The district provides paid leave (sick leave, personal leave, flexible/universal leave, etc.) for eligible employees. However, there are specific conditions which govern the use of paid leave which must be met before such leave is taken. An explanation of available leaves and conditions for use are available in the employee’s negotiated agreement or may be obtained by contacting a supervising administrator.

Use of paid leave for non-approved reasons or misuse/improper use of paid leave may subject the employee to disciplinary action and loss of pay. An employee may not take any type of leave without the approval of a supervising administrator. Absence without leave is cause for discipline.

Use of leave without pay (whether approved or non-approved), a non-paid leave of absence, or any non-paid days which do not allow you to fulfill your contract or reduce the number of days you work within a year may affect your earned/accrued sick leave and retirement pay, and each day taken as non-paid will delay your retirement eligibility. CCSD Regulation 4355 provides the following clarification:

An employee who exhausts all earned leave and who, therefore, accesses short-term leave without pay without prior administrative approval may be subject to disciplinary action as employees cannot be absent without leave.

The use of all non-paid leave should be carefully controlled, and its impact on future retirement opportunities should be carefully considered before non-paid leave is taken.

• Under the provisions of the Americans with Disabilities Act of 1990, as amended, qualified applicants and employees with disabilities will not be knowingly discriminated against in hiring, promotion, discharge, pay, job training, fringe benefits, and other aspects of employment.

• Support and consideration will be given to any employee who, in spite of medical conditions or disability, is able to perform all of the essential functions of the assigned position with reasonable accommodations and is not a health or safety threat to students or fellow employees as determined by a competent medical authority.

• Employees who have disabilities covered under the Americans with Disabilities Act and need accommodations to enable them to perform the essential functions of their job should contact the school district’s Diversity and Affirmative Action Office. Employees will need to provide updated medical documentation to the Diversity and Affirmative Action Office in order to establish their disability.

At times, employees may be called upon to collect and or disburse money for the district. In all cases proper banking procedures must be followed. Specific requirements are contained in the appropriate CCSD School Banking Manual or may be obtained from the School Banking Help Desk at
284-7966 x5411. A few requirements follow: (go to "Collections" and "Disbursements")

The Occupational Safety and Health Administration (OSHA) has issued regulations on employee exposure to “bloodborne pathogens” and has instructed the district to develop a plan for dealing with such exposures. According to OSHA, bloodborne pathogens are organisms present in human blood and other body fluids visibly contaminated with blood that can cause disease in humans. OSHA has determined that employees are at risk when they are exposed to blood and other body fluids that may cause infections. Infectious materials may contain certain pathogens or germs. These pathogens include hepatitis B virus (HBV), hepatitis C virus (HCV), and human immunodeficiency virus (HIV). Infection with HBV or HCV may result in liver disease and HIV infection may result in AIDS.

OSHA has also concluded that employers can reduce or remove this hazard from the workplace. This can be done by using a combination of engineering and work practice controls; by providing and requiring the use of personal protective clothing and equipment; and by providing training, medical surveillance, hepatitis B vaccination, and warning signs and labels.

CCSD requires all employees to attend a bloodbourne pathogens training program on an annual basis. Supervisors and site administrators are responsible to schedule a time for their staff to attend the program.

A copy of the district’s Exposure Control Plan is at your work site in both the administrative and health offices, or it can be reviewed and can be downloaded on the CCSD website under Employee Health.

In order to reduce the number of school police calls answering after hours school alarms, and to protect the safety of our employees, the following steps remain in force. Employees are not to be in the building after 11:00 p.m. or before 6:00 a.m. Summer hours are an exception for early arrival.

Building staff should never place school keys on a tag, ring, etc. that has the school’s name on it. It is very costly to re-key buildings and a lost key on a ring with the school’s name on it enhances the possibility of burglary, robbery, and vandalism.

All money is counted as received a three-part receipt prepared. One copy is given to the payee, one is kept for employee records and the third copy is submitted with deposit to the school banker/office manager. Alternatively, a two-part log is completed with teacher name, organization/club, date, student name, the amount of money collected from each student, and the student’s signature. Sample receipt supporting documentation can be obtained from Internal Audit @ 799-6360.
Money collected is safeguarded by locking it in a secured area, and must be deposited in the school bank by the end of each day.
When depositing money to the school bank, the banker must count the money in the presence of the employee and provides a receipt for the employee’s records.

If events are to be held after school banking hours, arrangements should be made with the commercial bank for a night deposit or with an administrator who will place funds in the school safe overnight. Money must not be left in the school, unless properly deposited in the school bank and never taken home.

Deposits to the commercial bank are to be made at least once every 5 business days while school is in session. Whenever the school bank contains amounts in excess of $1500 for elementary and special schools or $3000 for secondary and adult schools, the funds are expected to be deposited within 1 business day (next armor car pick-up for elementary schools).

Payments for wages to district employees for special work done on school premises or on approved school activities outside of regular working hours must be made through the payroll system on district form CCF-5. A check is written from the school’s checking account to the CCSD for the amount (including FICA and other mandatory taxes and benefits) and accompany the CCF-5 sent to Human Resources.

Current salary amounts may be obtained by calling 799-5334 or 799-5187.
Personal loans are not permitted from a school checking account.

Request for Check forms must have the signatures of the principal or assistant principal, the advisor over the fund from which money is to be spent, and in some cases, a student representative for the fund from which the money is spent. Each disbursement/request for check must have an attached supporting document such as an itemized receipt or invoice.

Disbursements should never be made from undeposited money. Expenditures should be made from either a properly established petty cash fund or from the school’s checking account.

The CCSD has initiated a District-wide Energy Conservation Program in July 1997. Since then this Program has produced the cost avoidance savings of over $35 million. Using part of this savings, over $2.3 million in rebates has been awarded to schools that reduced energy use by at least ten percent each year since the program started. These rebates are used directly by the schools for the education of students through purchase of appropriate materials or equipment. It is the goal of this conservation program to continually improve the energy efficiency of all school facilities while providing a comfortable learning environment during the school day.

The Energy Conservation Program is designed to promote employee conservation work habits and eliminate energy waste. All employees are expected to develop energy efficient routines and constantly look for ways to reduce energy use. On weekends and holidays, where schedules permit, buildings will be maintained at minimum energy using level. Cooling and heating will be placed at temperatures to comply with the energy savings program.

Every effort should be made to conserve energy and our natural resources. This commitment will be beneficial to students and taxpayers. The fulfillment of this expectation is the joint responsibility of the trustees, administrators, teachers, students, police and support staff personnel of the district. Energy inspections/audits will be conducted periodically to encourage compliance. Cooperation is necessary at all levels for the continued success of this program.

Nevada Revised Statutes (NRS) require that school authorities, school teachers, and others are mandated to report any suspected cases of child abuse or neglect to the Division of Child and Family Services (DCFS) through Child Protective Services (CPS) or to the appropriate local law enforcement agency. NRS defines child abuse and neglect as “Physical or mental injury of a non-accidental nature, sexual abuse, sexual exploitation, or negligent treatment of a child under the age of 18 years by a person who is responsible for the child’s welfare.” Immunity from civil or criminal liability is provided under the law to those making such reports. Although the responsibility to report may not be delegated, school personnel should also inform their supervising administrator of a suspected abuse/neglect case. Additional information is contained in Clark County School District Regulation 5152.

Specific agencies to which suspected abuse should be reported are included in the above-noted regulation or may be obtained from your supervising administrator. Child Abuse Hotline Number - 399-0081

The Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA) permits employees covered dependents to buy continued insurance coverage when existing coverage ceases. Continued coverage is only available in certain circumstances and for a limited time. The employee or dependent must pay the full cost of the coverage.

Generally, to qualify for COBRA, the employee cannot be covered by any other group health plan. COBRA applies to the medical, dental, and vision plans. The employee, spouse, and child can elect COBRA coverage for up to 18 months if one of the following changes occurs:

• Employment ends (except for gross misconduct).
• Working hours are reduced to fewer than 80 hours a month.
• The employee retires, resigns, takes an approved leave of absence, or is placed on long-term suspension.

However, if employment ends or hours are reduced, the employee, spouse, or child is disabled at the time, the disabled person could be able to continue coverage for up to 29 months. To be eligible for 29 months of continued coverage as a disabled person, the employee has to be approved for Social Security disability benefits.

For more information regarding COBRA, the employee should contact an insurance administrator at one of the following:

• Licensed Employees, 794-0272 - Teacher’s Health Trust
• Support Staff and School Police Employees, 799-5418 - CCSD Benefits Department
• Administrative Employees, 799-5418 - CCSD Benefits Department

A valid Nevada Commercial Driver’s License (CDL) and a valid Department of Transportation (DOT) physical examination are required for the following job titles: School Bus Drivers, Field Supervisors, Vehicle Service Workers, Vehicle/Garage Attendants, Vehicle Maintenance Technicians, Vehicle Parts Rebuilders, Vehicle Body Repairer/Painters, Vehicle Radiator Repair Technicians, Vehicle Maintenance Technician Assistants, Vehicle Garage Shift Supervisors, Tire Inspector/Repairers, Truck Drivers, Heavy Truck Drivers, Fleet Maintenance Managers, Roofers, and other positions which may be determined by the CCSD. Other requirements for employees who must possess a valid CDL to operate a Clark County School District vehicle are included in the Transportation Department’s Employee Handbook. Additional information concerning Nevada CDLs may be obtained from the Nevada Commercial Driver’s License Office or from the Nevada Commercial Driver’s License Handbook.

All employees and officers of the Clark County School District shall be governed by the laws of the state of Nevada in regard to conflicts of interest in their employment. No employee shall, under penalty of law receive unlawful compensation, commission, or personal profit in the course of performing district duties nor shall the office or position of any employee be used for unlawful purposes or for personal gain.

Duplication of copyrighted computer software, except for authorized backup purposes, is a violation of the Federal Copyright Law. Unless specifically exempted by the license agreement that is received when the software is purchased, software may not be used concurrently on more than one computer or duplicated for use on more than one computer. Software licensed for use on networks and multiple-use site licenses are exceptions.

Employees are urged to read the license agreement(s) which accompany software to ensure copyright compliance. Site administrators and department heads will continue to monitor internal procedures to enforce the copyright law. Complete verification of original documentation (manuals) and software media that are placed and contained on district hard disk files should be conducted regularly. The Clark County School District may take disciplinary action with an employee if software copyright violations are discovered.

The district offers employees the option of direct payroll deposit with many of the major banks and credit unions in Las Vegas and surrounding communities. A list of banking institutions is included on the direct deposit form available from the Payroll Department. The request for direct deposit must be completed by the employee and then personally submitted to the Payroll Department. This form is also used when an employee changes account numbers, changes financial institutions, and/or stops direct deposits.
All employees are encouraged to take advantage of direct deposit.

Clark County School District Policy 4340 addresses employee discipline. In addition to other important information, it gives the district position on workplace violence and weapons in the workplace. This policy states, in part:

• Violence or behavior which threatens violence directed toward fellow employees or others will not be tolerated and will subject the employee to dismissal.
• The possession of a weapon at the workplace, except as required by an employee’s job description, will not be tolerated and will subject the employee to dismissal. Weapon as provided for in this policy is defined in Clark County School District Regulation 5141.1 (I) and (J).

The district wants every work site to be safe and secure. Clark County School District Policy 4340 provides additional information.

Employee dress and appearance play a vital part in the projection of a professional image. This professional image contributes to the establishment of a positive learning environment; enhances administrator, teacher, and support staff effectiveness in working with students; allows the employee to model for students appropriate dress and appearance in the workplace; and enhances the professional image of school personnel within the community at large.

All employees are expected to exemplify grooming standards in a manner that projects an appropriate image for employees, the school, the work site, and the district.
Clark County School District Regulation 4280 provides details about employee dress and grooming standards.

Employees are encouraged to disclose improper district action to their immediate administrator or division head and the federal or state government, if applicable. It is the intent of the Clark County School District to protect the right of an employee who makes such a disclosure to be free from retaliation or discrimination, as set forth in NRS 357.240 and 357.250.

It is further declared to be the public policy of the Clark County School District that an employee, contractor or agent of the district shall not submit a false claim, as defined in 31 U.S.C. § 3729, NRS Chapter 357 and NRS Chapter 422.410 and 422.530, for payment on behalf of the Clark County School District. Such conduct may result in employee discipline, administrative remedies for false claims and statements, and possible civil and criminal penalties under federal and state law.

The Clark County School District will continue to implement and improve its internal procedures to prevent and detect fraud, waste, and abuse within the organization through notice, audits, and other appropriate means. Appropriate measures will also be put in place to inform employees, contractors or agents of the district that fraudulent conduct will not be tolerated and will be thoroughly investigated, under applicable federal and state laws.

After contacting the appropriate law enforcement agency, the driver of a district vehicle should report all accidents involving district owned vehicles to Risk Management immediately, regardless of the location, party at fault, or the extent of damages. [During business hours (7 a.m. to 4 p.m.) accident hotline 799-6148. After hours and on weekends the on-call investigator’s cellular at 325-0421]. This is necessary to assure that the damages to district property and any resulting liability claims can be handled expeditiously and efficiently.

The driver of the district owned vehicle must complete a CCF-102 within 24 hours of the accident and submit to his/her supervisor for signature. The CCF-102 should be forwarded to Risk Management as soon as possible. If the driver is at-fault in the accident, the driver must attend a mandatory driver training course offered by the school district.

There should be an insurance card in the glove box of each district vehicle which includes Risk Management’s address and phone number. Replacement cards can be obtained by contacting Risk Management at 799-2967.

The District may, at its discretion, review or audit the use of District vehicles, and/or GPS track District vehicles. When an employee uses a District vehicle, it must be understood and recognized that the employee has no right or expectation to privacy as to its use. Assignment of a district vehicle is at the discretion of the supervising administrator, with the approval of the Deputy Superintendent or the Business Manager, and is not a right or condition of employment.

District employees must comply with all traffic and safety laws and regulations while using District vehicles. The employee must immediately report any citations or damage to a district vehicle to the direct supervisor.

Clark County School District employees who operate a CCSD motor vehicle as a primary function of their employment (the essential tasks of the assignment require that the employee drive a CCSD vehicle) must comply with all statutes/laws that govern driving privileges and must have a valid driver’s license in their possession at all times while operating a vehicle. The CCSD requires that an employee notify his/ her immediate administrative supervisor in the event that the employee’s driving privileges have been suspended, revoked, or disqualified. Failure to comply with state laws may result in a substantial fine and/or imprisonment for both the employee and the employer. It may also cause significant criminal and/or civil liability for both the CCSD and the employee in the event an accident occurs and the employee does not possess a valid operator’s license. Regulations which govern a Commercial Driver’s License also require that the holder of a CDL notify the Department of Motor Vehicles of any traffic violation. An employee whose primary job function is to operate a CCSD motor vehicle and whose license, for whatever reason, is suspended, revoked, or disqualified may not continue to be employed. Questions regarding your responsibilities as a driver for the Clark County School District should be directed to your administrative supervisor.

The Board of School Trustees recognizes the need to maintain a drug-free workplace as provided for in the Drug-Free Workplace and the Drug-Free Schools and Communities Acts.

DRUGS AND ALCOHOL PROHIBITED
The unlawful manufacture, distribution, dispensing, possession, or use of drugs and/or alcohol at any district property, workplace, or as a part of any of a school’s activities is prohibited. For the purposes of this policy, drugs are defined as any controlled substance or drug which is not legally obtainable or any controlled substance or drug which is legally obtainable, such as a prescription drug, but which is not legally obtained or is not being used for prescribed purposes.

NOTICE OF CONVICTIONS
Any employee who is convicted of violating any federal or state criminal drug statute in the workplace must notify the superintendent in writing within five (5) days of such conviction. For the purposes of this notice requirement, a conviction includes a finding of guilt, a no contest plea, or an imposition of sentence by any judicial body for any violation of a criminal statute involving the unlawful manufacture, distribution, dispensing, possession, or use of drugs in the workplace.

PENALTIES FOR VIOLATION
Compliance with this policy is mandatory and is a condition of continued employment. Consequently, a violation of any aspect of this policy will render employees subject to disciplinary action as further described and provided for in the Negotiated Agreements with the appropriate employee’s bargaining unit and the Nevada Revised Statutes, up to and including termination. If there is evidence that an illegal act has been committed, the evidence shall be referred to the appropriate law enforcement agency for prosecution.

DRUG-FREE AWARENESS PROGRAM

1. The Clark County School District believes strongly that employees should be aware of the dangers of drug abuse.
2. Drugs can cause a severe general deterioration of health including such problems as lung cancer, liver disease, respiratory failure, and heart attacks. In addition, drugs can cause motor vehicle accidents and workplace injuries. Drugs also have a number of more insidious effects: they can rob the user of his or her ability to deal constructively with anxiety and stress; they can undermine the user’s ability to plan for and reach long-term goals; and, they can destroy professional and family relationships. Finally, lives can be ruined when illegal drug users are arrested, jailed, or injured by drug-related violence.
3. The district has available at each secondary school library, and at the Safe and Drug Free Schools office, Curriculum and Professional Development Center, 3950 South Pecos-McLeod, materials about drug abuse.

Regular employees of the CCSD and substitute/temporary personnel obtain an identification card issued by the District by obtaining the necessary document from the work site administrator. Identification cards are issued on Wednesday at no charge to the employee. With an increased emphasis on safety and security, identification cards are required for employees. Identification cards must be renewed at least every three years. CCSD identification cards may be required by vendors when making purchases through CCSD credit cards. Employee ID cards must be worn and prominently displayed by all employees during work hours.

Regulations 4351 through 4359 and the respective articles of the appropriate negotiated agreement(s) provide detailed information on types of leaves which may be available for qualified employees. Both the requesting employee and the CCSD have specific responsibilities which must be met for leaves of absence. Lengths of leaves of absence are for one year unless provided for differently in the specific regulation for the leave requested. The Human Resources Division is responsible for approving all requests for leaves of absence before they are authorized. Employees may initiate a request for a leave of absence with their supervising administrator; however, they must receive approval from the Human Resources Division before the leave may begin.

In compliance with federal law, the district provides Family and Medical Leave (FML) for eligible employees. FML permits employees to take up to a total of 12 weeks of job-protected leave for certain serious family and personal health conditions and certain military-related events. To be eligible, employees must be employed by the CCSD for at least 12 months and must have worked for at least 1250 hours during the 12 months preceding the commencement of FML. Use of accrued/paid leave or non-paid leave for any serious health condition or other qualifying event will reduce the amount of FML available to an employee. Specific details about FML and all other leaves may be obtained from Human Resources at:

FML: Unified and Licensed 799-0099	LOA: Unified 799-2915
Support Staff & School Police A-L 799-5325	Licensed 799-5305
Support Staff & School Police M-Z 799-5065	Support Staff & School Police A-L 799-5325 Support Staff & School Police M-Z 799-5065

A listing of drug and alcohol counseling programs, rehabilitation programs, re-entry programs, and other employee and family support agencies may be obtained by contacting a medical provider. Each inquiry is confidential. The listing which may be provided should not be considered as an endorsement by the CCSD of any particular agency, treatment, or program. The telephone book Yellow Pages may also provide additional assistance to an employee or family member seeking appropriate services.

The Board of School Trustees believes integrity, respect, responsibility, and justice are fundamental to civilized human conduct. District staff, as role models for students, should exhibit these qualities.

In addition to other job expectancies, it is essential to every job that each employee come to work regularly and on time; follow directions; take criticism constructively; get along with co-workers and supervisors; treat co-workers, supervisors, students and the public with respect; refrain from abusive, insubordinate or violent behavior; and treat the public with respect - delivering the best “customer” service possible.

Employment and payroll verification are now automated. This service offers secure, confidential telephone and Internet access 24 hours a day, 7 days a week. This information can be obtained by following these easy steps.

1. Obtain a Salary Key by accessing one of these options:
   • a. www.theworknumber.com
   • b. 1-800-367-2884
2. Select to Obtain a Salary Key and write it down.
3. Enter the following information:
   • Clark County School District Employer Code: 11519
   • Your Social Security Number ––– –– ––––
   • Your Pin: (enter birth month & last 4 of SSN and last 2 digits of birth year)
   • The Work Number Options for Verifiers
   • a. www.theworknumber.com b. 1-800-367-5690
4. Customer Service 800-996-7566 (Voice), 800-424-0253 (TTY – Deaf)

• The Clark County School District is an equal opportunity employer and will not knowingly discriminate in any area of employment. Those include discriminatory recruiting and hiring practices against any United States citizen or legal alien on the basis of race, color, creed, religion, sex, sexual orientation, age, marital status, national or ethnic origin, or disability and shall extend to working conditions, training, promotion, and terms and conditions of employment.

Fire drills are conducted at all Clark County schools every month; shelter-in-place drills are conducted at all Clark County schools every quarter. The fire drills and shelter-in-place drills are conducted by the local fire department to ensure that all staff and students are familiar with evacuation and shelter-in-place plans.

In 1993 the State Legislature passed NRS 392.450, which mandates that local fire departments conduct one “shelter-in-place-drill” every quarter. During an emergency such as an area-wide release of toxic gas, a shelter-in-place drill is an effective alternative method to protect students and staff when a timely evacuation is not available.

If there are questions regarding either drill, employees should contact the principal, administrative supervisor, or the Facilities Division at 799-8710.

The Clark County School District Health Services Department publishes First Aid Emergency Care Guidelines for Handling Accidents and Illnesses occurring at School (CCF-648). Every worksite should have a copy of this manual, and all staff should be familiar with its contents.

District personnel are to follow the guidelines when rendering first aid to ill or injured students or other employees. Compliance will help ensure a safe standardized approach to first aid treatment. First aid kits are available at your work site and should be used for routine first aid.

CCSD employees are welcome to purchase breakfast and/or lunch from the school cafeterias at special adult meal prices. Catering services are available for school related events by calling 249-0149, 799-2565 or 799-8123 x5603.

• Harassment of an employee or student will not be tolerated. All persons have the right to work with dignity, seek employment, attend school, and work in a secure environment, and are not required to endure insulting, harassing, or exploitative treatment. In addition to the previous and following discussion of harassment, Clark County School District Regulation 5141.2 regarding harassment is applicable throughout the district although directed towards behaviors of prohibited student harassment.

DISCIPLINE: HARASSMENT

I. Discrimination.

Discrimination is defined as a failure to treat all persons equally where no reasonable distinction can be found between those favored and those not favored. It is the unfair treatment or denial of privileges to persons because of their actual or perceived race, color, national origin, age, sex (including non-conformity to gender stereotypes), sexual orientation, age, disability, and/or religious preference.

II. Discriminatory Harassment.

• A. Harassment is any verbal, visual, or physical conduct that is sufficiently severe, persistent or pervasive that adversely affects, or has the purpose or logical consequence of interfering with the student’s educational program or creates an intimidating, hostile, or offensive school atmosphere because of that person’s actual or perceived race, color, national origin, sex (including non-conformity to gender stereotypes), sexual orientation, age, disability, and/or religious preference. Harassment, whether it is by students, staff, or third parties in the school community, is strictly prohibited, and will subject the perpetrator to disciplinary action.
• B. In determining whether the conduct is sufficiently severe, persistent, or pervasive, the conduct should be considered from both a subjective and objective perspective of reasonableness, in light of all relevant circumstances. For example, the following circumstances, among others, may be considered: the degree to which the conduct affected one or more students’ education, the type, frequency and duration of the conduct, the identity and relationship between the alleged harasser and the subject of the harassment, the number of individuals involved, and the age and status of the alleged harasser and target of the harassment.
• C. Examples of discriminatory harassment include, but are not limited to behaviors that ridicule, degrade, or harass a person because of that person’s actual or perceived race, color, national origin, age, sex (including non-conformity to gender stereotypes), sexual orientation, disability, and/or religious preference such as:
1. Unwelcomed comments, ethnic, racial or anti-gay slurs or jokes, threats;
2. Cartoons, graffiti, posters, visuals, etc., with offensive connotations though nothing shall prohibit use of such materials for genuine academic, educational or instructional purposes;
3. Sabotage, criticism, unreasonable monitoring of student’s work, etc.; and/or
4. Hitting, intentionally blocking the path of body, hand or facial gestures.
• D. Although certain individual acts may be sufficiently egregious to constitute harassment by themselves, harassment typically consists of a pattern of behavior. The more distinct the pattern, the stronger the evidence of an intent to harass. Behavior that continues after an individual is informed of its offensiveness may also constitute evidence of an intent to harass.
• E. While many types of conduct may show evidence of harassment, common types include, but are not limited to: unwanted touching, blocking a person’s normal movements, threats, slurs, epithets, verbal abuse, derogatory comments, drawings, pictures, or gestures, unwelcomed jokes, teasing, or propositions, graphic comments about an individual’s body, spreading rumors about a person, purposefully limiting a person’s access to educational tools, displaying sexually suggestive objects in the educational environment, or any act of retaliation against an individual who reports a violation of the district’s sexual harassment policy or who participates in the investigations of a sexual harassment complaint. Retaliatory behavior against any complainant or any participant in the complaint process is prohibited and is considered to be a type of harassment.
• F. The expression of ideas or attitudes that some may find offensive is not, by itself, harassment, and is constitutionally protected. Harassing behavior, however, is not protected simply because it occurs in the form of verbal or written expression. Additionally, certain conduct may create a hostile school environment even though a person targeted for that conduct does not complain. Conversely, conduct which a reasonable person would not find offensive may not be the basis of harassment.

• A. It is the principal’s responsibility to take actions as necessary to protect students and district personnel from harassment by students or staff.
• B. Any student, male or female, who feels that he/she is a victim of harassment should immediately contact his/her teacher and/or principal, unless the principal or teacher is believed to be part of the harassment, in which case contact should be made with the appropriate Region Superintendent.
• C. Any district employee who receives a harassment complaint from a student or observes harassing conduct shall notify the principal. The principal shall ensure that the complaint is promptly and appropriately investigated, and will ensure that there is an opportunity to present witnesses and other evidence. If the investigation is not conducted promptly, the appropriate Region Superintendent should be contacted.
• D. Retaliatory behavior against any complainant or any participant in the complaint process is prohibited.
• E. Harassment in any form against students by either a student or a district employee is grounds for severe disciplinary action. For students, it may be the basis for suspension/expulsion in accordance with the existing disciplinary procedures. For staff, it may result in disciplinary action up to and including dismissal.
• F. The principal shall take appropriate actions to reinforce this regulation.
  
  These actions should include the following:
1. Remove vulgar or offensive graffiti, pictures, or objects.
2. Provide staff in-service on the policy.
3. Provide proper notification to students.
4. Conduct an investigation into allegations using the procedures set forth in Regulation 4110.
5. Refer the incident to the school police, if appropriate.
6. Take immediate and appropriate disciplinary or remedial action as needed.
7. 7. Take appropriate follow-up actions in an attempt to ensure there are no further incidents or retaliation.
8. Inform parties of the disposition of the complaint.

• A. Included in the notifications that are sent to parents/guardians and district employees at the beginning of each school year.
• B. Displayed in a prominent location in each school or work site. The grievance complaint procedures should be written in language appropriate to the age of students.
• C. Provided as part of any orientation program conducted for students and district employees.
• D. Published in any school or district publication that sets forth the school or district’s comprehensive rules, regulations, procedures, and standards of conduct.

Questions regarding employee health insurance may be obtained by contacting an insurance administrator at one of the following:

• Licensed Employees 794-0272 – Teacher’s Health Trust
• Support Staff and School Police Employees 799-5418 – CCSD Benefits Department
• Administrative Employees 799-5418 – CCSD Benefits Department

The Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA) permits employees covered dependents to buy continued insurance coverage when existing coverage ceases. Continued coverage is only available in certain circumstances and for a limited time. The employee or dependent must pay the full cost of the coverage.
Generally, to qualify for COBRA, the employee cannot be covered by any other group health plan. COBRA applies to the medical, dental, and vision plans. The employee, spouse, and child can elect COBRA coverage for up to 18 months if one of the following changes occurs:

• Employment ends (except for gross misconduct).
• Working hours are reduced to fewer than 80 hours a month.
• The employee retires, resigns, takes an approved leave of absence, or is placed on long-term suspension.

However, if employment ends or hours are reduced, the employee, spouse, or child is disabled at the time, the disabled person could be able to continue coverage for up to 29 months. To be eligible for 29 months of continued coverage as a disabled person, the employee has to be approved for Social Security disability benefits.

• Licensed Employees, 794-0272 - Teacher’s Health Trust
• Support Staff and School Police Employees, 799-5418 - CCSD Benefits Department
• Administrative Employees, 799-5418 - CCSD Benefits Department

It is the responsibility of all Clark County School District employees to ensure that student, employee, and other confidential information remains secure. Among other things, information security encompasses the prevention of the theft of, unauthorized access to, destruction of, and unauthorized modification to information stored by an electronic medium or otherwise. Employees are responsible for the security of information under their control and to which they have access. The use of computer network technology resources shall be consistent with all Clark County School District policies and regulations including but not limited to CCSD Regulations 3911, 3912, 3990, and 3991, and the Acceptable Use Policy. To safeguard the security of sensitive information, the following expectations are in place:

• Students, parents, visitors, or others are not permitted to use district or personal computer equipment to access any district data systems deemed confidential by law, district policy or regulation, or district procedures without specific authorization of the appropriate department or site administrator. When authorized, access is strictly limited to that area covered by the administrative authorization.
• All users of any district data system (mainframe, SAP, SASIxp, Food Service, etc.) must have (1) authorization of the appropriate administrator, (2) an approved access form (DP-403, etc.) and (3) the training required for the specific program. The respective site administrator is responsible for reporting changes in employee status that may affect computer access and authorization.
• All district employees who utilize computers shall be required to change their network (Novell) password every ninety days. SASI and SAP users will also be required to change their password every ninety days.
• All district employees who utilize computers shall be required to keep district-approved security (eg., anti-virus, anti-spyware) software enabled on their computer and to accept current anti-virus definitions (signatures) when provided.
• Computer passwords must not be shared with anyone nor should anyone be allowed to use computers when logged on under a personal password. For assistance with a password, employees contact the appropriate Technology Support Help Desk at 0099-3300. (Option 1 for Mainframe, SAP, or SASI user ID/passwords; option 2 for assistance with video conferencing; option 3 for InterAct email or CCSD webpage assistance/passwords; option 4 for User Support desktop and network assistance; and option 5 for Telecommunications and voicemail password assistance).
• Any suspected breach of computer security access or information must be immediately reported to the supervising administrator and to the Technology and Information Services Division regarding mainframe or to the Research, Accountability and Innovation Technical Resources, regarding InterAct™ or Internet.
• Information copied to an external storage device, such as a thumb drive or handheld, should be encrypted or secured to prevent unauthorized access.
• If an employee has access to personal and sensitive information and is away from the work area for a period of time (lunch, breaks, preparation periods, etc.), the employee should secure access to the computer by a method such as a screen saver password.
• Computer-generated output that contains sensitive information should be shredded before the material is recycled or disposed.
• Computer viruses can cause serious data corruptions and loss. No software should be installed on a district computer without assurances that the software is properly licensed for district use and is virus free.
• Software having the purpose of damaging the district’s network resources or other systems is prohibited.
• Any employee who violates these policies, regulations, or guidelines is subject to disciplinary action up to and including dismissal and prosecution under applicable state and federal laws.
• Access to district systems from non-district locations is permitted only through district-approved software. Employees may contact Networking Services, 799-6150, for more information.

• Information communicated and accessed via the district’s electronic technology, Internet, InterAct™, and computer-software programs, is the property of the district and is to be used only for professional and educational purposes.
• The district may, at its discretion, review, audit, and/or download information contained on district computer files; and when these media are used, employees must understand and recognize there is no right or expectation to privacy. Assignment of a password does not mean there is any right of privacy in communication via Internet, InterAct™, district-owned software, etc.
• Activities that may be construed as harassment or as offensive to others based on sex, race, disability, age, religion, or national origin, or as abusive, offensive, and/or sexually explicit communications are not acceptable and have no place in the district, and therefore, are not to be transmitted via the district’s electronic media (reference CCSD Policy 4110 and CCSD Regulation 4110, 5141.2, and 5146.) Should employees receive such materials from another person(s), the employee must immediately advise the sender that such information is not permitted on district computers and not to send it again. Activities that continue after an individual is informed of its offensiveness may constitute an intent to harass. If told by an individual to stop transmitting such materials, the sender must immediately stop. All violations must be reported to the administrative supervisor.
• Any employee who violates these policies, regulations, or guidelines is subject to disciplinary action up to and including dismissal and prosecution under applicable state and federal laws.

Employees who are responsible for classroom instructional materials and services are reminded that CCSD Regulation 6150 provides specific guidelines for the appropriateness of certain materials for classroom use. Licensed and support staff employees should refer to this regulation or seek assistance from a supervising administrator if there is a question or concern. This regulation specifically addresses the selection of supplemental textbooks and procedures for using films, videotapes, copyrighted information, and public broadcast programs.

Information regarding job descriptions and salary ranges can be located on the CCSD website at www.ccsd.net/jobs.

Clark County School District Regulation 4220 establishes guidelines for employees who are required to report for or serve as a member of a jury.

An employee must:

• apply for appropriate leave in advance;
• remit monies received, less transportation mileage reimbursement, to the Accounting Department;
• report back to the work site unless there is less than one hour left in the work day; and,
• as appropriate, make necessary arrangements for a substitute during the absence.

Nevada Administrative Code 391.025 places responsibility of proper licensing, at all times, upon the employee. A licensed employee cannot be legally employed in the public schools of Nevada unless the employee holds a valid Nevada license of appropriate classification. The district expects employees whose position requires that they be licensed by the State of Nevada to take advantage of every opportunity to remove necessary provisions and renew their license.

Important: If there is a change of address or name change, the employee must notify the Nevada Department of Education AND the Payroll Department of the Clark County School District.

Clark County School District students have the knowledge, skills, attitudes, and ethics necessary to succeed academically and practice responsible citizenship, at a justifiable cost.

Effective January 1, 1995, this comprehensive act and Clark County School District Regulation 4231 require alcohol and drug testing of safety-sensitive employees who are required by job description to possess a commercial driver’s license (CDL) or who must carry a firearm. Testing requirements for these employees and positions include:

• Pre-employment—conducted before an applicant actually performs a safety-sensitive function or transfers to a covered position.
• Post-accident—conducted after an accident where the employee’s conduct may have contributed to a death or a citation is issued.
• Reasonable suspicion—conducted when a trained supervisor observes behavior or appearance characteristic of alcohol/drug misuse.
• Random—conducted on an unannounced basis just before, during, or just after the performance of a safety-sensitive job.
• Return to Employment/Follow-up — conducted for an employee who has violated prohibited standards if he/she is re-employed.

The act and regulation will help to prevent tragic, costly transportation accidents as well as help to improve worker productivity, decrease health care costs, and lessen worker absences. All testing aspects of the act and regulation are confidential.

Employees are discouraged from maintaining personal property on school district premises. The district is not responsible for stolen or damaged personal property of employees unless it meets the guidelines listed in the CCEA Agreement, Article 11-3 or the ESEA Agreement, Article 22-8. This coverage is in excess of any personal insurance that may cover the items. (i.e., Homeowner’s Insurance, Renter’s Insurance, Personal Articles Policy, etc.). The coverage by the district will not exceed the limits specified in the CCEA Agreement, Article 11-3 or ESEA Agreement, Article 22-8.

Any loss or damage caused by a criminal act is not the responsibility of the school district and the victim will have to pursue the matter with the proper law enforcement authorities.

Loss or damage to property belonging to a student should be brought to the attention of Risk Management. At no time should personnel outside of the Risk Management Department make comments regarding coverage for students’ property.

Theft or vandalism of district supplies and equipment are covered in the CCSD Property Loss Claim Process which is available on the Risk Management website.

Employees must make certain that all personal data (i.e., address, phone number, etc.) is current at both the work site and the Human Resources Division. Changes/corrections must be submitted in writing to the Human Resources Division or in person.

Safety is a basic responsibility of every employee. Any concerns about safety, should be directed to the supervisor or the relevant program document reviewed.
It is required that all employees are informed concerning the location and contents of health and safety related documents. Every employee is to know where the following are located:

SAFETY PROROGRAM MANUAL (Written Workplace Safety Program) - Can be found on the Safety and Risk Services icon on Interact or on the Risk Management website. Copies can be printed and kept in the main office.

HAZARD COMMUNICATION MANUAL (chemical safety) - Located at each work site and contains chemical safety information tailored to the individual work site and includes a hazardous chemical inventory for the work site and relevant Material Safety Data Sheets (MSDS). Questions regarding the Hazard Communication Program should be directed to the Environmental Services Hazardous Materials Section at (702) 799-0990.

ASBESTOS MANAGEMENT PLAN - Describes if and/or where asbestos containing materials are located at the work site including the basic procedures and requirements for working around these materials. Questions regarding the Asbestos Management Plan should be directed to Environmental Services at (702) 799-0985.

The Clark County School District Risk Management Office distributes safety information throughout the district and provides technical and compliance assistance to CCSD administration. Questions related to the district safety program can be directed to the Risk Management Office at 799-2967.

• Title VII of the Civil Rights Act of 1964, Civil Rights Act of 1991, as amended, and the Clark County School District’s Affirmative Action Plan of February 13, 1996, prohibit discrimination based on sex. Sexual harassment is generally defined as a repeated or unwanted verbal or physical sexual advance, sexually explicit derogatory statements, or sexually discriminating remarks made by someone in the workplace which are offensive, objectionable, or intimidating to the recipient or which cause the recipient discomfort or humiliation or which serve to create an intimidating, hostile working environment. The corresponding Clark County School District policy and regulation relating to employee sexual harassment are Policy 4110 and Regulation 4110.

WHAT TO DO IF YOU ARE BEING SEXUALLY HARASSED, OR IF YOU SEE OTHERS BEING HARASSED
Take Action. Even though it may be difficult or embarrassing, the harasser should be told, preferably in front of witnesses, that what he/she is doing or saying is not liked. The harasser should be told to stop. When the behavior or comments offend, the harasser should be told. If the harassment does not stop, times, places, witnesses, and what happened, should be recorded and then immediately reported.

Report The Harassment. Report it to the supervisor immediately. If the harasser is the supervisor, it should be reported to his or her superior or to the school district’s Diversity and Affirmative Action Office. If the harassment is not reported, harassment is very likely to continue.

Do Not Keep It To Yourself. Being quiet about sexual harassment facilitates its continuation. Chances are extremely good the harassed employee is not the only victim of the harasser. Speaking up can protect others from being victims.

SEXUAL HARASSMENT REPORTING PROCEDURES
Any employee who believes that she or he is the victim of sexual harassment may file a complaint using the procedures in School District Regulation 4110, and may file his/her complaint, preferably in writing, with his/her immediate supervisor, or the next administrator in line, or with the Diversity and Affirmative Action Office.

The complaint should be made promptly, within a reasonable period of time following the harassment. The complaint should include a detailed description of the events in question, the date(s) of the occurrence, the name(s) of the individual(s) involved, including witnesses, and a detailed account of the specific acts which were perpetrated against the complainant and any school district policies or practices which were violated.

All employees shall cooperate with the investigation by the district of an alleged act of discrimination, harassment or sexual harassment.*

The district will not retaliate against any person who has filed a complaint, testified, assisted or participated in any manner in an investigation, proceeding or hearing conducted by authorized school district representatives.

* Confidentiality will be maintained to the greatest extent possible.
For more detailed information, please refer to Clark County School District Regulation 4110, call the district’s Diversity and Affirmative Action Manager (799-5087), or speak directly to your supervising administrator.

• Clark County School District Policy 4380 establishes the extent of the “smoke free” workplace. It is the policy of the district that smoking, carrying lit tobacco products, or use of smokeless tobacco products is prohibited at any time on school district property and at any school activity sponsored by the district. For purposes of this policy, school district property includes any building used for instruction, administration, support services, maintenance, or storage; the grounds and surrounding buildings; and all district-owned vehicles. This policy applies to all students, teachers, staff, and visitors.

Employees are encouraged to review carefully Policy 4380 as non-compliance may result in employee disciplinary action being taken.

It is important that all CCSD employees be aware of NRS 388.5265 and Clark County School District Regulation 5141.3. This law and regulation prohibit or restrict physical interventions involving students with disabilities. They totally prohibit the use of aversive interventions on students with disabilities. Definition: aversive intervention means any actions used to punish a pupil with a disability or to eliminate, reduce, or discourage maladaptive behavior.

INTERVENTIONS SPECIFICALLY PROHIBITED UNDER ANY CIRCUMSTANCES INCLUDE:

• Use of noxious odors or tastes • Use of water and other mists or sprays • Use of blasts of air • Use of corporal punishment • Use of verbal or mental abuse • Use of electrical shock

• Administration of chemical restraint • Placement of a person alone in a room where release from the room is prevented by mechanical or other means • Requiring a person to perform exercise under forced conditions as a behavior or consequence • Deprivation of the necessities for health, including food, liquid, or medication at a time normally served

ALSO PROHIBITED ARE THE USE OF PHYSICAL OR MECHANICAL RESTRAINTS ON A PUPIL WITH DISABILITIES WITH THE FOLLOWING EXCEPTIONS:

• An emergency exists that necessitates the use (example - attack on another person).
• The physical restraint is used only for the time necessary to prevent the student from causing physical injury to himself or others or causing severe property damage.
• The force used in restraint must only be what is reasonable and necessary.
• The use of any of the above interventions requires a written report be submitted within 24 hours of incident.

• Assist the pupil in completing a task - if the pupil does not resist or the resistance is minimal in intensity or duration.
• Move the student to safety from a dangerous situation.
• Conduct medical examinations or treatments.

• Treat the medical needs of a student as prescribed by a physician.
• Protect a pupil who may be injured due to lack of coordination or frequent loss of consciousness.
• Provide proper body alignment.
• Position a pupil in a manner prescribed in the IEP.
• Retain position safely in the bus during ride time (e.g., car seat, safety vest, seatbelt, wheelchair, etc.) Reflect device in I.E.P..

• The Principal or Administrative designee of a school is responsible for seeing that any violation of this Act is reported within 24 hours to the Office of Compliance and Monitoring, 799-1085, ext. 5761 - Student Support Services Division.

• Appropriate use of physical or mechanical restraint used on a pupil with a disability or used in an emergency requires a report be submitted within 24 hours.

Additional information regarding NRS 388.5265 and CCSD Regulation 5141.3 is available through your building administrator, the Student Support Services Division, or the CCSD Policies and Regulations found at www.ccsd.net.

The Clark County School District does not knowingly discriminate against any person on the basis of race, creed/religion, color, national or ethnic origin, sex, sexual orientation, disability, marital status or age, in admission or access to, treatment or employment in, or participation in its programs and activities, pursuant to federal and state laws including, but not limited to, Title VI and VII of the Civil Rights Act, Title IX of the Education Amendment of 1972, Section 504 of the Rehabilitation Act of 1973, Title II of the Americans with Disabilities Act of 1990, and the Individuals with Disabilities Education Improvement Act.

The district is an equal opportunity employer. Inquiries regarding employment related issues may be referred to the district’s Diversity, Affirmative Action Compliance, and Title IX Coordinator who is located at 5100 W. Sahara Avenue and may be contacted at 799-5087. Employees who feel discriminated against should contact their immediate supervisor and/or Diversity, Affirmative Action Compliance, and Title IX Coordinator as the first step in initiating the district’s established compliance procedure.

The CCSD is committed to nondiscrimination in its programs, activities, and services, and to providing facility accessibility. Parents, students, staff, or other members of the public, who are seeking information or have questions about the existence and location of accessible services, activities, and facilities in the district, should contact the building principal with their inquiry and the building principal will respond to the inquiry within a reasonable period of time.

The building principal may, if necessary, refer the person to one or more of the following individuals, who will respond to the inquiry within a reasonable period of time:

If parents or members of the public have additional concerns or complaints regarding their inquiry, they may initiate a formal review by completing a Public Concern Form and trigger the public concern process as outlined in CCSD Regulation 1213.1.

CCSD understands that in the course of work, and in the evaluation of performance, there will be frequent opportunities for private and confidential discussions with supervisors and other CCSD representatives. Privacy and confidentiality of such communications is respected. Without prior written authorization of the District’s Chief Human Resources Officer, no employee may openly or secretly tape or otherwise surreptitiously record, or videotape these conversations. “Taping” and “Recording” include the taping or recording of any conversation or communication, regardless of whether the conversation or communication is taking place in person, over the telephone, or via any other communications device or equipment, and regardless of the method used to tape or record (tape recorder, video recorder, mechanical recording, or wiretapping equipment), and regardless of where the conversation or communication takes place (i.e., whether on or off CCSD premises). Violations of this policy may lead to disciplinary action against the offending employee.

A tuberculosis skin or chest x-ray is required of all employees every five years. For convenience, CCSD offers tuberculosis testing clinics at designated locations throughout CCSD, and these locations are published in the HOTLINE. Sites are also listed on the CCSD website under Employee Health. TB skin tests administered at CCSD designated sites must be read by a CCSD nurse or trained First Aid Safety Assistant. Employees requiring a chest X-ray must receive a signed referral form from a CCSD nurse. If testing is done elsewhere, the employee will not be reimbursed for ay expenses. If testing outside of CCSD, written results must be submitted to Employee Health (FAX: 387-0633)

Food Service employees must renew their CC Health District or Food Handlers’ card every three (3) years.

• The following list of elective deductions is provided for your personal information only. These voluntary deductions are offered through payroll deduction, but the district does not endorse any of these products. This listing is not inclusive and is subject to change.

If you take advantage of tax deferred options (Section 125) you cannot make any changes during the calendar year except for the following reasons:

• Divorce
• Birth/Adoption
• Death
• Loss of a Dependent

The CCSD pays and administers compensable workers’ compensation claims through a self-funded program. A team of in-house staff, along with contract suppliers (if needed), overseas the day-to-day management of all the claims.

Workers’ compensation generally applies to injuries or diseases arising out of and in the course of employment. It is a no-fault insurance program in the State of Nevada, and is the exclusive method for providing benefits to employees who are injured on the job or have an occupational disease. Benefits may include medical treatment, disability compensation, vocational rehabilitation, dependent’s payments in the event of death, and other claims related benefits or expenses.

Employees who are eligible at the same time for disability compensation and for any accrued sick leave benefit may either (1) continue to receive their normal district salary in lieu of the disability compensation by using part of their accrued sick leave as income continuation supplement, or (2) elect to receive only disability compensation which is 66 2/3% of average monthly wage at time of injury, subject to state maximum limit.

The district has a temporary modified duty (TMD) program. It provides transitional employment to employees recovering from the effects of an on-the-job injury or occupational disease. It is designed to meet the temporary physical limitations set by the treating doctor. CCSD regulations 4126 and 4127 provide details about return-to-work standards for occupationally injured employees.

If an injury or occupational disease occurs, the employee must provide written notice to his or her supervisor by completing a Form C-1, “Notice of Injury or Occupational Disease,” as soon as practicable, but within 7 days after the accident or occupational disease. If medical treatment is sought, the employee must complete a Form C-4, “Employee’s Claim for Compensation,” within 90 days after the accident or occupational disease. Failure to timely file these forms may result in the denial of benefits.

With the exception of life-threatening conditions, employees can obtain medical care only from providers who are listed on the district-approved provider network for workers’ compensation. Questions regarding this program can be directed to the CCSD Workers’ Compensation Office, 799-2967. Informational posters are available at the work site and from the Workers’ Compensation Office. Employees can also obtain assistance with workers’ compensation issues

from the Governor’s Office for Consumer Health Assistance Toll Free: (888) 333-1597; website: http://govcha.state.nv.us. E-mail: cha@govcha.state.nv.us. Additionally, district employees are strongly urged to visit the CCSD Risk Management website located at: http://riskmanagement.ccsd.net