This is the in service presentation given on August 8, 2014.
Excellence in Education: A Community Commitment
Universal Precautions and Communicable Diseases
Policy GBE: https://eboard.eboardsolutions.com/ePolicy/policy.aspx?PC=GBE&Sch=37&S=37&RevNo=1.01&C=G&Z=P
The district will respond to employee requests for reasonable accommodations when an employee has a disability as defined by Section 504 of the Rehabilitation Act of 1973 or the Americans with Disabilities Act (ADA). All employees will receive annual training on universal precautions and the district’s communicable disease policy.
Student Allergy Prevention and Response
Policy JHCF: https://eboard.eboardsolutions.com/ePolicy/policy.aspx?PC=JHCF&Sch=37&S=37&RevNo=1.01&C=J&Z=P
An individualized health plan (IHP), including an emergency action plan (EAP), may be developed for students with allergies that do not rise to the level of a disability. All staff members are required to follow any Section 504 plan or IHP/EAP developed for a student by the district. Staff members who do not follow an existing Section 504 plan or IHP/EAP will be disciplined, and such discipline may include termination.
Special Education Information
SE and 504- Background, Process, and Responsibility
It is the policy of the Board of Education to provide a free and appropriate education for students with disabilities, including those who are in need of special education and related services.
Policy JO: https://eboard.eboardsolutions.com/ePolicy/policy.aspx?PC=JO&Sch=37&S=37&RevNo=1.01&C=J&Z=P
Student health information shall be protected from unauthorized, illegal or inappropriate disclosure by adherence to the principles of confidentiality and privacy. The information shall be protected regardless of whether the information is received orally, in writing or electronically and regardless of the type of record or method of storage.
All parents may inspect and review their student’s education records, seek amendments, consent to disclosures and file complaints regarding the records as allowed by law. These rights transfer from the parent to the student once the student becomes an eligible student; however, under the Missouri Sunshine Law, parents maintain some rights to inspect student records even after a student turns 18. The district will extend the same access to records to either parent, regardless of divorce, custody or visitation rights, unless the district is provided with evidence that the parent’s rights to inspect records have been legally modified.
Seclusion, Isolation, and Restraint
Policy JGGA: https://eboard.eboardsolutions.com/ePolicy/policy.aspx?PC=JGGA&Sch=37&S=37&RevNo=1.01&C=J&Z=P
Isolation shall never be used as a form of punishment or for the convenience of district personnel.
A student in isolation must be monitored by district personnel who are in close proximity and able to see and hear the student at all times. Monitoring shall be face to face unless personal safety is significantly compromised, in which case technology-supported monitoring may be utilized. The total time in isolation is to be reasonably calculated based on the age of the student and the circumstances and is not to exceed 40 minutes without a reassessment of the situation and consultation with parents/guardians or administrative staff, unless otherwise specified in an IEP, Section 504 plan or other parentally agreed-upon plan to address a student’s behavior.
District personnel who use physical restraint shall only use restraint methods in which they have received district-approved training. Physical restraints should never be used as a form of punishment or for the convenience of district personnel.
Policy JG: https://eboard.eboardsolutions.com/ePolicy/policy.aspx?PC=JG&Sch=37&S=37&RevNo=1.01&C=J&Z=P
The comprehensive written code of conduct of the district is composed of this policy and includes, but is not limited to, the following policies, procedures and regulations: JG-R, JGA, JGB, JGD, JGE and JGF.
The Board authorizes the immediate removal of a student upon a finding by a principal or superintendent that the student poses a threat of harm to self or others, as evidenced by the prior conduct of such student.
Building principals are responsible for the development of additional regulations and procedures regarding student conduct needed to maintain proper behavior in schools under their supervision. Teachers have the authority and responsibility to make and enforce necessary rules for internal governance in the classroom, subject to review by the building principal. The Board expects each teacher to maintain a satisfactory standard of conduct in the classroom. All district staff are required to enforce district policies, regulations and procedures in a manner that is fair and developmentally appropriate and that considers the student and the individual circumstances involved.
It is the policy of the Southern Boone County R-I School District to report all crimes occurring on district property to law enforcement including, but not limited to, the crimes the district is required to report in accordance with law. A list of crimes the district is required to report is included in policy JGF.
The principal shall also notify the appropriate law enforcement agency and superintendent if a student is discovered to possess a controlled substance or weapon in violation of the district’s policy.
In addition, the superintendent shall notify the appropriate division of the juvenile or family court upon suspension for more than ten days or expulsion of any student who the district is aware is under the jurisdiction of the court.
All students who are suspended or expelled, regardless of the reason, are prohibited from participating in or attending any district-sponsored activity, or being on or near district property or the location of any district activity for any reason, unless permission is granted by the superintendent or designee. In addition, the district may prohibit students from participating in activities or restrict a student’s access to district property as a disciplinary consequence even if a student is not suspended or expelled from school, if appropriate.
Students who are suspended from school will not be allowed to earn full credit for course work completed during the term of the suspension. The district will provide appropriate due process in accordance with law prior to finalizing the student’s grade for a course.
Students in PreK through eighth grade – Are prohibited from using personal electronic devices during the school day, including class change time, mealtimes or instructional class time, unless the use is part of the instructional program, required by a district-sponsored class or activity, or otherwise permitted by the building principal.
Students in ninth through twelfth grade – May use personal electronic devices before and after school, during class change time and during mealtimes, but are prohibited from using them during instructional class time, unless the use is part of the instructional program, required by a district-sponsored class or activity, or otherwise permitted by the building principal.
SB 54 – Amy Hestir Student Protection Act
Policy GBH: https://eboard.eboardsolutions.com/ePolicy/policy.aspx?PC=GBH&Sch=37&S=37&RevNo=1.01&C=G&Z=P
Staff members are expected to maintain courteous and professional relationships with students. All staff members have a responsibility to provide an atmosphere conducive to learning through consistently and fairly applied discipline and the maintenance of physical and emotional boundaries with students. These boundaries must be maintained regardless of the student’s age, the location of the activity, whether the student allegedly consents to the relationship or whether the staff member directly supervises the student. Maintaining these boundaries is an essential requirement for employment in the district.
Although this policy applies to the relationships between staff members and district students, staff members who inappropriately interact with any child may be disciplined or terminated when the district determines such action is necessary to protect students.
The goal of this policy is to protect students from harm and staff members from allegations of misconduct by requiring staff members to maintain professional boundaries with students. The district does not intend to interfere with or impede appropriate interactions between staff members and students.
As with other forms of communication, staff members must maintain professional boundaries with students while using electronic communication regardless of whether the communication methods are provided by the district or the staff member uses his or her own personal electronic communication devices, accounts, webpages or other forms of electronic communication.
Staff communications must be professional, and student communications must be appropriate. Staff members may only communicate with students electronically for educational purposes between the hours of 6:00 a.m. and 10:00 p.m.
The district will provide notification to the parents/guardians of students participating in classes or activities for which personal electronic communications have been approved. Staff members may be required to send the communications simultaneously to the supervisor if directed to do so. Staff members are required to provide their supervisors with all education-related communications with district students upon request.
Employees who obtain pictures or other information about identifiable students through their connections with the district are prohibited from posting such pictures or information on personal websites or personal social networking websites without permission from a supervisor.
The district discourages staff members from communicating with students electronically for reasons other than educational purposes.
This policy does not limit staff members from communicating with their children, stepchildren or other persons living within the staff member’s home who happen to be students of the district.
Staff members who violate this policy will be disciplined, up to and including termination of employment. Depending on the circumstances, the district may report staff members to law enforcement and the Children’s Division (CD) of the Department of Social Services for further investigation, and the district may seek revocation of a staff member’s license(s) with the Department of Elementary and Secondary Education (DESE).
Any person, including a student, who has concerns about or is uncomfortable with a relationship or activities between a staff member and a student should bring this concern immediately to the attention of the principal, counselor or staff member’s supervisor. If illegal discrimination or harassment is suspected, the process in policy AC will be followed.
Any staff member who possesses knowledge or evidence of possible violations of this policy must immediately make a report to the district’s administration. All staff members who know or have reasonable cause to suspect child abuse shall immediately report the suspected abuse in accordance with Board policy. Staff members must also immediately report a violation or perceived violation of the district’s discrimination and harassment policy (AC) to the district’s nondiscrimination compliance officer. Staff members may be disciplined for failing to make such reports.
The district will not discipline, terminate or otherwise discriminate or retaliate against a staff member for reporting in good faith any action that may be a violation of this policy.
The district’s technology resources may be used by authorized students, employees, School Board members and other persons approved by the superintendent or designee, such as consultants, legal counsel and independent contractors. All users must agree to follow the district’s policies and procedures and sign or electronically consent to the district’s User Agreement prior to accessing or using district technology resources, unless excused by the superintendent or designee.
Use of the district’s technology resources is a privilege, not a right. No potential user will be given an ID, password or other access to district technology if he or she is considered a security risk by the superintendent or designee.
A user does not have a legal expectation of privacy in the user’s electronic communications or other activities involving the district’s technology resources including, but not limited to, voice mail, telecommunications, e-mail and access to the Internet or network drives. By using the district’s network and technology resources, all users are consenting to having their electronic communications and all other use monitored by the district.
Electronic communications, downloaded material and all data stored on the district’s technology resources, including files deleted from a user’s account, may be intercepted, accessed, monitored or searched by district administrators or their designees at any time in the regular course of business.
Users are required to return district technology resources to the district upon demand including, but not limited to, mobile phones, laptops and tablets.
The district’s technology resources are not a public forum for expression of any kind and are to be considered a closed forum to the extent allowed by law. The district’s webpage will provide information about the school district, but will not be used as an open forum.
Any violation of district policies or procedures regarding technology usage may result in temporary, long-term or permanent suspension of user privileges.
Employees may be disciplined or terminated, and students suspended or expelled, for violating the district’s technology policies and procedures. The district will cooperate with law enforcement in investigating any unlawful use of the district’s technology resources. All damages incurred by the district due to a user’s intentional or negligent misuse of the district’s technology resources, including loss of property and staff time, will be charged to the user. The district makes no warranties of any kind, whether expressed or implied, for the services, products or access it provides. The district’s technology resources are available on an “as is, as available” basis.
Additional Policy: AC
Investigation of Harassment, discrimination and Retaliation Complaints
Policy AC: https://eboard.eboardsolutions.com/ePolicy/policy.aspx?PC=AC&Sch=37&S=37&RevNo=1.01&C=A&Z=P
The Southern Boone County R-I School District Board of Education is committed to maintaining a workplace and educational environment that is free from discrimination and harassment in admission or access to, or treatment or employment in, its programs, services, activities and facilities. In accordance with law, the district strictly prohibits discrimination and harassment against employees, students or others on the basis of race, color, religion, sex, national origin, ancestry, disability, age, genetic information or any other characteristic protected by law.
All employees, students and visitors must immediately report to the district for investigation any incident or behavior that could constitute discrimination, harassment or retaliation in accordance with this policy. If discrimination, harassment or retaliation that occurs off district property and that is unrelated to the district’s activities negatively impacts the school environment, the district will investigate and address the behavior in accordance with this policy, as allowed by law.
If the district determines that discrimination, harassment or retaliation have occurred, the district will take prompt, effective and appropriate action to address the behavior, prevent its recurrence and remedy its effects.
Employees who violate this policy will be disciplined, up to and including employment termination. Students who violate this policy will be disciplined, which may include suspension or expulsion. Patrons, contractors, visitors or others who violate this policy may be prohibited from school grounds or otherwise restricted while on school grounds. The superintendent or designee will contact law enforcement or seek a court order to enforce this policy when necessary or when actions may constitute criminal behavior.
In accordance with law and district policy, any person suspected of abusing or neglecting a child will be reported to the Children’s Division (CD) of the Department of Social Services.
The compliance officer is the Assistant Superintendent. In the event the compliance officer is unavailable or is the subject of a report that would otherwise be made to the compliance officer, reports should instead be directed to the acting compliance officer, the Superintendent.
Drug Free Work Place
The Board of Education shall not tolerate the manufacture, use, possession, sale, distribution or being under the influence of controlled substances, alcoholic beverages or unauthorized prescription medications by district employees on any district property; on any district-approved vehicle used to transport students to and from school or district activities; off district property at any district-sponsored or district-approved activity, event or function, such as a field trip or athletic event, where students are under the supervision of the school district; or during any period of time such employee is supervising students on behalf of the school district or is otherwise engaged in school district business.
Any employee who violates this policy will be subject to disciplinary action, which may include suspension, termination and referral for prosecution. Employees may be required to satisfactorily participate in rehabilitation programs.
Compliance with this policy is mandatory.
Policy GBCB: http://policy.msbanet.org/soboone/showpolicy.php?file=GBCB-C.1B
The Board of Education expects that each professional and support staff member shall put forth every effort to promote a quality instructional program in the school district. In building a quality program, employees must meet certain expectations that include, but are not limited to, the following:
Become familiar with, enforce and follow all Board policies, regulations, administrative procedures, other directions given by district administrators and state and federal laws as they affect the performance of job duties.
Maintain courteous and professional relationships with pupils, parents/guardians, other employees of the district and all patrons of the district.
Keep current on developments affecting the employee’s area of expertise or position.
Transact all official business with the appropriate designated authority in the district in a timely manner.
Transmit constructive criticism of other staff members or of any department of the school district to the particular school administrator who has the administrative responsibility for improving the situation.
Care for, properly use and protect school property.
Attend all required staff meetings called by district administration, unless excused.
Keep all student records, medical information and other sensitive information confidential as directed by law, Board policy, district procedures and the employee’s supervisor.
Immediately report all dangerous building conditions or situations to the building supervisor and take action to rectify the situation and protect the safety of students and others if necessary.
Properly supervise all students. The Board expects all students to be under assigned adult supervision at all times during school and during any school activity. Except in an emergency, no employee will leave an assigned group unsupervised.
Obey all safety rules, including rules protecting the safety and welfare of students.
Submit all required reports or paperwork at the time requested. Employees will not falsify records maintained by the school district.
Refrain from using profanity.
Dress professionally and in a manner that will not interfere with the educational environment.
Come to work and leave work at the time specified by the employee handbook or by the employee’s supervisor. Employees who are late to work, stop working before the scheduled time or work beyond the scheduled time without permission may be subject to discipline, including termination.
School employees, other than commissioned law enforcement officers, shall not strip search students, as defined in state law, except in situations where an employee reasonably believes that the student possesses a weapon, explosive or substance that poses an imminent threat of physical harm to the student or others and a commissioned law enforcement officer is not immediately available.
School employees shall not direct a student to remove an emblem, insignia or garment, including a religious emblem, insignia or garment, as long as such emblem, insignia or garment is worn in a manner that does not promote disruptive behavior.
State law prohibits teachers from participating in the management of a campaign for the election or defeat of a member of the Board of Education that employs such teacher.
Employees will not use district funds or resources to advocate, support or oppose any ballot measure or candidate for public office.
Employees will not use any time during the working day for campaigning purposes, unless allowed by law.
Interrogations, Interviews, and Searches
School lockers, desks and other district property are provided for the convenience of students and, as such, are subject to periodic inspection without notice.
It is a privilege, not a right, to park on school grounds. The school retains the authority to conduct routine patrols of any vehicle parked on school grounds.
The administration will contact law enforcement officials to perform a search if the administration reasonably suspects that a student is concealing controlled substances, drug paraphernalia, weapons, stolen goods or evidence of a crime beneath his or her clothing and the student refuses to surrender such items. Law enforcement officials may be contacted for assistance in performing a search in any case in which a student refuses to allow a search or in which the search cannot safely be conducted.
The school resource officer (SRO) may interview or question students regarding an alleged violation of law. A school resource officer may also accompany school officials executing a search or may perform searches under the direction of school officials.
Policy GBLB: https://eboard.eboardsolutions.com/ePolicy/policy.aspx?PC=GBLB&Sch=37&S=37&RevNo=1.01&C=G&Z=P
Only the superintendent or a person or persons specifically designated by the superintendent may respond on behalf of the district to a reference request for a current or former employee. District employees must direct reference requests to the superintendent or designee. Upon request, employees will assist the superintendent or designee with the preparation of accurate reference information.
Employees other than the superintendent or designee may provide personal references at the request of a current or former employee, but by doing so, they are acting outside of the scope of their employment. Employees may not use district letterhead or otherwise indicate that the reference is sponsored by the district. The district will not endorse any reference provided outside the directives of this policy and is not responsible for providing legal advice or protection for unauthorized employees who provide references.
District employees are encouraged to discuss concerns with supervisors and the administrative staff so that issues may be addressed in a timely fashion.
A grievant will receive a written response or report regarding his or her grievance, but the grievant and persons investigated in the course of the grievance are not entitled to view or receive copies of the investigation file or notes taken during the investigation, unless required by law. If an employee is disciplined as a result of the grievance, the discipline may be recorded in the employee’s personnel file and discussed with the employee. Information recorded in an employee’s personnel file will not be shared except as provided in Board policy or required by law.