Staff Operations

Licensed and Classified staff members unable to report to work for any reason must notify the building principal and Frontline as soon as possible. Substitutes are assigned on a daily basis unless a longer duration is specified. In order to facilitate continuity during absences, staff members unable to return to their duties the following day should contact the building principal by 2:30 P.M. Whenever possible, and as appropriate, substitutes will be retained during the course of an absence.

Paid and unpaid leaves are provided in accordance with collective bargaining agreements, established Board policy and federal and state law.

Eligibility

In order for an employee to be eligible for the benefits under FMLA, he/she must have been employed by the district for at least 12 months and have worked at least 1250 hours during the past 12-month period. In order for an employee to be eligible for the benefits under OFLA, an employee must work an average of 25 hours per week and have been employed at least 180 calendar days prior to the first day of the family medical leave of absence. For parental leave purposes, an employee becomes eligible upon completing at least 180 calendar days immediately preceding the date on which the parental leave begins. There is no minimum average number of hours worked per week when determining employee eligibility for parental leave. Contact the HR Coordinator for additional information.

Application

Staff members requesting FMLA and/or OFLA leave shall submit to the district a written request at least 30 days prior to the date the requested leave is to begin. Staff members are expected to schedule treatment, including intermittent leave and reduced hours, so as to not unduly disrupt the operation of the district.

Return to Work

Following an FMLA or OFLA leave, a staff member is generally entitled to be returned to his/her former position or to an equivalent job with equivalent benefits, pay and other terms and conditions of employment, with certain exceptions. Contact the HR Coordinator for details of this or any other provision of FMLA or OFLA leave.

To the extent allowed by Board Policy, District staff will be admitted at no charge to district extracurricular activities. Admission will require employees to be willing and available to assist with supervision if called upon.

Scheduled breaks (rest periods) are provided to all classified employees to ensure safety, efficiency and to meet the requirements of law. All classified staff members who work between 2 hours, 1 minute, and 5 hours, 59 minutes, are entitled to one 15 minute break. Those working between 6 hours, 1 minute, and 10 hours, are entitled to one 15 minute rest period and one uninterrupted and unpaid lunch period. Classified employees are expected to adhere to the break schedule established by the building principal (or designee). Deviation from the regularly scheduled break period requires prior supervisor approval.

All staff members are encouraged to exercise continuous and vigilant care of all district-owned property. Such items as computer and video equipment, typewriters and musical instruments are priority items for theft and damage. Incidents of theft or willful destruction of district property through vandalism or malicious mischief should be reported immediately to the building principal.

District materials and equipment will only be used for school purposes by district personnel on district property. On an exception basis, certain district-owned equipment (including computers) may be checked out by staff. Such equipment may not be used for personal financial gain. See your building secretary or department head for an equipment checkout fo

Workday Checkout

Staff members may leave the building and district grounds during lunch, as necessary. Departures during prep periods must be approved by the principal. All staff members are required to check out/in with the office, which will enable office staff to respond appropriately in the event of a message and emergency situations that may arise.

Year-end Checkout

All staff members will complete checkout procedures with the school office at the end of each school year and prior to leaving for summer break.

All staff will be required to participate in annual training in the prevention and identification of child abuse and the obligations of reporting.

Any district employee who has reasonable cause to believe that any child under 18 years of age with whom he/she has come in contact has suffered abuse or neglect, or that any adult or student with whom he/she is in contact has abused a child, shall immediately notify the Oregon Department of Human Services (DHS) 1-855-503-7233 or the local law enforcement agency. The school employee shall also immediately inform his/her supervisor and the building principal.

Documentation of this report must be completed and submitted to the building principal. The forms are available in the office.

Failure to report suspected abuse of a child or to comply with the confidentiality of records requirements is a violation punishable by law and by district disciplinary action up to and including dismissal.

Reporting Requirements regarding sexual conduct with students (HB2062)

The district will take all necessary and appropriate means to provide for the health and safety (including reasonable protection against the risk of exposure to communicable disease) for all staff while engaged in the performance of their duties. All staff shall comply with measures adopted by the district and with all rules set by the Oregon Department of Human Services, Health Services, and the Coos Health and Wellness, (health department).

Generally, staff members have a responsibility to report to the district when infected with a communicable disease unless otherwise stated by law. Pursuant to, the district recognizes that staff members infected with HIV, AIDS or the Hepatitis B virus have no obligation to report their condition to the district. If a staff member does report such a condition to the district, the policy describes the procedures to be followed.

Staff members designated as primary first-aid providers, or who may otherwise incur occupational exposure to blood or other potentially infectious materials in conjunction with their assigned duties as determined by the district, will receive appropriate information and training. See the District’s written Blood Borne Pathogens Exposure Control Plan.

Student/Parent Complaints

The district recognizes that complaints regarding staff performance, discipline, grades, student progress, and homework assignments may be made by students and parents from time to time. Every effort will be made to ensure that such complaints are handled and resolved informally and as close to their origin as possible. If a complaint is not informally resolved, staff should advise the complainant that he/she may submit the matter directly to the building principal or immediate supervisor, as appropriate.

When a complaint is made directly to the Board as a whole or to an individual Board member, it will be referred to the superintendent for appropriate building administrator follow-up.

All staff members should familiarize themselves with board policies and applicable provisions of the collective bargaining agreements regarding the handling of complaints.

Staff Complaints

Staff member complaints contending a violation, misinterpretation or inappropriate application of district personnel policies and/or administrative regulations should be directed to the building principal (or designee) or immediate supervisor for informal discussion and resolution. If the complaint is not resolved informally, formal complaint procedures may be initiated by staff in accordance with district policy. The complaint form may be found on the district website. This complaint procedure may not be used to resolve disputes and disagreements related to the provisions of any collective bargaining agreement.

Bandon School District # 54 has an Acceptable Use Policy and Agreement in place that was designed to ensure that all use of the BSD54 network is consistent with the district’s technology plan and meets the requirements of the Children’s Internet Protection Act (CIPA). The policy sets forth the responsibilities of the district and of the users; and lists guidelines and etiquette for all users of the network.

The district retains ownership and control of its computers, hardware, software, and data at all times. All communications and stored information transmitted, received, or contained on that equipment is not private and may be scanned or accessed as deemed necessary by BSD Administration.

All full- and part-time employees newly hired into a position having direct, unsupervised contact with students are required to submit to a nationwide criminal records check and fingerprinting as required by law. Licensed staff shall submit to rules established by the Teacher Standards and Practices Commission (TSPC).

Curriculum guides, course outlines, and curriculum maps are available for all courses offered in the district and provide a consistent, coherent structure for the education of district students. Teachers with questions should contact the building principal. Deviations from established curriculum, textbooks and instructional materials are not permitted without building and Curriculum Director approval.

Discipline and dismissal of staff will follow due process, relevant provisions of collective bargaining agreements and applicable law.

No staff member, engaged in work for the district, 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 or alcohol, as defined in schedules I through V of section 202 of the Controlled Substances Act (21 U.S.C. Section 812) and as further defined by regulation at 21 CFR 1308.11 through 1308.15. Each staff member must abide by the terms of the district’s drug-free workplace policy.

The district, upon determining that a staff member has engaged in the manufacture, distribution, dispensation, possession or use, on or in the workplace, of a controlled substance or alcohol or upon having reasonable suspicion of a staff member’s use of a controlled substance or alcohol in the workplace, shall, pending any criminal drug statute conviction for a violation occurring in the workplace, take action with regard to the employee determined to be appropriate. Such action may include transfer, granting of leave with or without pay, suspension with or without pay or dismissal.

Within 30 days of a staff member’s criminal drug statute conviction for a violation occurring in the workplace, the district shall:

1. Take action with regard to the employee determined to be appropriate, which may include discipline up to and including dismissal and/or

2. Require satisfactory participation by the employee in a drug abuse assistance or rehabilitation program approved for such purposes by a federal, state or local health, law enforcement or other appropriate agency.

In the event of an emergency or inclement weather, all district schools or selected schools or grade levels may be closed or schedules altered to provide delayed openings of school and/or early dismissal of students, as appropriate.

All delayed openings or emergency closures are announced on the district website, Facebook page, local radio station and School Messenger. A phone tree has been prepared for each school that can also be used in the event of delayed openings or school closures.

All staff will be provided with a copy of the district’s emergency procedures plan detailing staff responsibilities in the event of such emergencies as disorderly behavior, dangerous intruders, unlawful assembly, disturbances at school activities, natural disasters, fire, illness or injury of a student or staff member and the authorized use of force on school property. Each classroom will keep the emergency response plan posted in a conspicuous location.

The purpose of the district’s evaluation program is to assess the performance and competence of the employee, to help employees identify both strengths and weaknesses, to give positive support for staff as a way of encouraging good personal relationships and to aid the employee in making continuing professional growth. The evaluation program also provides a tool for administrators who are responsible for making decisions about promotion, demotion, contract extension, contract non-extension, contract renewal or non-renewal, dismissal and discipline.

Copies of the district’s evaluation procedures will be provided to all staff. Evaluation of all staff will be conducted in accordance with established Board policy and applicable district evaluation procedures, collective bargaining agreements and Oregon Revised Statutes.

Regular working hours for all classified staff will be set by the building principal. Nonexempt staff are not to work before, beyond or outside their established working hours and are not to work overtime without prior authorization from the building principal. All time sheets must be a true reflection of all time worked, whether it is more or less than regularly scheduled work hours.

Failure to comply may result in disciplinary action in accordance with applicable provisions of Board policy, administrative regulations and collective bargaining agreements.

Overtime is defined as time worked over 40 hours in one week. A week is defined as seven consecutive days covering Monday through Sunday.

Prior to the showing of feature films, videos or other non-rated media in a school, the instructor must seek the written approval of the principal. Only films or videos rated G, PG, or PG-13 or other approved non-rated media may be shown as part of the school program. Additionally, feature films or videos with a PG or PG-13 rating will require consent from parents or guardians before a student views the film or video. See policies IIABB and IIABB-AR

Fund-raising activities for a wide variety of school activities and equipment are held throughout the course of the school year. All fund-raising activities must be approved by the building principal and or the Athletic Director prior to the activity being initiated using the fund-raising proposal form and must be conducted under the direct supervision of a district staff member.

Staff members should take all reasonable precautions to provide for the security of any items/ materials/products being sold. All money must be receipted and deposited with the district. Staff members must follow established building procedures for depositing funds. At no time should money accumulate in classrooms, lockers or other unsecured areas.

Staff members are to avoid accepting anything of material value offered by another for the purpose of influencing his/her professional judgment and from accepting items of material value from companies or organizations doing business with the district.

No organization may solicit funds from staff members within the schools, nor may anyone distribute flyers or other materials related to fund drives through the school without the approval of the Superintendent.

No staff member may solicit funds in the name of the school or district through the use of, including but not limited to, internet-based or crowd-funding types of fundraising, without the approval of the principal and/or the district communications/grants/

foundation director.

A grievance is a claim by an employee or Association based upon the interpretation, application, or violation of the Collective Bargaining Agreement (CBA). All grievances will follow the procedures as set forth in the CBAs for Bandon Education Association (BEA), Article 18, or the OSEA Chapter 112, Article 19.

Hazing, harassment, intimidation, cyberbullying or menacing by students, staff or third parties toward staff is strictly prohibited and shall not be tolerated by the district. Staff who are found to be in violation of this policy will be subject to discipline up to and including dismissal. Individuals may also be referred to law enforcement officials and staff will be reported to the Teacher Standards and Practices Commission (TSPC). Students will be subject to discipline up to and including expulsion.

An employee who has knowledge of conduct in violation of this policy, shall immediately report his/her concerns to the designated district official.

The district will safeguard the protected health information of employees from use or disclosure that may violate standards and implementation specifications to the extent required by law.

The electronic exchange of financial and administrative transactions related to an individual’s protected health information will meet the requirements of HIPAA, including national standards for transactions designed to ensure the security of health information created or received by the district.

All injuries/illnesses occurring on district premises, in district vehicles, at a district sponsored activity or involving staff members who may be elsewhere on district business will be reported immediately to a supervisor. A First Report of Injury or Illness form must be submitted to the building principal within 24 hours. Should medical attention be necessary, an OSHA form 801 must also be submitted within 24 hours.

The district office and building principal will control access to district buildings and implement procedures and safeguards necessary to protect property, students and personnel by preventing unauthorized access to these buildings. A key or fob is issued to staff members with the authorization of the building principal.

All staff are expected to protect their key or fob and to not loan it to students or individuals not employed by the district. Lost or stolen keys or fobs must be reported to the building within 24 hours of discovery of the loss or theft so that measures may be taken to protect district property.

Teachers offered employment in the district must possess a valid Oregon license verifiable by the HR Coordinator through TSPC in order to be fully employed. It is the responsibility of each licensed staff member to keep his/her license and all endorsements current. Teachers need to maintain a log of all professional development activities so that the exact number of professional development units (PDUs) earned during a license period can be sent to TSPC on a PEER form as part of the license renewal process required by TSPC. Teachers are cautioned that failure to maintain license and endorsements may invalidate their contract with the district.

Requests of staff by individuals or groups to distribute pamphlets, booklets, flyers, brochures, and other similar materials to students for classroom use or to take home are to be referred to the Superintendent’s office. The materials and proposed method of distribution will be reviewed and a decision made based on the educational concerns and interests of the district.

Staff meetings are scheduled for the purpose of organization and communication of business that typically cannot be handled through staff bulletins, departmental or committee structure.

All certified staff are expected to attend staff meetings unless prior arrangements have been made with the building principal.

The district recognizes that a normal and important role for mothers is to have the option and ability to provide for their child by breastfeeding or expressing milk in the workplace. All district employees shall be provided with an adequate location and a reasonable rest period for the expression of milk or breastfeeding.

Staff members are advised that parents of students may inspect any survey created by a third party before the survey is administered or distributed by the school to students. Parents may also inspect any survey administered or distributed by the district or school. Requests to review materials or to excuse students from participation in these activities should be directed to the building principal.

Staff members may exercise their right to participate fully in affairs of public interest on a local, county, state, and national level on the same basis as any citizen in public or private employment and within the law. This participation may not be carried on during the performance of district duties, except in open discussion during classroom lessons that consider various candidates for a particular office or various sides of a particular political or civil issue consistent with district curriculum and assigned duties.

An official personnel file is established for each person employed by the district and is maintained at the district office. This file may contain such information as applications for employment, references, and records relative to compensation, payroll deductions, evaluations, complaints and written disciplinary actions. Employees may submit a written response to any materials placed in their personnel file.

Personnel records are considered confidential and not open to public inspection unless authorized by board policy or required by law. If inspection is requested, the Superintendent will determine in each case the appropriateness and extent of such access. Release of personnel records to parties other than those authorized to inspect them will be only upon receipt of a court order or in response to a valid and legally issued subpoena.

Preparation periods for teaching staff will be in compliance with the Negotiated Agreement between BSD54 and BEA, Article 6.

A resigning staff member is required to deliver a written and signed notice of resignation to the HR Coordinator and Building Supervisor. Acceptance shall be by letter from the Superintendent to the employee. The resignation shall be effective as of the date specified in the notice. If no effective date is specified in the notice, the resignation shall be effective as of the date specified in the Superintendent’s acceptance letter.

A licensed staff member who wishes to resign from his/her position with the district must give written notice at least 60 days prior to the date he/she wishes to leave district employment. The Superintendent may accept the resignation effective the day it is received and either release the teacher immediately or inform the teacher that he/she must continue teaching for part or all of the 60-day period. Where less than a 60-day notice is given, the Board may request the Teacher Standards and Practices Commission (TSPC) to suspend the teacher’s license for the remainder of the school year. Exceptions due to emergency or other extenuating circumstances may be considered by the Board.

A classified employee is expected to submit a written and signed notice of resignation at least two weeks prior to the date he/she wishes to leave district employment.

To assist the district in its planning efforts, staff members considering retirement are encouraged to notify the district as early as possible, preferably at the beginning of the school year in which the retirement will take place.

Building safety committees have been established to help implement the District’s safety program and as a part of an ongoing effort to help ensure the safety and health of students, staff, and others while on district property. Each building will post the list of safety committee members in a prominent location so that all employees know who the representatives are for that building. All potential hazards are to be reported immediately to a safety committee member, the office/building administrator or the District safety officer.

Sexual harassment by staff, students, Board members, school volunteers, parents, school visitors, service contractors, or others engaged in district business is strictly prohibited and shall not be tolerated in the district.

The building principal, the superintendent and the communications/grant/foundation director have responsibility for investigations concerning sexual harassment. All complaints and reported incidents shall be investigated. The investigator shall be a neutral party having had no involvement in the complaint presented or reported incident. The initiation of a complaint in good faith about behavior that may violate the district’s sexual harassment policy shall not adversely affect any terms or conditions of employment or work environment of the staff complainant.

Staff and students who are found to be in violation of these policies will be subject to discipline in accordance with policy, up to and including dismissal or expulsion. Individuals may also be referred to law enforcement and licensed staff will be reported to the Teacher Standards and Practices Commission (TSPC).

Supplementary materials from non-school sources require building principal approval prior to their use in school. This includes educational films and all video/digital rentals secured from or through commercial sources. All copyright laws must be followed.

All staff are expected to conduct themselves in a manner that conforms to applicable job descriptions, Board policy, and administrative regulations. Additionally, all licensed staff are expected to adhere to the Standards for Competent and Ethical Performance of Oregon Educators.

The district acknowledges the importance of continued educational experiences and other professional growth activities as a means to promote achievement of high standards for all students, assist employees in meeting licensure requirements, and enhance professional performance.

All requests for release time from regular work duties for attendance at meetings or conferences will be decided based on such factors as availability of funds; consistency with district and building goals; and job assignment. Requests require prior building principal (or designee) approval.

Continuing professional development plan requirements as set forth in OAR Chapter 584, Division 090 by the Teacher Standards and Practices Commission for license renewal are the sole responsibility of the employee and shall be consistent with the qualified district continuing professional development program. Professional Development Units may be earned for staff development activities.

The district encourages you to use good judgement in the type of clothing worn for your professional work. All employees should be appropriately and professionally dressed for assigned duties, and make an excellent appearance in front of students, parents, and the community.

Staff members are prohibited from engaging in, or having a financial interest in, any activity that raises a reasonable question of conflict of interest with their duties and responsibilities as employees of the district.

Teachers’ responsibilities include following the ethics of the profession as published and supported by the National Teacher Association and Oregon Education Association. This clause is here in order to include the current NEA and OEA-adopted code of ethics as part of the regulations of the district.

In order to assure the safety of staff and students, information and/or training is provided to assist all staff in conducting their work in the safest manner possible.

Safety Data Sheets (SDS), which accompany any hazardous substance used in the school setting, are maintained on file in the office and elsewhere in the building, as necessary. SDS are readily available to any staff member who must handle such materials or who may have been exposed to such products. All staff are required to get approval from the building administrator prior to bringing any chemical containing product into the facility.

All staff members are expected to conduct their work in compliance with first-aid and infection control procedures established in the District’s Blood Borne Pathogens Exposure Control Plan and Board Policy GBEB.

All employees are required to report any on-the-job injuries within 24 hours using the appropriate accident/incident report form. Should medical attention be necessary, an OSHA form 801 must also be submitted within 24 hours.

All employees are required to comply with the safety rules contained in the Oregon Occupational Safety and Health Act, OAR 437-001-0760.

The district encourages parents to be involved in their student’s school experience. Teachers are advised that unless there is a court order that prohibits a parent from contacting his or her child or prohibits a parent from having access to student records or educational information, an order of sole custody on the part of one parent does not deprive the other parent of certain rights. It is the responsibility of the parent with sole custody to provide to the district any court orders, including any court-ordered parenting plan, that limit the rights of the non-custodial parent. This information is kept on file in the school office. Staff members with questions regarding custodial and/or non-custodial parent rights with respect to particular students should contact the office. ORS 107.154 and ORS 163.245 – 163.257.

A staff room is provided for staff to use during break, lunch, and preparation periods, as may be appropriate. All staff are expected to “pitch in,” as needed, to help keep this gathering area clean and orderly. Personal items of value should not be left in the staff room. Staff members leaving such items in the staff room do so at their own risk. Students are not permitted in the staff room.

Staff members are responsible for the supervision of all students while in school or engaged in school-sponsored activities. All teachers are expected to be in their classrooms prior to the arrival of students. Under no circumstances are classrooms or other areas where students are under the supervision of assigned staff to be left unattended while students are present. Teachers and other staff members who may need to temporarily leave the classroom or their assigned duties in an emergency situation while students are present, are expected to contact the office to arrange for temporary coverage.

During school hours, or while engaged in school-sponsored activities, students may be released only into the custody of parents or other authorized persons.

In order to protect the health of students, staff, and the general public and to create a healthy working environment and promote good health for students, tobacco use is prohibited on all district property and in district-owned vehicles. Tobacco use is prohibited in all district buildings.

Tobacco use is defined to include any lighted or unlighted cigarette, cigar, pipe, bidi, clove cigarette, and any other smoking product, spit tobacco, also known as smokeless, dip, chew or snuff in any form, and nicotine or nicotine delivering devices, chemicals or devices that produce the physical effect of nicotine substances or any other tobacco substitute (e.g., e-cigarettes).

The use of private vehicles for district business, including the transportation of students, is generally discouraged. Staff members should use district-owned vehicles whenever possible, scheduling activities, and other transportation far enough in advance to avoid any non-emergency use of private vehicles.

No staff member may use a private vehicle for district business without first attempting to schedule a district vehicle and written permission from the building principal.

Notices of vacancies for licensed and classified positions are posted in the buildings until filled. Contact the office for the location of the postings in your building. Copies of the posting are emailed to all district staff.

The Superintendent, based on district personnel needs and in accordance with district procedures and collective bargaining agreements, may authorize voluntary and involuntary transfer of staff members.

The district encourages the constructive participation of groups and individuals in the school to perform appropriate tasks during and after school hours under the direction and supervision of staff.

Staff members interested in securing the services of a volunteer or with names of individuals expressing an interest in volunteering should contact the office. The use of volunteers requires a background check and prior district approval.

In accordance with Oregon law, any employee who has reasonable cause to believe a student or other person has, within the previous 120 days, unlawfully been in possession of a firearm or destructive device on school property or a school event, shall immediately report such violation to an administrator, his/her designee, or law enforcement. Employees who report directly to law enforcement shall also immediately inform an administrator. Employees shall promptly report all other conduct prohibited by the district’s weapons policy to an administrator.

Administrators shall promptly notify the appropriate law enforcement agency of staff reports received and at any other time there is reasonable cause to believe violations have occurred or that a student has been expelled for bringing, possessing, concealing, or using a dangerous or deadly weapon, firearm, or destructive device. Parents will be notified of all conduct by their student that violates the district’s weapons policy.

In accordance with the federal Gun-Free School Zone Act, possession or discharge of a firearm in a school zone is prohibited. A “school zone” as defined by federal law, means in or on school grounds or within 1,000 feet of school grounds.