500 - Personnel‎ > ‎

501P - Basis and Standards of Employment

A. Philosophy

One of the general objectives of the Frederick County Public Schools shall be to provide an educational program that will challenge all levels of ability by giving to all Frederick County pupils an opportunity to acquire fundamental information, develop necessary skills, and cultivate the attitudes that will make them productive citizens by recruiting and retaining a sufficient number of well-trained teachers.

B. Equal Opportunity Employer

The Frederick County School Board is an equal opportunity employer and does not discriminate on the basis of race, color, national origin, age, religion, political affiliation, disabilities, veteran status, marital status, or sex in its educational programs or employment.

C. Observance of Policies and Regulations

The policies and regulations of the school board are written to be consistent with the provisions of state law. All employees are expected to know and shall be held responsible for observing the school board policies and regulations pertinent to their activities.

D. Personal Data

Upon employment, each employee shall provide personal information required for human resources and payroll processing. 

E.  References

No employee, contractor or agent of the Frederick County School Board may assist a school board employee, contractor or agent in obtaining a new job, apart from the routine transmission of administrative and personnel files, if the employee, contractor or agent knows, or has probable cause to believe, that such school employee, contractor or agent engaged in sexual misconduct regarding a minor or student in violation of law. This prohibition does not apply if the information giving rise to probable cause has been properly reported to a law enforcement agency with jurisdiction over the alleged misconduct and has been properly reported to any other authorities as required by federal or state law, including Title IX of the Education Amendments of 1972 (20 U.S.C. § 1681 et seq.) and the regulations implementing it and the matter has been officially closed or the prosecutor or police with jurisdiction over the alleged misconduct has investigated the allegations and notified school officials that there is insufficient information to establish probable cause that the school employee, contractor or agent engaged in sexual misconduct regarding a minor in violation of law; the school employee, contractor or agent has been charged with, and acquitted or otherwise exonerated of the alleged misconduct; or the case or investigation remains open and there have been no charges filed against, or indictment of, the school employee, contractor or agent within four years of the date on which the information was reported to a law enforcement agency.

Legal References: 20 U.S.C. § 7926.

Code of Virginia, 1950, as amended, § 22.1-295

Cross References:   Policy 504P, Personnel- Workplace Diversity/Non-Discrimination

                              Regulation 504R, Personnel- Workplace Diversity/Non-Discrimination

                  Policy 508P, Personnel- Child Abuse and Neglect

Adopted:         February 6, 1990

Amended:       June 19, 2007

Amended:       April 20, 2010

Amended:     May 16, 2017