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Classified

2019 - 2020

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Laurel School District

Beliefs SCHOOL YEAR 2019 – 2020

• We believe every student counts and every moment matters. • We believe learning is a shared responsibility. • We believe accountability serves as a foundation for excellence • We believe a positive educational environment produces positive outcomes • We believe and understanding and supportive educational family will produce

innovative learners.

GOALS SCHOOL YEAR 2019-2020

1. STUDENT ACHEIVEMENT Our district will increase student achievement by supporting the academic needs of all students. 2. SAFE SCHOOLS Our district will maintain a safe school climate to provide an optimal learning environment for every student. 3. FINANCIAL OPERATIONS Our district will maintain a sound financial fund balance of at least seven percent while providing diverse educational opportunities.

Mission Statement The mission of the Laurel School District is to develop productive citizens and successful

life-long learners by providing diverse educational opportunities.

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CONTENTS Page #

Acceptable Internet Use Policy .................................................................................................................... 24

Administrative Staff ........................................................................................................................................ 5

Board Members .............................................................................................................................................. 5

Business Hours................................................................................................................................................ 6

Calendar .......................................................................................................................................................... 4

Classified Employees Personal Leave and Absences .................................................................................... 11 Incentive ................................................................................................................................................... 13 Penalties for Abuse .................................................................................................................................. 17 Requesting and documenting Leave ........................................................................................................ 16

Contingency Plan of Operation .................................................................................................................... 30

Direct Deposit ............................................................................................................................................... 10

Drug-Free Workplace ..................................................................................................................................... 9

Duty to Report Suspected Child Abuse or Neglect to Proper Authority ........................................................ 8

Employee Internet Access Agreement ......................................................................................................... 28

Equal Opportunity Employment Policy ........................................................................................................ 29

Harassing Bullying/Harassing .................................................................................................................................. 19 Sexual Harassment ................................................................................................................................. 18

Maternity Leave Policy ................................................................................................................................. 18

Personnel Records ........................................................................................................................................ 10

Political Activity of Staff Members ................................................................................................................. 9

Professional Dress Standards ....................................................................................................................... 29

Reporting of Criminal Activity By School Employees ................................................................................... 23

Salary Deductions ......................................................................................................................................... 10

Schools and Building Administrators .............................................................................................................. 7

Severe Weather Conditions .......................................................................................................................... 30

Staff Development ........................................................................................................................................ 31

Staff-Community Relations............................................................................................................................. 9

Staff-Student Relations ................................................................................................................................... 9

Telephone/Cell Phone Use ........................................................................................................................... 31

Tobacco Free Workplace ................................................................................................................................ 8

Vacations ...................................................................................................................................................... 31

Working Conditions ...................................................................................................................................... 18

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LAUREL SCHOOL DISTRICT – 2019 – 2020 CALENDAR

3-5 4th of July Holiday 9 Eleven month employees report to work 17 10 month Secretaries return to work 19 Ten month employees report to work 22-23 Student Registration

JULY 2019 S M T W Th F S 1 2 3 4 5 6

7 8 9 10 11 12 13

14 15 16 17 18 19 20

21 22 23 24 25 26 27 28 29 30 31

JANUARY 2020 S M T W Th F S 1 2 3 4

5 6 7 8 9 10 11

12 13 14 15 16 17 18

19 20 21 22 23 24 25 26 27 28 29 30 31

1-3 Christmas Break 6 Teacher Work Day 7 Students return 7 3rd Nine Weeks Begins 7 2nd Semester Begins 9 Report Cards Sent home 14 School Board Meeting 20 M. L. King Holiday

2 Professional Development 5-6 Teacher Work Day 7 1st Day of School 7 1st Nine weeks begins 13 School Board Meeting

AUGUST 2019 S M T W Th F S 1 2 3 4 5 6 7 8 9 10

11 12 13 14 15 16 17

18 19 20 21 22 23 24

25 26 27 28 29 30 31

FEBRUARY 2020 S M T W Th F S 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15

16 17 18 19 20 21 22

23 24 25 26 27 28 29

11 School Board Meeting 17 Winter Break/No Students 17 Professional Development 18 Students Return

2 Labor Day 10 School Board Meeting 12 Progress Report sent home

SEPTEMBER 2019 S M T W Th F S 1 2 3 4 5 6 7

8 9 10 11 12 13 14

15 16 17 18 19 20 21

22 23 24 25 26 27 28 29 30

MARCH 2020 S M T W Th F S 1 2 3 4 5 6 7

8 9 10 11 12 13 14

15 16 17 18 19 20 21

22 23 24 25 26 27 28 29 30 31

10 School Board Meeting 11 3rd Nine Weeks End 12 4th Nine Weeks Begins 16 – 20 Spring Break 19 Teacher Work Day 26 Parent Conference Night Report Card Pickup

8 School Board Meeting 9 1st Nine week ends 10 2nd Nine week begins 14 Fall Break (Bad weather Day) 15 Professional Development 16 Students Return 17 Parent Conference Night / Report Card Pick-up

OCTOBER 2019 S M T W Th F S

1 2 3 4 5

6 7 8 9 10 11 12

13 14 15 16 17 18 19

20 21 22 23 24 25 26 27 28 29 30 31

APRIL 2020 S M T W Th F S

1 2 3 4

5 6 7 8 9 10 11

12 13 14 15 16 17 18

19 20 21 22 23 24 25 26 27 28 29 30

10 Good Friday 14 School Board Meeting 23 Parent Conference Night / Report Card Pick-up

12 School Board Meeting 14 Progress Report sent home 25-29 Thanksgiving Break

NOVEMBER 2019 S M T W Th F S

1 2

3 4 5 6 7 8 9

10 11 12 13 14 15 16

17 18 19 20 21 22 23

24 25 26 27 28 29 30

MAY 2020 S M T W Th F S 1 2

3 4 5 6 7 8 9

10 11 12 13 14 15 16

17 18 19 20 21 22 23

24 25 26 27 28 29 30

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12 School Board Meeting 19 Graduation 21 60% Day/Last Day 21 Report Cards Sent home 21 4th Nine weeks ends 21 Second Semester Ends 22 Teacher Work Day 25 Memorial Day

10 School Board Meeting 20 60% Day 20 2nd Nine weeks ends 19 First Semester Ends 20 3rd Nine weeks begins 24- Christmas Break January 3rd

DECEMBER 2019 S M T W Th F S 1 2 3 4 5 6 7

8 9 10 11 12 13 14

15 16 17 18 19 20 21

22 23 24 25 26 27 28

29 30 31

JUNE 2020 S M T W Th F S 1 2 3 4 5 6

7 8 9 10 11 12 13

14 15 16 17 18 19 20

21 22 23 24 25 26 27

28 29 30

4 Ten month employees and 10 month secretaries last day 9 School Board Meeting 11 Eleven month employees last day

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LAUREL SCHOOL DISTRICT

303 W 8TH Street Laurel, MS 39440

Telephone 649-6391

SCHOOL BOARD MEMBERS Jeremy Adams, Secretary Nancy Breland, Member

Dr. James Johnson-Hill, President Doncella Milton, Member

James “Jim” Rasberry, Vice President

Superintendent Office Extension Numbers

• Dr. Toy L. Watts, Superintendent -------------------------------------------------------- 105 • Jerry Elaine Moffett, Administrative Assistant/School Board Clerk ---------------- 104 • Sandra Earnest, Personnel Director ---------------------------------------------------- 138 • Lottie Tucker, Personnel Clerk ----------------------------------------------------------- 139 • Lisa Kelley, Employee Benefits Specialist ---------------------------------------------- 140 • Major James Howard, Sr., Director of Operations ----------------------------------- 107 • Tanya Lindsey, Secretary to Director of Operations ---------------------------------- 106

Assistant Superintendent/Curriculum

• Dr. Kenitra Ezi, Assistant Superintendent -------------------------------------------------- 125 • Robin Musgrove, Administrative Assistant to Assistant Superintendent----------------124 • Keta Davis, Math Instructional Coach K - 12 ----------------------------------------- 126 • Heather Jones, ELA Instructional Coach K - 12 -------------------------------------- 123 • Rebecca Hooper, Science Instructional Coach K - 12

Federal Programs/Title I

• Candace Henderson, Director ---------------------------------------------------------------- 122 • Corinthia Gressett, Administrative Assistant to Assistant Superintendent 108 • Dr. Stacey Blalock-Henry, Parent Center/Drug Education ------------------------- 127

Exceptional Education Services (Special Education)

• Dr. Dorsetta Jordan, Director ------------------------------------------------------------ 135 • Natalie Turner, Psychometrist/504-ADA*/Title IX Coordinator/Gifted ----------- 134 • Lorenzo Bridges II, Child Find Coordinator ------------------------------------------- 136 • Latoya Pearson, Administrative Assistant ---------------------------------------------- 133

*American with Disabilities Act

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Financial Office (Business Office)

• Rhonda Rowzee, Business Manager/Child Nutrition Director ---------------------- 115 • Renee Wimberly, Bookkeeper/Fixed Assets-------------------------------- -- ---------- 113 • Paula Kitchens, Payroll Officer ---------------------------------------------------------- 116 • Nikki Boykin, Accounts Payables/Purchasing ----------------------------------------- 117

Child Nutrition (Food Service)

• Sharon Knight, Assistant Director ------------------------------------------------------- 118 • Selesa Watkins, Quality Control Clerk--------------------------------------------------- 119 • John McDade, Maintenance

Maintenance/Receiving & Delivery

• Danny Donald, Maintenance Director -------------------------------------------------- 649-6392 Other

• Lacey Walters, Public Relations --------------------------------------------------------- 109 • Paula Pearson, Receptionist -------------------------------------------------------------- 101

Technology

• Dr. W. Michael Trest, Director ----------------------------------------------------------- 649-6391 • Robert Bayless, Technician --------------------------------------------------------------- 649-4145 • Jeff Davis, Software Technician ---------------------------------------------------------- 649-6391 • Tie’Riece Hollingsworth, Technician --------------------------------------------------- 428-5312 • Daniel Thigpen, Technician -------------------------------------------------------------- 428-5046

Transportation

• Keith Ridgeway, Director ------------------------------------------------------------ 649-6392

Office Hours 7:30AM – 4:30PM, Monday through Friday

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Schools and Building Principals

Laurel High School (9th – 12th) ----------------------------------------------------------- Dr. Michael Eubanks, Supervising Principal 9 – 12 1100 West 12th Street Jeannine Agee, CTE Director Laurel, MS 39440 Eric Boone, Assistant Principal Phone: 601/649-4145 or 649-4146 (Main Campus) Nashicka Mark, Assistant Director Kristin Walters, Assistant Director J. Todd Breland, Athletic Director Cafeteria: 601/426-6426 (Main Campus) Kristie McKinley, MSIS Clerk Fax: 601/426-2347 (Main Campus) Felice Miller, CTE Part-time Secretary Fax: 601/649-4156 (9th Grade Campus) Lakechie Horne, Receptionist Shaniqua Richardson, Secretary/Bookkeeper Counselors---------------------------------------------------------------------------------- Kelven Coleman – CTE, Leigh McCarty, 9 – 12

Alternative School------------------------------------------------------------------------ Dr. Jaymar Jackson, Director/Assistant AD 1305 Martin Luther King Avenue Marilyn Graham, Secretary Laurel, MS 39440 M. Monique Agee, Counselor Phone: 601/649-5195 Fax: 601/649-4156

Laurel Middle School (6th – 8th)--------------------------------------------------------- Tito Lanier, Supervising Principal 1600 Grandview Drive Albert Galeas, Assistant Principal Laurel, MS 39440 Tracy lee, Assistant Principal Phone: 601/428-5312 or 426-2396 Ryakko Price, Assistant Principal Fax: 601/426-6775 Winnie Hollingsworth, Secretary Cafeteria: 601/426-2176 Nakailya Pickering, Attendance Clerk/MSIS Keona Wilkins, Office Manager Counselors----------------------------------------------------------------------------------- Vincent Kirkland, Franchell Thomas Maddox Elementary School (5k – 5th)--------------------------------------------------Dr. Tiffany Ridgeway, Principal 600 South 16th Avenue Leander Bridges, Assistant Principal Laurel, MS 39440 Shannon Melton, Assistant Principal Phone: 601/428-1880 or 649- Melissa Brown, MSIS Contact Fax: 601/649-29 Minnie George, Secretary Cafeteria: 601/428-7188 Tamika Owens, Counselor Mason Elementary School (5K – 5th)-----------------------------------------------------Christine Beeker, Principal 2726 Old Bay Springs Road Blair Lenoir, Assistant Principal Laurel, MS 39440 LaKisha Copeland, Secretary Phone: 601/428-0393 or 428-1585 Margo Robinson, MSIS Contact Fax: 601/649-2751 Emily Sullivan, Secretary Cafeteria: 601/428-8743 Lisa Denman, Counselor Nora Davis Magnet School (4K – 5th)------------------------------------------------------Dr. Kiana Pendleton, Principal 1305 Martin Luther King Avenue Jasmine Gressett, MSIS Clerk Laurel, MS 39440 Lanita House, Secretary Phone: 601/428-7782 or 428-7446 Yashika Nicholson, Counselor Fax: 601/425-3692 Cafeteria: 601/428-8194 Oak Park Elementary School (4K – 5th)----------------------------------------------------Tristal Watson, Principal 1205 Queensburg Avenue Shanetra Addae, Assistant Principal Laurel, MS 39440 Curtis Wicker, Assistant Principal Phone: 601/428-5046 or 428-7958 Patricia Gates, MSIS Fax: 601/649-6342 Tonya Lewis, Secretary Jennifer McDonald, Secretary Sonya Sumrall, Counselor

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Duty to Report Suspected Child Abuse or Neglect to Proper Authorities Policy

Any school district employee having reasonable cause to suspect that a child is a neglected child or abused child shall cause an oral report to be made immediately by telephone, or otherwise, and followed as soon thereafter as possible by a report in writing to the Department of Human Services. Reports of abuse or neglect pursuant to Section 43-21-353 and the identity of the reporter are confidential, except when the court in which the investigation report is filed, in its desertion, determines the testimony of the person reporting to be material to a judicial proceeding. Any report to the Department of Human Services shall contain the names and addresses of the child and his parents, or other persons responsible for his care, if know, the child’s age, the nature and extent of the child’s injuries, including any evidence of previous injuries and any other information that might be helpful in establishing the cause of the injury and the identity of the perpetrator. Source: Mississippi Code, Section 43-21-353 “Abused Child” means a child whose parent, guardian, or custodian or any other person responsible for his care or support, whether legally obligated to do so or not, has caused or allowed to be caused upon said child sexual abuse, sexual exploitation, emotional abuse, mental injury, non-accidental physical injury or graphic photographing, filming, or depiction of children for commercial purposes, or the rape, molestation, incest, prostitution or other such forms of sexual exploitation of children under circumstances which indicate that the child’s health or welfare is harmed or threatened. “Neglected Child” means a child:

1. Whose parent, guardian, custodian or any other person responsible for his care and support, neglects or refuses, when able to do so, to provide for him proper and necessary care or support, or education as required by law, or medical, surgical, or other care necessary for his well-being; provided however, a parent who withholds medical treatment from any child who in good faith is under treatment by spiritual means alone through prayer in accordance with the tenets and practices of a recognized church or religious denomination by a duly accredited practitioner thereof shall not, for that reason alone, be considered to be neglectful.

2. Who is otherwise without proper care, custody, supervision or support. 3. Who lacks the special care made necessary for him by reason of his mental condition. 4. Who lacks the care necessary for his health, morals or well-being. Source: Mississippi Code, Section 43-21-105

Tobacco Free Workplace/School Zone Policy

It is a generally accepted fact that tobacco use is hazardous to a person’s health. This includes the use of smokeless tobacco products as well as smoking tobacco products and the inhalation of secondhand tobacco smoke. In an effort to promote the good health and well-being of school personnel and visitors and protect them from the harmful effects of tobacco products in school buildings and on the school grounds is hereby prohibited, effective August 14, 1991. This total ban on tobacco use is the strongest statement this school district can make to show that it cares about its employees and visitors.

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Drug-Free Workplace Policy

No employee engaged in work in connection with a federal grant shall unlawfully manufacture, distribute, dispense, possess or use on or in the workplace any narcotic drug, hallucinogenic drug, amphetamine, barbiturate, marijuana, or any other controlled substance, as defined in Schedules I through V of Section 202 of the Controlled Substances Act (21 U. S. C 812), and a further defined by regulation at 21 CRF 1300.11 through 1300.15. “Workplace” is defined to mean the site for the performance of work done in connection with a federal grant. That includes any school building or any school premises; any school-owned vehicle or any other school-approved vehicle used to transport students to and from school or school activities; off school property during any school-sponsored or school-approved activity, event or function, such as a field trip or athletic event, where students are under the jurisdiction of the school district where work on a federal grant is performed. As a condition of employment in any federal grant, each employee who is engaged in performance of a federal grant shall notify his or her supervisor of his or her conviction of any criminal drug statute for a violation occurring in the workplace as defined above, no later than five (5) days after such conviction. As a condition of employment in any federal grant, each employee who is engaged in performance of a federal grant shall abide by the terms if the school district policy of respecting a drug-free workplace. An employee who violates the terms of this policy may be non-renewed or his or her employment may be suspended or terminated, at the discretion of the Board. Suspension or dismissal may result in the suspension or revocation of the certification of the licensed employee. Section 37-3-2. Sanctions against employees, including non-renewal, suspension, and termination, shall be in accordance with prescribed school district administrative regulations and procedures. Legal Ref: Mississippi Code, as cited above.

Staff-Student Relations Policy Staff members shall regard each student as an individual. Students shall be treated with courtesy and consideration. Students are expected to regard staff members as persons with specific knowledge and capabilities.

Staff Participation in Community Activities

All employees of the Laurel School District are encourage to take an active role in community affairs by participating in civic functions, youth recreation programs and other activities designed to make our community a better place to live.

Political Activity of Staff Members The Board recognizes the right of its employees and encourages them as citizens to engage in activities, which exemplify good citizenship. However, school property and school time shall not be used for political purposes.

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Personnel Records

The Superintendent shall develop and implement a comprehensive system of personnel records to include:

1. A personnel folder for each employee, licensed and classified, to be maintained in the district administrative office. Each folder shall contain the application for employment, references of the employee as well as information relative to compensation, payroll deductions, evaluations, and other pertinent material;

2. All personnel records shall be considered confidential and shall not be open to public inspection; 3. Each employee shall have the right, upon written request to review his own personal file and to receive

copies of its contents except for confidential references.

Direct Deposit

Effective July 1, 2012, SB2761 requires all employees to receive a single monthly paycheck and that the employees net pay will be sent electronically through direct deposit. This requires all employees to enroll in direct deposit. It is not optional. Everyone who receives a paycheck (substitutes, student workers, bus drivers, etc.) will receive their pay through direct deposit. Employees must have a checking, savings or a loadable debit card for their payroll deposit. Your net pay will be direct deposited on the last working day of the month; with the month of December as an exception, your pay should be deposited on December 15th.

Salary Deductions Policy The School Board of the Laurel School District authorizes the following deductions from employees’ salaries:

1. Retirement Effective July 1, 2013, the employee contribution rate for State Retirement Annuity coverage will be 9.00% of earned compensation. Effective July 1, 2013, the employer contribution rate will be 15.75% of earned compensation.

2. Social Security

The FICA rate will be 7.65% (Social Security 6.2% and Medicare Tax 1.45%) on earned compensation

3. Income Tax Deductions will be made as required by the Federal and State governments.

4. Insurance The State Board of Education shall allot to each school district such funds appropriated to pay the cost of the Public Employees Health Insurance Plan for all district employees who work no less than twenty (20) hours during each week and regular non-student bus-drivers employed by the district. Employees of Federal Grants, meeting 20 hours per week regulations, will have their health premium paid by Federal Grant Funds.

5. Tax Shelter Tax-sheltered annuities are offered through several insurance companies approved by the School Board. Representatives of these insurance programs are made available for individual teacher consultation at the beginning of each school year. All insurance program deductions applications should be completed by the monthly due date of the Business Office designated pay period prior to the month the first deduction is to be made. Changes in

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deductions for insurance for the summer months cannot be accepted after June 10th, because the July check is prepared before the fiscal year ends on June 30.

6. State Deferred Compensation Plan The Deferred Compensation Plan gives the state and local government employees an opportunity to establish a supplemental retirement plan, which has many tax advantages. You pay no taxes on the money you save until you retire when you probably will be in a lower income bracket. The growth credited to your savings is also exempt from taxes until you actually receive the money.

7. U. S. Savings Bonds

8. Leave Without Pay

Leave without pay deductions are taken from the same month, if the absence occurs prior to the monthly due date of the Business Office designated pay period; otherwise, deductions will come from the next month’s check.

9. Cafeteria Plan The district offers the benefit of further tax-sheltering to employees who choose to participate in the Cafeteria Plan.

10. Garnishments The Laurel School District honors court orders, decrees, or attachment of wages up to the limits allowed by law.

Upon separation from the school district, eligible employees with eligible insurances will receive COBRA notification.

Federal law allows eligible employees to continue health insurance coverage for 18 – 24 months after leaving employment with the Laurel School District. The employee must pay the full cost of the insurance premium. Please contact the Personnel Office no later than sixty (60) days after leaving our employment to enroll.

• Insurance Claim forms are available in the Personnel Office during regular office hours.

Classified Employees Personal Leave and Absences Policy

I. Definitions

A. Classified employees are subject to provisions of the Fair Labor Standards Act and include school-based secretaries and clerks, assistant teachers, teacher aides, non-supervisory employees of the maintenance, transportation and security departments, cafeteria employees, custodial employees, and all other full-time, non licensed, non-supervisory employees whose positions are not listed in the policy for ‘Teachers and Other Professional Personnel.

B. Full-time employees shall be those employees who work a minimum of twenty (20) hours per week.

C. The phrase ‘year of service’ shall mean nine (9) or more months of actual experience during a calendar

or school year in a public or private school district of this or some other state and any prior service credit granted a teacher or other professional personnel by the Public Employees’ Retirement System.

D. Sick leave is defined as days or part of days during which an employee is absent from duty caused

by personal illness or physical injury or because of the illness or physical injury or death of a

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member of the immediate family of the employee. Personal illness or physical injury shall include those incurred as a result of on-the-job injuries. A day of leave shall mean the employee’s normally scheduled workday. For example, a day of leave for a classified employee hired for four (4) hours per day shall be length of the four (4) hour day. II. Provisions

A. Teacher Assistants pursuant to Section 31-7-307(2)(a) of the MS Code shall be granted at the beginning of each school year the minimum sick leave allowance, with pay, or seven (7) days. Other classified personnel of the Laurel School District shall be granted sick leave without loss of pay on the first day of duty as indicated below.

Length of Employment

Annual Grant

9.0 months 7.0 days (2 can be used as Personal Leave) 10.0 months 7.0 days (2 can be used as Personal Leave) 12.0 months See the chart below

Teacher Assistants 7.0 days

Years in System Sick Leave Days Personal Leave Days 0 – 3 9 3 4 – 10 14 4

11 and above 18 6

B. Accumulation of sick leave shall be unlimited up to the maximum accumulation allowed by statute. Unused vacation leave (applicable for 12-month employees) existing at the end of the fiscal year in excess of five (5) days shall be carried into the next fiscal year as sick days. Up to a total of five (5) vacation days unused at the end of each year shall be rolled forward to the next fiscal year as a beginning balance in the personal day category. Unused sick days credited to each employee at year-end shall roll forward to the next year’s beginning balance. The annual conversion of unused personal and vacation days to sick days shall not exceed the allowable number of personal leave days as provided in MS Code Section 25-3-93. The annual total number of converted unused personal and vacation days added to the annual unused sick days for any employee shall not exceed the combined allowable number of days per year provided for state employees in Section s 25-3-93 and 25-3-95 of the MS Code.

C. Any and all accumulated leave shall expire upon the termination of employment with the

Laurel School District and shall not be restored should subject employee become re-employed by the school district. Accumulated leave unused by employees at their termination from the school district shall be promptly certified to the Public Employees’ Retirement System to be credited as days worked to the employees’ PERS account in accordance with Section 25-11-103 (h) of the MS Code.

D. Classified employees and Teacher Assistants employed for less than a fiscal year shall be granted a pro-rata share of the annual sick leave grant, based on the length of employment on the date the teacher assistant or classified employees assumes employment responsibilities. Teacher Assistants and classified employees hired more than thirty (30) calendar days after the beginning of the scheduled work year shall be allowed to use one day of sick leave as if it were a personal day.

Teacher Assistants and other eligible classified staff hired for less than the scheduled work year shall be granted a pro-rata share of sick leave. The grant of pro-rata share of sick leave shall be based on the following table.

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Classified Personnel Schedule of Sick Leave Proration

Length of Employment

Length of Employment

189 days 209 days Date Hired July 1 to July 31 N/A 7 Aug 1 to Aug 31 7 7 Sept 1 to Sept 30 6 7 Oct 1 to Oct 31 5 6 Nov 1 to Nov 30 4 5 Dec 1 to Dec 31 4 4 Jan 1 to Jan 31 3 4 Feb 1 to Feb 28 3 3 March 1 to Mar 31 2 2 April 1 to April 30 1 1 May 1 to May 31 0 1 June 1 to June 30 N/A 0

E. Eligible Classified employees are subject to the provisions of the Family and Medical Leave Act

(FMLA).

F. Upon retirement, Teacher assistants and other classified employees shall be paid for not more than thirty (30) days at the federal minimum wage.

G. The Laurel School District adheres to Section 37-7-307(10) of the Mississippi Code regarding the

donation of leave associated with ‘catastrophic’ illnesses. Effective July 1, 2012, Senate Bill 2761 no longer allows leave to or from other school districts. Approval of donated leave and definition of catastrophic illness will be followed as defined in legislation.

III. STATUTORY LIMITATIONS ON ACCUMULATION OF LEAVE

Experience/Length of Service Maximum Annual Accumulation 1 month through 3 years’ service 30 days per year 37 months through 8 years’ service 31.5 days per year 97 months through 15 years’ service 33 days per year Over 15 years’ service 34.5 days per years

IV. INCENTIVE

A. After each month of perfect attendance, classified employees shall accumulate one (1) additional day of sick leave, which is in addition to the minimum number of days advanced each year.

B. For the purpose of this policy, a month shall be defined as the period of time which constitutes a normal payroll time period as determined by the Business Office. C. To certify perfect attendance, at the end of each payroll time period the principal or direct

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supervisor shall submit to the Payroll Office either a listing of absences or a record of time worked by all classified personnel for that payroll period. D. School Business days, days served as a witness or juror in a court of law under subpoena, and/

or absences required to fulfill military commitments shall not count against an employee’s perfect attendance when proper approval is granted and proper documentation is provided.

V. TYPES OF ABSENCES A. Personal Illness Classified employees shall be allowed to use accumulated leave without loss of pay for absences caused

by illness, physical injury or pregnancy. There are no provisions in this policy for taking sick leave, which was not properly requested or approved.

After sick days credited to a classified employee have been exhausted, a medical leave of absence,

without pay, may be granted due to an extended illness or physical injury of the employee subject to the provisions of the Family and Medical Leave Act (FMLA). The written request to the Superintendent must be supported by a written statement from the employee’s physician, dentist, or other medical practitioner for any leave period that does not exceed the number of days remaining in the employee’s current contract or scheduled work year, unless the FMLA requires that the leave extend into the next school year.

B. Family Illness or Death

1. Classified employees shall be allowed to use up to five (5) days of accumulated sick leave per year, if the days are available, without loss of pay, for absences caused by death in the employee’s immediate family.

2. Immediate family shall be limited to the classified employee’s spouse, child, grandchild, parent,

sibling, grandparent, in-law, surrogate parent, or any other dependent living in the home of the employee. Aunts, uncles, or cousins are not considered immediate family unless such persons are a dependent living in the house of the employee or served as a surrogate parent to the employee.

Classified employees may use up to five (5) available days of accumulated sick leave per year for absences caused by illnesses or injuries to immediate family members as defined above. When employees are found to be eligible for coverage under the provisions of the Family and Medical Leave Act (FMLA), the rules regarding FMLA leave will apply.

3. In the event a classified employee must exhaust all accumulated sick leave as authorized

above, a leave of absence without pay may be granted the employee due to catastrophic illness or injury of the employee or the employee’s immediate family member. The employee must submit a written request to the Superintendent supported by an appropriate written statement from the physician or other medical practitioner who is treating the employee or the family member. The leave of absence shall not exceed the number of days remaining in the classified employee’s scheduled work year except when provisions of the FMLA require additional leave.

VI. Personal Leave and Vacation Leave

1. Classified employees shall be granted two (2) days of personal leave without loss of pay per year for

absences caused by personal reasons on a cumulative basis, but not exceed seven (7) days. Personal leave for employees with less than ten years of experience or less than 30 days of accumulated leave

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earned in the Laurel School District shall not be taken on the first day of the school term, the last day of the school term, on a day previous to a holiday or a day after a holiday, or any contractual day when in-service training or workshops have been scheduled unless on such days an immediate family member of the employee is being deployed for military service, pursuant to MS Code. Section 37-7-307 (3) (b) (i)

2. Personal Leave may be taken on a day previous to a holiday or a day after a holiday if an employee

of the district has either a minimum of ten years of experience as an employee with the district or a minimum of thirty (30) days of unused accumulated leave that has been earned while employed in the Laurel School District, pursuant to MS Code. Section 37-7-307(3) (b) (ii).

3. Personal leave may be taken on the first day of the school term, the last day of the school term, on a day previous to a holiday or a day after a holiday, if, on the applicable day, the employee has been summoned to appear for jury duty or as a witness in court, pursuant to MS Code. Section 37-7-307(3) (b) (iii)

4. Twelve-month classified employees shall be granted ten (10) vacation days annually, which may be

used at the discretion of and upon the approval of the employee’s principal or direct supervisor and the Superintendent and are not subject to the restrictions placed on the use of personal leave. Eligible classified staff hired for eleven (11) months or less shall be granted a pro-rata share of vacation days. The grant of pro-rata share of vacation days shall be based on the following table.

Twelve Month Classified Personnel Schedule of Vacation Days Proration

Length of Employment >233 days Date Hired July 1 to July 31 10 Aug 1 to Aug 31 9 Sept 1 to Sept 30 8 Oct 1 to Oct 31 7 Nov 1 to Nov 30 6 Dec 1 to Dec 31 5 Jan 1 to Jan 31 4 Feb 1 to Feb 28 3 March 1 to Mar 31 2 April 1 to April 30 2 May 1 to May 31 1 June 1 to June 30 0

1. A maximum of five (5) days categorized as vacation days unused at the end of each year will be

carried forward to the next year and be credited to the employee as personal leave. The total of personal and vacation days in excess of five (5), which are unused at the end of each year, shall be converted to sick leave and rolled forward and credited the next year’s beginning sick leave balance. However, no employee shall carry forward to the next year a number of days that exceeds the number of days that a state employee with the same experience could carry forward pursuant to Sections 25-3-93 and 25-3-95.

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2. Personal leave may be used for professional purposes, including absences caused by attendance of such classified employees at a seminar, class, training program, professional association or other function designed fir educators.

3. Requests for personal leave shall be made in writing to the employee’s principal or direct supervisor

at least two (2) days in advance of the day requested. If the principal or direct supervisor can grant the request without detriment to the school program or the operation of the department, he/she shall approve and forward the request to the Superintendent for final approval.

VII. SCHOOL BUSINESS Classified employees who are absent from work on school business shall be allowed full pay when the

school business day is requested in a timely manner and approved by the Superintendent. VIII. COURT

1. Without Loss of Pay

a. The classified employee furnishes the district with a Certificate of Jury Duty or other documentation signed and dated by the clerk of the Court showing a beginning and dismissal time documenting that the employee served as a witness or juror for a minimum of five (5) hours.

b. The classified employee furnishes the District with the Documentation required in

Section VIII.1.a. of this policy proving that the employee served as a juror or witness for less than five (5) hours and the employee reported to work upon dismissal by the Clerk of the court.

2. With Loss of Pay

a. The classified employee does not furnish the district with a Certificate of Jury Duty or other documentation showing that the employee served as a witness or juror on the day of absence.

b. The classified employee furnishes the District with a Certificate of Jury Duty showing a beginning and dismissal time documenting that the employee served as a juror or witness for less than five (5) hours but the employee failed to return to work upon dismissal by the Clerk of the court.

IX. Armed Forces Members of any of the reserve components of the armed forces of the United States, upon request, shall

be entitled to a leave of absence from their respective duties in accordance with the provisions of Mississippi Code of 1972, Section 33-1-21.

X. EMERGENCY LEAVE

The Superintendent may approve written requests for up to four (4) days leave, without pay, for bonafide emergency reasons other than those provided for in Section 37-7-307, (2) Mississippi Code 1972 as amended, upon his determination that the leave can be granted without detriment to a school or the district.

XI. OTHER ABSENCES Absences for any reason other than those specified above shall be requested in writing and forwarded to

the Assistant Superintendent for consideration.

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REQUESTING AND DOCUMENTING LEAVE

B. Whenever possible, classified employees are expected to plan and/or schedule absences so as to cause minimum time away from duty.

C. Leave with pay is not ‘earned time off’. Leave may not legitimately or ethically be

used for any purposes other than those intended by policy.

D. All leave shall be requested and approved prior to or concurrent with the taking of such leave. There are no provisions in this policy for using leave which is not requested and approved.

E. When it becomes apparent to the employee that it will be necessary to request leave as

outlined above, the classified employee shall, by direct personal contact, notify his/her principal or direct supervisor by the method previously prescribed by the principal or supervisor and shall notify her/him of the reasons for the absence and the expected length of absence.

F. A certificate from a physician, dentist or other medical practitioner shall be required if a classified employee is absent for four (4) or more consecutive days or two (2) consecutive days before or after a non-school day, such as Monday and Tuesday or Thursday and Friday or Friday and Monday.

G. Employees returning to duty after being absent for medical reasons (such as surgery, pregnancy, etc.) or workers compensation-related injuries shall furnish his/her principal or direct supervisor a statement from the attending physician or other medical practitioner certifying the employee’s release to work, his/her fitness and ability to return to work and any physical restrictions before being allowed to resume his/her duties.

PENALTIES FOR ABUSE

A. Abuse of this leave policy endangers the continuance of its liberal provisions. Principals shall immediately notify the Superintendent in writing of any and all abuses of this leave policy. Any abuse may lead to the employee’s dismissal.

B. The Superintendent shall cause any abuse to be recorded in the subject employee’s work record and on

the annual evaluation.

C. Leave taken that was requested improperly, or not requested and approved prior to or concurrent with the taking of such leave, shall be unauthorized leave. One day’s pay shall be deducted for each day of unauthorized leave.

D. An employee giving a materially false statement as to the cause or reason for his/her absence shall have

one (1) day’s pay deducted for each day absent under false pretense and shall forfeit all accumulated leave time and be subject to dismissal.

E. Any employee absent for optional or elective dental or medical treatment or surgery which could,

without medical risk to the employee or immediate family member, have been performed at a time when school was not in session shall have one (1) day’s pay deducted for each day absent and shall forfeit all accumulated leave and be subject to dismissal.

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F. Any administrator or supervisor enlarging, increasing or providing greater leave allowances than those allowed under this policy shall be subject to dismissal.

FAMILY AND MEDICAL LEAVE ACT (FMLA)

The Laurel School District adheres to all provisions of the FMLA. Employees on FMLA leave must use all paid sick days before being granted non-paid FMLA leave. The leave year during which eligible employees may use up to twelve weeks of leave (whether paid or non-paid) begins on the day that the individual employee’s FMLA leave begins and runs for twelve months thereafter.

MATERNITY LEAVE POLICY

Pregnancy shall be considered to be the same as any other illness and shall be treated as such.

WORKING CONDITIONS Sexual Harassment The policy of the Board of Education forbids discrimination against any employee or applicant for employment on the basis of sex. The Board of Education will not tolerate sexual harassment activity by any of its employees. This policy similarly applies to non-employee volunteers who work subject to the control of school authorities. A. General Prohibitions

1. Unwelcome Conduct of a Sexual Nature

a. Conduct of a sexual nature may include verbal or physical sexual advances, including subtle pressure for sexual activity; touching, pinching, patting, or brushing against; comments regarding physical or personality characteristics of a sexual nature; and sexually-oriented “kidding”, “teasing”, double entendres, and jokes.

b. Verbal or physical conduct of a sexual nature may constitute sexual harassment when the allegedly harassed employee has indicated, by his or her conduct, that it is unwelcome.

c. An employee who has initially welcomed such conduct by active participation must give specific notice to the alleged harasser that such conduct is no longer welcome in order for any such subsequent conduct be deemed unwelcome.

2. Sexual Harassment

For the purposes of this policy, unwelcome sexual advances, requests for sexual favors and other verbal

or physical conduct of a sexual nature constitute sexual harassment if:

a. Submission to the conduct is made either an explicit or implicit condition of employment. b. Submission to, or rejection of, the conduct is used as a basis for an employment decision affecting

the harassed employee, or c. The conduct substantially interferes with an employee’s work performance, or creates an

intimidating, hostile or offensive work environment.

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B. Specific Prohibitions

1. Administrators and Supervisors

a. It is sexual harassment for an administrator or supervisor to use his or her authority to solicit sexual favors or attention from subordinates when the subordinate’s failure to submit will result in adverse treatment, or when the subordinate’s acquiescence will result in preferential treatment.

b. Administrators and supervisors who either engage in sexual harassment or tolerate such conduct by other employees shall be subject to sanctions, as described below.

2. It is sexual harassment for a non-administrative and non-supervisory employee to subject another such

employee to any unwelcome conduct of a sexual nature. Employees who engage in such conduct shall be subject to sanctions as described below.

C. Reporting, Investigation, and Sanctions

1. It is the express policy of the Board of Education to encourage victims of sexual harassment to come forward with such claims. This may be done through the Employee Grievance Resolution Procedure.

a. Employees who feel that administrators or supervisors are conditioning promotions, increases in

wages, continuation of employment, or other terms or conditions of employment upon sexual favors, are encouraged to report these conditions to the appropriate administrator. If the employee’s direct administrator or supervisor is the offending person, the report shall be made to the next higher level of administration or supervision.

b. Employees are also urged to report any unwelcome conduct of a sexual nature by supervisors or fellow employees if such conduct interferes with the individual’s work performance or creates a hostile or offensive working environment.

c. Confidentiality will be maintained and no reprisals or retaliation will be allowed to occur as a result of the good faith reporting of charges of sexual harassment.

2. In determining whether alleged conduct constitutes sexual harassment, the totality of the circumstances,

the nature of the conduct, and the context in which the alleged conduct occurred will be investigated. The Superintendent has the responsibility of investigating and resolving complaints of sexual harassment.

3. Any employee found to have engaged in sexual harassment shall be subject to sanctions, including, but not limited to, warning, suspension, or termination subject to applicable procedural requirements.

BULLYING/HARASSING BEHAVIOR

POLICY AND PROCEDURES The Laurel School District does not condone and will not tolerate bullying or harassing behavior. Bullying or harassing behavior is any pattern of gestures or written, electronic or verbal communications, or any physical act or any threatening communication, or any act reasonably perceived as being motivated by any actual or perceived differentiating characteristic that (a) places a student or school employee in actual and reasonable fear of harm to his or her person or damage to his or her property, or (b) creates or is certain to create a hostile environment by substantially interfering with or impairing a student’s educational performance, opportunities or benefits. A “hostile environment” means that the victim subjectively views the conduct as bullying or harassing behavior and the conduct is objectively severe or pervasive enough that a reasonable person would agree that said conduct is bullying or harassing behavior. Bullying or harassing behavior will not be condoned or tolerated

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when it takes place on school property, at any school-sponsored functions, or on a school bus, or when it takes place off school property when such conduct, in the determination of the school superintendent or principal, renders the offending person’s presence in the classroom a disruption to the educational environment of the school or a detriment to the best interest and welfare of the pupils and teacher of such class as a whole. The Laurel School District will make every reasonable effort to ensure that no student or school employee is subjected to bullying or harassing behavior by other school employees or students. Likewise, the District will make every reasonable effort to ensure that no person engages in any act of reprisal or retaliation against a victim, witness or a person with reliable information about an act of bullying or harassing behavior. The District encourages anyone who has witnessed or has reliable information that a student or school employee has been subject to any act of bullying or harassing behavior to report the incident to the appropriate school official. The board directs the Superintendent or his designee to design and implement procedures for reporting, investigating, and addressing bullying and harassing behaviors. The procedures should be appropriately placed in District personnel policy handbooks, school handbooks that include discipline policies and procedures, and any other policy or procedure that deals with student or employee behavior. The discipline policies and procedures must recognize the fundamental right of every student to take “reasonable actions” as may be necessary to defend himself or herself from an attack by another student who has evidenced menacing or threatening behavior through bullying or harassing. Furthermore, the Laurel School District defines “reasonable action” as promptly reporting the behavior to a teacher, principal, counselor, or other school employee when subjected to bullying or harassing behavior. Any student committing an act of bullying or harassing behavior as stated herein shall be subject to expulsion from the Laurel School District for one (1) calendar year or for such lesser discipline as may be determined to be appropriate by the Principal, Superintendent and/or School Board as appropriate. Ref: SB 2015; Miss. Code Ann. § 37-7-301(e)

Student Complaints of Bullying or Harassing Behavior Students and employees in the Laurel School District are protected from bullying or harassing behavior by other students or employees. It is the intent of the Board and the administration to maintain an environment free from bullying and harassing behavior. This complaint procedure provides a process for filing, processing and resolving complaints of such conduct. Adherence to these procedures is mandatory. The failure of any person to follow these procedures will constitute a waiver of the right to pursue a complaint at any level, including review by the Board.

I. Definitions Bullying or harassing behavior is any pattern of gestures or written, electronic or verbal communications, or any physical act or any threatening communication, or any act reasonably perceived as being motivated by any actual or perceived differentiating characteristic that (a) places a student or school employee in actual and reasonable fear of harm to his or her person or damage to his or her property, or (b) creates or is certain to create a hostile environment by substantially interfering with or impairing a student’s educational performance, opportunities or benefits.

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A “hostile environment” means that the victim subjectively views the conduct as bullying or harassing behavior and the conduct is objectively severe or pervasive enough that a reasonable person would agree that it is bullying or harassing behavior. Bullying or harassing behavior will not be condoned or tolerated when it takes place on school property, at any school-sponsored function, or on a school bus, or when it takes place off school property when such conduct, in the determination of the school superintendent or principal, renders the offending person’s presence in the classroom a disruption to the educational environment of the school or a detriment to the best interest and welfare of the pupils and teacher of such class as a whole.

II. Procedures for Processing a Complaint Any student, school employee or volunteer who feels he/she has been a victim of bullying or harassing behavior, or has witnessed or who has reliable information that a student, school employee or volunteer has been subject to bullying or harassing behavior shall report such conduct to a teacher, principal, counselor or other school official. The report shall be made promptly but no later than five (5) calendar days after the alleged act or acts occurred. The school official shall complete a “bullying/Harassing Behavior” complaint form which shall include the name of the reporting person, the specific nature and date of the misconduct, the names of the victim of the misconduct, the names of any witnesses and any other information that would assist in the investigation of the complaint. The report shall be given promptly to the principal or superintendent who shall institute an immediate investigation. Complaints against the principal shall be made to the superintendent and complaints against the superintendent shall be made to the Board chairman. The complaint shall be investigated promptly. Parents will be notified of the nature of any complaint involving their student. The District official will arrange such meetings as may be necessary with all concerned parties within five (5) working days after initial receipt of the complaint by the District. The parties will have an opportunity to submit evidence and a list of witnesses. All findings related to the complaint will be reduced to writing. The District official conducting the investigation shall notify the victim and parents as appropriate when the investigation is completed and a decision regarding disciplinary action, as warranted, is determined. If the victim is not satisfied with the decision of the District official, he/she may submit a written appeal to the superintendent. Such appeal shall be filed within ten (10) working days after receipt of the results of the initial decision. The superintendent will arrange such meetings with the victim and other affected parties as deemed necessary to discuss the appeal. The superintendent shall provide a written decision to the victim’s appeal within ten (10) working days. If the victim is not satisfied with the decision of the superintendent, a written appeal may be filed with the Board. Such appeal shall be filed within ten (10) working days after receipt of the decision of the superintendent. The Board shall, within twenty (20) working days, allow the victim and parents as appropriate to appear before the Board to present reasons for dissatisfaction with the decision of the superintendent. The Board shall provide a written decision within ten (10) working days following the victim’s appearance before the Board.

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LAUREL SCHOOL DISTRICT Bullying/Harassing Behavior Reporting Form

Name of person filing report: _____________________________________________________ Date report filed: _______________________________________________________________ Names of the victims of the misconduct: ____________________________________________

______________________________________________________________________________

______________________________________________________________________________

Please describe in detail the specific nature of the misconduct, including the date and time. ______________________________________________________________________________ ______________________________________________________________________________

______________________________________________________________________________

______________________________________________________________________________

______________________________________________________________________________

______________________________________________________________________________

______________________________________________________________________________

______________________________________________________________________________

______________________________________________________________________________

______________________________________________________________________________

Please list the names of any witnesses who can provide any information about the misconduct. ______________________________________________________________________________

______________________________________________________________________________

Please list any other important information about the misconduct. ______________________________________________________________________________

______________________________________________________________________________

______________________________________________________________________________

______________________________________________________________________________

______________________________________________________________________________

______________________________________________________________________________

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Reporting of Criminal Activity By School Employees Policy

The Superintendent, or his designee, shall notify the youth court and local law enforcement agencies, by affidavit, of the occurrence of any unlawful activity as defined by Section 37-11-29 committed by a student or students upon school property or during any school-related activity, regardless of location, and the identity of the student or students committing the unlawful activity as defined by Section 37-11-29. Any principal or other school employee who has knowledge of any unlawful activity or violent acts which occurred or which may have occurred on educational property or during a school-related activity shall report such activity or acts to the Superintendent or his designee, who shall notify the appropriate law enforcement officials as required by law. When the Superintendent or his designee has a reasonable belief that an act has occurred on educational property or during a school-related activity involving assault resulting in serious physical injury, sexual assault, sexual offense, rape, kidnapping, indecent liberties with a minor, assault involving the use of a weapon, possession of a firearm in violation of the law, possession of a weapon in violation of the law, or possession of controlled substance(s) in violation of the law, the Superintendent or his designee shall immediately report the act to the appropriate local law enforcement agency. The State Board of Education shall prescribe a form for this reporting. Any principal who fails to make a report required by this policy shall be subject to the penalties provided in Section 37-11-15. Any superintendent, principal, teacher or other school personnel participating in the making of a required report pursuant to Section 37-11-29 or participating in any judicial proceeding resulting therefrom shall be presumed to be acting in good faith. Any person reporting in good faith shall be immune from any civil liability that might otherwise be incurred or imposed. For the purpose of this policy “unlawful activity” means any of the following:

a) Possession or use of a deadly weapon, as defined in Section 97-37-1; b) Possession, sale or use of any controlled substance; c) Aggravated assault, as defined in Section 97-3-7; d) Simple assault, as defined in Section 97-3-7; e) Rape, as defined under Mississippi Law; f) Sexual battery, as defined under Mississippi Law; g) Murder, as defined under Mississippi Law; h) Kidnapping; or i) Fondling, touching, handling, etc. a child for lustful purposes.

If any person eighteen (18) years or older who is employed by the Laurel School District is accused of fondling or having any type of sexual involvement with any child under the age of eighteen (18) years who is enrolled in such school district, the Principal of such school and the Superintendent of such school district shall timely notify the District Attorney with jurisdiction where the school is located of such accusation; provided that such accusation is reported to the Principal and to the Superintendent and that there is reasonable basis to believe that such accusation is true. Sections 97-5-24, 37-11-9, 37-9-14 – Mississippi Code

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ACCEPTABLE INTERNET USE POLICY

Laurel School District, being CIPA (Children’s Internet protection Act) and COPPA (Children’s Online Privacy Protection Act) compliant, now offers Internet access for student and employee use. This document contains the Acceptable Use Policy for use of the Laurel School District’s network, hereinafter referred to as the WAN (Wide Area Network). The Superintendent or his designee shall oversee the administration of the WAN. Sections I – V pertain to student access to the WAN VI. Employee Access to the WAN A. District employees may be given access to the District’s networked computers after completion of training and/or demonstration of proficiency. The network administrator or the building-level technology coordinator will determine when proficiency has been demonstrated. B. District employees may be provided with an individual Internet Access and email account and may have remote access to the system following execution of a use agreement. C. The District makes no warranties of any kind, either expressed or implied, that the functions or the services provided by or through the WAN will be error-free or without defect. The District will not be responsible for any damage users may suffer, including but not limited to, loss of data or interruptions of service. The District is not responsible for accuracy or quality of the information obtained through or stored on the network. The District will not be responsible for financial obligations arising through the use of the network. The users of the network will indemnify and hold harmless the Laurel School District for any violations of local, state, or federal laws or any claims of damage resulting from use of the system. D. Employee violations of the District Acceptable Use Policy will be handled in accord with l school district policy. E. Search and Seizure 1. System users have no expectation of privacy in the content of their personal files and e-mail on the WAN. Any information posted by users on the network should not be considered private information. 2. Routine maintenance and monitoring of the system may lead to discovery that the user has or is violating the District Acceptable Use Policy or the law. 3. An individual search will be conducted if there is reasonable suspicion that a user has violated the law or this policy. The nature of the investigation will be reasonable and in the context of the nature of the alleged violation. 4. District employees should be aware that their personal files may be discoverable in litigation. F. Copyright and Plagiarism 1. District policies on copyright will govern the use of material accessed through the WAN. Because the extent of copyright protection of certain works found on the Internet is unclear, employees will make a standard practice of requesting permission from the holder of the work if their use of the material has the potential of being considered an infringement. Teachers will instruct students to respect copyright and to request permission when appropriate . 2. District policies on plagiarism will govern use of material accessed through the WAN. Teachers will instruct students in appropriate research and citation practices.

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G. Selection of Material When using the Internet for class activities, teachers will select material that is appropriate in light of the age of the students and that is relevant to the course objectives. Teachers will preview the materials and sites they require or recommend students access to determine the appropriateness of the material contained on or accessed through the site. Teachers will provide guidelines and lists of resources to assist their students in channeling their research activities effectively and properly. Teachers will assist their students in developing the skills to ascertain the truthfulness of information, distinguish fact from opinion, and engage in discussions about controversial issues while demonstrating tolerance and respect for those who hold divergent views. VII. Unacceptable Employee Use The following uses of the WAN are considered unacceptable: A. Employees shall not release or post publicly personal information about other District employees or about students in the Laurel School District. B. The Laurel School District hereby makes users aware that the District shall not be responsible for any results from an employee’s posting of his or her own personal information on the network. C. Illegal Activities 1. Users will not attempt to gain unauthorized access to the WAN or to any other computer system through the WAN, or go beyond their authorized access. This includes attempting to log in through another person’s account or access another person’s files. These actions are illegal, even if only for the purposes of “browsing”. 2. Users will not make deliberate attempts to disrupt the computer network performance or destroy data by spreading computer viruses or by any other means. These actions are illegal. 3. Users will not use the WAN to engage in any other illegal act, such as arranging for a drug sale or the purchase of alcohol, engaging in gang activity, threatening the safety of person, etc. D. System Security 1. Users are responsible for the use of their individual account and should take all reasonable precautions to prevent others from being able to use their account. Under no conditions should users provide their password to another person. 2. Users will immediately notify the system administrator or technology coordinator if they have identified a possible security problem. Users will not go looking for security problems, because this may be construed as an illegal attempt to gain access. 3. Users will avoid the inadvertent spread of computer viruses by following the District virus protection procedures if they download software as noted in Section III.C.3. of this document. E. Inappropriate Language 1. Restrictions against inappropriate language apply to public messages, private messages, and material posted on Web pages.

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2. Users will not use obscene, profane, lewd, vulgar, rude, inflammatory, threatening, or disrespectful language. 3. Users will not post information that, if acted upon, could cause damage or a danger of disruption of the educational program. 4. Users will not engage in personal attacks, including prejudicial or discriminatory attacks. 5. Users will not harass another person. Harassment is persistently acting in a manner that distresses or annoys another person. If a user is told by a person to stop sending him messages, he must stop. 6. Users will not knowingly or recklessly post false or defamatory information about a person or organization. F. Respect for Privacy 1. Users will not repost a message that was sent to them privately without permission of the person who sent them the message. 2. Users will not post private information about another person. G. Respecting Resource Limits 1. Users will use the network only for educational and professional or career development activities (no time limit), and limited, high quality, self-discovery activities. Therefore, as mandated by CIPA, filtering will be utilized on all computers accessing the Internet. The only exception will be for academic research by an employee with the approval of school administration. 2. Users will not download large files unless absolutely necessary. If necessary, users will download the file at a time when the network is not being heavily used and immediately remove the file from the network computer. 3. Users will not post chain letters or engage in “spamming”. Spamming is sending an annoying or unnecessary message to a large number of people. 4. Users will check their e-mail frequently, delete unwanted messages promptly. 5. Users will participate during school hours only in high quality discussion group mail lists that are relevant to their education or professional/career development. H. Plagiarism and Copyright Infringement 1. Users will not plagiarize works that they find on the Internet. Plagiarism is taking the ideas or writings of others and presenting them as if they were original to the user. 2. Users will respect the rights of copyright owners. Copyright infringement occurs when an individual inappropriately reproduces a work that is protected by a copyright. If a work contains language that specifies acceptable use of the work, the user should follow the expressed requirements. If the user is unsure whether or not he can use a work, he should request permission from the copyright owner. All information acquired using the WAN must be appropriately cited.

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I. Inappropriate Access to Material 1. Employees will not use the WAN to access material that is inappropriate (profane, obscene, or pornographic), that advocates illegal acts, or that advocates violence or discrimination towards other people (hate literature). District employees may access the above material only in the context of legitimate search. 2. Any user who inadvertently accesses inappropriate material should immediately terminate the access. This may protect users against an allegation that they have intentionally violated the Acceptable Use Policy. 3. Any employee who willfully violates this policy may be subject to disciplinary action, including but not limited to termination of employment. VIII. Email Usage Retention Policy The Laurel School District has established guidelines for the use of e-mail by school employees and students. The district maintains a wide area network connecting all district buildings to the Internet and is for educational communication and administrative use only. Electronic messaging or e-mail is a service which allows all users to send and receive messages to one another. The purpose of this policy is to establish a retention policy for the storage and review of those messages. This policy applies to all users who are issued a Laurel School District e-mail account. Those users are defined as but not limited to faculty, staff, students; those working on behalf of the District, and/or individuals authorized temporarily working on the network.

A. Messages sent and received via Laurel School District’s e-mail system should not be considered private and users should have no expectation of privacy while using District computers or District provided e-mail accounts. Laurel School District system administrators will not read another users email unless necessary in the course of their duties and only then when directed to do so by their supervisor in writing in instances including, but not limited to, investigation, inappropriate contents or as directed by the Superintendent. E-mail shall be produced as required by an executed subpoena valid in the State of Mississippi within the time required by the subpoena. The Laurel School District shall give the person whose email is subject to the subpoena reasonable notice thereof, if possible. B. Recognized school district e-mail accounts shall end in “.com” or “.org”. The use of personal e-mail accounts to conduct school business is prohibited. C. Retention. E-mail messages are backed up daily and retained for ninety (90) days. After that time he e-mails will be deleted and purged. Requests for copies of retained e-mail messages must come from the user or be approved by the user’s supervisor or his/her designee. The message will then be restored within 2 to 5 days. D. E-mail access will end when a user’s employment is terminated with the district or a student graduates or un- enrolls from the Laurel School District. The intentional abuse of e-mail privileges may result in having your District e-mail account suspended or revoked.

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Employee Internet Access Agreement Name: ________________________________________________________________ Position: ________________________________ Soc. Sec. No.: ________________ School or Department: ___________________________________________________ I have read the District Acceptable use Policy. I agree to follow the rules contained in this Policy. I understand that if I violate the rules, I may face disciplinary action and possible termination of employment. I hereby release, indemnify, and hold harmless the district, its personnel, and any institutions with which it is affiliated, from any and all claims and damages of any nature arising from my use of, or inability to use, LEARN, including, but not limited to claims that may arise from my unauthorized use of the network to purchase products or services. Signature: __________________________________________ Date: ___________

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Equal Opportunity Employment Policy The Laurel School District does not discriminate on the basis of sex, race, religion, age, disability, national origin or veteran status. Sandra Earnest has been designated to handle inquiries and complaints regarding the non-discrimination policies of the Laurel School District. She can be reached at (601)649-6391, Gardiner Administrative Building, 303 West 8th Street, Laurel, MS 39440.

Laurel School District Professional Dress Standards

I. Introduction:

Laurel School District’s school culture initiative calls for the highest standards. As staff members, we must present ourselves in the most professional manner possible instructionally and behaviorally. As role models for our students and the community, this responsibility involves all employees. To ensure an environment conducive to learning and maintaining decorum in the classroom, the following standards shall apply to the manner of dress and grooming for all district personnel.

II. Requirements for male and female staff members include the following choices:

Gentlemen Ladies

Shirts • Dress shirts with tie • Buttoned banded collar • Turtlenecks • Collared polo • Sweaters

Shirts/Blouses • Dress Blouses • Dress shirts • Sleeveless sweaters, shirts, vests

Pants: ● Dress pants and slacks or ● Khaki pants worn with belt ● Must be fastened with belt

Pants/Skirts: ● Dresses and skirts no shorter than 3”

(three inches) above the knee ● Dress pants, slacks and khakis ● Denim dresses, skirts, shirts and vests

Shoes • Dress shoes or casual loafers or all-

leather looking boots

Tennis shoes or athletic shoes on special occasions or with permission from supervisor

Shoes • Dress shoes or casual shoes • Dress sandals (may be backless)

Keds, tennis shoes, or athletic shoes on special occasions or with permission of supervisor

Coats • Dress coats

Coats • Dress Coats

Undergarments • Appropriate undergarments shall be

worn at all times

Undergarments • Appropriate undergarments shall be

worn at all times

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IV. The following categories of personnel do not fall under the above stated standards: Uniformed personnel, i.e. child nutrition, custodians, bus drivers, police resource officers; and P.E. personnel who wear proper coaching attire with school/district “logo or emblem” V. The following items are prohibited: A. Blue jeans B. Overalls of any type or color C. T-shirts D. Sandals or clogs by male teachers E. Leggings F. Tights G. Spandex slacks H. Sheer or see-through garments I. Halter tops J. Off-the-shoulder tops

K. Shower shoes/flip-flops

VI. Clothes should be decent, lose fitting and comfortable. A. Tight, form-fitting clothing is unacceptable. B. Bare midriffs are prohibited. C. Undergarments shall be concealed at all times. D. Garments that reveal cleavage are prohibited E. All clothing shall be clean and pressed. VII. Jewelry, body art and tattoos A. The wearing of jewelry items is only permissible to the extent they do not distract students or disrupt the educational process. B. Visible body piercing is prohibited including: nose rings, eyebrow rings, and tongue or lip piercings. C. Body art and tattoos shall not be visible. VIII. Exceptions to this policy will be considered on an individual basis by the building principal when proper documentation is presented.

CONTINGENCY PLAN OF OPERATION

In the event there is a disturbance in a particular school, the classroom teacher shall operate according to the School Safety Plan and/or the District’s Emergency Plan.

SEVERE WEATHER CONDITIONS

When weather conditions develop between the closing of the school district one day and the next day of operation of the school district that would create a hazard for students and district personnel if they attempted travel, the Superintendent shall assess the situation and notify the local radio and television stations of his decision on the matter no later than 6:00 a.m. in order that students and district employees shall be informed of his decision prior to the time they would normally leave for school and/or work.

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VACATIONS The Board endorses the concept of earned vacation for personnel on extended employment or contracts. Such vacation for twelve-month staff shall be two (2) weeks. Utilization of vacation time will be permitted upon approval of the Superintendent.

TELEPHONE/CELL PHONE USE

Members of the staff should feel welcome to use the school telephones. Except for emergencies, please schedule such use to a time when he/she does not have student responsibility. The school secretary will not call a staff member to the telephone except in an emergency. The Laurel School District reserves the right to define the educational value of any electronic wireless device. In an effort to hold disruptions to a minimum, personal cellular phone use during the school day is prohibited. The Laurel School District prohibits the use of all electronic devices and their functions including but not limited to cell phones, texting, Blue Tooth, hands free, blogging. Cell phone use for school purposes while driving is prohibited. Likewise, all staff members shall refrain from surfing the Internet during planned instructional time except as a lesson enhancement, instructional tool or in relation to a specific work task. Violation of this policy will result in a written reprimand and possible dismissal. (Policy Manual/Policy: GAJ)

Staff Development Policy It shall be the policy of this district to implement and fund a comprehensive staff development program and in accordance with State Department of Education regulation. This district shall develop a plan to provide in-service training for staff. This plan shall include means of addressing needs for improvement that are determined through the evaluation of on-the-job performance. Cooperative and third party arrangements may be use in these plans. This district shall have a plan approved by the State Board of Education each school year.