Human Resources

Employment Laws

As a CTO, here are key pieces of employment laws that you should be aware of.
Equal Employment Opportunity (EEO): Laws under this category, like the Civil Rights Act of 1964, prohibit discrimination in employment based on race, color, religion, sex, or national origin. It's important to ensure that your hiring and employment practices don't discriminate against protected classes.

- Americans with Disabilities Act (ADA): This law requires employers to provide reasonable accommodations to employees with disabilities and prohibits discrimination against them. In the context of technology, this could involve providing accessible technology or adapting workstations for employees with disabilities.
- Family and Medical Leave Act (FMLA): This law allows eligible employees of covered employers to take unpaid, job-protected leave for specified family and medical reasons. You'll need to understand the circumstances under which your team members can claim FMLA leave and ensure compliance.
- Fair Labor Standards Act (FLSA): This act governs wage and hour standards, including minimum wage, overtime pay, recordkeeping, and child labor standards. In tech roles, where overtime can be common, understanding these rules is crucial.
State Employment Laws in Texas: In addition to federal laws, you should also be familiar with Texas-specific employment laws. These can sometimes offer different or additional protections compared to federal laws. For example:
- Texas Payday Law: This law regulates the timing of the final paycheck for employees who are terminated and stipulates the frequency of paydays for all employees.
- Texas Workforce Commission (TWC): The TWC enforces state employment laws and provides resources on various employment issues, including unemployment benefits and wage claims.
Applying Laws in a School District Context: Working in a school district adds another layer of complexity. You may need to deal with specific regulations related to educational employees, such as background checks for employees who work with children, and other unique aspects like tenure for certain educational roles.
Continuous Learning and Consultation: Employment laws can change, so it's important to stay informed about new legislation and legal interpretations. Regularly consulting with legal experts or HR professionals specialized in employment law is a good practice to ensure ongoing compliance.

Hiring Practices

Develop Clear Job Descriptions and Role Requirements: Begin by creating detailed job descriptions that clearly outline the responsibilities, necessary skills, and qualifications for each role. This helps in attracting suitable candidates and sets clear expectations right from the start. For tech roles, it’s important to be specific about technical skills, tools, and programming languages required.
Implement a Structured Interview Process: Use a structured interview approach, where each candidate is asked a standardized set of questions. This not only ensures consistency but also helps in reducing biases in the hiring process. In technical interviews, include practical assessments or problem-solving exercises relevant to the role. For non-technical interviews, consider appropriate performance-based tests to allow the candidate to demonstrate proficiency in key skills of the role.
Use Data-Driven Decision Making: Leverage data and metrics to inform your hiring decisions. This could include analyzing candidate sourcing data, time-to-hire, interview feedback, and performance of past hires. Data-driven insights can help refine your hiring process over time.
Emphasize Cultural Fit and Soft Skills: While technical skills are crucial, it’s equally important to consider a candidate's fit with your organization's culture and their soft skills like communication, teamwork, and adaptability. These qualities are essential for collaboration and long-term success in a team.

Managing Staff

Set Clear Goals and Expectations: Clearly communicate the goals and expectations for your team. This includes both short-term objectives and long-term vision. When your team understands what they are working towards, they can align their efforts more effectively.
Foster a Collaborative Environment: Encourage collaboration within your team. Promote a culture where team members feel comfortable sharing ideas and feedback. Collaboration fosters innovation, especially in technology where different perspectives can lead to creative solutions.
Develop Your Team’s Skills: Invest in your team’s professional development. This can be through training, workshops, or mentorship opportunities. Technology fields are constantly evolving, so staying updated with the latest skills and knowledge is essential.
Practice Effective Communication: Maintain open lines of communication with your team. Be transparent about company updates, project progress, and any changes that may affect them. Good communication helps in building trust and ensures that everyone is on the same page.
Lead by Example: Demonstrate the work ethic, attitude, and behavior you expect from your team. Leaders who “walk the talk” inspire their teams to follow suit. This is particularly important in high-pressure environments typical of technology departments.
Encourage and Accept Feedback: Be open to receiving feedback from your team and act on it where appropriate. This not only helps in improving your leadership but also shows your team that their opinions are valued and considered.
Delegate Effectively: Trust your team with responsibilities and avoid micromanaging. Delegating effectively not only frees up your time for strategic planning but also empowers your team members, giving them a sense of ownership and responsibility.
Recognize and Reward Performance: Acknowledge and reward good work. Recognition can be as simple as giving verbal praise or as formal as implementing a rewards system. This not only boosts morale but also motivates your team to maintain high performance.

What Would You Do?

Growing Your Technical Support Staff

Expectations for Technical Support Staff

All technical support staff will be given the opportunity to complete CompTIA A+ training available through the district’s chosen provider.
Successful completion of the CompTIA A+ certification exams should be the final result of agreeing to this commitment.
Keep an electronic log of how time is spent each week with four clock hours spent (more instructions on how to log time will be shared).
Team members will be expected to join a study group that will meet periodically, the schedule to be determined by the group and study leader.
Advancement requires current CompTIA A+ certifications (two exams).
Technicians that complete CompTIA A+ certifications will be eligible for promotion pending positive job appraisals at the discretion of the director of technology in consultation with human resources and payroll departments.
All proof of certification must be submitted no later than July of each year (sooner is better).
Support the district for two years once training and certification have been received.

“You can have the best strategy and the best building in the world, but if you don't have the hearts and minds of the people who work with you, none of it comes to life.”
-Renee West

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