1

Certified

2019 - 2020

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3

Acceptable Internet Use Policy ....................................................................................... 37

Administrative Staff .......................................................................................................... 6

Board Members ................................................................................................................. 6

Business Hours .................................................................................................................. 7

Calendar ............................................................................................................................. 5

CEUs, Conversion of Professional Development Options ............................................. 43

Classroom Observation Report ....................................................................................... 44

Contingency Plan of Operation ....................................................................................... 27

Corporal Punishment ....................................................................................................... 36

Direct Deposit.................................................................................................................. 12

Drug-Free Workplace ...................................................................................................... 11

Duty to Report Suspected Child Abuse or Neglect to Proper Authority ........................ 10

Employee Internet Access Agreement ............................................................................ 41

Equal Opportunity Employment Policy .......................................................................... 46

Harassing/Bullying Bullying/Harassing ................................................................................................. 33 Sexual ..................................................................................................................... 31 Bullying/Harassing Behavior Report Form ........................................................... 35

Identifying and Reporting Migrant Students .................................................................. 53

Instructional Management Report ................................................................................... 45

Leaves and Absences – The Family Medical Leave of 1993 ......................................... 24

Lesson Plans .................................................................................................................... 27

Licensed Employee Separation/Hearing Policy .............................................................. 47

Licensed Employees Complaints and Grievances .......................................................... 14

Licensed Personnel .......................................................................................................... 10

Licensed Personnel Assignment Policy .......................................................................... 46

Licensed Personnel Conferences and Visitations ........................................................... 16

Licensed Personnel Non-School Employment ............................................................... 16

Licensed Personnel Performance Evaluation .................................................................. 46

Licensed Personnel Re-employment Policy.................................................................... 50

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Licensed Personnel Salary Schedule ................................................................................. 9

Licensed Personnel Staff Meetings ................................................................................. 14

Licensed Personnel Supervision ..................................................................................... 46

Licensed Personnel Tutoring for Pay .............................................................................. 16

Licensed Personnel Workload Policy ............................................................................. 50

Licensed Personnel, Personal Leave and Absences ........................................................ 17 Incentive ..................................................................................................................... 19 Responsibilities of the Employee ............................................................................... 23 Penalties for Abuse ..................................................................................................... 23

Maternity Leave Policy ................................................................................................... 27

Personnel Records ........................................................................................................... 12

Political Activity of Staff Members ................................................................................ 12

Professional Development Plan ...................................................................................... 42

Professional Dress Standards .......................................................................................... 51

Purchases by Teacher and Licensed Personnel ............................................................... 27

Reduction of Staff ........................................................................................................... 46

Reporting of Criminal Activity By School Employees .................................................. 36

Salary Deductions ........................................................................................................... 13

Schools and Building Administrators ............................................................................... 8

Severe Weather Conditions ............................................................................................. 28

Staff Development ........................................................................................................... 11

Staff-Community Relations............................................................................................. 11

Staff-Student Relations ................................................................................................... 12

Telephone/Cell Phone Use .............................................................................................. 27

Tobacco Free Workplace ................................................................................................ 11

Travel Advances/Reimbursements .................................................................................. 15

Uniform Grading System Policy ..................................................................................... 28

Vacations ......................................................................................................................... 27

Working Conditions ........................................................................................................ 31

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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

31

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

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 Curtis Wicker, Assistant Principal/Assistant AD Laurel, MS 39440 Assistant Principal Phone: 601/649-4145 or 649-4146 (Main Campus) Todd Breland, Athletic Director Jeannine Agee, CTE Director Cafeteria: 601/426-6426 (Main Campus) Tarsha Brown, MSIS/Registrar/Part-time CTE Secretary 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 1125 North 5th Avenue Marilyn Graham, Secretary Laurel, MS 39440 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----------------------------------------------------------------------------------- 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 , 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 , Counselor

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Licensed Personnel

The Administration of the Laurel School District believes that education at its best is a team effort which functions for the benefit of the individual student. The members of any team operate most efficiently when they have the opportunity to work in an atmosphere of fairness, mutual respect and shared responsibility. The following set of personnel policies is presented in order that each team member may have a clear understanding of these approved policies and as a resource for guidance when solving specific personnel problems. All those affected by these policies are invited to suggest changes and improvements as the need arises, thereby helping to keep the lines of communication open within the organization. Each time, the climate for teaching and learning is improved our students benefit.

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

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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.

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 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 beginning teachers. 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.

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Staff-Student Relations Policy Staff member shall regard each student as an individual. The staff shall aid each student in his learning, consistent with district goals. Students shall be treated with courtesy and consideration. Students are expected to regard staff members as persons with specific knowledge and capabilities. No student shall be allowed to interfere with the efforts of the instructional staff to implement the instructional program. No student shall be allowed to interfere with the learning of other students.

Staff-Community Relations To ensure community involvement in the development and implementation of the academic, vocational and extra-curricular programs of the schools, the Board believes it is the responsibility of the administration and licensed staff to inform citizens of the district about all the aspects of the school program through the news media and presentations to local parent and civic groups. The Board also believes the citizens of the district should aid in the development of the total program of the schools, provide financial and moral support to the schools, and participate in the activities of the schools in the district.

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.

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.

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

1. Retirement Effective July 1, 2019, the employee contribution rate for State Retirement Annuity coverage will be 9.00% of earned compensation. Effective July 1, 2019, the employer contribution rate will be 17.40% 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 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.

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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.

Licensed Personnel Staff Meetings

Faculty meetings shall be held upon the call of the Superintendent and/or the School Principal. This district shall implement a state approved staff development plan, which complies with Mississippi Staff Development Guidelines. This district shall use some staff development time to work on the instructional program.

Licensed Employees Complaints and Grievances Policy

The School Board of the Laurel School District believes it is most important to settle differences that may arise among employees, between employees and administrators, and between the public and teachers as promptly and equitable as possible. Resolution of problems should take place in a manner, which will assure employees that review of complaints and grievances will be handled without fear of reprisals. It is to the best interest of this school district for any misunderstandings or conflicts arising from individual interpretation of an established district or school policy and/or conflict between employees to be resolved by the administrative officer most closely associated with the personnel involved. When appeals are necessary to solve such conflicts, the established chain of command shall be adhered to.

1. An employee is defined as a teacher, principal or other professional personnel, excluding the Superintendent, employed by this school district and required to have a valid license issued by the State Department of Education as a prerequisite of employment.

2. If an employee has a concern, complaint, or grievance relating to employment, the issue will

first be brought to the attention of the principal or immediate supervisor of the employee. If the substance of the concern, complaint, and grievance is directed against an employee’s principal or immediate supervisor, then it shall be brought to the attention of the Deputy Superintendent in charge of personnel. An effort will be made to resolve the matter in an informal conference. Within three (3) days of the informal conference, the Principal, Deputy Superintendent or supervisor will render a written and dated decision regarding the matter, which shall be identified and hereafter referred to as the Initial Decision. A copy of this Initial Decision will be provided to the employee.

3. In the event that the employee is not satisfied with the Initial Decision, the employee may file a written appeal with the Superintendent containing a concise statement regarding the concerns, complaints, or grievances of the employee as well as the resolution sought. The written appeal shall include a copy of the Board Policy that has allegedly been violated or misapplied and state specifically how the violation or misapplication of the policy has been manifested. A copy of the Initial Decision will be attached to the written appeal. The date the written appeal is received by the Superintendent shall be noted thereon. The written appeal must be filed within three (3) days of the Initial Decision.

4. The Superintendent, or designee, will investigate the written allegations of the employee, will review all information provided and will give the employee, Principal, immediate supervisor and other individuals directly involved in the matter the opportunity to be heard and present information. Within ten (10) days

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of receiving an appeal of the Initial Decision, the Superintendent or designee will render a written and dated decision on the appeal, which shall be identified and hereinafter be referred to as the Superintendent or Designee Decision. A copy of the Superintendent or Designee Decision will be provide to the employee and Principal or supervisor involved.

5. In the event the employee is not satisfied with the Superintendent or Designee Decision, the employee

may appeal to the Board by giving written notice to the President of the Board within ten (10) days of receipt by the employee of the Superintendent or Designee Decision. The date of the Notice of Appeal is received by the President of the Board shall be noted thereon. The Board may consider at a regular or special meeting, refer the appeal to a Board Committee composed of not less than two members of the Board or refer the matter to a Special Commissioner that it selects and appoints for investigation, finding of facts and recommended decision. The Board or Special Commissioner shall prepare and forward to the Board a written report of their investigation, findings of fact and recommended decision. A Final Decision shall be made by the Board based in its consideration of the matter or based on its review of the written report submitted by the Board Committee or Special Commissioner. A Final Decision shall be made within thirty (30) days of receipt of the appeal.

6. In the event that the immediate supervisor of the employee is the Superintendent, then the concern,

complaint or grievance relating to employment will first be brought to the attention of the President of the Board and shall be dealt with as provided in Paragraph 5 hereof.

Grievance proceedings will be held in strict confidence at all levels by all parties involved. All documents, communications and records will be filed separately from personnel files and destroyed three years following the last official entry.

Personal Expenses Travel Advances/Reimbursement

When any school employee, after first being duly authorized, is required to travel in the performance of his official duties, such employee shall receive as expenses the maximum amount allowed by the State Department of Finance and Administration pursuant to Section 25-3-41 of the Mississippi Code for each mile actually and necessarily traveled, when such travel is done by privately owned motor vehicle. Any and all travel expense reimbursement shall be in compliance with Section 25-3-41. Activity funds may be used to pay the travel expenses of school district personnel. Section 37-7-301 (s) Activity funds may be expended for any necessary expenses or travel costs including advances incurred by students and their chaperones in attending any in-state or out-of-state school-related programs, conventions or seminars. Section 37-7-301 (s) Prior approval for all travel shall be obtained before any travel expenses are incurred.

Licensed Personnel Non-School Employment

The Board considers a professional assignment in the district full-time employment. Full-time licensed employees shall not engage at any time in any outside employment which would interfere with their effectiveness in performing regular assigned duties; would compromise or embarrass the school system; would adversely affect their employment status or professional standing; or would in any way conflict

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with assigned duties. Employees shall not be involved in any other employment or activity during school hours that would interfere with the employee’s ability to perform his or her assigned duties. For incompetence, neglect of duty, immoral conduct, intemperance, brutal treatment of a pupil, insubordination or other good cause, the Superintendent may dismiss or suspend any licensed employee. No employee shall use his position to obtain a pecuniary benefit for himself other than that compensation provided for by law. Section 25-4-105 (1)

Licensed Personnel Tutoring for Pay To assure all students reasonable assistance without charge and to avoid placing a teacher where he/she may have a conflict of interest, teachers shall not receive pay from any of their regularly assigned students for tutoring services. Further, no tutoring or private lessons for which a teacher receives a fee will be conducted on school property.

Licensed Personnel Conferences and Visitations The Superintendent may authorize professional leave for visitations, attendance of personnel at state, regional and national meetings, workshops and conferences without pay deduction. The Superintendent shall be responsible for judging which absences for professional leave will be allowed. He shall consider the factors of budget, limitations for employing substitutes, expense of travel, meals, lodging and the effect of such leave on the education process.

Licensed Personnel Personal Leaves and Absences

I. Definitions A. The term “teacher” shall mean any teacher, principal, assistant superintendent, administrator or other

professional personnel required to have a valid license or certificate issued by the State Department of Education to hold his/her position or as a prerequisite to employment.

B. The phrase ‘other professional’ personnel, employees or staff shall mean any district-level or

Central office supervisor, director, foreman, department head, coordinator or administrator, central office clerks, central office secretaries, and district-level technology staff even if not required to hold a license or certificate issued by the Mississippi Department of Education.

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

E. A day of leave shall mean the employee’s normally scheduled workday. For example, a day of

leave for a teacher hired for four (4) periods per day shall be length of the four (4) period day.

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II. Provisions

A. Teachers and other professional personnel shall be granted two (2) days of personal leave each year and used according to state law and district policy. Teachers and other professional personnel employed twelve months shall be granted an additional ten (10) days (hereafter referred to as vacation days), which may be used in accordance with district policy upon the approval of the Principal, supervisor or department head and the Superintendent. These vacation days are deemed by statute 37-7-307(9) to be synonymous with personal leave but are not subject to the restrictions on the usage of personal days as outlined in Section 37-7-307(3).

B. A minimum sick leave grant shall be awarded as indicated below and advanced on the dates that teachers and other professional personnel begin to work each year. Any absence accrued during the first 45 days of each school year shall require a doctor’s excuse. If a doctor’s excuse is not provided, the day will automatically be charged as a Personal Day. If there are absences in the first 60 days that exceed the two (2) Personal Day, regular sick leave procedures will be enacted. Length of Employment Annual Grant

9.0 months 7 10.0 months 8 11.0 months 9 12.0 months See chart below Years in System Sick Leave Days Personal Leave Days

0 – 3 10 2 4 – 10 16 6 11 – 17 22 8

18 and above 24 10

C. Accumulation of sick leave shall be unlimited up to the maximum accumulation allowed by statute. Unused personal leave or vacation leave 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) personal or 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.

D. 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 or other professional personnel become re-employed by the district.

E. 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 accounts in accordance with Section 25-11-103 (h) of the MS Code.

F. Teachers and other professional personnel employed for less than nine (9) months shall be

granted a pro-rata share of the annual sick leave grant, based on the length of employment on the length of employment on the date the teacher/other professional employee assumes

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employment responsibilities. Teachers and other professional staff hired for eight (8) months or less shall be granted one (1) day of personal leave. The grant of pro-rata share of sick leave shall be based on the following table. Certified Personnel Schedule of Sick Leave Proration

Days of Employment Days of Employment Days of Employment

187 days

205 days

218 days

Date Hired July 1 to July 31 N/A 8 9 Aug 1 to Aug 31 7 7 8 Sept 1 to Sept 30 6 7 7 Oct 1 to Oct 31 5 6 6 Nov 1 to Nov 30 4 5 5 Dec 1 to Dec 31 4 4 5 Jan 1 to Jan 31 3 4 4 Feb 1 to Feb 28 3 3 3 March 1 to Mar 31 2 2 3 April 1 to April 30 1 1 2 May 1 to May 31 0 1 1 June 1 to June 30 N/A 0 0

G. Absences in excess of two (2) hours shall be considered one-half day of leave. Absences in excess of one-half day shall be considered a full day.

H. Upon retirement, licensed employees and those exempt from wage and hour provisions of the Fair

Labor Standards Act (FSLA) shall be paid for not more than thirty (30) days of unused accumulated leave earned while employed with the Laurel School District at a rate equal to the amount paid to substitute teachers. Employees not exempt from the FLSA provisions shall be paid for not more than thirty (30) days at the federal minimum wage upon retirement.

I. The Laurel School District follows 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. Incentive

A. After each month of perfect attendance, teachers and other professional personnel shall accumulate one (1) 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 pay period as determined by the financial office. C. To certify perfect attendance, at the end of each payroll time period the principal or direct supervisor shall submit to the Payroll Office a listing of absences or a record of time worked by any teacher or other professional employee not exempt from FSLA provisions. The Payroll Office will monitor time-off requests to track perfect attendance of salaried employees exempt from FSLA provisions who do not submit time records.

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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. IV. 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 year

V. Types of Absences The Principal/Supervisor shall use his/her discretion concerning absences of teachers and other professional

personnel of two (2) hours or less for bonafide emergencies.

A. Personal Illness

1. Teacher and other professional personnel shall be allowed to use all sick leave without loss of pay for absences caused by illness, physical disability, or pregnancy of the employee. Pursuant to MS Code Section 37-7-307(2)(d), for the first ten (10) days of absence because of illness or physical disability of a teacher in any school year, in excess of the accumulated sick leave credited to said teacher, there shall be deducted from the teacher’s pay only the minimum established substitute teacher rate of pay. Thereafter, the regular pay of such absent teacher will be withheld in its entirety.

After sick days credited to a teacher or other professional employee have been exhausted, a medical leave of absence, without pay, shall be granted due to an extended illness or physical disability of the employee or an illness qualifying the employee for leave pursuant to the Family 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.

2. Teachers and other professional personnel absent beyond their current term of employment who

have fully complied with the terms of this policy will be eligible for re-employment upon receipt by the Superintendent of a written statement from the attending physician, dentist, or other medical practitioner certifying the employee’s fitness and ability to return to work.

3. The school district will have discharged its responsibility to the teacher after offering re-employment

in the first vacant position for which the teacher is qualified after becoming eligible to return to work.

B. Family Illness or Death

1. Teachers and other professional personnel shall be allowed to use up to five (5) available days of accumulated sick leave per school year, without loss of pay, for absences caused by illness or death in the employee’s immediate family. Immediate family shall be limited to the employee’s spouse, child, grandchild, mother, father, brother, sister, grandmother, grandfather, in-law, surrogate parent, or any other dependent living in the home of the employee. Teachers and other professional

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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. 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.

2. After the five (5) days allowed above for family illness or death have been used, teachers and other professional employees, due to catastrophic illness of an immediate family member, shall be allowed to use an additional five (5) days of his or her accumulated sick leave without loss of pay upon written request to the Superintendent supported by a written statement from the physician, dentist, or other medical practitioner treating the family member. Employees who qualify for FMLA leave shall be subject to all FMLA provision, requirements, allowances and limitations.

3. In the event a teacher or other professional personnel must exhaust all accumulated sick leave as authorized above, a leave of absence, without pay shall be granted an employee due to the catastrophic illness or injury of an immediate family member upon written request to the Superintendent supported by a written statement from the physician or other appropriate medical practitioner who is treating the family member. The leave of absence shall not exceed the number of days remaining in the teacher or other professional employee’s contract or work year except when provisions of the FMLA require additional leave.

4. Teachers and other professional personnel absent beyond the current term of employment who have complied fully with the terms of this policy will be eligible for re-employment upon receipt of written notification by the Superintendent that the employee is available and eligible to work.

5. The district will have discharged its responsibility to the individual after offering re-employment for the first vacancy for which the individual is qualified that occurs after becoming eligible for re-employment.

C. Personal Leave and Vacation Leave 1. Teachers and other professional personnel 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 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)

(ii) 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).

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)

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2. Twelve month teachers and other professional personnel shall be granted ten (10) vacation days

annually, which may be used at the discretion of and upon 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 teachers and other professional 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.

(ii) 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).

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)

Twelve Month Certified Personnel Schedule of Vacation Days Proration

Length of Contract >232 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

3. A maximum of five (5) days categorized as either personal days or vacation days unused at the end of the 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 (5) which are unused at the end of the year shall be converted to sick leave and rolled forward and credited to the next year’s beginning sick leave balance. However, no employee shall carry forward to the next year a number of days that exceed 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.

4. Personal leave may be used for professional purposes, including absences caused by attendance of

such teachers at a seminar, class, training programs, professional association or other function designed for educators.

5. Requests for personal leave shall be made in writing to the teacher’s principal or the professional

employee’s direct supervisor at least two (2) days in advance of the day requested. If the Principal

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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.

D. School Business

1. Teachers and other professional personnel who are absent on school business shall be allowed full

pay when the school business day is requested in a timely manner and approved by the Superintendent.

E. Court

Teachers and other professional personnel shall be excused, upon written request, when serving as a witness or juror in a court of law under subpoena under the following conditions: 1. Without Loss of Pay

a. The teacher or professional 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 the employee serve as a witness or juror for a minimum of five (5) hours.

b. The teacher or other professional employee furnishes the District with the

Documentation required in Section 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 teacher or professional employee does not furnish the district with a Certificate of Jury Duty or other documentation showing that the employee serve as a witness or juror on the day of absence.

b. The teacher or other professional 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.

F. Armed Forces

Members of any of the reserve components of the armed forces of the United States, upon request, shall be entitled to leave of absence from their respective duties in accordance with the provisions of Mississippi Code of 1972, Section 33-1-21 or as such section may be hereafter amended.

G. 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.

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VI. Responsibilities of the Employee

A. Whenever possible, teacher and other professional personnel are expected to plan and/or schedule absences whenever possible to cause a minimum of time away from duty.

B. Leave with pay is not earned time off or vacation. It may not legitimately or ethically be used for any

purpose other than that intended.

C. 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 taking leave, which are not requested and approved.

D. When it becomes apparent to the employee that it will be necessary to request leave as outlined above,

the teacher or other professional employee shall, by direct personal contact, notify his principal/supervisor by the method the principal/supervisor has directed his employees to notify her/him stating the reasons for the absence and the expected length of absence.

E. The absent teacher of other professional employee shall furnish his principal a certificate from a

physician or dentist or other medical practitioner as to the illness of the absent employee, or the immediate family member which has caused the employee’s absence, where the absence is for four (4) or more consecutive school days, or for two (2) consecutive school days immediately preceding or following a non-school day (for example Monday and Tuesday or Thursday and Friday or Friday and Monday.

F. 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.

VII. 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 each 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. Any employee giving a materially false statement as to the cause or reason for his/her absence shall have one 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.

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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.

VIII. 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.

Leaves and Absences and The Family and Medical Leave Act of 1993 (P. L. 103-3)

I. General Requirements

A. Definitions

1. “Eligible Employee” – A teacher or other instructional employee (does not include teacher assistants, cafeteria workers, building service workers, bus drivers, and other primarily non-instructional employees) who works for a school district employing more than 50 people within a 15 mile radius of the employee’s work site and who has been employed for at least 12 months by the school district and who also has provided at least 1250 hours of service during the 12 months before leave is requested.

2. “Spouse” – There is no definition of spouse in the law.

3. “Son or daughter” – Biological or adopted or foster child, a step child, legal ward, or a child of a

person standing in loco parentis under the age of 18, and children above the age of 18 who are incapable of self-care because of mental or physical disability.

4. “Parent” – Eligible employee who has actual day-to-day responsibility for caring for a child, (“son or

daughter”) even if the employee does not have a biological or legal relationship to that child, to include a father as well as a mother.

5. “Serious health condition” – An illness, injury, impairment or physical or mental condition involving

either inpatient care or continuing treatment by a health care provider.

B. Leave Requirements

1. An eligible employee is entitled to 12 unpaid workweeks of leave during any 12-month period after the employee has first used all his/her paid vacation, personal leave, and accumulated sick leave for any part of the 12-week period. Only enough unpaid leave will be provided to total 12 weeks.

2. Leave taken under the provisions of the Act may be for the following three (3) reasons:

a. Because of the birth or placement for adoption or foster care of a child, only within 12 months of that birth or placement.

b. Because of the serious health condition of a spouse, child or parent. c. Because of the employee’s own serious health condition.

3. Sons and daughters in the employment of this school district are eligible for leave to care for a parent

provided their aggregate leave is limited to 12 weeks.

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4. Spouses employed by this school district are both entitled to take leave to care for a newly arrived

child or sick parent provided their aggregate leave is limited to 12 weeks. If leave is requested because of the illness of a child or of the other spouse, each spouse is entitled to 12 weeks leave.

5. If an eligible employee wishes to take intermittent leave and that leave would cause the employee to

be absent from the classroom or instructional program for more than 20 percent of the time, the school district may require the employee either to take continuous leave throughout the treatment period or to be placed in an existing equivalent position that would not be disruptive to the classroom or instructional program.

6. In the case of leave requested for birth or placement of a child, an eligible employee must provide

the Superintendent written notice 30 days in advance of the date on which the leave would begin. If the employee is unable to provide 30 days written notice, he/she must provide such written notice as is practicable.

7. In the case of leave requested for a serious medical condition, if the leave is foreseeable based on

planned medical treatment, the employee shall make a reasonable effort to schedule the treatment so as not to disrupt unduly the operation of the classroom or instructional program and provide the Superintendent written notice 30 days in advance of the treatment, or, if the treatment is less than 30 days, such written notice as is practicable.

8. An eligible employee may be required to extend leave through the end of a semester if he/she would

otherwise have returned within the last 2 or 3 weeks of the semester’s end, depending on the date on which the leave commenced and the duration of the leave.

II. Required Certification

A. Eligible employees shall provide the Superintendent certification of a serious health condition for his/her own serious health condition or that of a family member. The certification, to be signed by the health care provider, shall be attached to the required written notice or submitted in a timely manner, which shall be no more than three (3) working days after providing written notice. No leave period may begin without the approval of the Superintendent. The Superintendent without the required written notice and certificate shall grant no approval.

B. The certification is to include the following:

1. The date on which the serious health condition in question began. 2. The probable duration of the condition. 3. Appropriate medical facts regarding the condition. 4. A statement that the employee is needed to care for a spouse, parent or child (along with estimate of

the time required) or that the employee is unable to perform his/her functions, and, in the case of intermittent leave, the duration of treatment to be given.

5. Signature of health care provider.

C. The school district may require that a second opinion be obtained at the employee’s own expense. A health care provider employed by this school district may not provide the second opinion. In the event of conflicting opinions, the school district may pay for a third and final provider to offer a binding decision.

D. The school district may require subsequent written re-certification on a reasonable basis.

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III. Employment Benefits Protection

A. An employee who completes a period of leave and has complied with the terms of this policy shall be returned either to the same position he/she had before the taking of leave or to a position which is genuinely equivalent (as compared to a comparable or similar job) in pay, benefits, and other terms and conditions of employment.

B. Taking of leave shall not result in the loss of any previously accrued seniority or employment benefits.

Except for health benefits, no other benefits will accrue during the leave period.

C. The school district may exempt from the restoration requirement in Paragraph A above key employees who are in the highest paid 10 percent of this district’s classroom and instructional program workforce within a 75-mile radius of the school district if restoring the key employee would cause substantial and grievous injury to the classroom and instructional program.

D. The school district shall notify the key employee of its intent not to restore him/her at the time when the

determination is made. If the leave has begun, the key employee shall have the option of deciding whether or not to return to work after receiving the notice. An employee who is not restored shall be considered to be on leave for the duration of his/her leave period.

E. Health benefits shall continue through an employee’s leave period, even for key employees who have

been notified that reinstatement will be denied. The school district shall recover health coverage premium paid for an employee who fails to return from leave except as follows:

1. No recovery will be made from a key employee who has chosen to take or continue leave after

receiving notice of non-reinstatement. 2. No recovery will be made from an employee who fails to return from leave if the reason is the

continuation, recurrence, or onset of a serious health condition, or something beyond the employee’s control, all of which is subject to the certification requirement in Section II, above.

IV. Prohibited Acts

A. This school district shall not interfere with or restrain an eligible employee’s right to exercise the provisions of this policy.

This policy shall take effect and be in force from and after August 14, 1993. An employee’s service prior to this effective date shall be counted in determining whether the employee is eligible for leave.

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

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.

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LESSON PLANS Each teacher must make lesson plans for at least one week in advance. The plans need not be elaborate but sufficient for another person to interpret. Substitutes must have information to carry on the students’ work during any period of absence.

TELEPHONE/CELL PHONE USE Teachers should feel welcome to use the school telephones. Except for emergencies, teachers will schedule such use to a time when he/she does not have student responsibility. The school secretary will not call a teacher 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)

PURCHASES BY TEACHERS & OTHER LICENSED PERSONNEL

All purchases made with public funds shall be made through Central Purchasing. Teachers and other licensed personnel are not authorized to make purchases for the school district. Commodities needed in the carrying out of assigned duties shall be requisitioned according to the method prescribed by the director of fiscal operations. Do not make purchases with personal funds for there are not provisions for you to be reimbursed for your expenditure.

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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UNIFORM GRADING SYSTEM POLICY (NINE-WEEK PERIODS)

PHILOSOPHY: The Laurel School District believes that grades reflect and communicate to students, parents, teachers, and postsecondary schools student progress on district learning targets. As a result of a fair and consistent grading process, students will be able to evaluate their learning and set personal goals to attain the district learning targets and communicate achievement status to interested stakeholders. Grading Student Work The following grading scales and practice shall be used by all instructional personnel of the Laurel School District teaching graded classes in grades 1 through 12. ALL student work shall be graded using a numerical grade (0-100). The minimum passing grade shall be 65 for grades 1 – 12. The certified classroom teacher shall check, correct, and assign the grade to the student’s work. There shall be no grading by students of work, which is to be recorded. No optional graded work shall be given any student unless all students of the same class are given the same opportunity. Any student refusing to do optional graded work shall not be penalized for failure to do optional work. Instructional staff shall be able to justify any grade given and the source of any grade given shall be educationally sound. Each student’s papers shall be filed by each teacher to be made available for review should a school official, parent, guardian, or custodian question the assessment of a student’s progress or grade average. Security of the filed papers shall be the responsibility of each teacher. The school Principal shall check teacher grades during the fifth week of each nine weeks grading period. Grade Penalties 1. Students shall receive a 0 for any work that is not made up. 2. Grades shall not be lowered due to poor citizenship. 3. Grades shall not be raised or lowered due to a student’s performance on class or club fund raising projects. Fractions Fractions of .5 or over shall be rounded off to the next highest whole digit and fractions under .5 shall be dropped on all graded work as well as nine weeks, semester, and yearly averages. Fractions shall not be recorded in grade books, on grade sheets or on report cards. Grade Recording for Grades 1-12

• The numerical grade (0-100) only shall be used for recording all grades. • A numerical grade (0-100) shall be used to record nine weeks, semester, and yearly averages on

grade sheets. • A numerical grade (0-100) shall be used to record averages on report cards.

NUMERICAL/LETTER GRADE CONVERSION SCALE

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The following numerical/letter grade conversion scale shall be printed or stamped on all applicable grade sheets and report cards should anyone desire to convert this numerical system.

Numerical Grade Letter Grade Grades 1 - 12 90 – 100 A 80 – 89 B 70 – 79 C 65 – 69 D 0 – 64 F

Nine Weeks Average The nine weeks average for grades 1 – 12 shall be determined by averaging the numerical grades as follows: All grades earned during the nine week grading period will be averaged together.

Daily/Test(s) Nine Weeks Avg. Example: 86 + 86 + 86 + 86 + 86 = 430.5 ÷ 5 = 86 In order to pass the nine weeks and receive credit, a final average of 65/D must be obtained for grades 1 – 12. Semester Average The semester average for grades 1 – 12 shall be determined by averaging the 1st nine weeks and 2nd nine weeks grades. Example: 1st 2nd Sem. Avg. 79 + 84 = 163 ÷ 2 = 81.5 or 82 The yearly average for a two-semester course shall be determined by averaging the first semester and the second semester grades. For Grades 1 – 12, a final average of 65 must be obtained in order to pass a course and receive credit. A student failing to obtain a final average of 65 on a two-semester course would repeat both semesters of the course. Citizenship Grading Policy Each teacher will design and post a list of class rules that support the district and building student conduct policies and which has been approved by the building principal. Each teacher will design a rubric for his or her classroom rules in order to assign a citizenship mark of good, satisfactory, or unsatisfactory. For the high school citizenship grades assigned will be A, B, C, D, or F. The building principal may, at his or her discretion, require a consistent set of classroom rules and rubrics for a grade level or department. Citizenship grades will be included on mid-term report. Any administrator may assign a mark of unsatisfactory for violations of classroom, building, or district conduct rules. That mark will be given in the classroom to which the student was assigned when the infraction occurred.

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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 weeks thereafter.

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. 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.

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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 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.

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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. 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

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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

CORPORAL PUNISHMENT POLICY

Corporal punishment of a student is not permitted as a discipline measure.

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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

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. 2. District policies on plagiarism will govern use of material accessed through the WAN. Teachers will instruct students in appropriate research and citation practices. 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.

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E. Inappropriate Language 1. Restrictions against inappropriate language apply to public messages, private messages, and material posted on Web pages. 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

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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. 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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PROFESSIONAL DEVELOPMENT PLAN Individual Component Educators have the professional and contractual responsibility to participate in the school district’s professional development program and in professional development options for license renewal. The selection of professional development options is to be focused on improving student learning. Each educator is responsible for selecting and monitoring his/her individual professional development program. Educators are also responsible for maintaining and submitting documentation for license renewal to the Mississippi Department of Education’s Office of Educator Licensure, formerly Teacher Certification. (see certification guidelines) Educators now have the option to complete the renewal process by using Mississippi Department of Education’s ELMS (Educator License Management System) online feature at www.mdek12.org. License Renewal Requirements Within each five-year cycle, an individual must complete the following for license renewal: Bachelors Degree or Equivalent

1. Ten (10) continuing education units (CEUs) in content area or job/skill* related area or 2. Five (5) CEUs and three (3) semester hours in content area or job/skill* area or 3. Six (6) semester hours in content area of job/skill* related area.

Masters Degree or Above

1. Five (5) CEUs in content area or job/skill* related area or 2. Three (3) semester hours in content area or job/skill* related area.

*Content area refers to the area of certification (e.g., mathematics, science, special education, etc.). Job/skill related areas include pedagogy and skills essential for effective teaching and leadership (e.g., computer technology, cooperative learning, learning styles, methodology, etc.). You do not need to wait until the year that your license will actually expire to begin the process for renewing your license. You can begin earning CEUs based on the date that is indicated at the bottom of your educator license. Rationale Through varied opportunities for professional development, educators can continue to learn both within and outside of local schools and districts. This allows them to stay abreast of current knowledge in fields of teaching and learning and improve educational practices that lead to enhanced student learning. It also encourages networking with colleagues and other professionals, and pursuit of advanced degrees. PROFESSIONAL DEVELOPMENT PLAN

Options In selecting activities to fulfill the requirements for organizational and individual professional development experiences, it is recommended that the following process be utilized to determine the appropriate professional development option: • Identify needs • Formulate a plan to meet the needs • Engage in planned activity • Assess professional development experience through reflection and sharing

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The intent of the Model is to encourage individuals and organizations to pursue professional development experiences that are relevant. These experiences may be self-directed, structured, and/or field-based. They may include, but are not limited to:

Action Research Partnerships Apprenticeships Sabbaticals Coaching/Mentoring Seminars/Institutes College/University Courses Internships Study Groups National Board Certification Networks Workshops

(For additional information on these options, see Appendix B.)

CONVERSION OF PROFESSIONAL DEVELOPMENT OPTIONS TO CONTINIUNG EDUCATION UNITS (CEUs)

Individual professional development options selected by educators must be converted to CEUs for use in license renewal. Any approved CEU provider may make decisions on the conversion. Educators will submit a proposal outlining the purpose/intent of the option; what effect it will have on their classroom, school or district; the amount of time they expect to invest; and their recommendation for the number of CEUs to be granted. Approved CEU providers will make final determinations.

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(Duplicate as Needed)

CLASSROOM OBSERVATION REPORT

Name of Observer: _________________________________ SS # _______________________

Date of Observation: ________________________________________________________________

Teacher to be Observed: ____________________________ Grade/Subject: ____________________

Reason for Observation: List those things you will look for during the observation period.

__________________________________________________________________________________

__________________________________________________________________________________

__________________________________________________________________________________

__________________________________________________________________________________

__________________________________________________________________________________

Principal’s Prior Approval: ____________________________________________________________

Comments of Observer: What did you observe?

__________________________________________________________________________________

__________________________________________________________________________________

__________________________________________________________________________________

__________________________________________________________________________________

A completed copy of this form must be turned in to your building Principal in order for credit to be given. Teacher receiving credit must sign the credit verification roster kept in the Principal’s office for this activity.

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(Duplicate as Needed)

INSTRUCTIONAL MANAGEMENT REPORT

Name of Teacher: ________________________________________ SS #: _____________________

Date: __________________________ No. Hours*: _____________________________

Grade/Subject Area: _________________________________________________________________

Describe how you will revise the Instructional Management Plan or develop new plans and/or materials for this course.

__________________________________________________________________________________

__________________________________________________________________________________

__________________________________________________________________________________

__________________________________________________________________________________

__________________________________________________________________________________

__________________________________________________________________________________

__________________________________________________________________________________

Principal’s prior approval: _____________________________________________________________

Follow-up comments: What did you accomplish?

__________________________________________________________________________________

__________________________________________________________________________________

__________________________________________________________________________________

*1 credit per hour – Maximum of 5 credits allowed.

A completed copy of this form must be turned in to your building Principal in order for credit to be given. Teacher receiving credit must sign the credit verification roster kept in the Principal’s office for this activity.

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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.

Licensed Personnel Assignment Policy

The Superintendent shall have the power and authority to make assignments of all licensed employees as provided in Sections 37-9-15 and 37-9-17 and to make reassignments of such employees from time to time to any area in which said employee has a valid certificate issued by the State Department of Education; provided, however, that upon request from the employee so transferred, such assignment shall be subject to review by the school district. Assignments/transfers are not based upon seniority.

Licensed Personnel Supervision The School Board of the Laurel School District expects its administrative and supervisory staff to help and encourage staff members to develop their teaching personalities and instructional abilities to an optimum degree. Each Principal is expected to visit the classroom of each teacher on a regular basis to offer suggestions and give encouragement.

Licensed Personnel Performance Evaluation Policy The purpose of teacher evaluation shall be to assist teachers to develop and strengthen their professional abilities through an assessment of their strengths and weaknesses. All licensed staff shall be evaluated annually using competencies developed by the Laurel School District and approved by the district’s Staff Development Committee, appropriate for the staff positions. Grievance Procedures

1. Any licensed employee who disagrees with his/her evaluation shall make a written complaint to the Assistant Superintendent.

2. The Assistant Superintendent shall make a decision regarding the grievance based upon the information available.

3. If an appeal is necessary the established flow of authority shall be followed as in indicated in the Laurel School District’s organizational chart.

Reduction of Staff

Dismissal or demotion necessitated by a reduction in staff shall be done on the basis of seniority among those in the class or group of staff to be reduced, those with least seniority being the first to be dismissed without regard to race, creed, color, age, religion, marital status, disability, or sex.

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This long established school board policy heretofore developed and used will continue to be used as non-racial objective criteria in the selection of the staff member who is to be dismissed or demoted. These criteria have been and shall be available for public inspection and shall be retained by the school district. (Ref. Laurel School District Board Policy – GBKA)

Licensed Employee Separation/Hearing Policy I. Intent

It is the intent of the Laurel School District to establish procedures to provide for accountability in the teaching profession, to provide a mechanism for the non-renewal of licensed education employees in a timely, cost-efficient and fair manner; to provide public school employees with the notice for not offering a license employee a renewal of his/her contract; to provide the employee with an opportunity for the employee to present matters in extenuation or exculpation; to provide the employee with an opportunity for a hearing to enable the Board to determine whether the recommendation of non-employment is a proper employment decision and not contrary to law and to require non-renewal decisions to be based upon valid educational reasons or noncompliance with school district personnel policies. It is the intent of this policy not to establish a system of tenure. Ref. Section 37-9-101 of the Code.

II. A licensed employee shall include: A. Any teacher, principal, superintendent, or other professional personnel employed by the school for a continuous period of two (2) years with the district and required to have a valid license issued by the State Department of Education as a prerequisite of employment; or B. Any teacher, principal, superintendent, or other professional personnel who has completed a continuous of two (2) years of employment in a Mississippi public school district and one (1) full year of employment with the Laurel School District, and who is required to have a valid license issued by the State Department of Education as prerequisite of employment. Ref. Section 37-9-103 of the Code. III. Termination of Employment by Employee A. Release from contract Any licensed employee who is under contract with this school district who desires to be

released from said contract shall make written application to the School Board of this school district for release from said contract. The reasons for requesting the release shall be clearly stated in the written application. Should the School Board act favorable upon the application, said contract will be null and void on the date specified by the Board and the Superintendent will release the employee. If said Board feels it is to the best interest of the school district, the Board will not release any employee until a replacement is found. Ref. Section 37-9-55 of the Code.

B. Abandonment of employment

If any licensed employee shall arbitrarily or willfully breach his or her contract and abandon his or her employment without being released there from as provided herein and in Section 37-9-55 of the Code, the contract of such licensed employee shall be null and void. In addition thereto, the State Board of Education shall be requested to suspend the license of such licensed employee for a period of one (1) year as provided in Section 37-3-2 (8) of the Code upon written recommendation of the majority of the members of this School Board. Ref. Section 37-9-57 of the Code.

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IV. Termination of Employment by Employer A. Dismissal or suspension (Ref. Section 37-9-59 of the Code)

For incompetence, neglect of duty, immoral character, intemperance, brutal treatment of a pupil, insubordination, or other good cause, the Superintendent of this school district may dismiss or suspend any licensed employee. Before being so removed or suspended, any licensed employee shall be notified of the charges against him and he shall be advised that he is entitled to a public hearing upon said charges.

In the event the continued presence of said employee on school premises poses a potential threat or danger to the health, safety or general welfare of the students, or in the discretion of the Superintendent, may interfere with or cause a disruption of normal school operation, the Superintendent may immediately release said employee of all duties pending a hearing if one is requested by the employee. In the event the licensed employee is arrested, indicted or otherwise charged with a felony by a recognized law enforcement official, the continued presence of the licensed employee on school premises shall be deemed to constitute a disruption of normal school operations.

In the event that an employee does not request a hearing within five (5) calendar days of the date of the notice of discharge or suspension, it shall constitute a waiver of all rights by said employee and such discharge or suspension shall be effective on the date set out in the notice to the employee. Any hearings requested as a result of dismissal shall be held according to Section 37-9-111 of the Code. A professional employee may be dismissed or suspended from his/her position for, but not limited to, the following reasons: 1. Inability to control students 2. Inability to effectively plan classroom work for students 3. Inability to cooperate with other teachers and administrators 4. Continually late for work 5. Not keeping adequate or prescribed student records 6. Leaving assigned students unsupervised 7. Failure to perform special duty assignments 8. Continually failing to attend faculty meetings 9. Allowing destruction of school property by students whose supervision has been assigned to

employee 10. Failure to follow prescribed policies and procedures 11. Conduct which causes a loss of public respect for the teaching profession and the school district of

which he/she is a part 12. Sexual Harassment 13. Racial Harassment 14. Being under the influence of, using illegal drugs, controlled substance or alcohol on the job 15. Extreme mental cruelty 16. The use of excessive physical force to control, manage or discipline students 17. Use of profane, abusive or demeaning language toward a student 18. Failure to obey a direct or implied order, reasonable in nature, and given by and with proper

authority

B. Nonrenewal of Contract

It shall be the policy of the Laurel School District to provide a high quality of education for the students enrolled in the school in the district. In order to achieve this goal, it is necessary from time to time to release from future employment licensed employees where their performance fails to meet the standards established by the State Department of Education and/or this Board, or where their services are no onger needed, for a valid educational reason or noncompliance with the school district’s personnel policies.

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In the event that a recommendation is made by the school district not to offer a licensed employee a renewal contract for a successive year, written notice of the proposed non-reemployment stating the reasons for the proposed non-reemployment shall be given to the licensed employee no later than the following: 1. If the employee is the Superintendent, the Board shall give notice of non-reemployment

February 1st. Ref. Section 37-9-104 of the Code. 2. If the employee is a principal, the Superintendent, without further Board action shall,

Give notice of non-reemployment on or before March 1st; or

3. If the employee is a teacher, administrator, or other professional educator, the Superintendent, without further Board action, shall give notice of non-reemployment on or before April 15th. Ref. Section 37-9-105 of the Code. A licensed employee receiving written notice of non-reemployment under the terms of this policy shall, upon written request within ten (10) days, be entitled to: 1. Written notice of the specific reasons for non-reemployment, together with a summary of

the factual basis thereof, a list of witnesses and a copy of documentary evidence substantiating the reasons intended to be presented at the hearing, which notice shall be given at lease fourteen (14) days prior to any hearing; if the district fails to provide this information to the employee, then the recommendation for no-reemployment shall be null and void, and the Board shall order the execution of a contract with the licensed employee for an additional period of one (1) year;

2. An opportunity for a hearing at which to present matters relevant to the reasons given for the proposed non-reemployment, including any reasons alleged by the licensed employee to be the reason for non-reemployment;

3. Receive a fair and impartial hearing before the Board or Hearing Officer;

4. Be represented by legal counsel, at his/her own expense.

Any employee requesting a hearing shall provide the district, not less than five (5) days before the scheduled date for the hearing, a response to the specific reasons for non-reemployment, a list of witnesses and a copy of documentary evidence in support of the response intended to be presented at the hearing. If the employee fails to provide this information, then the recommendation of non-reemployment shall be final without the necessity of a hearing. If the employee does not request a hearing, the recommendation regarding the non-reemployment of the employee shall be final. Ref. Section 37-9-109 of the Code The Laurel School District shall follow the procedure set forth in the Education Employment Procedures Law of 2001, Sections 37-9-101, et. Seq., of the Code, as may be amended from time to time, pertaining to the non-renewal of licensed educational employees. Should there be any conflict between the school’s district’s policies and the Education Employment Procedures Law of 2001, then the provisions of the Education Employment Procedures Law of 2001 shall control. V. Code Sections All references to sections of the code are to the Mississippi Code of 1972, annotated as amended.

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Licensed Personnel Re-Employment Policy On or before April 15th of each year, the Principal of each school shall recommend to the Superintendent the teachers to be employed for the school involved. If such recommendations meet with the approval of the Superintendent, he shall recommend the employment of such teachers to the Board. Unless good reason to the contrary exists, the Board shall elect the teachers so recommended.

Licensed Personnel Workload Policy

1. There are additional duties which are an essential part of and necessarily incidental to public education; including attending faculty and committee meetings and staff development meetings. Such meetings will be scheduled to cause as little inconvenience to licensed staff as possible. Other additional duties that extend the normal school day including supervision of students shall be made by principals/supervisors on as equitable basis as possible with each staff member assuming his/her share of the workload.

2. The class size and workload of individual staff members shall comply with the State Department of

Education and MDE Accreditation requirements. 3. Classroom teachers, except vocational teachers whose class periods exceed 50 or 55 minutes, shall be

given an unencumbered period of time during each normal school day (no less than 150 minutes per week excluding the lunch period) for the purpose of individual or departmental instructional planning. This planning period is not an off period to be used for conducting personal business on or off campus except for a rare and infrequent bonafide emergency when approved by the Principal.

4. The teaching day (which is part of a normal school day) for grade 6– 12 shall be a day in which a

minimum of 330 minutes of instruction and/or evaluation and district approved group testing is provided in at least six (6) 55 minute periods or eight (8) 47 minute periods.

5. The teaching day (which is part of a normal school day) for grade K – 5 shall be a day in which a

minimum of 330 minutes of instruction and/or evaluation is provided for each student.

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Laurel School District Professional Dress Standards

I. Introduction:

Laurel School District’s school culture initiative calls for the highest standards. As educators and staff, 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 certified staff 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

III. 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”.

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IV. 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. Jeggings, 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 V. 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. VI. 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. VII. Exceptions to this policy will be considered on an individual basis by the building principal/supervisor when proper documentation is presented.

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