ATTENDANCE EXPECTATIONS
All employees are expected to be present during working hours. Employees wishing to use accrued leave should obtain approval from their immediate supervisor prior to the use of leave, except in situations where the absence is a medical necessity or otherwise meets the criteria for use of sick leave. In the case of unplanned or emergency absences, employees should contact their supervisor as soon as possible or by the start of the next day. Absence without prior approval, absences in violation of Board policy, habitual tardiness, or abuses of designated working hours are all considered neglect of duty and can result in appropriate disciplinary action, up to and including dismissal. For information on this topic, see Policy 7500 and Policy 7565. Information regarding employee absence reporting and make-up time during inclement weather and/or designated remote learning days is provided at the bottom of this webpage.
BLOODBORNE PATHOGENS
In compliance with federal and state regulations, Chatham County Schools attempts to limit/prevent occupational exposure of employees to blood or other potentially infectious bodily fluids and materials that may transmit bloodborne pathogens and lead to disease or death. The Bloodborne Pathogen Policy and Exposure Control Plan are accessible at each work site.
Employees who could be "reasonably anticipated," as a result of performing required job duties, to face contact with blood, bodily fluids or other potentially infectious materials are covered by the OSHA Bloodborne Pathogens Standard, the NC Administrative Code, and Policy 7260. "Good Samaritan" acts, such as assisting a co-worker or student with a nosebleed, would not be considered "reasonably anticipated occupational exposure."
Universal precautions will be in force at all times. All blood, bodily fluids, and other potentially infectious material will be handled as if infected. The program standards for the control of potential exposure to HIV and HBV as outlined in the OSHA Rule "Occupational Exposure to Bloodborne Pathogens" Standard 1910.1030, the NC Administrative Codes, or the most current standards available will be followed. For additional information, see Policy 7260.
CALENDARS
Calendar information, including student calendars, report card dates, make-up dates, etc. can be found on the school system calendar web page.
CODE OF ETHICS
Each employee shall exhibit the highest standards of honesty, integrity, and fairness, and be responsible for his or her own actions. An employee’s conduct should be such that it protects his/her integrity and/or reputation and that of the school system. All employees while respecting and protecting the civil and human rights of everyone shall uphold the principles of due process and individual dignity. Employees shall perform their jobs in a competent and ethical manner without violating the public trust or applicable laws, policies, and regulations.
All school system employees who participate in the state testing program should review and follow the state’s Testing Code of Ethics.
Code of Professional Practice and Conduct for North Carolina Educators
The North Carolina State Board of Education (SBE) has adopted rules to establish uniform standards of professional conduct for licensed professional educators throughout the state. These rules have been incorporated into Title 16 of the North Carolina Administrative Code and have the effect of law. These rules shall be the basis for SBE review of the performance of professional educators and are binding on every person licensed by the SBE. Violation of these standards shall subject an educator to investigation and possible disciplinary action by the SBE or local school district.
Gifts to the School
As stated in the Code of Ethics for North Carolina Educators and in Board policy (8220), school system employees may not accept gifts associated with their employment (beyond small incidental tokens). Any substantial offered gift/donation should be evaluated by the Superintendent or designee to determine the donation’s suitability for the school or school system. Unless otherwise specified in a written agreement approved by the board, any accepted donation becomes the permanent property of the school system. Anything purchased with donated funds, including funds raised through a crowdfunding campaign, project, or platform, become the property of the school system. A donor may request that a donation be designated for a particular purpose. However, the board reserves the right to utilize the donation as it deems appropriate. Any donation constituting revenues will be deposited in the proper account. The specific manner in which donated funds are expended for a designated purpose will be determined under the direction of the superintendent.
Operation of School System Vehicles
All employees authorized to drive Chatham County Schools’ owned or leased vehicles or personal vehicles in conducting Chatham County Schools business must possess a current, valid North Carolina driver’s license or a Commercial Driver’s License if the position requires it. Any change in license status or driving record must be reported to the principal/supervisor immediately.
A valid driver’s license must be in the employee’s possession while operating a vehicle off or on Chatham County Schools’ property. It is the responsibility of every employee to drive safely and obey all traffic, vehicle safety, and parking laws or regulations. Drivers must demonstrate and model safe driving habits at all times.
Chatham County Schools-owned or leased vehicles may be used only as authorized by supervisory staff.
Safety must come before all other concerns. All employees, including bus drivers, must refrain from using phones while driving during working hours. Regardless of the circumstances, including slow or stopped traffic, employees should proceed to a safe location off the road and safely stop the vehicle before placing or accepting a call. If acceptance of a call is absolutely necessary while the employee is driving, the employee should advise the called that he/she is unable to speak at that time and will return the call shortly. Under no circumstances should employees feel that they need to place themselves at risk to fulfill business needs.
COMMUNICABLE DISEASES
It is the policy of the board to attempt to provide a safe and secure environment for all students and employees. In an effort to maintain a balance between the need to protect the rights of students and employees and to control the spread of serious communicable diseases and conditions, the superintendent will make decisions regarding the employment status of employees with communicable diseases or conditions on a case-by-case basis, in accordance with this policy. An employee suffering from a communicable disease or condition is encouraged to inform his or her supervisor so that appropriate accommodations may be made and appropriate precautions may be taken. This policy applies to all legally reportable communicable diseases. For additional information, see Policy 7262.
COMPLIANCE WITH BOARD POLICY
Each employee is responsible for familiarizing himself/herself with the policies of the Board of Education. Employees will be held accountable for compliance with these policies. Board policies are available online on the district’s website.
CONFLICT OF INTEREST
Employees are expected to avoid engaging in any conduct that creates or gives the appearance to a reasonable and informed public of creating a conflict of interest with job responsibilities with the school district. While there may be other conflicts of interest, employees must follow board directives in the areas of financial interests and receipt of gifts. An employee or member of the board will not engage in selling goods or services to the board and will not engage in or have a financial interest, directly or indirectly, in any activity that conflicts with duties and responsibilities in the school district.
Any teacher may enter into an agreement for tutoring students for a fee, but this practice must be limited to students other than those for whom the teacher is currently exercising teaching, administrative or supervisory responsibility. Tutoring for a fee may not take place during regular school hours or on school grounds. School supplies may not be expended in tutoring for a fee.
Further, no gifts from any person or group desiring or doing business with the school district will be accepted by a school employee except for nominally valued instructional products or advertising items which are widely distributed. For additional information, see Policy 7730.
Outside Employment
The school system recognizes that some employees may pursue additional compensation on their own time. Any such employee shall not engage in the following:
non-school employment that adversely affects the employee's availability or effectiveness in fulfilling job responsibilities;
work of any type in which the sources of information concerning customer, client, or employer originate from any information obtained through the school system;
work of any type that materially and negatively affects the educational program of the school system;
any type of private business using system facilities, equipment, or materials, unless prior approval is provided by the superintendent; or
any type of private business during school time or on school property.
For additional information, see policy 7730.
CORPORAL PUNISHMENT, SECLUSION, AND RESTRAINT
No principal, teacher, substitute teacher, voluntary teacher, teacher assistant, student-teacher, or staff member may use corporal punishment to discipline a student. Corporal punishment is any kind of punishment inflicted on the body, including, but not limited to, spanking, paddling, or slapping. Notwithstanding the policy prohibiting the use of corporal punishment as a means of discipline, school personnel may use reasonable force to control behavior or to remove a person from the scene in these situations when necessary: a. To quell a disturbance threatening injury to others; b. To obtain possession of weapons or other dangerous objects on the person or within the control of a student; c. For self defense; d. For the protection of persons or property; or e. To restrain or correct students or otherwise maintain order. See Policy 4355.
North Carolina General Statute 115C-391.1 prohibits inappropriate use of seclusion and restraint. Aversive techniques which intentionally cause physical or psychological damage, and seclusion of students as defined in the statute are strictly prohibited. For specific definitions and expectations, the statute is available online.
CRIMINAL RECORDS CHECK
The Board of Education believes that a safe and secure learning and working environment should be provided for all students and employees. The board further believes that employees should be role models for students and should positively represent the schools in this district. These beliefs reflect the fundamental principle that any employee who has significant contact with children is in a unique position of trust in our society and must demonstrate that he/she has the integrity and honesty to fulfill the duties of his/her position.
A criminal history check will be conducted on all final candidates who will be recommended to the BOE for employment, including substitutes, and independent contractors who are being considered for performing duties in a school personnel position.
Employees who have separated from our employment for more than one (1) year and come back will require a background check.
False information on an employment application or contract which is intended to defraud, falsify, materially misrepresent or conceal the truth regarding criminal history will be a basis for denying employment or immediate dismissal.
The superintendent will forward to the State Board, in accordance with State Board rules, the criminal history of any applicant who is licensed, certificated or certified by the State Board.
Once employed, an automated system notifies the school system of criminal charges against employees. However, any employee charged by a law enforcement agency with a crime, other than a minor traffic offense, has a duty to immediately report that fact in writing to the Associate Superintendent for Human Resources. See Policy 7300 and Policy 7140.
DRESS AND PERSONAL APPEARANCE
The appearance and conduct of staff are of supreme importance in establishing a positive image for education in the community and for presenting a good example for students. Therefore, all personnel are expected to dress professionally, neatly and appropriately for the work to be done. An employee's dress must not disrupt or distract from the educational process and must be in accordance with health and safety standards. The superintendent may authorize the principal or department supervisors to develop specific dress or appearance requirements for each school or department. An employee’s supervisor will make an initial determination of whether an employee’s dress or appearance is inappropriate. In making this determination, the supervisor will consider the following factors: the nature of the work; whether the dress is consistent with a professional environment; health and safety factors; the nature of the employee’s public contact and the normal expectations of outside parties with whom the employee will work; the employee’s interaction with students; the prevailing practices of other workers in similar jobs; and any properly established guidelines for dress or appearance. Supervisors and principals have the authority to and are responsible for notifying those individuals who are in violation of this policy. For more information, see Policy 7340.
DRUG-FREE AND ALCOHOL-FREE WORKPLACE
It is the policy of the Board of Education that a drug-free and alcohol-free workplace will be maintained. The unlawful manufacture, distribution, dispensing, possession, or use of any narcotic drug, hallucinogenic drug, amphetamine, barbiturate, marijuana, anabolic steroids, alcohol, counterfeit substances 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 further defined by regulation at 21.F.R. 1300.11 through 1300.15 is prohibited. No employee will be impaired by the use of prescription or nonprescription drugs while at work or in a capacity representing the school system. This policy is not violated by an individual’s proper use of a drug lawfully prescribed for that individual by a licensed healthcare provider.
Employees are prohibited from using or being under the influence of alcohol while acting in the course and scope of the employees’ duties. Policy 7240 does not apply to an employee’s consumption of alcoholic beverages that are served at a reception or other similar function that occurs outside the regular workday and that the employee is authorized or required to attend as a part of his/her employment duties.
This policy will govern each employee before, during or after school hours while on any property owned or leased by the Board; at anytime during which the individual employee is acting in the course and scope of his or her employment with the school system; and at any time that the employee’s violation of this policy has a direct and adverse effect upon his/her job performance. An employee must notify the Chief Personnel Officer of the school system in writing of any conviction under any criminal drug statute for a violation occurring within the scope of this CCBE Policy- Code 7240.
Violation of this policy will subject an individual to personnel action by the Board of Education which could result in non-renewal or termination of employment with the school district or the requirement that the employee participate satisfactorily in a drug abuse assistance or rehabilitation program approved by the Board of Education. Information concerning available counseling, rehabilitation and reentry programs will be provided to employees. For more information, see Policy 7240.
Drug and Alcohol Testing
In order to ensure the safe operation of school vehicles and comply with federal law and regulations, Chatham County Schools has established a comprehensive program of drug and alcohol testing for school bus drivers and all other commercial motor vehicle operators employed by the Board of Education.
Commercial motor vehicle operators employed by the BOE will not consume alcohol or have alcohol in the person’s body or be impaired by a prescription or nonprescription drug while on duty or while operating any motor vehicle. It is a criminal offense under NC state law G.S. 20-138.2B to drive a school bus, school activity bus or child care vehicle upon any highway, any street or any public vehicular area within the state while consuming alcohol or while alcohol remains in the person’s body and the BOE prohibits drivers from engaging in such actions. Any employee who commits a prohibited act, refused any test required by policy 7241 or otherwise violated this policy: G.S. 20-138.2B or Part 382, will be subject to disciplinary action, up to and including dismissal. For more information, see Policy 7241.
EMPLOYEE HEALTH CERTIFICATE
All new employees, as well as employees who have been separated from public school employment for more than a year or who have been absent for more than 40 consecutive school days because of a communicable disease, must provide a fully completed health certificate on the form provided by the State Superintendent of Public Instruction. For more information, see Policy 7120.
EMPLOYEES INJURED DURING AN EPISODE OF VIOLENCE
Any employee who has suffered a medical injury while acting within the course and scope of employment must report the episode in writing as soon as possible to his/her immediate supervisor. The employee will also make such supplemental written reports as needed.
Whenever an employee is temporarily absent from school and temporarily unable to perform his/her duties as a result of medical injury received during an episode of violence and while acting in the scope and course of employment, the employee will be paid full salary less the amount of any workers’ compensation payments or award made for temporary disability. This payment will be made for the period that the employee is not able to perform his/her duties as a result of the injury, but no longer than 12 months following the date the injury was incurred.
An episode of violence includes an act of violence directed at any school building or facility or to any employee or student. An act of violence is defined as the exertion of physical force with the intent to injure, damage or abuse. It does not include accidental or unintentional conduct.
To determine the length of time during which an employee is temporarily unable to perform duties and in determining that a disability is attributable to the specific injury involved, the board will have the right to have an employee examined by a physician of its own designation. In the event that there is an adjudication of the period of temporary disability in the appropriate workers’ compensation proceeding, the board may adopt such adjudication. For more information, see Policy 7640.
GUIDELINES FOR AFTER-SCHOOL CARE FOR CHILDREN OF TEACHERS AND STAFF
The Chatham County Board of Education recognizes that planning and other duties often require teachers to be at school well after the regular school day ends. These work hours often conflict with teachers’ child care needs. The following guidelines apply when teachers must have their own children at school after regular school hours.
Teachers are encouraged to consider using formal after-school programs where available.
If a teacher elects to have their own children at school after the regular school day, the teacher is solely responsible for supervision of the children.
Teachers may not bring their children to school on teacher workdays or early release days.
Teachers are discouraged from having their children at school on days when they are responsible for attending faculty meetings, parent conferences, professional learning community meetings, staff development, or other after-school meeting or activity. In any event, teachers must arrange for appropriate supervision of their children to permit attendance at such activities.
Principals may limit or prohibit teachers from having their children at school if the presence of the children at school results in disruption, interference with the work of the school, or safety concerns. An employee or student may not bring a child into the workplace or classroom on a regular basis in lieu of childcare.
GRIEVANCE PROCEDURE FOR EMPLOYEES
It is the policy of the Board of Education, in keeping with the ultimate goal of serving the educational welfare of children, to develop and practice reasonable and effective methods of resolving difficulties that may arise among employees. The intent is to reduce potential areas of grievances and to establish and maintain recognized channels of communication between staff and administration. The purpose of this procedure is to secure, at the lowest possible level, equitable solutions to the problems that arise from time to time and affect employees.
It is desirable for an employee and his/her immediate supervisor to resolve problems through free and informal communication. In those circumstances where informal procedures fail or are inappropriate or where the employee requests formal procedures, a grievance will be processed pursuant to the steps set forth in Policy 7220.
IDENTIFICATION BADGES
Upon employment, all employees of Chatham County Schools will be issued an identification (ID) badge with their picture displayed on the badge. This ID badge is to be worn at all times while the employee is on the grounds of or in buildings or vehicles owned, or leased by Chatham County Schools. Upon separation from service with Chatham County Schools, the employee must return the ID badge to his/her immediate supervisor. For assistance with appropriate door/facility badge access contact Technology Services and submit a request via Incident IQ.
Interns, student teachers, some contracted personnel, and other temporary roles may be issued a generic "Staff" identification badge specific to the school location or district department providing the supervised clinical experience. These badges should be returned to the issuing school or department at the conclusion of the supervised clinical experience or the end date of the temporary contracted service.
PERFORMANCE EVALUATIONS
All employees should receive a performance evaluation at least once per year. Employees should consult with their supervisor for details that are specific to their assigned roles.
Employee Plans for Growth and Improvement
All certified employees are expected to develop a growth plan annually. Such plans should be written in cooperation with the employee’s direct supervisor. If an employee is placed on an improvement plan, such as a monitored growth plan, directed growth plan, or mandatory improvement plan, due to concerns, the employee should understand that being placed on such a plan is an indication that improvement is necessary to maintain their position. For more information on improvement plans, see Policy 7811. Classified employees may be placed on an improvement plan by their supervisor.
Induction and Success Program for Beginning Teachers: New Directions
New Directions, our state exemplar induction and support program for beginning teachers, focuses on building the capacity of new classroom educators to promote high achievement among students. It provides a comprehensive program of support for all beginning teachers on the idea that learning to teach is a continuous cycle of planning, teaching, and reflecting. Each school maintains a schedule of activities and support programming for new teachers with an additional layer of district support activities provided each year. The Beginning Teacher Program is a three (3) year program designed to enhance and support the professional growth of teachers during their initial years of teaching. Student services personnel (media specialists, counselors, speech pathologists, administrators, and curriculum instructional specialists) are issued continuing licenses and do not participate in the Beginning Teacher Program.
This program provides support through:
a mentor
a site-based coordinator
beginning teacher coaching program
periodic assessment of skills
a yearly evaluation of performance
an annual Professional Development Plan (PDP)
After three (3) years of successful teaching on a clear license, initially licensed teachers are eligible for a continuing license. These three (3) years must be served within a five (5) year period from the date of enrollment in the program, and all three (3) years must be in the same licensure area. Part-time teachers who are employed less than 50% of the time are not eligible to participate in the program.
After completing the Initial Licensure Program, beginning teachers must be rated “Proficient” on all five (5) North Carolina professional teaching standards on the most recent Teacher Summary Rating Form in order to be eligible for the Standard Professional 2 License. See the COMPENSATION section for information about mentor teacher pay.
POLITICAL ACTIVITIES
Employees’ rights of citizenship, involving registering, discussing political issues, voting, campaigning for candidates or issues, running for or serving in public office, and participating on a committee or board that seeks to serve the welfare of the community, will not be infringed upon due to employment by the school system. However, school system employees should not engage in partisan political activity during the employee’s working hours or at any time the employee is performing his or her job duties for the school system. No employee may use school equipment at any time for a partisan political activity; no school supplies shall be used for political activities. Reference Policy 7720.
PROFESSIONAL DEVELOPMENT AND ASSISTANCE
The board believes a strong relationship exists between the quality of education afforded to students and the competency of professional personnel employed by the school district. The board attaches a high priority to securing the most competent personnel available and, once they are employed, in assisting them in their professional growth and development throughout their careers. The primary purpose of staff development, both for individuals and groups of employees, is to improve the instructional program for all students by assisting teachers and other licensed personnel in improving and gaining even greater competence in their profession.
The district may pay reasonable costs, within budget limits, as mutually agreed upon in advance, for any courses, workshops, seminars, conferences, in-service training sessions or other sessions which an employee is required to attend by the local administration. The employee must seek prior approval for payments.
The district will not bear the responsibility of cost of training taken solely for the purposes of licensure renewal. For additional information, see Policy 7800.
PROHIBITION AGAINST DISCRIMINATION, HARASSMENT, AND BULLYING
In Policy 1710, the Board of Education acknowledges the dignity and worth of all students and employees and strives to create a safe, orderly, caring, and inviting school environment to facilitate student learning and achievement. The board prohibits discrimination on the basis of race, color, national origin, sex, disability, or age. The board will not tolerate any form of unlawful discrimination, harassment, or bullying in any of its educational or employment activities or programs.
Students are expected to comply with the behavior standards established by board policy and the Code of Civility. Employees are expected to comply with board policy and school system regulations. Volunteers and visitors on school property also are expected to comply with board policy and established school rules and procedures. Any violation of this policy is serious and school officials shall promptly take appropriate action. Students will be disciplined in accordance with the school’s student behavior management plan (see policy 4302, School Plan for Management of Student Behavior). Based on the nature and severity of the offense and the circumstances surrounding the incident, the student will be subject to appropriate consequences and remedial actions ranging from positive behavioral interventions up to, and including, expulsion. Employees who violate this policy will be subject to disciplinary action, up to, and including, dismissal. Volunteers and visitors who violate this policy will be directed to leave school property and/or reported to law enforcement, as appropriate.
Discrimination is defined as any act or failure to act that unreasonably and unfavorably differentiates treatment of others based solely on their membership in a socially distinct group or category, such as race, ethnicity, sex, pregnancy, religion, age, or disability. Discrimination may be intentional or unintentional.
Harassment or bullying behavior is any pattern of gestures or written, electronic, or verbal communications, or any physical act or any threatening communication that:
1) 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
2) creates or is certain to create a hostile environment by substantially interfering with or impairing a student’s educational performance, opportunities, or benefits or by adversely altering the conditions of an employee’s employment.
“Hostile environment” means that the victim subjectively views the conduct as harassment or bullying and that the conduct is objectively severe or pervasive enough that a reasonable person would agree that it is harassment or bullying. A hostile environment may be created through pervasive or persistent misbehavior or a single incident, if sufficiently severe.
Harassment and bullying include, but are not limited to, behavior described above that is reasonably perceived as being motivated by any actual or perceived differentiating characteristic or motivated by an individual’s association with a person who has or is perceived to have a differentiating characteristic, such as race, color, religion, ancestry, national origin, gender, socioeconomic status, academic status, gender identity, physical appearance, sexual orientation, or mental, physical, developmental, or sensory disability. Examples of behavior that may constitute bullying or harassment include, but are not limited to, verbal taunts, name-calling and put-downs, epithets, derogatory comments or slurs, lewd propositions, exclusion from peer groups, extortion of money or possessions, implied or stated threats, assault, impeding or blocking movement, offensive touching, or any physical interference with normal work or movement, and visual insults, such as derogatory posters or cartoons. Legitimate age-appropriate pedagogical techniques are not considered harassment or bullying.
Harassment, including sexual or gender-based harassment, is not limited to specific situations or relationships. It may occur between fellow students or co-workers, between supervisors and subordinates, between employees and students, or between non-employees, including visitors, and employees or students. Harassment may occur between members of the opposite sex or the same sex.
Sexual harassment is one type of harassment. Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when:
1) submission to the conduct is made, either explicitly or implicitly, a term or condition of an individual’s employment, academic progress, or completion of a school-related activity;
2) submission to or rejection of such conduct is used as the basis for employment decisions affecting the individual, or in the case of a student, submission to or rejection of such conduct is used in evaluating the student’s performance within a course of study or other school-related activity; or
3) such conduct is sufficiently severe, persistent, or pervasive that it has the purpose or effect of unreasonably interfering with an employee’s work or performance or a student’s educational performance, limiting a student’s ability to participate in or benefit from an educational program or environment, or creating an abusive, intimidating, hostile, or offensive work or educational environment.
Sexually harassing conduct includes, but is not limited to, deliberate, unwelcome touching that has sexual connotations or is of a sexual nature, suggestions or demands for sexual involvement accompanied by implied or overt promises of preferential treatment or threats, pressure for sexual activity, continued or repeated offensive sexual flirtations, advances or propositions, continued or repeated verbal remarks about an individual’s body, sexually degrading words used toward an individual or to describe an individual, sexual assault, sexual violence, or the display of sexually suggestive drawings, objects, pictures or written materials. Acts of verbal, nonverbal, or physical aggression, intimidation, or hostility based on sex, but not involving sexual activity or language, may be combined with incidents of sexually harassing conduct to determine if the incidents of sexually harassing conduct are sufficiently serious to create a sexually hostile environment.
Gender-based harassment is also a type of harassment. Gender-based harassment may include acts of verbal, nonverbal, or physical aggression, intimidation, or hostility based on sex or sex-stereotyping but not involving conduct of a sexual nature
Employees are required to report any actual or suspected acts of discrimination, harassment or bullying. Such reports will be investigated under Policy 1720.
REPORTING ACTS OF VIOLENCE
State law requires that all adults have a duty to immediately report to law enforcement when they know or should have reasonably known a child was the victim of one or more of the following:
(1) a violent offense
(2) a sexual offense
(3) aiding, abetting, soliciting or attempting a violent or sexual offense
(4) misdemeanor child abuse [G.S. 14-318.6(b)]
Failure to report such conduct to law enforcement is a crime and could result in criminal charges against the employee who had reason to know of the misconduct.
Board Policy 4240/7312 Child Abuse and Related Threats to Child Safety further addresses the legal reporting obligation for misdemeanor child abuse as it applies to employees, contractors, and volunteers. Failing to report can subject an employee to disciplinary action, including dismissal.
Reports made in good faith protect the reporting employee from liability. Because of this protection and the potential criminal penalty for failing to report, any questions about whether the conduct does or does not fall within the scope of the prohibited conduct should be resolved in favor of reporting. In other words, when in doubt, report it out.
Teachers, student teachers, substitute teachers, volunteer teachers, and/or teacher assistants must report to the principal all acts of violence in school. Principals must IMMEDIATELY report to the appropriate law enforcement agency when they have “personal knowledge or actual notice from school personnel” when an act has occurred on school grounds involving any of the following; assault resulting in serious personal 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 a controlled substance in violation of the law. Failure of a principal to report to law enforcement is a Class 3 criminal misdemeanor. Principals are required to notify the superintendent in writing or by email of any report made to law enforcement and requires the superintendent to notify the board (GS. 115C-307(a).
SMOKING AND TOBACCO PRODUCTS
All persons, including school district personnel, volunteers, contactors, other persons performing services or activities on behalf of the school district, students, and visitors, are prohibited from using tobacco products at any time (1) in any school building, in any school facility, in any school vehicle, on school grounds or on any property owned, leased, borrowed or otherwise used by the district (2) at any school-sponsored or school-related activity, including athletic events, on or off school grounds, except for the use of tobacco products for instructional or research purposes. In addition, school district employees, school volunteers, contractors or other persons performing services on behalf of the school district are also prohibited from using tobacco products at any other time while on duty and in the presence of students, either on or off school grounds.
Employees found to be smoking, or using other tobacco products or exposing students to such products are subject to sanctions including a verbal warning, written reprimand, suspension or dismissal. Supervisors and principals are encouraged to also refer the employee to an appropriate smoking cessation program.
Non-employees found using tobacco products on school property will be asked to stop such activity. If the use of tobacco products continues, the person will be asked to leave school property. As a last resort, law enforcement officials will be called.
The term "tobacco product" means any product that contains or is made or derived from tobacco and is intended for human consumption, including all lighted and smokeless tobacco products, as well as electronic cigarettes, vaporizers, and other electronic smoking devices even if they do not contain tobacco or nicotine. For additional information, see Policy 7250.
STAFF RIGHTS AND RESPONSIBILITIES
For students to succeed, all staff members must approach their responsibilities conscientiously, always remembering that the ultimate responsibility of the school district is to create the opportunity and environment where students can learn. Also essential to the success of ongoing school operations and the instructional program are the following specific responsibilities that will be required of all personnel:
be familiar with, abide by, support, and, where appropriate, enforce board policies, administrative procedures, school rules, and applicable laws;
attend to the safety and welfare of students, including the need to ensure that students are supervised at all times;
provide an example for students by demonstrating integrity, respect and commitment to the truth through attitudes, behavior and dress;
attend work faithfully and promptly;
be diligent in submitting required reports at the times specified;
take care of and protect school property;
address or appropriately direct any complaints concerning the schools, the school program or school operation; and
support and encourage good school-community relations in all interactions with students, parents and members of the community. For additional information, see Policy 7300.
DUTY-FREE LUNCH
School improvement plans shall include a plan to provide all full-time assigned classroom teachers a duty-free lunch period on a daily basis or as otherwise approved by the school improvement team. This period will not necessarily correspond to the length of an instructional or lunch period for students, but shall be of reasonable length. During this period, the teacher shall not be assigned duties on an ongoing, regular basis without his/her consent, except that the principal may assign such duties as from time to time the safety and proper supervision of students shall require. As required by GS 115C-105.27
STAFF/STUDENT RELATIONS
The relationship between staff and students should be one of cooperation, understanding, and mutual respect. The staff has the responsibility to provide an atmosphere conducive to learning and to motivate each student to perform to his or her capacity. The staff is expected to model the behavior expected of students in staff-student relationships.
All employees, except student employees, are prohibited from dating, courting or entering into a romantic or sexual relationship with any student enrolled in the school district regardless of the student’s age. Employees engaging in such inappropriate conduct will be subject to disciplinary action, up to and including dismissal, and may be subject to criminal action as provided in GS. 14-202.4 and 14-27.31.
Any employee who has reason to believe that another employee is inappropriately involved with a student, as described above, is required to report this information to the superintendent. An employee who fails to inform the superintendent of a suspected inappropriate relationship between an employee and a student may be subject to disciplinary action, up to and including dismissal. For more information, see Policy 7310.
Child Abuse Reporting Requirement
Any school employee who knows or has cause to suspect child abuse or neglect is legally required to report the case of the child to the director of social services. The employee also will report the case immediately to the principal. For additional information, see policy 4240.
TECHNOLOGY USE
The school system provides its students and staff access to a variety of technological resources. These resources provide opportunities to enhance learning and improve communication within the school community and with the larger global community. Through the school system's technological resources, users can observe events as they occur around the world, interact with others on a variety of subjects, and acquire access to current and in-depth information.
The school system intends that students and employees benefit from these resources while remaining within the bounds of safe, legal, and responsible use. Accordingly, the Board has established a policy to govern student and employee use of school system technological resources. This policy applies regardless of whether such use occurs on or off school system property, and it applies to all school system technological resources, including but not limited to computer networks and connections, resources, tools, and learning environments made available by or on the networks, and all devices that connect to those networks. While it is not practical to list all expectations for use of school system technological resources, the following are key guidelines:
Resources may not be used for personal profit, amusement, or entertainment purposes
School system software or other resources may not be copied for personal use
Users must comply with all applicable laws, including those relating to copyrights and trademarks, confidential information, and public records. Any use that violates state or federal law is strictly prohibited.
No user should engage with material that is obscene, defamatory, profane, pornographic, harassing, abusive, or considered to be harmful to minors.
School employees must not disclose on school system websites or web pages or elsewhere on the Internet any personally identifiable, private, or confidential information concerning students (including names, addresses, or pictures) without the written permission of a parent or guardian or an eligible student
Users may not intentionally or negligently damage technological resources
Users are prohibited from engaging in unauthorized or unlawful activities, such as "hacking" or using the computer network to gain or attempt to gain unauthorized or unlawful access to other computers, computer systems, or accounts.
Users are prohibited from using another individual's ID or password for any technological resource without permission from the individual.
Employees shall not use passwords or user IDs for any data system (e.g., the state student information and instructional improvement system applications, time-keeping software, etc.) for an unauthorized or improper purpose.
If a user identifies a security problem on a technological resource, he or she must immediately notify a system administrator. Users must not demonstrate the problem to other users.
Teachers shall make reasonable efforts to supervise students' use of the Internet during instructional time
Views may be expressed on the Internet or other technological resources as representing the view of the school system or part of the school system only with prior approval by the superintendent or designee
Users must have no expectation of privacy in anything they create, store, send, delete, receive, or display when using the school system's network, devices, Internet access, email system, or other technological resources owned or issued by the school system, whether the resources are used at school or elsewhere, and even if the use is for personal purposes.With limited exceptions, emails, blog posts, or other online activities associated with the school system are considered public information, and may be disclosed by the school system.
For additional information, see policy 3225.
SOCIAL MEDIA
The school system acknowledges that school employees may engage in the use of social media during their personal time. School employees who use social media for personal purposes must be mindful that they are responsible for their public conduct even when not acting in their capacities as school system employees. All school employees, including student teachers and independent contractors, shall comply with the requirements of this policy when using electronic social media for personal purposes. In addition, all school employees must comply with policy 4040/7310, Staff-Student Relations, when communicating with individual students through other electronic means, such as through voice, email, or text messaging.
While it is not practical to list all expectations regarding employee use of social media, the following are some key points:
Employees shall not post confidential information about students, employees, or school system business.
Employees shall not accept current students as "friends" or "followers" or otherwise connect with students on personal social media sites without parental permission, unless the employee and student have a family relationship or other type of appropriate relationship which originated outside of the school setting.
Employees shall not knowingly allow students access to their personal social media sites that discuss or portray sex, nudity, alcohol, or drug use or other behaviors associated with the employees' private lives that would be inappropriate to discuss with a student at school.
Employees may not knowingly grant students access to any portion of their personal social media sites that are not accessible to the general public without parental permission, unless the employee and student have a family relationship or other type of appropriate relationship which originated outside of the school setting.
Employees shall be professional in all Internet postings related to or referencing the school system, students or their parents, and other employees.
Employees shall not use profane, pornographic, obscene, indecent, lewd, vulgar, or sexually offensive language, pictures, or graphics, or other communication that could reasonably be anticipated to cause a substantial disruption to the school environment.
Employees shall not use the school system's logo or other copyrighted material of the system on a personal social media site without express, written consent from the board.
Employees shall not post identifiable images of a student or student's family on a personal social media site without permission from the student and the student's parent or legal guardian. Employees may post such images on a school-controlled social media site only with prior permission of the employee's supervisor and in accordance with the requirements of federal and state privacy laws and policy 4700, Student Records.
Employees shall not use Internet postings to libel or defame the board, individual board members, students, or other school employees.
Employees shall not use Internet postings to harass, bully, or intimidate students or other employees in violation of policy 1710, Prohibition Against Discrimination, Harassment, and Bullying, or state and federal laws.
Employees shall not post content that negatively impacts their ability to perform their jobs.
Employees shall not use Internet postings to engage in any other conduct that violates board policy or administrative procedures or state and federal laws.
For additional information, see policy 7335.
WEAPONS
Except as otherwise specified below, employees, visitors, and other persons are prohibited from possessing, carrying, using, or threatening to use weapons, or encouraging another person to do so on school property or while attending activities sponsored by the school system. This policy applies to weapons or explosives carried openly or concealed.
A weapon includes, but is not limited to, any gun, rifle, pistol, or other firearm of any kind; any BB gun, stun gun, air rifle, air pistol, bowie knife, dirk, dagger, slingshot, leaded cane, switchblade knife, blackjack, metallic knuckles, razors, and razor blades (except solely for personal shaving), or fireworks; any sharp-pointed or -edged instrument, except instructional supplies, unaltered nail files, and clips and tools used solely for the preparation of food, instruction, and/or maintenance on educational property; and mace, pepper spray, and other personal defense sprays. For purposes of this policy, an explosive includes, but is not limited to, any dynamite cartridge, bomb, grenade, mine, or powerful explosive as defined in G.S. 14-284.1.
This policy does not apply to:
a weapon or explosive used solely for educational or school-sanctioned ceremonial purposes, or used in a school-approved program conducted under the supervision of an adult whose supervision has been approved
a person who has a concealed handgun permit that is valid under state law or who is exempted by state law from needing a permit to carry a concealed handgun, if any of the following conditions are met:
the person has a handgun in a closed compartment or container within the person's locked vehicle or in a locked container securely affixed to the person's vehicle;
the person has a handgun concealed on the person and the person remains in a locked vehicle; or
the person is within a locked vehicle and removes the handgun from concealment only for the amount of time reasonably necessary to move it to a closed compartment or container within the vehicle or to move it from the closed compartment or container to concealment on the person.
Firefighters, emergency service personnel, North Carolina Forest Service personnel, and any private police employed by the Board of Education, when acting in the discharge of their official duties
law enforcement officers or other persons as provided in G.S. 14-269.2(g)(1a); or
a volunteer school safety resource officer providing security at a school pursuant to an agreement as provided in G.S. 115C-47(61), provided that the volunteer school safety resource officer is acting in the discharge of his or her official duties and is on the educational property of the school that the officer was assigned to by the head of the local law enforcement agency.
Any employee who violates this policy is subject to immediate dismissal.
For additional information, see policy 5027.
WORKDAY
The length of the school day for licensed and professional staff will be a minimum of seven hours and thirty minutes and will continue until professional responsibilities to the student and school are completed. Administrative meetings, curriculum development, pupil supervision, assigned duties, parent conferences, group or individual planning and extra-curricular activities may require hours beyond the stated minimum. Work schedules for other employees are defined by the superintendent or his/her designee, consistent with the Fair Labor Standards Act (FLSA) and the provisions of policy 7500. Hourly employees must receive approval from their principal/supervisor prior to accruing overtime.
