, pictures, or book covers; or 7. any words or actions that would provoke feelings of discomfort,

embarrassment, or hurt to a reasonable person. B. Sexual harassment consists of unwelcome sexual advances, request for sexual favors,

sexually motivated physical conduct or other verbal or physical conduct or communication of a sexual nature.

The following are examples of inappropriate behavior:

1. Quid Pro Quo is a Latin term often used in law. Essentially it means, “You do

something for me and I’ll do something for you”. In familiar terms, it means sex-for-jobs. Quid Pro Quo can relate to an offer of promotion or an increase in salary in return for sexual favors. It can also emerge as a threat of retaliation. For example, Quid Pro Quo occurs if an individual threatens to withhold travel expenses or deny training requests because an employee rejects a sexual request. One critical aspect of Quid Pro Quo is that a single event constitutes a violation. If even one time any individual or teacher makes a sexual proposition that involves the employee’s job conditions, Quid Pro Quo harassment has occurred.

2. Sexual favoritism occurs when an applicant, student or employee receives

opportunities, benefits or grades as a result of submission to an individual’s sexual advances. In this circumstance, an employee or student who is having a consensual relationship with an individual may be given preferential treatment in the form of raises, promotion, grades or job conditions. Given this situation, any employee who is not receiving the same preferential treatment as the employee involved in the relationship, is the victim of Sexual Harassment.

3. Hostile Work Environment is the most prevalent form of Sexual Harassment.

It is also the most misunderstood. For practical purposes, any sexually oriented conduct or any sexually oriented atmosphere that is intimidating or offensive to a “reasonable woman” can be construed as a Hostile Work Environment. What makes Hostile Work Environment so confusing is that men and women often perceive the very same behavior in quite different manners. What one might consider innocuous, a victim may consider blatantly offensive. It’s important to

remember that courts tend to decide from the victim’s point of view or in the opinion of the “reasonably prudent person”.

Sexual harassment may include but is not limited to:

1. verbal harassment or abuse; 2. pressure for sexual activity; 3. sexually motivated or inappropriate patting, pinching, touching, or other

physical contact, other than reasonable and necessary restraint of students by teachers, administrators, or other school personnel to avoid harm to persons or property;

4. sexual behavior or words, including demands for sexual favors, accompanied by implied or overt promises of preferential treatment or grades with regard to an individual’s educational or employment status;

5. sexual behavior or words, including demands for sexual favors, accompanied by implied or overt threats concerning an individual’s education or employment status; or

6. behavior or words directed at an individual because of gender. C. Sexual violence is a physical act of aggression or force, or the threat of, that involves the

touching or threat of touching, of another’s intimate parts, or forcing or threat to force, a person to touch intimate parts. Intimate parts include the primary genital area, groin, inner thigh, buttocks or breast, as well as the clothing covering these areas.

Sexual violence may include, but is not limited to:

1. touching, patting, grabbing or pinching anther person’s intimate parts, whether

that person is of the same sex or the opposite sex; 2. coercing, forcing or attempting to coerce or force the touching of anyone’s

intimate parts; 3. coercing, forcing or attempting to coerce or force sexual intercourse or a sexual

act on another; or 4. threatening to force or coerce sexual acts, including the touching of intimate

parts or intercourse, on another. D. Assault is an act of physical violence or a threat of physical violence by a student or staff

member to another student or staff member. Assault may include but is not limited to:

1. an act done with intent to cause fear in another of immediate bodily harm or death;

2. the intentional infliction of or attempt to inflict bodily harm upon another; or 3. the threat to do bodily harm to another with present ability to carry out the

threat. E. Racial violence is a physical act of aggression or assault upon another, or the unwanted

touching or interference with another person’s property, (e.g., lockers, books, desk, papers) because of, or in a manner reasonably related to race.

F. Religious violence is a physical act of aggression or assault upon another, or the unwanted touching or interference with another person’s property, (e.g., lockers, books, papers) because of, or in a manner reasonably related to religion.

IF YOU BELIEVE YOU HAVE BEEN OR ARE BEING HARASSED:

1. Recognize that the Johnston School Department does not condone any harassment of any type.

2. Make it clear to the offending person(s) that you don’t welcome the behavior, it’s

not a “joke” or “just kidding around” to you and you want it to stop. Say “NO” firmly, tell the person(s) to stop harassing you. Do not apologize, you haven’t done anything wrong.

3. Take steps to prevent the person(s) from repeating the offense. Contact the school

principal or designee, a teacher, counselor, school nurse or supportive adult.

REPORTING PROCEDURES Any person who believes he/she has been subjected to or has been the victim of any behavior or conduct prohibited by this policy by a student, teacher, administrator, or other school personnel of the School District, or any person with knowledge of such conduct which may constitute behavior prohibited by this policy toward a student, teacher, administrator, or other school personnel should report the alleged acts immediately to an appropriate School District official designated by this policy. The School District requires the reporting party or complainant to use the report form available from the principal of each school or from the Superintendent’s office. Oral complaints will be considered and transcribed to written report form. Nothing in this policy shall prevent any person from reporting harassment or violence directly to the Human Rights Coordinator or to the Superintendent.

A. The School District shall designate a Human Rights Coordinator with the responsibility to oversee administration of these procedures and to monitor compliance. If the complaint involves the Human Rights Coordinator, the complaint shall be monitored directly by the Superintendent.

B. In each school, the principal or designee is the person responsible for receiving

reports of offensive behavior or conduct, including religious, racial and sexual harassment or violence at the school level. Any school personnel who receive a report of offensive behavior or conduct shall inform the school principal or designee immediately. If the complaint involves the school principal, the complaint shall be made or filed directly with the Human Rights Coordinator, who will assume responsibility for the investigation.

C. A good faith complaint or report of offensive behavior or conduct, including

religious, racial and sexual harassment or violence will not affect the complainant’s or reporter’s grades, activities, future employment, or work assignments.

D. A willful filing of a false report will constitute grounds for disciplinary action.

E. The School District will respect the privacy of the complainant(s), the individual(s)

against whom the complaint is filed, and the witnesses as much as possible, consistent with the School District’s legal obligations to investigate, to take appropriate action and to conform with any discovery or disclosure obligations.

F. A written report of all complaints of offensive behavior or conduct, including

religious, racial and sexual harassment or violence, and their disposition must be made to the Human Rights Coordinator within ten (10) days of the complaint.

INFRASTRUCTURE

student to student to teacher/ teacher/staff to administrator student staff/administrator teacher/staff to teacher/staff Johnston Federation of Teachers/ Local 808 Students as Mediators Guidance Counselor Special Services school principal and/or designee School Nurse Trusted teacher/staff

Human Resource Coordinator

Superintendent

Alternatives:

RI Commission for Human Rights 277-2661

Advisory Committee on Women in RI 457-1802

Equal Opportunity Office 277-3090

RI Working Women 941-4530

RI Rape Crisis Center 421-4100

Office of Civil Rights (617) 223-9677

HARASSMENT REPORT FORM The Johnston Public School District is committed to maintaining an educational atmosphere in which each and every individual can pursue scholastic achievement and personal fulfillment. It is the policy of our school department that no student or employee be subject to offensive or degrading remarks or conduct related to race, color, creed, religion, national origin, sex, sexual orientation, marital status, disability, or age. Complainant Home Address Work Address Home Phone Work Phone Date and Time of Alleged Incident(s) Name of person(s) you believe harassed you List any witnesses that were present Where did the incident(s) occur?

Describe the incident(s) as clearly as possible, including such things as: what force, if any, was used; any verbal statements (i.e. threats, requests, demands, etc.); what, it any physical contact was involved; what did you do to avoid the situation, etc. (attach additional pages if necessary)

This complaint is filed based on my honest belief that has harassed me. I hereby certify that the information I have provided in this complaint is true, correct and complete to the best of my knowledge and belief. ___________________________________________________ ______________________________ SIGNATURE DATE

Received by_________________________________________ ______________________________ DATE RECEIVED

COMPLAINT INVESTIGATION An investigation will begin upon receipt of a written report or complaint alleging offensive behavior or conduct. If warranted by the circumstances of the complaint, the Human Rights Coordinator may assist the school with the investigation; may assume responsibility for the investigation; or may authorize an investigation by a third party who shall report to the Human Rights Coordinator. The investigation may consist of a personal interview with the complainant(s), the individual(s) against whom the complaint is filed, and others who may have knowledge or the alleged incident(s) or circumstances giving rise to the complaint. The investigation may also consist of any other methods and documents deemed pertinent by the investigator. In determining whether alleged conduct constitutes a violation of this policy, the School District shall consider the surrounding circumstances, the nature of the behavior, past incidents or past or continuing patterns of behavior, the relationship between the parties involved and the context in which the alleged incidents occurred. Whether a particular action or incident constitutes a violation of this policy requires a determination based on all the facts and surrounding circumstances. In addition, the School District may take immediate steps to protect the complainant(s), students, teachers, administrators or other school personnel pending completion of an investigation of alleged offensive behavior or conduct, including religious, racial, or sexual harassment or violence. The investigation will be completed as soon as practicable, and a report will be filed with the Human Rights Coordinator within ten (10) days of completion of the investigation. The Human Rights Coordinator will give monthly reports to the Superintendent on the status and outcome of complaints. If a complaint involves the Superintendent, a complete investigation and report from the Human Rights Coordinator shall be reported to the School Committee Chair. This report(s) will include a determination of whether the allegations have been substantiated as factual and whether they appear to be violations of this policy. Failure to investigate a complaint as provided herein or to forward a report to the Human Rights Coordinator will result in disciplinary action. CORRECTIVE ACTION Upon completion of an investigation and substantiation of a violation of this policy, the School District will take appropriate corrective action. Such action may include, but is not limited to, an apology, direction to stop the offensive behavior, counseling or training, warning, suspension, exclusion, expulsion, transfer, repudiation, termination or discharge. School District action taken for violation of this policy will be consistent with requirements of applicable collective bargaining agreement, Rhode Island and federal law and School District policies.

The result, but not the School’s investigative report, notes, witness statements or personnel records of the School District’s investigation of each complaint filed under these procedures, will

be reported in writing to the complainant by the School District in accordance with state and federal law. The charging or charged party may appeal the decision of the Human Rights Coordinator to the Superintendent for review. In the event the Superintendent concludes that the findings of the Human Rights Coordinator are correct, he/she will inform the appealing party of his/her decision. If the Superintendent disagrees with the decision of the Human Rights Coordinator, he/she has the authority to reopen or continue the investigation and conclude with his/her own findings. REPRISAL The School District will discipline or take appropriate action against any student, teacher, administrator, or other school personnel who retaliates against any person who reports an alleged violation of this policy or any person who testifies, assists or participates in an investigation, or who testifies, assists or participates in a proceeding or hearing relating to such harassment or violence. Retaliation includes, but is not limited to, any form of intimidation, reprisal or harassment. RIGHT TO ALTERNATIVE COMPLAINT PROCEDURES These procedures do not deny the right of any individual to pursue other avenues of recourse, which may include filing charges with the Rhode Island Department of Human Rights, initiating civil action or seeking redress under state criminal statues and/or federal law. RESPONSIBILITIES All students, teachers, administrators and other school personnel of the Johnston Public School District are responsible for creating an environment that is free of harassment and other offensive behaviors, and for conducting themselves in a manner consistent with the spirit and intent of this policy. Principals and other administrators are responsible to ensure that this policy is available in each classroom, school office, and other appropriate student/employee work areas, and that it is referred to in each school’s student handbook. The notice shall be posted at a location to be determined by the Administration. The posting shall include the name, mailing address, and telephone number of the school principal or designee, as well as the name, address, and telephone number of the Human Rights Coordinator. Teachers and administrators will make a concerted effort to establish and maintain a climate that encourages students and employees to communicate questions and concerns about offensive behaviors, including religious, racial and sexual harassment and violence; to recognize and intervene on incidents of harassment and violence; and to take immediate corrective action to eliminate incidents of religious, racial and sexual harassment and violence.

File: GCA

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All professional positions in the school system will be established initially by the School

Committee. The School committee then delegates to the Superintendent the task of creating

a job description in harmony with state law and regulations.

A comprehensive set of job descriptions, clearly setting forth for each position the

qualifications and responsibilities accruing to it, will be on file in the central office. Each

employee will be given a copy of his/her job description.

ADOPTED:

LEGAL REF.: 16-11-1 through 16-11-5

16-11.1-1

16-12-9

16-60-4, 16-60-6


Local 808 Agreement

CROSS REF.: GBA, Equal Opportunity Employment

File: GCB

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Professional (certified) personnel other than the Superintendent employed by the School

committee will work under the terms of a contract not to exceed three (3) years.

For the purpose of setting teacher salaries and those of other certified personnel who are

members of the teachers’ negotiating unit, the Committee will negotiate with the group duly

chosen under the provisions of labor law by the teachers of the Johnston Federation of

Teachers. The unit chosen by the teachers and recognized by the Committee is the

Johnston Federation of Teachers Education Association.

The agreement between the Committee and the teachers’ group will have the force of

Committee policy and will prevail over other policy or individual contracts in case of any

conflict in terms or provisions.

Administrators will be employed in accordance with the terms of the annual administrative

pay plan adopted by the Committee. It is the policy of the Committee to provide for its

administrators a salary level that is in keeping with their responsibilities and in proper

relation to teacher salaries.

ADOPTED:

LEGAL REF.: 16-12-5

16-13-1 through 16-13-4

Title 28 of the Rhode Island General Laws

CROSS REF.: GCB subcodes (all relate to professional personnel Compensation

and benefits)

GCE, Part-Time and Substitute Professional Stuff Employment

Section H, Negotiations

File: GCBA

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The School Committee will endeavor to maintain pay schedules for certified employees that

will attract and hold able professionals for the schools.

Teachers’ Salary Scale

The salary schedule for teachers and other members of the professional staff negotiating

unit will be determined through negotiations between the Committee and the unit, subject

to state law provisions for salary scales. In order for an employee to receive one year’s

credit on the salary schedule, he/she must have taught for at least 135 days in a given school

year. Years of prior service will be evaluated by the Committee in determining initial

placement of a teacher on the schedule.

Advanced degree credit will be granted in accordance with provisions of the current

negotiated agreement and regulations of the school department.

Administrators’ Salary Scale

1. Any first year administrator will receive a one-year contract.

2. In order to progress within the range, an administrator must receive proficiency or

better on his/her annual evaluation. A below-average evaluation shall result in the

administrator’s salary being frozen at the same position as the previous year and/or

possible dismissal at the discretion of the Superintendent and the School Committee.

3. Ad administrator may be transferred at the recommendation of the Superintendent and

approval of the School Committee.

4. Administrative salaries may be adjusted by the Committee in recognition of significant

change in duties for any administrator, or for just cause.

5. All system-wide administrators, including principals, shall be evaluated by the

Superintendent and/or his/her designee using an evaluation document approved by the

School Committee.

6. The Superintendent serves as an appeal officer for any administrator who wishes to

appeal his evaluation if the Superintendent has not evaluated that person. The School

Committee will serve as appeal officer for all other administrators.

7. Salary increases will be determined annually.

ADOPTED:

LEGAL REF.: 16-7-29

File: GCBA-R

PPRROOFFEESSSSIIOONNAALL SSTTAAFFFF SSAALLAARRYY SSCCHHEEDDUULLEESS

Advanced Degree Credit

A teacher who becomes a candidate for a master’s degree will inform the Superintendent in

writing of his acceptance as a candidate, including the name of the institution and a

tentative area of emphasis. The candidate will keep the Superintendent informed of

progress, including the courses taken and those tentatively scheduled for the future. The

candidate will inform the Superintendent in writing of the probable award of the degree in

December of the year prior to the date of award. Final application will be accompanied by

a transcript of the courses taken in the advanced program. Teachers who are planning to

apply for allowance for 15 or 30 hours credit beyond the master’s degree will inform the

Superintendent in writing in December of the year prior to completion of the number of

hours. Transcripts of credits claimed will be submitted with the final application for the

allowance. No allowance will be made for courses taken at an institution whose courses are

not accepted for certification by the Rhode Island State Department of Education.

ADOPTED:

File: GCBB

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For a variety of extra duties performed by certified staff members such as curriculum

development, heading a department, coaching and extracurricular advisory positions, or

substituting for a colleague during a teacher’s preparation period, the School Committee

may determine extra compensation rates.

All additional compensation assignments approved by the Committee will be subject to

posting and appointment by the Committee on the recommendation of the Superintendent.

Persons serving full-time in administrative positions ordinarily will not be eligible for

extracurricular positions, since it is expected that the time required for such assignments

could conflict with administrative duties; nor may any individual hold two head coaching

and/or advisor positions or a combination of head coach, assistant coach, advisor and/or co-

advisor in more than three positions in a given school year, without prior approval of the

School Committee.

Any individual appointed to a coaching position must possess state certification as a coach,

a copy of which will be maintained on file. Further, all coaches including any currently

employed, must maintain and present evidence of current certification in CPR and first aid.

Such certification will be considered a prerequisite for employment as a coach.

ADOPTED:

LEGAL REF.: 16-11.1-1

File: GCBC

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Fringe benefits, such as life and health insurance, annuities, tuition aid, travel

reimbursement, etc., will be provided members of the teachers’ negotiating unit on the basis

of terms in the current negotiated agreement. Retirement and pension allowances will be

determined under the provisions of state law. Itinerant teachers receive an allowance for

travel time.

Administrators will be given at least the same benefits as those extended to members of the

teaching staff. The following benefits will be made available to all employees:

1. A health care plan, Plan 65, will be provided to those who have been included in

school system coverage upon reaching the age of 65, if the individual is eligible for

Medicare. If not eligible for Medicare, individuals will be continued on the plan

currently in effect for the Johnston School District.

2. Those people already in retirement will receive the benefits extended to all

employees with the exception of those people already covered under Plan 65.

ADOPTED:

LEGAL REF.: 16-7-19.1

Chapter 15 of Title 16, generally



Local 808 Agreement

File: GCBD

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Certified personnel are expected to be present for duty during the days and hours set by the

Committee and in keeping with the current agreement between the Committee and the

teachers’ unit, for members of the unit. Administrators will keep the hours required by

their assigned duties.

Leaves and absences available to teaching personnel will be those established in the

negotiated agreement; administrators will have at least the same amounts.

Absences other than those permitted by negotiated agreement or policy, unless specifically

authorized by the Superintendent, will be subject to the Committee’s policy on payroll

deduction for absence from work and to the following:

1. A teacher who is absent from school without prior permission from the

Superintendent (except in cases of very great emergency, when immediate notice

must be given the principal) will forfeit his situation. His place may be declared

vacant and filled accordingly.

2. No teacher will allow any person to occupy his place in any of the schools without

permission from the Superintendent. Any teacher absent from duty will report

promptly to the Superintendent the cause of such absence and its probable duration.

ADOPTED:


Local 808 Agreement

CROSS REF.: DLB, Salary Deductions

GCJ, Professional Staff Time Schedules

IC/ICA, School Year/School Calendar

File: GCBD-R

PPRROOFFEESSSSIIOONNAALL SSTTAAFFFF LLEEAAVVEESS AANNDD AABBSSEENNCCEESS

Administrators

All absences – vacations, sick time, personal days, professional leave, etc. – will be duly

recorded by the Superintendent’s office upon receipt of absentee slips submitted by the

administrator in question. All absentee slips will be submitted by the administrator prior to

conferences and vacations and no later than the day following the return to the building on

occasions of personal leave or illness.

ADOPTED:

LEGAL REF.: JFT Agreement

Local 808 Agreement

CROSS REF.: DLB, Salary Deductions

File: GCBE

PPRROOFFEESSSSIIOONNAALL SSTTAAFFFF VVAACCAATTIIOONNSS AANNDD HHOOLLIIDDAAYYSS

Vacations

Professional personnel who are employed on a twelve-month cycle are entitles to vacation

per annum. Vacations for these employees will be scheduled in advance with the approval

of the Superintendent.

Holidays

Twelve-month administrators will be entitled to the same paid holidays as year round

employees.

ADOPTED:


CROSS REF.: IC/ICA, School Year/School Calendar

File: GCCA

PPRROOFFEESSSSIIOONNAALL SSTTAAFFFF RREECCRRUUIITTIINNGG//

PPOOSSTTIINNGG OOFF PPRROOFFEESSSSIIOONNAALL SSTTAAFFFF VVAACCAANNCCIIEESS

All vacancies for certified staff positions will be posted in compliance with the negotiated

agreement between the School Committee and the teachers’ bargaining unit.

All administrative vacancies will be advertised in newspapers having local and statewide

circulation and may, at the Committee’s discretion, be given further advertisement.

Applications for employment will be kept on file for one fiscal year only (July 1 – June 30)

unless the applicant requests to keep the application active for a second year.

ADOPTED:


CROSS REF.: GCD, Professional Staff Hiring

File: GCD

PPRROOFFEESSSSIIOONNAALL SSTTAAFFFF HHIIRRIINNGG

Teachers and other professional employees of the School Committee will be appointed by

majority vote of the full School Committee acting on the recommendation of the

Superintendent.

Only persons properly certified and Highly Qualified by the State will be appointed, and

only to those positions for which they hold certification.

The Superintendent will have the authority to contract with teachers for first appointment,

subject to confirmation by the School Committee at its next regular meeting.

ADOPTED:

LEGAL REF.: 16-2-18

16-11-1 through 16-11-5

16-60-4, 16-60-6


GBE, Staff Health and Safety

GCB, Professional Staff Contracts and Compensation Plans

GCG, Professional Staff Probation and Tenure

GCI, Professional Staff Assignments and Transfers

File: GCD-R

PPRROOFFEESSSSIIOONNAALL SSTTAAFFFF HHIIRRIINNGG

The following will be the hiring procedure for interviewing and recommending candidates

for employment:

1. Compliance with negotiated agreements on posting and filling of vacancies will

begin the process.

2. After the posting procedure and transfers, if any, have been complied with and

completed, active applications of qualified candidates on file will be reviewed by the

office of the Superintendent.

3. Qualified applicants will be interviewed by any two of the following: principal, vice-

principal, director, department head; except that the principal or vice-principal in

whose building the vacancy exists must always be one of the two people interviewing

the applicants.

4. Each interviewer will submit to the Human Resources Coordinator: (1) a list of all

applicants interviewed, ranking the applicants in order of preference; and (2) an

interview report on all applicants, which should substantiate the ranking of

applicants. This will be checked that the applicants are compliant with our policies

and sent to the office of the Superintendent.

5. Should the ranking of applicants by the interviewers not be in agreement on the first

three candidates, the office of the Superintendent will interview the first and second

choices of each interviewer and make a recommendation based on these interviews.

Should the ranking of applicants by the interviewers be in agreement on the first

three candidates, the office of the Superintendent may interview the first choice

prior to making a recommendation.

6. The Superintendent will present to the School Committee his/her recommendation

for the filling of the vacancy based on the procedure outlined above.

7. The Superintendent will, before he/she makes a recommendation, make available to

the Committee the applications, available transcripts, and placement papers of the

qualified candidates as well as lists of the qualified applicants interviewed and not

interviewed, with the supporting data outlined above.

ADOPTED:

File: GCE

SSUUBBSSTTIITTUUTTEE PPRROOFFEESSSSIIOONNAALL SSTTAAFFFF EEMMPPLLOOYYMMEENNTT

Qualified substitute teachers will be employed on a day-to-day basis as required. The

Superintendent may make appointments of replacement teachers (Long-Term Substitutes)

to fill vacancies occurring within the school year, subject to confirmation by the Committee

at the next regular meeting.

Substitute teachers will be paid at the current salary schedule confirmed by the Committee

on the Superintendent’s recommendation.

ADOPTED:

LEGAL REF.: 16-2-18

16-13-1

16-39-2


CROSS REF.: GCEA, Arrangements for Professional Staff Substitutes

File: GCEA

AARRRRAANNGGEEMMEENNTTSS FFOORR PPRROOFFEESSSSIIOONNAALL SSTTAAFFFF SSUUBBSSTTIITTUUTTEESS

Substitutes for professional staff members who are absent from duty are arranged through

our automated placement system, AESOP (Automated Educational Substitute OPerator).

ADOPTED:

File: GCEB

PPAARRTT--TTIIMMEE LLIICCEENNSSEEDD PPRROOFFEESSSSIIOONNAALL SSTTAAFFFF

The School Committee, acting on the recommendation of the Superintendent, will at its

June meeting appoint a physician and a dentist to provide needed services for the health of

students and staff in accordance with the General Laws of Rhode Island Relating to

Education (1988 Edition) §16-21-9, Health and dental examinations.

The exact services to be provided will be determined by individual contract between the

Committee and the provider, and in accordance with the terms of the approved job

descriptions for school physician and school dentist. Compensation will be that established

by the individual contracts and will cover all services provided to students in the public and

parochial schools of Johnston under the school health program. Payment will be made in

monthly installments, September through June. If the services of a dental hygienist

employed by the school dentist are also provided, compensation will be made at the same

time and in the same manner as to the dentist.

ADOPTED:

CROSS REF.:

File: GCG

PPRROOFFEESSSSIIOONNAALL SSTTAAFFFF PPRROOBBAATTIIOONN AANNDD TTEENNUURREE

Under Rhode Island law, teaching service is on the basis of an annual contract deemed to be

continuous unless the School Committee notifies the teacher before March 1st that his/her

employment will not be continued in the ensuing school year.

Teachers appointed for service for the first time will be subject to annual appointment until

three contract years of at least 135 teaching days each have been completed successfully.

Once appointed for the fourth year, the teacher is covered by the provisions of the state

tenure laws.

At a meeting prior to March 1st each year, the Committee will consider evaluation reports

by the Superintendent concerning the professional personal qualifications of each certified

staff member not yet on tenure. Such employees are considered probationary, under law,

and their reappointment will be subject to the Superintendent’s report that they have

performed well in their jobs and ought to be kept in the Committee’s employ.

If the Superintendent recommends and the Committee concurs that the contract of a

probationary teacher should not be renewed for another year, the employee will be given

notice before the March 1st deadline and, at his/her request, will be given a statement of

cause of non-renewal. The teacher is also entitled to a hearing, under law.

Administrators are subject to the tenure laws as certified employees of the Committee, but

as administrators, they must be reappointed annually, subject to specific provisions for non-

renewal. An administrator who holds tenure as a teacher in the Johnston School District

must be allowed, on termination or resignation of his/her administrative post, to return to

his former status as a tenured teacher within the school system.

A teacher who has voluntarily resigned a tenured position in another Rhode Island school

system and is subsequently appointed to a teaching position in the Johnston School District

will be considered to remain under tenure unless notified to the contrary by March 1st of the

second school year in Johnston, as the law provides.

ADOPTED:

LEGAL REF.: 16-12.1-1 through 16-12.1-6

16-13-1 through 16-13-8

CROSS REF.: AFC, Evaluation of Professional Staff (Also GCN)

GCB, Professional Staff Contracts and Compensation Plans

GCD, Professional Staff Hiring

GCP, subcodes (all relate to termination)

File: GCH

PPRROOFFEESSSSIIOONNAALL SSTTAAFFFF SSEENNIIOORRIITTYY


JFT Agreement

ADOPTED:

File: GCI

PPRROOFFEESSSSIIOONNAALL SSTTAAFFFF AASSSSIIGGNNMMEENNTTSS AANNDD TTRRAANNSSFFEERRSS


JFT Agreement

ADOPTED:

File: GCJ

PPRROOFFEESSSSIIOONNAALL SSTTAAFFFF TTIIMMEE SSCCHHEEDDUULLEESS


16-12-7

JFT Agreement

GCBE, Professional Staff Vacations and Holidays

GCJ-R, Professional Staff Time Schedules (regulation)

IC/ICA, School Year/School Calendar

ADOPTED:

File: GCJ-R

PPRROOFFEESSSSIIOONNAALL SSTTAAFFFF TTIIMMEE SSCCHHEEDDUULLEESS

Work Year

The working year for the teaching staff will be set forth in accordance with the teachers’

contract and the Committee-approved school calendar. Additional staff days are a matter

of instructional program needs. Therefore, the determination to employ professional staff

for an extended year will be the responsibility of the Superintendent and the Committee.

The yearly schedule of all administrative personnel employed on a 12-month basis includes

all weekdays of the year with the exception of individual vacation periods, legal holidays,

and other holidays declared by the Committee for all school personnel.

Working Hours

The workday of teachers shall be as in accordance with the teachers’ contract.

Administrators and supervisory personnel are expected to observe a daily schedule

consonant with the hours that the central office is open, extending this by the time required

to discharge the responsibilities of their position.

The workday of all fulltime professional staff shall include a duty-free lunch period on

school premises except in those instances where on occasion the principal or Superintendent

may grant permission to leave the premises.

Teachers must be in their respective classrooms and have them open for the admission of

students at least fifteen (15) minutes before the specified time for beginning school. They

will remain in their classrooms fifteen (15) minutes after the close of the afternoon session,

unless excused by the principal.

ADOPTED:

LEGAL REF.: 16-12-7


File: GCK/GCKA/GCKB

PPRROOFFEESSSSIIOONNAALL SSTTAAFFFF WWOORRKKLLOOAADD//EEXXTTRRAA DDUUTTYY//MMEEEETTIINNGGSS


JFT Agreement

ADOPTED:

File: GCL/GCLA

PPRROOFFEESSSSIIOONNAALL SSTTAAFFFF DDEEVVEELLOOPPMMEENNTT OOPPPPOORRTTUUNNIITTIIEESS

VVIISSIITTAATTIIOONNSS AANNDD CCOONNFFEERREENNCCEESS


JFT Agreement

GCBD-R, Professional Staff Leaves and Absences (regulations)

ADOPTED:

File: GCN (Also AFC)

EEVVAALLUUAATTIIOONN OOFF PPRROOFFEESSSSIIOONNAALL SSTTAAFFFF

((AADDMMIINNIISSTTRRAATTOORRSS))

All system-wide administrators, including principals, will be evaluated annually in writing

by the Superintendent and/or his/her designee in accordance with the procedure approved

by the School Committee.

All other administrators will be evaluated by their immediate supervisors, as illustrated by

the most current administrative organizational chart. The Superintendent will serve as

appeal officer for any administrator who wishes to appeal his/her evaluation.

ADOPTED:

CROSS REF.: GCBA, Professional Staff Salary Schedules

ADMINISTRATOR EVALUATION FORM NAME: DATE: JOB RESPONSIBILITIES

STANDARD #1: An administrator is an educational leader who promotes the success of all students facilitating the development, articulation, implementation, and stewardship of a vision of learning that is shared and supported by the school community.

Sample Performance Indicators 1. Sets priorities in the context of improving student achievement. 2. Articulates and promotes high expectations for teaching and student learning. 3. Aligns the educational programs, plans, and actions to the district’s vision and goals for student learning. 4. Creates symbols, ceremonies, and activities that support the vision and mission of the district. 5. Develops communication strategies to inform stakeholders of progress towards the vision and mission of

the district.

Supporting Evidence: Summary Rating:

STANDARD #2: An administrator is an educational leader who promotes the success of all students by advocating, nurturing, and sustaining a school culture and instructional program conducive to student learning and staff professional development. Sample Performance Indicators 1. Provides leadership for assessing, developing, and improving school environment and culture. 2. Recruits, interviews and recommends teachers and staff to support quality instruction. 3. Provides leadership, encouragement, opportunities, and structure for all staff to continually design more

effective teaching and learning experiences for all students. 4. Evaluates staff and provides direction for improving instruction. 5. Develops and supports professional development of staff to improve student learning. 6. Demonstrates awareness of professional issues and developments in education. 7. Develops and revises as needed his/her own professional development plan for continued improved

performance.


STANDARD #3: An administrator is an educational leader who promotes the success of all students by ensuring management of the organization, operations, and resources for a safe, efficient, and effective learning environment.

Sample Performance Indicators

1. Operational procedures are designed and managed to maximize opportunities for successful learning. 2. Effectively manages board policies and procedures. 3. Demonstrates effective communication skills with a variety of stakeholders in the operation of the school. 4. Addresses problems in a timely manner. 5. Manages fiscal resources of the school responsibly, efficiently, and effectively. 6. Works to assure the school plant, equipment, and support systems operate safely, efficiently, and

effectively.


STANDARD #4: An administrator is an educational leader who promotes the success of all students by collaborating with families and community members, responding to diverse community interests and needs, and mobilizing community resources.


1. Engages the community to create shared responsibility for student and school success. 2. Promotes and supports parent/student/community involvement in the school. 3. Shares leadership and decision-making. 4. Connects students and families to the health, human, and social services they need to stay focused on

learning.


STANDARD #5: An administrator is an educational leader who promotes the success of all students by acting with integrity, fairness, and in an ethical manner.


1. Demonstrates ethical, trustworthy, and professional behavior. 2. Demonstrates values, beliefs, and attitudes that inspire others to high levels of performance. 3. Treats people fairly, equitably, and with dignity and respect. 4. Applies policies and procedures in a fair and equitable manner. 5. Demonstrates appreciation for and sensitivity to the diversity in the school community.


STANDARD #6: An administrator is an educational leader who promotes the success of all students by understanding, responding to, and influencing the larger political, social, economic, legal, and cultural context.


1. Serves as an effective spokesperson for the welfare of all members of the learning community. 2. Promotes respect for diversity in the school and community environment. 3. Engages in dialogue with other decision-makers to improve teaching and learning. 4. Communicates clearly to the community about building/district issues and performances. 5. Provides leadership through assisting in the development of mutual expectations, procedures for working

together, and formulating district policies. 6. Knows and supports the building/district school improvement plan and accurately interprets and reports

progress on goals.


*Principal Signature: Date: Evaluation Period: , 20 to , 20 *Superintendent/ Designee Signature: Date: NOTE:

* Signatures indicate the information related to this evaluation has been discussed. Signatures do not imply agreement or disagreement.

File: GCN-1 (Also AFC-1)

EEVVAALLUUAATTIIOONN OOFF PPRROOFFEESSSSIIOONNAALL SSTTAAFFFF

((TTEEAACCHHEERRSS))

The purpose of Johnston’s personnel evaluation system will be to provide a means by which

all personnel may be afforded the opportunity to improve professionally. We consider

evaluation to be an ongoing activity designed to improve job performance, not to be limited

to one or two conferences aimed at merely finding fault. Evaluation used in a positive

manner will be worthwhile, leading to professional growth, increased efficiency in

completing activities, greater success with individual and organizational goals, and

increased educational benefits to the youth of Johnston.

We believe that a system of personnel evaluation should attempt to improve the

effectiveness of people. Since people ultimately determine the success of failure of any

program, this process becomes critically important. As a result of the evaluation system,

information will be provided which will encourage the development of relevant programs

aimed at enhancing professional growth, the improvement of people within the

organization, and the overall educational process.

Consistent with this expression of purpose, the School Committee has adopted the

accompanying policy and approved the accompanying regulations regarding personnel

evaluation. The Committee’s promises are that:

1. Teachers constantly strive to update and improve their teaching techniques.

2. Assistance is often required in the process of attaining excellence.

3. Supervision is carried out as a cooperative venture.

4. Evaluation reaches beyond the classroom to include attitudes, parent and

community relationships, and personal characteristics.

The appraisal system was designed and will be monitored to improve instructional

programs through increased effectiveness of the educators. From this data, future planning

can be done that will lead to improvement. The improvement of classroom instruction is

the prime objective of the evaluation policy and procedures.

ADOPTED:


File: GCO

PPRROOFFEESSSSIIOONNAALL SSTTAAFFFF PPRROOMMOOTTIIOONNSS


16-2-18

JFT Agreement

GCC/GCCA, Professional Staff Recruiting /Posting of Professional Staff

Vacancies

ADOPTED:

File: GCPA

RREEDDUUCCTTIIOONN IINN PPRROOFFEESSSSIIOONNAALL SSTTAAFFFF WWOORRKK FFOORRCCEE

When declining enrollments or insufficient state or federal funding force the curtailment of

instructional programs, it may be necessary for the Committee to lay off members of the

teaching staff. Layoffs will be handled according to applicable law and decrees of the

Board of Regents.

ADOPTED:

LEGAL REF.: 16-13-6


CROSS REF.: GCG, Professional Staff Probation and Tenure

File: GCPB

RREESSIIGGNNAATTIIOONN OOFF PPRROOFFEESSSSIIOONNAALL SSTTAAFFFF MMEEMMBBEERRSS

Any certified employee may resign by submitting at least 30 days’ written notice at any time

except after June 15th

of any year, during which time – unless the contract has been

terminated by neutral consent or Committee action – the certified employee will accept

employment with no other school district in Rhode Island.

ADOPTED:

File: GCPC

RREETTIIRREEMMEENNTT OOFF PPRROOFFEESSSSIIOONNAALL SSTTAAFFFF MMEEMMBBEERRSS


16-7-19.1


ADOPTED:

File: GCPD

SSUUSSPPEENNSSIIOONN AANNDD DDIISSMMIISSSSAALL OOFF PPRROOFFEESSSSIIOONNAALL SSTTAAFFFF MMEEMMBBEERRSS

The suspension, dismissal, or non-renewal of any certified employee will be in accordance

with applicable state laws.

Established by law.

ADOPTED:

LEGAL REF.: 16-12.1-1 through 16-12.1-6

16-13-1 through 16-13-8


CROSS REF.: GCG, Professional Staff Probation and Tenure

GCPA, Reduction in Professional Staff Work Force

File: GCQAB

TTUUTTOORRIINNGG FFOORR PPAAYY

The law prohibits any teacher in the public schools from accepting any fee or gift for the

tutoring of any child regularly under his instruction, at any time other than the regular

summer vacation.

Established by law.

ADOPTED:

LEGAL REF.: 16-38-6

File: GCQAB


TUTORING POLICY

Teachers shall refrain from tutoring their own students.

All requests for tutoring will be submitted to the Assistant Superintendent/designee for approval. A doctor’s note must accompany the request and will be documented by the Assistant Superintendent/designee.

Students will only be tutored in four (4) areas and only one (1) hour/week in each discipline (e.g., Math – 1 hour, Science – 1 hour, Social Studies – 1 hour, English – 1 hour).

Tutoring is only for medical incidents that occur during the year that prevent the child from coming to school. Tutoring is only for a short term and must be reviewed by the Assistant Superintendent/designee each month. The objective is to have the child return to school as quickly as possible.

Tutoring will not be offered to students because they are failing a course or because they do not have enough credits to move onto the next level.

All requests for tutoring must come through the building level principal to the Assistant Superintendent. Tutoring is not guaranteed but will be based on medical documentation that the child is unable to attend school during school hours due to illness or accident.

Special Education students will follow the above format but the request and medical documentation will go to the Director of Special Services/designee.

If the request for tutoring is approved, the approval will be sent to the appropriate administrator who will post the jobs online.

Tutoring will take place immediately after school dismissal on an as needed basis and at an identified location:

High School 1:45-2:45PM Middle School 2:20-3:20PM Elementary Schools 3:40-4:40PM

A teacher may have more than one (1) pupil assigned to them but will only be paid the hourly rate. Tutoring will not be a one-on-one situation. At the high school and middle school level, content area certification is required.

Tutors are not allowed to tutor students during their scheduled work day, year, or while attending to any other school matters (e.g., meetings, interviews).

Tutors must use the approved curriculum and will be required to contact the child’s teacher for course work. Differentiated instruction will be used in the tutoring model.

Tutors must follow the proper protocols once approved to tutor: All tutoring forms will be available in the main office of all schools and the teacher

will be responsible to pick up all forms. The grade report form must be filled out in a timely manner and submitted to the

appropriate school prior to the end of the grade reporting period. Tutoring time sheets must be signed by a parent when picking up a child or the

building level principal in the respective school. All time sheets must be submitted by the 30th of each month. This form must be complete! Teacher name, student name, tutoring subject, date, time, and parent signature must be completed on this form before it is submitted to the Assistant Superintendent/designee or it will be sent back to the tutor for proper completion. Incomplete Special Education tutoring forms will be sent to the Director of Special Services.

All forms will be sent to the Assistant Superintendent/designee except for special education which will be sent to the Director of Special Services.

Tutors must submit a Request for Tutoring Assignment form to the Assistant Superintendent/designee. Special Education requests will be sent to the Director of Special Services.

All positions for tutoring shall be posted on the Johnston ListServ.

File: GCQB

IINNTTEERRNNEETT UUSSEE PPOOLLIICCYY

Johnston Public Schools is pleased to offer all students in our district access to Internet services. Access to the Internet will enable our students, faculty, and staff to explore thousands of libraries, databases, and educational sites throughout the world. Families should be warned that some materials accessible via the Internet might contain items that are illegal, defamatory, inaccurate, or potentially offensive to some people. While our intent is to make Internet access available to support educational goals and objectives, students may access other materials as well. Johnston Public Schools will make every effort to monitor student use of the Internet, which includes the district’s investment in a school-based filtering system, which we implemented in January 2000. This filtering system includes a daily live update from CyberPatrol, one of the pioneering filtering softwares in the country. We believe the benefits to our students from access to the Internet, in the form of information resources and opportunities for collaboration, exceed any disadvantages. Parents and guardians of minors are responsible for setting and conveying the standards their children should follow when using media and information services. Johnston Public School Department supports and respects each family’s right to decide whether or not to apply for access in our schools.

Students will be given the privilege to use the Internet along with the responsibility of using it properly by returning a completed “Internet Use Agreement” including a signature by a parent or guardian to his/her school principal. Access will be made available only during the hours that the school is open. Internet access is coordinated through a complex association of government agencies, as well as regional and state networks. The smooth operation of the network relies upon the proper conduct of those who use it. In general, this requires efficient, ethical, and legal utilization of the network resources, as well as adherence to school and county codes of conduct. If a user violates any of these provisions, his or her privilege to use the Internet will be terminated and future access could possibly be denied. In a case where codes of conduct or laws are broken, further consequences may follow. Johnston Public Schools will cooperate fully with local, state, or federal officials in any investigation concerning or relating to illegal activities conducted through Johnston Public Schools’ Network. The signature(s) at the end of this document are legally binding and indicate that the parties who signed have read the terms and conditions carefully and understand their content.

Responsibilities of Students Learn and follow the guidelines set forth in this Internet Use Policy. Return permission form signed by the student and a parent/guardian stating that they agree

that student will adhere to all guidelines and assume responsibility for their own actions. Report any Internet or network contacts that are defamatory, obscene, racially or sexually

oriented or which may contain illegal materials, to your teacher or principal.

Responsibilities of Staff Members It is expected that staff and faculty members in Johnston Public Schools will use the Internet for research and/or instructional purposes. Staff and faculty members should maintain the highest ethical behavior in using the Internet and faculty members should promote that behavior among students. Employee violations of the Internet Use Policy will be handled in accordance with law, school policy, or collective bargaining agreements, as applicable. Learn and follow the guidelines set forth in this Internet Use Policy. Make every attempt to maintain the curricular focus of Internet use by locating and

directing students toward educational sites on the Internet. Supervise student use. Ensure that all student users have signed permission slips from a parent/guardian. Model and provide instruction in the ethical and appropriate use of the Internet in a proper

school setting as provided in the following guidelines. Agree not to share access codes, accounts or passwords with any student. Report incidences of computer network misuse and abuse to the Information Services

Office.

Guidelines for Internet Use Johnston Public Schools’ networks are to be used in a responsible, efficient, and legal manner and must be in support of the educational goals and objectives of Johnston Public Schools and the State of Rhode Island. Transmission of any material in violation of any federal or state regulation is prohibited. All rules of the Johnston Public Schools’ Student Code of Conduct apply, but are not limited

to, the following:

Violating copyright laws. Sending or displaying offensive messages or pictures. Sending threatening, harassing, or obscene materials. Distributing materials for commercial purposes. Providing political or campaign information. Trespassing in another’s folders, works or files. Damaging computers, computer systems or computer networks.

Netiquette Rules. Users must abide by network etiquette rules:

Be polite. Use appropriate language. Swearing, using vulgarities, or any other abusive

language is inappropriate. Never reveal your personal address or telephone number or those of anyone

else. Never agree to meet with anyone with whom you have contacted over the

Internet without the express written consent of your parent/guardian. Never reveal credit or checking account information or social security number

across the Internet. Do not disrupt the use of the network. Do not attempt to gain unauthorized access to system programs or computer

equipment. Privileges. The use of the Internet at Johnston Public Schools is a privilege, not a

right. Inappropriate use will result in limitation or cancellation of user privileges and possible school disciplinary action.

Vandalism. Vandalism will result in cancellation of user privileges and school

disciplinary action. Vandalism is defined as any malicious attempt to harm or destroy equipment programs, and or data of anyone connected to the servers and/or the Internet. This includes, but is not limited to, uploading, creating, or transmitting computer viruses.

Security. Security on any computer system is a high priority, especially when the

system involves many users. Attempts to login to the system as any other user or to share a password will result in cancellation of user privileges. If a security problem is identified by you, notify the system administrator at your school. Do not demonstrate the problem to other users.

Privacy. System administrators may review files and communications to maintain

system integrity and insure that users are using the system responsibly. Disclaimer. Johnston Public Schools will not be responsible for any damages

suffered, including loss of data resulting from delays, non-deliveries, service interruptions, or inaccurate information.

Application & Signature: *** PLEASE RETURN THIS PAGE TO SCHOOL***

User: I understand and will abide by Johnston Public Schools’ Internet Use

Policy. I further understand that any violation of this policy may constitute disciplinary action or criminal offense.

User’s Full Name (Please Print) ______________________________________________ Home Street Address ______________________________________________________ City State_____ Home Phone ______ User’s Signature Date ______

Parent/Guardian: If you are under the age of 18, a parent/guardian must

also read and sign this agreement:

As the parent/guardian of this student, I have read the Internet Use Policy for Johnston Public Schools. I understand that this access is designed for educational purposes only. I also recognize that it is impossible to restrict access to all inappropriate materials and I will not hold Johnston Public Schools responsible for materials acquired on the network. I accept full responsibility for my child’s compliance with the Internet Use Policy and hereby give my permission for his/her use of Johnston Public Schools Network. Parent/Guardian Full Name (Please Print) ______________________________________ Parent/Guardian Signature Date

File: GCQB

EEMMPPLLOOYYEEEE CCOOMMPPUUTTEERR UUSSEE PPOOLLIICCYY

Purpose and Scope

Computer resources are extremely important to the operation and success of Johnston Public

Schools. The district requires all employees with computer access to use the computer systems

carefully and responsibly. This policy applies to all employees of the Johnston School District.

Computer Use

The Johnston School District’s computer systems, especially the Internet access and email

systems, promote access to information, rapid communication with other employees, fellow

educators, and families.

Computer systems, including electronic mail and Internet access, are District-owned resources

and are provided as tools for the educational mission of the schools. To ensure security do not

share User IDs and passwords and always log off or secure workstations when away from them.

Electronic Communications and Internet Use

Electronic communications systems access and use are intended for educational purposes.

However, the Johnston School District permits its employees incidental personal use of its email

and Internet systems subject to the following conditions and restrictions:

1. Personal use must be infrequent and must not:

Involve any prohibited activity (see below)

Interfere with the productivity of employees or their colleagues

Consume system resources or storage capacity on an ongoing basis

Involve large file transfers of otherwise deplete system resources available for

educationally related purposes

2. Employees should not have any expectations of privacy. Because email is not private,

employees should avoid sending personal messages that are sensitive or confidential.

3. Personal email communications should not give the impression that they are representing,

giving opinions, or otherwise making statements on behalf of the District. Where

appropriate, a disclaimer should be included. An appropriate

ADOPTED:

LEGAL REF.: 16-38-6

Malicious Code (Viruses)

Computer viruses are one of the most common threats from the Internet or other electronic

communications. Employees may unknowingly expose their computer or the network to these

problems when downloading information from these systems. All files downloaded from the

Internet, received from email outside the district, or brought in on transportable media will be scanned for malicious code using anti-virus software.

Deliberate attempts to degrade or disrupt system performance of the Johnston School District networks in any way including spreading viruses constitutes criminal activity under state and

federal law.

The District reserves the right to delete any information to protect itself from malicious code.

Monitoring

The District does filter Internet access and Internet activity may be logged. Employees should

have no expectation of privacy in any computer-related activities. System maintenance or

technical support activities may result in the viewing of messages.

Obscenity and Harassment

Users who receive threatening or unwelcome communications should bring them to the attention

of their supervisor or the Director of Technology immediately.

Violations

Violators of this policy are subject to discipline up to and including discharge. Additionally,

employees who use the Johnston School District assets, including computer systems, to engage in illegal or fraudulent activity may be subject to criminal prosecution.

System users have full responsibility for the use of their network, Internet and email account.

The Johnston School District employees have the responsibility to report possible violations on the part of other people using the Johnston School District network system.

ADOPTED:


CELLULAR TELEPHONES AND PAGING DEVICES

The Johnston School Department recognizes that cellular telephones hold no educational value and are disruptive to the learning environment. Therefore, students are prohibited from operating cellular telephones, including, but not limited to the use of the text messaging, video recording, and photographing functions, on school property during school hours. Cellular phones must be concealed and powered completely off during school hours. This prohibition on the use of cellular phones shall also apply while students are passengers on the school buses en route to, and on the way home from school, and while participating in field trips. Communication with parents and/or guardians must be facilitated through the school’s main office. Additionally, pursuant to Rhode Island General Laws Section 16-21.2.11, any student enrolled in any secondary or elementary school shall be prohibited from carrying, possessing, or using a paging device of any kind, or a laser pointer of any kind, while on school property, unless the student has the written consent of the principal. Failure to adhere to these regulations will result in confiscation of the device. For a student’s first offense, the device will be confiscated by an administrator and returned at the end of the day. For the second and each subsequent offense, the device will be confiscated by an administrator and returned only to a parent, after a scheduled parent conference has occurred. The Johnston School Department is not responsible for theft, loss, or damage of any cellular telephone or paging device, nor will the Department be held responsible for the unauthorized use of any cellular phone.

File: GCQD

EEMMPPLLOOYYEEEE DDRREESSSS CCOODDEE

All employees are expected to dress professionally and wear the Johnston School

Department identification badge. Men will wear closed-toe footwear; sweaters; tucked

dress shirts, collared shirts or turtlenecks; and are encouraged to wear ties. Women will

wear dresses; skirts; pant suits; slacks; blouses; blazers or sweaters. No employee will wear

short, low-cut, midriff-baring or tight clothing; jeans; sweatshirts; hats; shorts; T-shirts,

white athletic sneakers or flip-flops; warm-up suits; and other similar casual and athletic

attire, unless appropriate for the employee’s assignment. Those employees required to wear

uniforms must do so.

Dress-down days may be allowed with administrative permission. Proper dress-down

identification must be worn. Casual dress will be the norm for these days. Items prohibited

above may not be worn on dress-down days, with the exception of appropriate, well-kept

jean slacks, sneakers, and sweatshirts.

ADOPTED:

File: GD

SSUUPPPPOORRTT SSTTAAFFFF

NOTE: The term “support staff,” as used in this manual, refers to all employees of the

School Committee who work in positions that do not require state certification.

The GD series of policies pertains to the employment of these personnel,

including aides, clerks, and custodians.

Other policies pertaining to support personnel are included among the series

GB, which pertains generally to all school department employees.

ADOPTED:

File: GDA

SSUUPPPPOORRTT SSTTAAFFFF PPOOSSIITTIIOONNSS

This school system will employ qualified personnel in positions that function to support the

educational program. All such positions will be established initially by the School

Committee, with input from the Superintendent or his/her designee. The Superintendent

will develop a job description, in harmony with state law and regulations.

A comprehensive set of job descriptions, clearly setting forth for each position the

qualifications and responsibilities accruing to it, will be on file in the central office. Each

employee will be given a copy of his job description.

ADOPTED:

CONTRACT REF.: Local 808 Agreement


File: GDB

SSUUPPPPOORRTT SSTTAAFFFF CCOONNTTRRAACCTTSS AANNDD CCOOMMPPEENNSSAATTIIOONN PPLLAANNSS

For the purpose of negotiating wages and benefits with clerical, school aides, and custodial

staff, the School Committee has recognized the American Federation of State, County and

Municipal Employees, AFL-CIO. Agreements ratified between the Committee and the

Union have the full force of Committee policy.

ADOPTED:


CROSS REF.: GDB subcodes (all relate to support personnel compensation and

benefits)

GDG, Support Staff Probation and Tenure

Section H, Negotiations

File: GDBA

SSUUPPPPOORRTT SSTTAAFFFF SSAALLAARRYY SSCCHHEEDDUULLEESS

The School Committee will endeavor to maintain schedules of pay for support staff

classifications that will attract and hold qualified personnel as employees of the school

system.

Salary schedules will be subject to negotiations between the Committee and recognized

employee bargaining units. Each new employee will be placed at the appropriate

(classification) level on the salary scale at the time of initial employment. An employee must

have worked (including substituting) for a total of 135 days in a school year in order to

receive credit for a year’s service.

ADOPTED:


CROSS REF.: GCB, Support Staff Contracts and Compensation Plans

File: GDBB

SSUUPPPPOORRTT SSTTAAFFFF SSUUPPPPLLEEMMEENNTTAARRYY PPLLAANNSS


Local 808 Agreement

GCBB, Professional Staff Supplementary Pay Plan

GDBE, Support Staff Vacations and Holidays

GDJ, Support Staff Time Schedules

KG, Community Use of School Facilities

ADOPTED:

File: GDBC

SSUUPPPPOORRTT SSTTAAFFFF FFRRIINNGGEE BBEENNEEFFIITTSS

Fringe benefits, such as life and health insurance, will be provided by the School Committee

according to the terms of the agreements negotiated between the Committee and employee

bargaining units.

Non-certified personnel who are not members of the employee groups will receive at least

the same benefits as those negotiated for members. The attendance officer will be given

only the benefit of an allowance for the use of his personal vehicle on school business.

ADOPTED:


CROSS REF.: EEBB, Use of Private Vehicles on School Business

File: GDBE

SSUUPPPPOORRTT SSTTAAFFFF VVAACCAATTIIOONNSS AANNDD HHOOLLIIDDAAYYSS

The school system and its employees will observe the legal holidays of the state of Rhode

Island, as provided in the calendar adopted by the School Committee. Eligibility of

employees for paid holidays and vacations will be determined by the provisions of

negotiated agreements.

ADOPTED:



CROSS REF.: IC/ICA, School Year/School Calendar

File: GDC/GDCA

SSUUPPPPOORRTT SSTTAAFFFF RREECCRRUUIITTIINNGG//

PPOOSSTTIINNGG OOFF SSUUPPPPOORRTT SSTTAAFFFF VVAACCAANNCCIIEESS

All vacancies for support staff positions will be posted in compliance with the negotiated

agreements between the Committee and non-certified personnel bargaining units.

Vacancies remaining after present staff have had the opportunity to apply and all

contractual provisions have been met will bee opened to applicants from outside the school

system.

Applications will be kept on file for one fiscal year (July 1st – June 30

th) only unless the

applicant requests an extension of a second year.

ADOPTED:


CROSS REF.: GCA, Equal Opportunity Employment


GDD, Support Staff Hiring

File: GDD

SSUUPPPPOORRTT SSTTAAFFFF HHIIRRIINNGG

Employees will be appointed by majority vote of the Full School Committee, acting on the

recommendation of the Superintendent. Recommendations will originate with the

Superintendent.

The Superintendent will have the authority to hire support personnel subject to

confirmation at the next regular meeting of the Committee.

ADOPTED:




GDB, Support Staff Contracts and Compensation Plans

GDG, Support Staff Probation and Tenure

File: GDD-R

SSUUPPPPOORRTT SSTTAAFFFF HHIIRRIINNGG

The following will be the hiring procedure for classified personnel:

1. All vacancies will be posted in compliance with the agreement between the Johnston

School Committee and the clerical, aide and custodial union.

2. After the posting procedure and transfers, if any, have been complied with and

completed, application of qualified candidates on file will be reviewed by the

Coordinator of Human Resources, and then forwarded to the Superintendent.

3. Qualified applicant for custodial positions will be interviewed by the Director of

Facilities, the immediate supervisor of the position for which the vacancy exists, and the

Coordinator of Human Resources.

4. Each interviewer will submit to the office of the Human Resources Coordinator: (1) a

list of all applicants, ranking the applicants interviewed in order of preference; and (2)

a report on all applicants interviewed, which should substantiate the ranking of

applicants. The Coordinator of Human Resources will submit a report to the

Superintendent.

5. Should the ranking of applicants by the interviewers not be in agreement on the first

three candidates, the office of the Superintendent will interview the first and second

choices of each interviewer and make a recommendation based on that interview.

Should the ranking of applicants by the interviewers be in agreement on the first three

candidates, the office of the Superintendent may interview the first choice prior to

making a recommendation.

6. The Superintendent will present to the School Committee his/her recommendation for

filling the vacancy based on the procedure outlined above.

7. The Superintendent will, before he makes his recommendation, make available to the

Committee the applications, available transcripts, and placement papers of the qualified

candidates, as well as lists of applicants interviewed and not interviewed with the

supporting data outlined above.

ADOPTED:

File: GDE/GDEA

PPAARRTT--TTIIMMEE AANNDD SSUUBBSSTTIITTUUTTEE SSUUPPPPOORRTT SSTTAAFFFF EEMMPPLLOOYYMMEENNTT//

AARRRRAANNGGEEMMEENNTTSS FFOORR SSUUPPPPOORRTT SSTTAAFFFF SSUUBBSSTTIITTUUTTEESS

Substitutes

Substitutes for support staff members who are absent from work will be selected from

among the names on a list approved by the School Committee, on the Superintendent’s

recommendation.

The rates of pay for substitute clerks, custodians, and aides will be established by the

Committee.

Part-Time Employment: Coaches

Any support staff member certified by the Rhode Island Department of Education as a

coach may be hired to coach a sport in which he/she is qualified, subject to pertinent policy.

ADOPTED:


CROSS REF.: GCB, Support Staff Contracts and Compensation Plans

File: GDG

SSUUPPPPOORRTT SSTTAAFFFF PPRROOBBAATTIIOONN AANNDD TTEENNUURREE

The Rhode Island tenure laws do not pertain to non-certified employees. However, as an

integral part of the evaluation procedure for new employees and for employees in new

positions, the Committee will make use of a thirty (30) day probationary period. At the end

of this period, the employee’s performance will be evaluated. If his/her performance is

judged satisfactory by his/her supervisors, the employee will then be under continuing

employment status.

If an employee’s performance during the probationary period or at any other time during

employment is judged unsatisfactory, the Superintendent may recommend employment on

a month-to-month probationary basis. The employee will be given written notice of such

probation and the Superintendent will receive monthly reports on the employee’s

performance from his/her supervisors. The Superintendent will make his/her report and

recommendations on the case through the subcommittee on schoolhouses to the School

Committee.

In the case of school aides, continuing employment will be subject to issuance of annual

contracts by the School committee. At a regular meeting before April 15th

, the

Superintendent will present to the Committee his/her recommendations for reappointment

and non-renewal of school aides.

ADOPTED:


CROSS REF.: AFD, Evaluation of Support Staff (Also GDN)

GDB, Support Staff Contracts and Compensation Plans

GDPD, Suspension and Dismissal of Support Staff Members

File: GDH

SSUUPPPPOORRTT SSTTAAFFFF SSEENNIIOORRIITTYY


Local 808 Agreement

ADOPTED:

File: GDI

SSUUPPPPOORRTT SSTTAAFFFF AASSSSIIGGNNMMEENNTTSS AANNDD TTRRAANNSSFFEERRSS

Staff assignments and transfers will be determined by the Superintendent in consultation

with principals and other administrators and under provisions of the negotiated agreements

with employee units.

The Superintendent will normally make assignments and transfers on behalf of the School

Committee. He/she will keep the Committee informed of all such staff changes.

In cases of emergency, the supervisor of facilities, preferably after seeking the approval of

the Superintendent, may temporarily transfer custodial personnel between jobs.

ADOPTED:


File: GDJ

SSUUPPPPOORRTT SSTTAAFFFF TTIIMMEE SSCCHHEEDDUULLEESS


Local 808 Agreement

ADOPTED:

File: GDN-R (Also AFD-R)

EEVVAALLUUAATTIIOONN OOFF SSUUPPPPOORRTT SSTTAAFFFF

((AAIIDDEESS,, CCLLEERRKKSS,, CCUUSSTTOODDIIAANNSS))

School Aides, Clerks and Custodians

The Johnston School District aide/clerk/custodian evaluation form is to be used as the

official summary for the evaluation of all school aides, clerks and custodians throughout the

school year as appropriate. This form is to be reviewed with the aide, clerk and custodian

being evaluated and submitted to the Superintendent or designee by May 15th

of each year.

ADOPTED:

Note: For complete policy on personnel evaluation, see AFC-1, Evaluation of Professional Staff.

That policy applies to support staff as appropriate.

File: GDO

SSUUPPPPOORRTT SSTTAAFFFF PPRROOMMOOTTIIOONNSS


Local 808 Agreement

AFSCME Agreement, Art.

ADOPTED:

File: GDPA

RREEDDUUCCTTIIOONN IINN SSUUPPPPOORRTT SSTTAAFFFF WWOORRKK FFOORRCCEE


Local 808 Agreement

ADOPTED:

File: GDPA

RREEDDUUCCTTIIOONN IINN SSUUPPPPOORRTT SSTTAAFFFF WWOORRKK FFOORRCCEE

The School Committee may at any time, for good and just cause, terminate the employment

of support personnel.

No employee may be discharged except by vote of the School Committee upon

recommendation of the Superintendent, and, in the case of custodians and maintenance

personnel, with the recommendation of the subcommittee on schoolhouses. The

Superintendent may suspend support personnel without pay for good and just cause

pending report to the subcommittee on schoolhouses (in the case of custodians and

maintenance employees) and final action of the School Committee.

No employee will be discharged until he/she has had a fair hearing by the School

Committee, if a hearing is requested. Such a request may originate with the employee, the

supervisor, the Superintendent, or any member of the School Committee.

Any person discharged will be paid in full to include the last day’s duties, unless the School

Committee agrees to pay wages due to the actual date of termination of appointment.

When the School Committee deems it advisable, any person may be given the opportunity

to resign rather than be discharged.

ADOPTED:


CROSS REF.: GDG, Support Staff Probation and Tenure

SEECCTTIIOONN rGG:: l PPeerssoonnnneel

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