12-13 Employee Handbook Cover.psd - Southwest ISD

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Noncontract employees are employed at will and may be dismissed without notice, a description of the reasons for dismissal, or a hearing. It is unlawful for the district to dismiss any employee for reasons of race, color, religion, gender, national origin, age, disability, military status, genetic information, any other basis protected by law, or in retaliation for the exercise of certain protected legal rights. Noncontract employees who are dismissed have the right to grieve the termination. The dismissed employee must follow the district process outlined in this handbook when pursuing the grievance. (See Complaints and Grievances, page 40.) Exit Interviews and Procedures Policies DC and CY Exit interviews will be scheduled for all employees leaving the district. Information on the continuation of benefits, release of information, and procedures for requesting references will be provided at this time. Separating employees are asked to provide the district with a forwarding address and phone number and complete a questionnaire that provides the district with feedback on his or her employment experience. All district keys, books, property including intellectual property, and equipment must be returned upon separation from employment. Reports to Texas Education Agency Policy DF The dismissal of a certified employee must be reported to the Division of Investigations at Texas Education Agency whenever the termination is based on a detrmination that the employee was involved in any of the following: • A reported criminal history • Any form of sexual or physical abuse of a minor or any other unlawful conduct with a student or a minor • Soliciting or engaging in sexual conduct or a romantic relationship with a student or minor • The possession, transfer, sale, or distribution of a controlled substance • The illegal transfer, appropriation, or expenditure of school property or funds • An attempt by fraudulent or unauthorized means to obtain or alter any certificate or permit for the purpose of promotion or additional compensation • Committing a criminal offense or any part of a criminal offense on district property or at a school-sponsored event • Violating assessment instrument security procedures The Superintendent is also required to notify TEA when a certified employee resigns and there is reasonable evidence that would support a recommendation to terminate employment because of the conduct listed above. Southwest ISD Employee Handbook 70 August 15, 2013
The reporting requirements above are in addition to the Superintendent’s ongoing duty to notify TEA when a certified employee has a reported criminal history. “Reported criminal history” means any formal criminal justice system charges and dispositions including arrest, detentions, indictments, criminal information, convictions, deferred adjudications, and probations in any state or federal jurisdiction. Reports Concerning Court-Ordered Withholding The district is required to report the termination of employees that are under court order or writ of withholding for child support or spousal maintenance to the court and the individual receiving the support (Texas Family Code §8.210, 158.211). Notice of the following must be sent to the court and support recipient: • Termination of employment not later than the seventh day after the date of termination • Employee’s last known address • Name and address of the employee’s new employer, if known Southwest ISD Employee Handbook 71 August 15, 2013
Page 1 and 2:
2013-2014 EmployeeHandbook
Page 3 and 4:
Leaves and Absences ...............
Page 5 and 6:
2013 - 2014 Handbook for Employees
Page 7 and 8:
District Information Mission Statem
Page 9 and 10:
Southwest Independent School Distri
Page 12 and 13:
School Directory Southwest ISD Camp
Page 14 and 15:
Contract and Noncontract Employment
Page 16 and 17:
Employees with questions or concern
Page 18 and 19:
Texas law requires that parents be
Page 20 and 21: Compensation and Benefits Salaries,
Page 22 and 23: 2013 - 2014 Hourly Employee Pay Dat
Page 24 and 25: • An employee may be required to
Page 26 and 27: The district has workers’ compens
Page 28 and 29: Leaves and Absences Policies DEC, D
Page 30 and 31: Discretionary: Leave taken at an em
Page 32 and 33: During any period that an eligible
Page 34 and 35: Employees must provide sufficient i
Page 36 and 37: Any leave taken for which leave bal
Page 38 and 39: An employee who is physically assau
Page 40 and 41: the employee is reemployed with the
Page 42 and 43: Employee Relations and Communicatio
Page 44 and 45: Employee Conduct and Welfare Standa
Page 46 and 47: Standard 2.1 The educator shall not
Page 48 and 49: or suspicion to the appropriate aut
Page 50 and 51: support and supervisio of parents,
Page 52 and 53: Campus Level Responsibilities The c
Page 54 and 55: federal laws. This may also require
Page 56 and 57: 2. These technologies have been pub
Page 58 and 59: Acceptable Use Guidelines Employee
Page 60 and 61: Use of Electronic Media with Studen
Page 62 and 63: An employee must notify his or her
Page 64 and 65: • Non-school employment Gifts and
Page 66 and 67: Asbestos Management Plan Policy CKA
Page 68 and 69: Personnel Records Policy GBA Most d
Page 72 and 73: Student Issues Equal Educational Op
Page 74 and 75: equipment while at school or at a s
Page 76: • Visible tattoos • Exposed mid
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12-13 Employee Handbook Cover.psd - Southwest ISD

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