Mildred Independent School District Employee ... - Mildred ISD

Mildred Independent School District
Employee Handbook
2011-2012

Our Mission
Mildred ISD is dedicated to excellence in education by providing a quality learning experience
and is committed to the development of productive citizens through integrity, respect and
responsibility while promoting life-long learning.
Introduction
This handbook is prepared to acquaint teachers with policies and procedures within the district.
We at Mildred ISD are committed to quality education. The success of our students is our
primary concern, and all that we do is centered around that goal. For us to effectively perform
our duties and help our students be successful, it is important that each employee is aware of the
policies and procedures related to his or her position. It is hoped that by keeping the handbook
for reference and those that may be given to you from time to time, a uniformity of purpose and
procedures in our daily contact with students will be attained. In order for us to help our students
reach their greatest potential, each of us must be a positive, cooperative, hard-working member
of the school team, determined to help our students achieve more this year than ever before.
Please familiarize yourself with this information. Board Policies may be accessed through
request at the campus offices or the superintendent’s office.
Our Goals
1. All students at Mildred ISD will be instructed by Highly Qualified teachers, who expect
students to reach their full academic and social potential as they become responsible citizens.
2. Mildred ISD will have appropriate programs in place to insure all students at Mildred ISD will
show an increase on all district and state assessments.
3. Mildred ISD will continue to provide opportunities and encourage parents and community
members to be active partners in the education of our students.
4. Mildred ISD will continue to provide a safe and orderly environment.
Employment Statement
The Mildred Independent School District does not discriminate on the basis of race, religion,
age, color, national origin, gender or disability in providing educational services. Additionally,
the district does not discriminate against an employee or applicant who acts to oppose such
discrimination or participates in the investigation of a complaint related to a discriminatory
employment practice. Mrs. Becky Burns has been designated to coordinate compliance with the
nondiscrimination requirements of Title IX of the Education Amendments of 1972, as amended
and to coordinate compliance with the nondiscrimination requirements of Section 504 of the

Rehabilitation Act of 1973. The Mildred Independent School District does not discriminate on
the bases of disability by denying access to the benefits of District services, programs, or
activities. To request information about the applicability of Title II of the Americans with
Disability Act (ADA), interested persons should contact Mrs. Becky Burns at MISD, 5475 S
Hwy 287, Corsicana, TX 75109.
Asbestos Information Notification
In accordance with EPA regulations, Mildred ISD’s Asbestos Management Plan is available at
all times in the office of Superintendent, Becky Burns.
Pest Control Information
The District periodically applies pesticides inside the buildings. Except in an emergency, signs
will be posted 48 hours before application. Parents who want to be notified prior to pesticide
application inside their child(ren)’s school assignment area may contact Becky Burns,
Superintendent.
Public Notification of Nondiscrimination in Career and
Technology Education (Vocational) Programs
Mildred ISD offers career and technology education programs in Business Education, Family
and Consumer Science, and Agriculture Science. Admission to these programs is based upon
student’s needs, desire, interest, age, and class space availability. It is the policy of Mildred ISD
not to discriminate on the basis of race, color, national origin, sec, or handicap in its vocational
programs, services, or activities as required by Title VI of the Civil Rights Act of 1964, as
amended; Title IX of the education Amendments of 1972; and Section 504 of the Rehabilitation
Act of 1973, as amended. It is the policy of Mildred ISD not to discriminate on the basis of race,
color, national origin, sex, handicap, or age in its employment practices. Mildred ISD will take
steps to assure that lack of English language skills will not be a barrier to admission and
participation in all educational and vocational programs. For more information about your rights
or grievance procedures, contact the Title IX and the 504 Coordinator, Becky Burns,
Superintendent at 5475 S Hwy 287, Corsicana, TX 75109, 903-872-6505.
Documents Needed for Employment
Official transcripts showing your degree(s) and a copy of your certificate should be included
with the application. If an official transcript is not available to include with your application for
employment, one must be furnished at the time employment is obtained.

Each employee shall have the following records on file in the superintendent’s office before the
first day of employment. If documents are not received by the first pay day of the new school
your paycheck will be held until received:
1. Official copy of Texas Teaching Certificate or Permit(professional employees)
2. Up-to date transcript of all college degrees(professional employees)
3. Original service record(professional employees)
4. Contract(professional employees)
5. Misc. Personnel Documents
Insurance
Mildred Independent School District is a part of the Teacher Retirement Active Care health
insurance program. Mildred ISD will pay $259.63 toward employee health insurance. In
addition, the Texas Education Agency will contribute $75/month for members carrying the plan.
Each employee has the option of coverage for dependents at his or her own expense.
Dependents must be added within the first 30 days of employment to avoid showing proof of
insurability. These employee options are handled through payroll deductions with remittance
being made by the district at the end of each month’s pay period.
Mildred ISD Employees also receive Worker’s Compensation Insurance according to legal
requirements governing this type of insurance.
Mildred ISD contracts with Gentry Financial Group, LLC a third party administrator of group
benefits. The benefits they offer are optional except for a term life insurance policy of $20000 at
the cost of $3.60/month. The term life insurance has to be taken by every employee. They offer
other benefits such as vision, dental, disability, cancer, and additional life insurance policies for
your spouse and children. Gentry Financial Group, LLC also help administer our Section 125
Cafeteria plan to be used to tax shelter insurance premiums. TASC is the section 125 company
that MISD uses. Contact Beverly McQuary in the business office for more information on
benefits.
Benefit elections can be made at the yearly benefits meeting before each school year. September
19, 2011 is the last to day add or change any benefit election made.
Employee Required Legal Policies
See Becky Burns, Superintendent or your campus principal for access to board policies.
Bacterial Meningitis
Information on Bacterial Meningitis can be found in the student handbook.

Deductions
In accordance with state law, school employees contribute 7.05% of their gross earnings to the
Teacher Retirement System(TRS), with 6.4% accruing to retirement benefits and .65% accruing
to the TRS retiree’s group insurance program.
Retirement Program
For active members, Senate Bill 9 lowers the age at which they become eligible for retirement.
Members with 30 years of service may retire with full benefits at age 50, effective September 1,
1995. A new employee must wait 90 calendar days before they can become members of TRS. A
new employee is a person who does not have an active account with TRS. An employee who
was previously a TRS member and returns to work in any school is not a new employee. A
person who has withdrawn an account, however, is a new employee for this purpose.
Staff Organization
The Superintendent of Schools is elected by the School Board to be the chief administrator of the
district’s educational program. The principals are approved by the Board upon the
recommendation of the superintendent and are responsible for anything pertaining to his/her
school. All other professional, paraprofessional, and educational support personnel are
immediately responsible to the building principal for carrying out Board policies. It is most
important that this chain of command and authority be followed in handling school-related
affairs. Teachers are encourage and expected to discuss school related problems with their
principals and the grievance policy for the district is expected to be followed.
Information on grievance procedures may be obtained from the Superintendent, the Assistant
Superintendent, campus Principals, Custodial Director, Food Service Director and the
Transportation Director.
Professional Ethics
Staff members of the Mildred Independent School District are expected to adhere to the Code of
Ethics and Standard Practices for Texas Educators, issued at time of employment with Mildred
ISD. These Ethics and Standards are Texas Association of School Boards Policies. The common
goal for our professional existence is to offer the students of this district the most comprehensive
educational opportunities possible. To accomplish this goal, it is necessary that each educator
strive to be the very best professional possible. See addendum attached titled “EMPLOYEE
STANDARDS OF CONDUCT”
Contracts

A person who is employed as a teacher by a school district for the first time, or who has not been
employed by the district for two consecutive school years subsequent to August 28, 1967, shall
be employed under a probationary contract. Former employees who are hired after at least a
two-year lapse in district employment or employees who move to a position requiring a new
class of certification may also be employed by probationary contract. A probationary contract
may not be for a term exceeding one school year. The probationary contract may be renewed for
two additional one-year periods, for a maximum permissible probationary contract period of
three school years, except that the probationary period may not exceed one year for a person who
has been employed as a teacher in public education for at least five of the eight years preceding
employment by the district. All professional employees will be employed on a probationary or
term contract.
The district may not extend the probationary contract period beyond the end of the third
consecutive school year of the teacher’s employment, unless, during the third year of a teacher’s
probationary contract, the board of trustees determines that it is doubtful whether the teacher
should be given a term contract. If the board makes that determination, the district may make a
probationary contract with the teacher for a term ending with the fourth consecutive school year
of the teacher’s employment with the district, at which time the district shall terminate
employment of the teacher, or employ under a term contract.
Certification and Licenses
Professional employees whose positions require SBEC certification or professional license are
responsible for taking actions to ensure their credentials do not lapse. Employees must submit
documentation that they have passed the required certification exam and/or obtained or renewed
their credentials to Becky Burns, Superintendent, in a timely manner.
A certified employee’s contract may be voided without due process and employment terminated
if the individual does not hold a valid certificate or fails to fulfill the requirements necessary to
extend a temporary certificate, emergency certificate, probationary certificate, or permit. A
contract may also be voided if SBEC suspends or revokes certification because of an individual’s
failure to comply with criminal history background checks. Contact Becky Burns,
Superintendent, if you have any questions regarding certification or licensure requirement.
Working Hours
Please refer to your respective campus teacher handbook provided by the principal for start and
ending work day times as well as duties assigned.
Personal Days

Each employee of MISD will receive 5 cumulative state personal days for each of the years the
employee is employed in the district. Each employee of MISD will receive 5 local personal days
each year and are not accumulated. The local personal days will be used first then state personal
days to follow when an employee must be absent. Any days absent beyond the total days held
by an employee will be deducted at the employee’s daily rate of pay. All employee absences
must be approved by the employee’s immediate supervisor.
Medical Certification. Any employee who is absent more than 10 days because of a personal or
family illness must submit a medical certification from a qualified health care provider
confirming the specific dates of the illness, the reason for the illness, and—in the case of
personal illness—the employee’s fitness to return to work.
The Genetic Information Nondiscrimination Act of 2008 (GINA) prohibits employers and
other entities covered by GINA Title II from requesting or requiring genetic information of
an individual or family member of the individual, except as specifically allowed by this law.
To comply with this law, we ask that employees and health care providers do not provide
any genetic information in any medical certification. Genetic information , as defined by
GINA, includes an individual’s family medical history, the results of an individual’s or
family member’s genetic tests, the fact that an individual or an individual’s family member
sought or received genetic services, and genetic information of a fetus carried by an
individual or an individual’s family member or an embryo lawfully held by an individual
or family member receiving assistive reproductive services.
Continuation of Health Insurance. Employees on an approved leave of absence other than
family and medical leave may continue their insurance benefits at their own expense. Health
insurance benefits for employees on paid leave and leave designated under the Family and
Medical Leave Act will be paid by the district as they were prior to the leave. Otherwise, the
district does not pay any portion of insurance premiums for employees who are on unpaid leave.
Travel and Meal Reimbursement
Mildred ISD’s travel reimbursement rate is .42 cents per mile. Meal reimbursement rates are
$5.00 for breakfast, $10 for lunch, and $15 for dinner. We will reimburse only the allowed
amounts as stated. No receipts are required. Meal and travel reimbursement requests should be
approved by your campus principal before travel.
District Credit Cards Administrative Policy:
1. Visa
2. WalMart
3. H.E.B.
District Credit Card Use

4. Home Depot
In order for district personnel to use district credit cards, a requisition must be completed for the
vendor with description of items needed. Once approved by the superintendent, the card may be
obtained from the business office to purchase items on the requisition. Receipt of purchase must
be submitted to the business office.
ESC-Region 12 Workshops
All employees must obtain a purchase order from the business office in order to register for
workshops at Region 12. If the workshop has a fee it must be approved thru your campus
principal before a purchase order will be issued.
Mildred ISD is a member of the Enhanced Co-Op for all curriculum related workshops,
therefore, all workshops offered by the Service Center relating to curriculum is most always free
to you as they are already paid for by the district. It will say in the catalog if it is free to
Enhanced Co-Op participants. You should always discuss any training you attend with your
principal for approval, first. For workshops that are not already paid for by the Enhanced Co-
Op, you must obtain principal approval, then obtain a purchase order from the business office in
order to register for such workshops. If the workshop has a fee, it must be approved through
your campus principal before a purchase order will be issued.
Those of you who have a required number of hours of staff development for certificate renewal
will need many more workshops than is required of you by principals every summer. It is your
responsibility to meet your individual certificate requirements and to keep up with it, not the
district’s. If at any time your certificate becomes expired, you are instantly unemployeable. You
are welcome to continue to attend Enhanced Co-Op workshops for such required hours.
Evaluations
The commissioner’s recommended teacher-appraisal system, the Professional Development and
Appraisal System(PDAS), was developed in accordance with Texas Education Code (TEC)
21.351. The MISD school board adopted this teacher appraisal system to be used to evaluate its
teachers. Each teacher shall be appraised on the eight domains, and each domain shall be scored
independently. Each teacher will be appraised each school year. Whenever possible, an
appraisal shall be based on the teacher’s performance in the fields and teacher assignments for
which he or she is certified. Check with your campus principal for appraisal calendar and info.
Pay Periods
Employees will be paid on the 25 th of every month. If the 25 th falls over a holiday period or on
the weekend then the employee will be paid the last working day before the 25 th . New
employees will receive their first paycheck on September’s payday. All employees have the

option for direct deposit into a checking account or savings account but may not be split between
the two. Direct deposit pay stubs will be emailed to the email of your choice, personal or
Mildred groupwise, and will continue to go to that email for the remainder of the school year. If
you choose not to have it emailed or would like to change the email address that it goes to please
contact Beverly McQuary in the business office.
Deductions are made for federal income tax and teacher retirement. The district is not a member
of the Social Security System; however, according to federal law, all new employees hired after
March 1, 1986, are subject to 1.45 percent Medicare tax which is matched by the employer.
Membership in the Central Texas Teachers Credit Union is available to all MISD employees and
their families with a minimum deposit of $5.00 into each share/savings account and a $1.00
nonrefundable membership fee. Members can make insured investments and apply for loans
through the Credit Union. Payroll deductions are available.
Dress Code For Teachers
Please refer to your teacher handbook from your campus for dress code policy.
Dress Code For Students
Please refer to the Student Handbook for your campus for student dress code policy.
Conference/Preparation Period
Please refer to your teacher handbook from your campus for conference schedules.
Teachers Leaving Campus
Mildred ISD is a closed campus for both students, teachers/employees. If, for any reason, you
must leave campus, you must first notify and gain principal/supervisor approval, then go sign out
in your campus office. Upon your return, you must sign back in. MISD employees are not
permitted to leave campus for lunch.
Teaching Materials/Purchase Orders
Purchase orders can be obtained by filling out a requisition. The requisition should be signed by
your appropriate campus principal or immediate supervisor. Once the requisition has been
approved by the superintendent a purchase order will be assigned. It is the responsibility of the
person making the request to order the products. A copy of the requisition with the purchase
order number on it will be put in the requestor’s box. No product is approved to be ordered
without a purchase order approved and signed by the Superintendent, Becky Burns. If this
process is not followed an employee takes the risk of being asked to return products that are
unauthorized to be purchased.

Textbook Accounting
Michelle Coker will be the textbook coordinator for Mildred Independent School District. She
will be responsible for the administration of textbooks. For information on textbook accounting
and procedures please contact Michelle Coker, Assistant Secondary Principal.
Cellular Telephones
Staff should not use cellular/mobile telephones while on teaching duty or while supervising
students during regular school hours. Staff may use their cellular telephones when not on school
duty, or when approved by the building principal.
Soliciting/Fund Raising
There shall be no distribution of circulars, advertising materials, or solicitation in the classrooms
without prior approval of the principal and superintendent. All salesmen or requests must go
through the principal’s office.
All fund-raising projects must have prior approval from the building principal and
superintendent. Please do not formulate plans with classes, clubs, or salesmen until you have
your project approved. The projects that have been done traditionally will need to be placed on
the school calendar in the principal’s office so two groups will not be competing against each
other.
Tobacco
State law prohibits smoking or using tobacco products at school and at a school related or school
sanctioned activity on or off school property (sec. 38.006 of the education code.).
Accidents
In case of an accident of an employee at school Superintendent Becky Burns should be notified
within 48 hours from the time of the incident.
Emergency Information
Emergency procedures and evacuation routes should be posted near the door of each room. All
employees should familiarize themselves with the exit they/their class is to use and review the
following procedures with students periodically:

AEDs(defibrillators) are located in the JH/HS building, elementary building, Lane Gym, New
Field House, and the Old Field House. An AED should be taken to all sporting activities by
coaches.
Detailed emergency procedures will be discussed with you by your principal/supervisor.
In the event of any emergency, students are NOT permitted to use their cell phones for any
reason. This will keep the students/staff safer and will inhibit rumors and misinformation which
will deter the emergency procedures and endanger students, staff, and parents.
Emergency Evacuation/Fire Drills
Organize your classes for fire drills at the beginning of the year. When the alarm is sounded the
teacher is to lower the blinds, and evacuate the building along with the students as quickly as
possible. Students are to constantly be under the supervision of the teacher and pass quietly (not
talking) along the designated routes. They are to walk briskly, but not run. The teacher should
turn out the light and close the classroom door upon leaving. Teachers should always take their
gradebook with them for student accounting purposes once they arrive at the designated safe
place in any emergency situation.
Familiarize yourself with the fire extinguishers and fire alarm pulls nearest your locations. In
case of a fire, it is your responsibility to initiate the alarm, or use the extinguisher if appropriate,
not wait for other staff.
Drug-Free Schools Requirements
The district prohibits the unlawful distribution, possession, or use of illicit drugs, tobacco, and
alcohol on school premises or as part of any of the district’s activities. Employees who violate
this prohibition shall be subject to disciplinary measures. Such measures may include referral to
drug and alcohol counseling, rehabilitation programs, employee assistance programs, or
termination from employment with the district, and referral to appropriate law enforcement
officials for prosecution.
Compliance with these requirements and prohibition is mandatory and is a condition of
employment. (This notice complies with notice requirement imposed by the federal Drug-free
Schools and Communities Act Amendments of 1989 (20 U.S.C. 3224a and 34 C.E.P. 86.2011.)
No Expectation of Privacy
MISD reserves the right to search the desks and computers issued to teachers and students.

By signing below, I confirm that I have received and understand the guidelines of the 2011-2012
Mildred Independent School District Employee Handbok.
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Employee Signature
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Date