Series: Series9000     Sub Series: 9100     Policy Number: 9110          Printer Friendly (opens in new window/tab)



Title 

CONFIDENTIAL, MANAGERIAL EMPLOYEES

Policy Text 

The salaries of full-time managerial and confidential employees not covered by an employment contract shall reflect prevailing wages.  The Superintendent shall provide comparative salary data to the Board annually, and shall recommend appropriate salaries based on prevailing wages.  The Superintendent will recommend varied pay increases based on prevailing wages and/or employee performance.  The Board of Education shall approve or disapprove such salaries upon the adoption and approval of the new budget for the ensuing school year, as required by law.  The fringe benefits of full-time managerial and confidential employees shall be the same as those accorded to district employees covered by the Collective Bargaining agreement by and between the Association of Non-Instructional Employees and the Rhinebeck Central School District.

 
District Reference  ,
 
General Reference 
 
 
Adoption Date 1999-03-23
 
Last Revised 



Series: Series9000     Sub Series: 9100     Policy Number: 9120          Printer Friendly (opens in new window/tab)



Title 

APPOINTMENT

Policy Text 

1. Recommendation:

The Superintendent will recommend the hiring of all professional employees to the Board. The resolution for the Board’s approval must contain appointee’s name, tenure area, effective date of appointment, length of probationary period, and area of certification, if any, in which candidate is appointed.

2. Certification:

Unless the District can substantiate an inability to secure a certified teacher in accordance with Commissioner’s Regulations, only certified teachers will be employed.

3. Familiarity with Board Policy:

All District personnel are responsible for acquainting themselves with the Board’s policies and administrative procedures. This can be done through the appropriate handbooks, either hard copy or on the district web site, and administrators. As new policies are adopted, handbooks will be updated.

4. Assignment:

Appointments, assignments, and reassignments among offices, divisions, and schools shall be made by the superintendent in consultation with the administrator responsible and in accordance with the teachers’ contract.

5. Incidental Teaching:

The Superintendent of Schools may assign a teacher to teach a subject not covered by the teacher’s certificate or license for up to five classroom hours a week. In order to accomplish this, the Superintendent shall submit an application to the Commissioner when no certified qualified teacher is available after extensive and documented recruitment and provided the Commissioner of Education approves the assignment.

The Superintendent shall inform parents in writing about the incidental teaching assignments to the classes in which their children have been placed. The information provided should include the teacher’s experience and knowledge of the subject matter so parents are aware of the teacher’s qualifications to teach the subject.

If a parent appeals an incidental teaching assignment, the appeals process shall begin with the filing of a written complaint with the Building Principal. If the complaint remains unresolved at this level, the complaint is appealable to the Superintendent. If still unresolved, the parent may appeal to the Board for a final determination. If the complaint concerns a particular teacher’s qualifications, the Board may meet in executive session to discuss the issue.

 
District Reference  ,
 
General Reference 
 
 
Adoption Date 1994-10-11
 
Last Revised 2008-06-10



Series: Series9000     Sub Series: 9100     Policy Number: 9130          Printer Friendly (opens in new window/tab)



Title 

PROFESSIONAL

Policy Text 

Responsibilities and Duties

  1. Teachers and Administrators shall abide by the Code of Ethics set forth in the bylaws of the Board of Education, 2.360, in accordance with Section 806 of the General Municipal Law.
  1. Teachers shall be directly responsible to the administrator in charge of their building, in terms of school regulations, professional growth, and curriculum study.
  1. It shall be the duty of the teacher to keep informed concerning the policies and rules and regulations of the Board. It shall be the duty of the district and building administration to keep hand books up-to-date.
  1. Teachers shall attend all meetings scheduled by the superintendent or administrator unless excused in advance.
  1. Teachers shall be responsible for the general discipline of students in their classrooms and shall cooperate in the discipline in the building on school grounds.
  1. Pursuant to Section 3002 of the Education Law, teachers must sign an affirmation of allegiance upon entering service with the school district.
  1. Teachers shall not dismiss their pupils earlier than the regularly scheduled time without permission of the administrator or superintendent.
  1. A teacher shall not leave his/her pupils unsupervised without prior permission or extenuating circumstances.

II. Specifically, a teacher shall:

  1. Administer the classroom and its educational program.
  1. Help plan the school program as requested.
  1. Participate in the in-service program of the school according to mutually acceptable terms and conditions.
  1. Be accessible to work with students, parents and other school personnel in planning for each student when circumstances dictate this higher level of consideration.
  1. Present all sides of significant current questions.
  1. Care for and account for school property.
  1. Work closely and harmoniously with colleagues.
  1. Perform other duties as assigned within the parameter of the contract.
  1. Plan curriculum in advance according to criteria satisfactory to the building principal.
 
District Reference  ,
 
General Reference 
 
 
Adoption Date 2008-06-10
 
Last Revised 



Series: Series9000     Sub Series: 9100     Policy Number: 9140          Printer Friendly (opens in new window/tab)



Title 

TEACHER’S HANDBOOK

Policy Text 

 Each building principal shall develop and maintain a “Teachers’ Handbook.” Subjects in this manual will include, but not be limited to:

 

  1. General housekeeping requirements.
  2. Duties of advisors and chaperones.
  3. Schedules.
  4. School closing.
  5. Co-curricular activities.
  6. Conferences.
  7. Student discipline.
  8. Faculty meetings.
  9. Promotion standards.
  10. Graduation requirements.
  11. School year opening and closing procedures.

Pertinent Board/District policies, updated at least annually.

 
District Reference  ,
 
General Reference 
 
 
Adoption Date 2009-01-16
 
Last Revised 



Series: Series9000     Sub Series: 9100     Policy Number: 9190          Printer Friendly (opens in new window/tab)



Title 

HEALTH INSURANCE BENEFITS FOR RETIREES

Policy Text 

Effective December 1, 1994, all staff who retire from service in the Rhinebeck Central School District on or before June 30, 1994, shall contribute toward the payment of health insurance premiums as follows:

 

            Individual Plan Premium

                        15% for the retiree and 85% for the District

 

            Family Plan Premium

                        30% for the retiree and 70% for the District

 
District Reference  ,
 
General Reference 
 
 
Adoption Date 1998-06-23
 
Last Revised 



Series: Series9000     Sub Series: 9100     Policy Number: 9191          Printer Friendly (opens in new window/tab)



Title 

EMPLOYEE PERSONNEL RECORDS

Policy Text 

    The Board directs the Superintendent to maintain a personnel file for each employee employed by the school district.

 

The Personnel File

 

 

            The personnel file shall include all records and documents collected and retained by the school concerning the employee, including:

 

  1. Evaluation reports made by the administration.
  2. Commendations of and complaints against the employee made by the administration.
  3. Written suggestions for corrections and improvements made by the administration.
  4. Teacher/administrator certificates.
  5. Health certificates.
  6. Standard test scores.
  7. Academic records.
  8. Application forms.
  9. All other records kept about an employee in accordance with the civil rights of the employee.

 

Location of Personnel File

 

 

            The personnel file shall be maintained in the district office.

 

Additions to Personnel File

 

            No evaluation, commendation, complaint or suggestion shall be placed in the personnel file unless it meets the following requirements:

 

  1. The comment must be signed and dated by the person making the evaluation, commendation, complaint, or suggestion; and

 

  1. For the teachers’ personnel files, the contract provides the following:

 

Each teacher shall have the right, upon request, to review the contents of his own confidential personnel file. A representative of the Association may, at the teacher’s request, accompany the teacher in this review.

 

Written materials considered by the District to be derogatory shall be furnished to the teacher prior to being placed within the teacher’s personnel file. Within three (3) school days of the presentation of the final draft of the derogatory material, the teacher must sign the same. Such signature shall not be construed to indicate agreement with the contents thereof. After the three (3) school day period, the material shall be placed in the teacher’s personnel file. The teacher shall have the right to respond in writing to such derogatory material and to have the written response attached thereto and placed within the personnel file within thirty (30) calendar days of the placement of the material in the teacher’s personnel file.

 

General Access to Personnel File

 

 

            Access to a personnel file shall be permitted to the following persons without the consent of the employee about whom the file is maintained:

 

  1. Those school officials involved in the evaluation process of the individual; and

 

  1. The Board of Education, if its examination of the file relates to the duties and responsibilities of the Board.

 

            No other person shall have access to a personnel file except under the following circumstances:

 

  1. When the employee gives written consent for the release of his records. The written consent must specify the records to be released and to whom they are to be released. Each request for consent shall be handled separately; blanket permission for release of information shall not be accepted.

 

  1. When the records have been subpoenaed or sought by court order.

 

Procedure

 

 

            The Superintendent or his designee shall have the responsibility for maintaining and preserving the confidentiality of employee personnel files, and for granting or denying access.

 
District Reference  ,
 
General Reference 
 
 
Adoption Date 2009-01-16
 
Last Revised 



Series: Series9000     Sub Series: 9100     Policy Number: 9192          Printer Friendly (opens in new window/tab)



Title 

PARENTAL RIGHTS TO APPR COMPOSITE SCORES AND QUALITY RATINGS

Policy Text 

PARENTAL RIGHTS TO ANNUAL PROFESSIONAL

PERFORMANCE REVIEW COMPOSITE SCORES & QUALITY RATINGS

UNDER EDUCATION LAW SECTION 3012-c

 

In accordance with the provisions of Section 3012-c (10)(b) of the Education Law, the Board of Education shall facilitate the disclosure of the Annual Professional Performance Review final quality ratings and numerical composite effectiveness scores of the classroom teachers and building principals to the parents/legal guardians of students under their supervision for the current school year.

 

In the interest of protecting the privacy rights of the professional educators while facilitating parental access, the District shall require reasonable verification of identity prior to releasing information to parents/legal guardians. 

 

The Superintendent of Schools shall develop a parental notice and information access form that shall be exhibits to this policy and an integral part hereof.   The parental notice shall be posted in conspicuous locations within the District and the notice and form shall be made available on the District website.

 
District Reference  ,
 
General Reference 

Education Law Section 3012-c(10)
State Education Department Guidance Document, Section “P” 

 
 
Adoption Date 2013-10-08
 
Last Revised 



Series: Series9000     Sub Series: 9100     Policy Number: 9193          Printer Friendly (opens in new window/tab)



Title 

EMPLOYMENT OF STUDENTS

Policy Text 

The Board of Education may create Clerical Student Worker and Custodial Student Worker positions as needed. In order to provide a fair opportunity to all qualified students, all student worker positions shall be filled by a lottery, which shall be held on an “as needed” basis.

Student Workers shall be under the supervision of an adult at all times, but may be left alone to fulfill specified tasks. Student workers shall be trained by a qualified adult in all the tasks that they are required to do. Student Workers shall be instructed in the proper safety procedures regarding any substances or equipment they may be required to handle, or that they might come in contact with during the normal course of their employment. Student Workers shall not be exposed to highly toxic or caustic materials, and shall not be employed to perform dangerous activities.

The Board of Education shall adopt hiring procedures for the implementation of this policy. The Superintendent shall institute appropriate work rules and practices for the implementation of the other provisions of this policy.

Procedures for Hiring:

  1. Student Worker positions may be created as after school jobs or as summer jobs, and shall comply with all provisions of Federal and New York State Law regarding the employment of minors.
  1. Student Workers shall be employed at the minimum wage and shall be covered by Workers’ Compensation. Student Workers are not entitled to District paid health insurance, paid sick leave, paid vacation, or any other benefits that the district grants to its full time employees, unless otherwise required by law.
  1. All Qualified Students may apply for Student Worker positions. A Qualified Student is a District resident High School or Middle School student who:

a) Has a valid employment certificate (working papers) issued by the Superintendent of Schools; and

b) Has a grade point average of 65 or better.

  1. Students shall complete an application for Student Worker, and shall indicate if they have a preference for clerical or custodial work. The Superintendent shall provide for the creation of an appropriate application.

The names of all qualified applicants for Student Worker positions shall be entered into a lottery pool. All student applicants are entitled to be present for the lottery selection process. The names of selected students shall be placed on a list in the order in which they were drawn from the pool. All Student worker positions shall be filled from the list of selected students in order in which the names appear on the list. The Superintendent shall retain the right to refuse to recommend for appointment any individual to any position, as long as it is not for a discriminatory reason.

 

  1. A student may decline an appointment if she/he no longer wants a position or has a stated preference for clerical or custodial work. A student who declines an appointment for reasons other than preference of position shall be removed from the list. A student who declines an appointment for reasons of “preference” shall remain on the list and shall be canvassed for his/her preferred category in the order that their name appears on the list.
  1. A Student Worker is subject to summary discharge if they cannot, or do not perform the work as assigned in a satisfactory manner. Student workers are also subject to summary discharge for absenteeism, tardiness, insubordination, school suspension, 2 detentions, the use of controlled or illegal substances (including but not limited to tobacco and alcohol), leaving the work site without permission, and failure to follow instructions.
 
District Reference  ,
 
General Reference 
 
 
Adoption Date 1998-06-23
 
Last Revised 2008-06-10



Series: Series9000     Sub Series: 9100     Policy Number: 9194          Printer Friendly (opens in new window/tab)



Title 

NON-SCHOOL ACTIVITIES OF EMPLOYEES

Policy Text 

      The Board recognizes that members of the staff must enjoy private lives and may conduct business activities apart from school time and school obligations. The responsibility of the Board and its supervisory staff usually does not extend past evaluation of staff members in terms of their faithfulness and effectiveness to school duties and responsibilities; however, when it is apparent that non-school activities affect the school activities of a staff member, the Board reserves the right to evaluate the impact of such activities upon the responsibilities of the staff member consistent with the RTA contract.

 

            For the guidance of the staff in the conduct of their personal activities, the Board adopts the following policies to minimize the possibility of a conflict of interest:

 

  1. The Board does not endorse, support or assume liability for any staff member from this school district who conducts outside activities in which students and employees of this district may participate.

 

  1. No staff members may use school facilities nor school time to solicit customers for their private enterprises without applying for a school use permit in accordance with district policy and regulations.

 

  1. Staff members are discouraged from tutoring for a fee any student in their class, but may do so off district premises and at times when classes are not in session, upon the request of the parents and with the permission of the principal.

 

  1. Staff members indicted for a crime may be suspended with pay pending the outcome of the trial and in accordance with State Law.

 

  1. Staff members should not give school time to outside activities when there is no valid reason to be excused from professional duties without the permission of the Superintendent, consistent with the RTA contract on personal leave.
 
District Reference  ,
 
General Reference 
 
 
Adoption Date 2009-01-16
 
Last Revised 



Series: Series9000     Sub Series: 9100     Policy Number: 9195          Printer Friendly (opens in new window/tab)



Title 

INTERIM APPOINTMENTS & RESIGNATIONS

Policy Text 

    Turnover of non-instructional staff can be frequent and damaging to the school system. Administrators need flexibility to recruit and appoint to various positions between Board of Education meetings. The Board’s rights to ultimately appoint to specific positions must be preserved.

 

            Therefore, it should be the policy of the School District to allow administrators to make non-instructional appointments and accept resignations between Board meetings by approval and signature of the Superintendent and the school business official. All interim appointments/resignations are subject to Board action at the next available Board meeting.

 
District Reference  ,
 
General Reference 
 
 
Adoption Date 1988-07-12
 
Last Revised 



Series: Series9000     Sub Series: 9200     Policy Number: 9240          Printer Friendly (opens in new window/tab)



Title 

RECRUITING AND HIRING

Policy Text 

The Board of Education shall not discriminate on the basis of race, color, creed, gender, national origin, religion, age marital status, military status, disability, predisposing genetic characteristics, or sexual orientation in its employment practices. including the recruitment and appointment of employees.

It will be the duty of the Superintendent of Schools to see that persons recommended for employment in the schools meet all certification requirements and the requirements of the Board for the type of position for which the recommendation is made. The district will only employ certified teachers unless it can validate an inability to secure a certified teacher pursuant to the Commissioner’s Regulations.

The Superintendent’s recommendation will be based upon consideration of the candidate who best meets the desired qualities for an available or anticipated instructional position, as determined through the hiring process including, but not be limited to, consideration of the following criteria, as applicable:        

- the candidate’s professional preparation, including but not limited to academic record, college major, and rigor of program;

-  the candidate’s subject matter expertise and demonstrable knowledge of the standards, elements, and performance indicators embedded in the New York State Teaching Standards;

- the candidate’s fit with District’s mission, vision and core values;

- the candidate’s pedagogical skillset, consistent with the State-approved rubric selected by the school district, as determined by the observation and evaluation of a demonstration lesson, as practicable;

- the candidate’s level of comfort and expertise with technology and the use of technology for instructional delivery and communication;

- the candidate’s ability to use different pedagogical techniques appropriately and effectively;

- the candidate’s ability to relate to, to respect, and to connect and engage with students, both within and outside of the classroom;

- the candidate’s creativity and innovativeness;

- the candidate’s critical thinking and analytical skills;

- the candidate’s ability and inclination to interact collaboratively with students, parents, colleagues, and community members;

- the candidate’s ability to communicate effectively and proactively with students, parents, and colleagues using a variety of modalities as appropriate, including but not limited to e-mail, web pages, and other technology-based tools.

- the candidate’s prior experience, instructional and otherwise, as it is relevant to the demonstration of the aforementioned criteria.       

These criteria will be applied, to the extent practicable, in screening, interviewing, and recommending long-term substitutes who are hired with the understanding that their service in this capacity will be for an extended period of time, typically for a full school year or a significant portion of the time thereof, as measured in months. Administrative discretion and flexibility will used in applying these criteria for the hiring of long-term substitutes for a shorter or indeterminate period of time.     

Interview questions will be based, at least in part, upon these criteria. Responses will be used by the administrator and/or search committee as part of a holistic approach to evaluating potential hires to generate responses from candidates. These responses will assist the administrator/search committee to determine the “best” available candidate for the position.  

Administrators may travel to interview candidates when there are enough candidates at that location to justify such a trip. In most instances, however, candidates will be asked to come to the school for an interview.

The Superintendent will make all hiring recommendations to the Board for approval. In addition, the Business Administrator may make recommendations for non-instructional employees, following applicable Civil Service rules and procedures. Administrators may also make interim appointments when given short notice.

While the Board may accept or reject a recommendation, an appointment will be valid only if made with the recommendation of the Superintendent. In the case of a rejection, it is the duty of the Superintendent to make another  recommendation. No person shall be considered employed until a resolution to that effect has been approved by the Board.

 
District Reference  ,
 
General Reference 

Age Discrimination in Employment Act (ADEA), 29 USC §621 et seq.
Americans with Disabilities Act, 42 USC §12101 et seq.
Civil Rights Act of 1964, Title VII, 42 USC §2000c et seq.
Human Rights Law, Executive Law §290 et seq.
Civil Rights Law, §40 et seq.
Education Law §§1709; 3012 

 
 
Adoption Date 2002-12-10
 
Last Revised 2013-07-09



Series: Series9000     Sub Series: 9200     Policy Number: 9250          Printer Friendly (opens in new window/tab)



Title 

SUPERVISION OF CONDITIONALLY APPOINTED EMPLOYEES

Policy Text 

  In accordance with law, all employees of the District hired on or after July 1, 2001 must receive clearance from the New York State Education Department prior to commencing employment in the District.  Clearance is based upon the New York State Division of Criminal Justice Services reviewing and reporting on the criminal background to the State Education Department and the same process being implemented by the Federal Bureau of Investigation.  Conditionally cleared employees are those that have been cleared by the State system but have not yet been cleared by the Federal system.

 

            Emergency conditional clearance is based upon an unforeseen emergency vacancy that occurs less than ten (10) business days before the start of any school session or mid-session when there is insufficient notice to allow for clearance or conditional clearance or, where the District has made good faith efforts to fill such vacancy in a manner that would have allowed sufficient time for clearance or conditional clearance of a prospective employee and the District has been unable to secure such clearance.

 

            It is the policy of this District to exercise heightened administrative supervision at the building level over conditionally cleared prospective employees emergency conditionally cleared prospective employees until full clearance is reported by the Commissioner of Education.

 
District Reference  ,
 
General Reference 
 
 
Adoption Date 0000-00-00
 
Last Revised 



Series: Series9000     Sub Series: 9200     Policy Number: 9270          Printer Friendly (opens in new window/tab)



Title 

PART TIME EMPLOYMENT

Policy Text 

Upon the recommendation of the Superintendent of Schools, the Board of Education will approve or reject the employment of part time teachers consistent with the needs of the school district.

The appointment of part time personnel will not extend beyond the school year for which employment is made.

Part time employees will meet all necessary certification requirements, and any non unit part time teachers will be compensated for their work on a prorated basis commensurate with their placement on their salary schedule.

The administration is responsible for the development of an up to date handbook for part-time employees. This handbook will better inform those employees of information necessary to their understanding of the school program, their place in it, and will help them to plan their time more efficiently. The handbook will include information on at least the following topics:

1. school administration;

2. school calendar;

3. pay dates;

4. sick leave regulations;

5. employee benefits;

6. district jury duty policy; and

7. district employee listing.

 
District Reference  ,
 
General Reference 

Education Law 2509; 3101(3); 3012 

 
 
Adoption Date 2002-12-10
 
Last Revised 



Series: Series9000     Sub Series: 9200     Policy Number: 9290          Printer Friendly (opens in new window/tab)



Title 

METHOD FOR DETERMINING PAY UPON LEAVING DISTRICT DURING SCHOOL YEAR

Policy Text 

   It is the policy of this school district to pay employees who leave service during the school year in a manner consistent with Commissioner's Regulations, as follows:

 

1.      Each month counts as 1/10th of the total annual salary; and

 

2.      Each day counts as 1/200th of the total annual salary.

 

For example, a person leaving at the end of the first of October would be paid 1/10th September and 1/200th

for the 1st day of October.

 
District Reference  ,
 
General Reference 
 
 
Adoption Date 2009-01-16
 
Last Revised 



Series: Series9000     Sub Series: 9300     Policy Number: 9320          Printer Friendly (opens in new window/tab)



Title 

DRUG-FREE WORKPLACE

Policy Text 

The Board of Education prohibits the illegal, improper or unauthorized manufacture, distribution, dispensing, possession or use of any controlled substances in the workplace. "Workplace" shall mean any site on school grounds, at school-sponsored activities, or any place in which an employee is working within the scope of his/her employment or duties. "Controlled substances" shall include all drugs which are banned or controlled under federal or state law, including those for which a physician's prescription is required, as well as any other chemical substance which is deliberately ingested to produce psychological or physiological effects, other than accepted foods or beverages.

The Superintendent of Schools or his/her designee shall implement related regulations which outline the requirements of the federal Drug-Free Workplace Act of 1988.

 
District Reference  ,
 
General Reference 

Drug-Free Workplace Act (DFWA), 41 U.S.C. §§702-707
Controlled Substances Act, 21 U.S.C. §812
21 CFR §§1300.11-1300.15
34 CFR Part 85 (U.S. Dept. of Ed. Regulations under the DFWA)
Civil Service Law §75
Education Law §3020-a
Patchogue-Medford Congress of Teachers v. Board of Education,
70 NY2d 57 (1987) 

 
 
Adoption Date 2002-12-10
 
Last Revised 



Series: Series9000     Sub Series: 9300     Policy Number: 9330          Printer Friendly (opens in new window/tab)



Title 

TOBACCO USE ON SCHOOL PREMISES BY STAFF

Policy Text 

The Board of Education, in response to the growing public concern over health issues associated with the use of tobacco, federal and state law, and the need to protect the health and safety of district students and employees, will maintain a smoke-free environment in its buildings and on its grounds. The district further recognizes that tobacco use can be an addictive behavior which requires support through programming for individuals who wish to stop.

Smoking or other tobacco use is prohibited at all times on district property, including grounds, buildings, and vehicles owned, leased, or contracted by the district, or at any school-sponsored event.

Employees in violation of this policy can expect punitive consequences. First time offenders will be asked to stop, and will be counseled on the availability of cessation programs. A second offense will result in a written directive. A third offense will be grounds for appropriate disciplinary action. Federal law imposes civil penalties of up to $1,000 per offense.

The Superintendent of Schools will be responsible for enforcement of this policy. The Building Principals have direct responsibility for its enforcement among students and staff in their buildings.

The Superintendent will have copies of this policy prominently posted in the workplace. In addition, the Superintendent will designate each building principal or supervisor to be responsible for informing individuals using tobacco in a prohibited area that they are in violation of Article 13 of the Public Health Law and/or the federal Pro-Children Act of 1994.

Cessation Program

Employees who wish to stop using tobacco may participate in a district-sponsored tobacco cessation programming. The Superintendent, together with the Building Principals, will be responsible for establishing and maintaining cessation programs as needed. Continued education will support cessation programming and will promote a tobacco-free environment in the district schools.

 
District Reference  ,
 
General Reference 

Goals 2000, Educate America Act §§1041 et seq. (The Pro-Children Act of 1994) 
Public Health Law Article 13-E; §§206; 340; 347
Education Law §§409(2); 3020-a
Newark Valley C.S.D., 83 NY2d 315 (1994)
Oneonta City S.D., 24 PERB & 3025 (1991)

 
 
Adoption Date 2002-12-10
 
Last Revised 



Series: Series9000     Sub Series: 9300     Policy Number: 9340          Printer Friendly (opens in new window/tab)



Title 

EMPLOYEE ASSISTANCE PROGRAM

Policy Text 

The Board of Education has established an Employee Assistance Program in collaboration with the district’s collective bargaining units. This program provides appropriate and confidential prevention, intervention, assessment, referral, support, and follow-up services for district staff who seek assistance with their problems. District staff will be informed about the services they can receive through the Employee Assistance Program.

The district recognizes that it has no right to intervene unless employees’ personal problems adversely affect their job performance. When unsatisfactory performance does occur, the district’s supervisory personnel will encourage employees to manage their problems and move toward a resolution on their own, or with the help of the Employee Assistance Program.

 
District Reference  ,
 
General Reference 
 
 
Adoption Date 2002-12-10
 
Last Revised 



Series: Series9000     Sub Series: 9300     Policy Number: 9350          Printer Friendly (opens in new window/tab)



Title 

FAMILY MEDICAL LEAVE ACT OF 1993

Policy Text 

 As an employer covered by the requirements of the Family and Medical Leave Act of 1993, whose employees are eligible for the benefits set forth therein, the Board hereby directs the Superintendent of Schools to establish a Guidance Document for distribution to employees of the School district regarding their rights to child care and serious health condition leaves under the Federal Law. The Guidance Document shall be consistent with the provisions of collectively negotiated agreements, where applicable.

 
District Reference  ,
 
General Reference 
 
 
Adoption Date 1995-10-24
 
Last Revised 



Series: Series9000     Sub Series: 9400     Policy Number: 9410          Printer Friendly (opens in new window/tab)



Title 

SUBSTITUTE PLACEMENT ON SALARY SCHEDULE

Policy Text 

Substitute teachers should be placed on their salary step but without benefits when it is readily acknowledged that the staff member for whom they are substituting will be out an extended time or of a fixed duration.

 

            Therefore, a substitute will be placed on the district salary schedule as follows:

 

a.       When the teacher has been out for more than 30 consecutive days, and/or

 

b.      The teacher or physician indicates that the teacher will be out for a substantial period of time.

 

c.       Once the duration of the stay is known, a substitute must join the retirement system at the appropriate tier with district and individual contributions.

 

d.      Sick days granted on a one day per month basis.

 

e.       If the duration exceeds one semester, all benefits will be paid.

 
District Reference  ,
 
General Reference 
 
 
Adoption Date 2009-01-16
 
Last Revised 



Series: Series9000     Sub Series: 9500     Policy Number: 9540.4          Printer Friendly (opens in new window/tab)



Title 

TAX-SHELTERED ANNUITIES

Policy Text 

Each district employee is authorized in his/her sole and absolute discretion to purchase a tax-sheltered annuity through payroll deduction. However, the district retains the right to limit the number of active companies. The following conditions apply:

1. Companies presently not offering tax-sheltered annuities may request to be included in the active companies.

2. If a new employee has transferred from another public school district and already owns a comparable tax-sheltered annuity contract purchased by that district, from another insurance company, the Board shall accommodate the employee in continuing such annuity contract, if requested.

3. Authorized premiums will be allocated only from the reduced portion of salaries earned after the effective date of modification to the employment contract between the Board and the employee affected. Requests for modification shall be made by the employee in writing.

 
District Reference  ,
 
General Reference 
 
 
Adoption Date 2002-12-10
 
Last Revised