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An Employee's Right to Know |
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| Table
of Contents
Other
Health Related Areas |
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| The Information below is listed for all personnel. There is a wealth of information which we are required to inform of each year as an employee of the Clark County School District. This information may be the result of federal law, CCSD policies and regulations, and CCSD procedures. While it may appear that the contents of this brochure do not pertain to you, please read it very carefully. If you have questions, discuss them with your administrative supervisor or contact the specific individual who may be noted along with each topic. This is a brief informational summary and does not contain the complete text of materials. This handbook is intended for informational purposes only. It is not intended to change or create any contractional rights in favor of you or the district. The district's regulations, policies, procedures, work site rules, and benefits are continually evolving; therefore, this handbook does not contain all the information you will need to be required to know during the course of your employment. As our employee, it is your " Right to Know" this information. Equal Employment Opportunity-Affirmative Action (Back to the top)
Support and consideration will be given to any employee who, in spite of medical; conditions or disabilities, 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. Student/General Public Equal Access (Back to the top) The Clark County School District does not knowingly discriminate against any persons on the basis of disability, race, color, creed, religion, national of ethnic origin, sex, age, nor deny access to, or treatment or participation in its programs and activities. Specifically, under the provision of the Americans with Disabilities Act and Section 504 of the Rehabilitation Act of 1973, equal opportunity to access and participate in school programs and activities will be provided to disabled students and adults. Employees requiring reasonable accommodation should call 799-5334 (Human Resources Division) at least 48 hours before an event where accommodations is required or as soon as a covered need is identified. Specific requests for other accommodation provided in compliance with the Americans with Disabilities Act (ADA), call 799-5087. Sexual Harassment (Back to the top) 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 bases 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, employee sexual harassment are Policy 4110 and Regulation 4110. For more detailed information, please refer to Clark County School Regulation 4110, call the District's Diversity and Affirmative Action Manager, or speak directly to your supervising administrator. Harassment (Back to the top) 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, degrading, harassing, or exploitative treatment.
Disclosure
of Improper District Action (Back
to the top)
It is the policy of the Clark County School District that an employee is encouraged to disclose improper district action, to the extent not expressly prohibited by law, district policy or regulation. It is the intent of the Clark County School District to protect the rights of an employee who makes a disclosure.
Health,
Welfare, and Safety (Back
to the top)
Cobra The Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA) permits you and your covered dependents to buy continued insurance coverage when existing coverage ceases. Continued coverage is only available in certain circumstances and for a limited time. You or your dependent must pay the full cost of coverage. Generally, to qualify for COBRA, you cannot be covered by any other group health plan. COBRA applies to the medical, dental, and vision plans. You, your spouse, and child can elect COBRA coverage for up to 18 months if one of the following changes occurs:
However, if your employment ends or your hours are reduced, and you, your spouse, or child is disabled at the time, the disabled person could be eligible to continue coverage for up to 29 months. To be eligible for 29 months of continued coverage as a disabled person, you have to be approved for Social Security disability benefits. For more information regarding COBRA you should contact an insurance administrator at one of the following:
Smoking
Policy (Back
to the top)
Clark County School District Policy 4380 establishes the extent of the "Smoke Free" workplace. The policy details the responsibilities of those employees who elect to smoke and those who do not smoke, guidelines for the general public, and district-wide enforcement guidelines and responsibilities. For example, employees and members of the general public may only smoke or carry lit tobacco products in designated areas, may not smoke in common-use areas within CCSD facilities, and may not smoke at anytime in district-owned vehicles. Employees are encouraged to carefully review Policy 4380 as non-compliance may result in employee disciplinary action being taken. Employees who do smoke in designated areas are expected to dispose of tobacco products in the proper manner.
Drug
Free Work Place (Back
to the top)
The Board of School Trustees recognizes the need to maintain a drug-free workplace as provided for in the Drug-Free Workplace and Drug-Free School and Communities Act and as established in District Policy 4310. Employees are encouraged to become familiar with the policy. Under this policy, the unlawful manufacture, distribution, possession, or use of drugs and/or alcohol at any CCSD property, workplace, or as a part of any school activity is prohibited. 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. Notice of conviction is defined in the policy. Employee compliance with this policy is mandatory and is a condition of continued employment.
Workers'
Compensation (Back
to the top)
The Clark County School District is self-insured for workers' compensation coverage. Claims are handled by the CCSD Workers' Compensation Office. Employees are not covered by the State Industrial Insurance System (SIIS). Workers' compensation generally applies to injuries or diseases arising out of and in the course of employment. Its primary objective is to return the injured worker to gainful employment as soon as possible. Fault or negligence by the employer or the worker is not considered in the injured worker's claim for benefits. Benefits to the injured worker include disability compensation, hospital and medical care, and vocational retraining. In death cases, burial expenses and benefits for dependents are provided. Injured workers who are eligible at the same time for disability compensation and for any accrued leave benefit have the option to (1) receive only tax-free compensation benefits (which is 66 2/3% of average monthly wage at the time of injury, subject to Nevada maximum limit), or (2) continue to receive normal salary by drawing down sick leave balances as taxable income. No benefits can be paid until the injured worker has filed the state-mandated "Notice of Injury" and "Claim for Compensation." Failure to do so within seven (7) days of the injury/ event will result in loss of benefits. Questions regarding this program can be directed to the CCSD Workers' Compensation Office, 799-5527 or 799-0256. Informational posters and brochures are available at the work site and from the Workers' Compensation Office.
Jury
Duty (Back
to the top)
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:
Other Health Related Areas (Back to the top) Regulations 4351 through 4359 provide detailed information on types of leave 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 leave 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. Please review the regulations noted above before initiating a request for a leave of absence. 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 unpaid job-protection leave for certain serious family and personal health conditions. To be eligible, employees must have worked for at least 1250 hours during the twelve (12) months preceding the commencement of FML. Use of accrued/ paid leave for any serious health condition or other qualifying event will reduce the amount of FML available to an employee whether or not the leave has been designated as FML. Specific details about FML and all other leaves may be obtained from Human Resources at:
Accrued
Paid/ Leave and Non-Paid Leave (Back
to the top)
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 contracting 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. 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 fulfill your contract or reduce the number of days you work within a year may affect your retirement pay, and each day taken as non-paid will delay your retirement eligibility. The use of all non-paid leave should be carefully controller, and its impact on future retirement opportunities should be carefully considered before non-paid leave is taken. Absence without leave are cause for discipline.
Safety
Hazard Communications Program (Back
to the top)
OSHA regulations require that employees be informed about the existence and features of the district's Hazard Communications Program. As an employee, you should locate and review the following as it relates to your position:
The District's Hazard Communication Program is of importance to all employees. When in doubt, please ask. Don't take any unnecessary risks with your safety or that of a fellow employee. Your supervisor can provide you with detailed information of specific training programs at your work site. The Clark County School District Safety Manager distributes safety information throughout the CCSD, chairs and oversees the activities of the CCSD Safety Committee, and provides technical and compliance, assistance to CCSD administration. Questions regarding this program can be directed to the office of Safety Management, 799-5410
Fire
Drills/ Shelter-in-Place Drills (Back
to the top)
Fire drills and shelter-in-place drills are conducted at all Clark County schools every month. 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, please contact your principal, administrative supervisor, or the Facilities Division at 799-7598.
Health
and Medical Insurance (Back
to the top)
Questions regarding employee health insurance may be obtained by contacting an insurance administrator at one of the following:
CCSD
Energy Conservation Goals and Expectations (Back
to the top)
The CCSD has initiated and Energy Conservation Program which includes all schools and support buildings. The program has the potential for tremendous dollar savings which can benefit our educational program and the students we serve. it is the goal of the program to make all facilities energy efficient while providing a comfortable learning environment during the school day. The Energy Conservation Program is designed to eliminate energy waste and promote employee conservation habits. 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 with a minimum energy level. Heating and cooling will be placed at temperatures to comply with the energy savings program. Every effort should be made to conserve energy and our natural resources. We also believe that this commitment will be beneficial to our students and taxpayers in prudent financial management and saving of energy. The fulfillment of this expectation is the joint responsibility of the trustee, administrators, teachers, students, and support personnel of the district. Energy audits will be conducted at all facilities to encourage compliance. Cooperation is necessary at all levels for the success of this program.
Blood
borne Pathogens (Back
to the top)
The Occupational Safety and Health Administration (OSHA) has issued regulations on employee exposure to "blood borne pathogens" and has instructed the district to develop a plan for dealing with such exposures. according to OSHA, blood borne pathogens are bacteria and viruses present in human blood and body fluids that can cause disease in humans. OSHA has determined that employees are at risk when they are exposed to blood and other specific body fluids that may cause infections. Infectious materials may contain certain pathogens or germs. These pathogens include hepatitis B virus (HBV) which causes hepatitis B, hepatitis C (HVC), and human immunodeficiency virus (HIV). Infection with HBV or HVC 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. Universal precaution exposure kits may be obtained by contacting the Food Service Department. Kits must be ordered in quantities of fifty (50) per case, are disposable, and must be carefully stored to preserve their usefulness. Supervisors are encouraged to make the district's video program available to employees. This video is an excellent way to remind employees of their responsibilities. A copy of the district's Exposure Control Plan is at your work site or it can be reviewed and can be loaded on the CCSD website under Employee Health.
First
Aid/ Emergency Care and Contagious Infectious Diseases (Back
to the top)
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 work site 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. Additionally, the Health Services Department publishes a Contagious and Infectious Disease Procedures Manual (CCF-650). This manual contains guidelines for handling body fluids. All CCSD employees should become familiar with this document and adhere to universal precautions when handling any body fluids. Both manuals are available at work sites or through District Forms.
Tuberculosis
Testing (Back
to the top)
A tuberculosis skin or chest x-ray test is required or all employees every 5 years ( every two (2) years for food service workers). A skin test must be administered by a Clark County School District nurse and may be read by a CCSD nurse or first aid safety assistant. Employees, even those with current health cards, must submit written results of the skin test to the Human Resources Division. If you are unable to show proof that the skin test was read, a repeat skin test is required. Employees who require a chest x-ray will be referred by a CCSD nurse to the Clark County Health Department. Employees who have unauthorized tests will not be reimbursed for their expenses. Tuberculosis testing clinics are scheduled at designated locations throughout the CCSD, and these locations are published in the HOTLINE If you have any questions please contact:
General Information (Back to the top) 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 license are exceptions. Employees are urged to read the license agreement(s) which accompany their software to be sure that they are in 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 diskettes that are placed and contain 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.
Commercial
Driver's Licenses (Back
to the top)
A valid Nevada Commercial Driver's License (CDL) and valid Department of Transportation (DOT) physical examination are required for the following job titles: School Bud Driver, Field Supervisor, Automotive Workers, Garage Attendants, Vehicle Mechanics, Vehicle Parts Rebuilders, Vehicle Body Repair & Painters, Vehicle Radiator Repairers, Vehicle Mechanic Assistants, Vehicle Mechanic Shift Leader, Tire Repairer, Truck Drivers, Heavy Truck Drivers, Garage Supervisor, Roofers, and other positions which may be determined by the CCSD. Other requirements for employees who must posses a valid CDL to operate a Clark County School District vehicle are included in the Transportation Department's employee handbook. Additional information concerning Nevada CDL's may be obtained from the Nevada Commercial Driver's License Office or from the Nevada Commercial Driver's License Handbook.
Driver's
License (Back
to the top)
Clark County School District employees who operate a 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 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.
Employee
Identification Cards (Back
to the top)
Regular employees of the CCSD may obtain an identification card issued by the district by obtaining the necessary document from Human Resources and Community Relations. Identification cards are issued on Wednesday at no charge to the employee. With an increased emphasis on safety and security, identification cards are important. Identification cards may be renewed at least every three years. CCSD identification cards may be required by vendors when making purchases through SPO's or CCSD credit cards.
Child
Abuse and Neglect (Back
to the top)
Nevada Revised Statutes (NRS) require that school authorities, school teachers, and other report any suspected case of child abuse or neglect to the Nevada State Welfare Department 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 or maltreatment 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 whom 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
Direct
Payroll Deposit (Back
to the top)
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. 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.
Employment
(Back
to the top)
The Board of School Trustees believes that 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, the essential functions of every job are the abilities to come to work regularly and on time, to follow directions, to take criticism, to get along with co-workers and supervisors, to treat co-workers, supervisors, students and the public with respect, and to refrain from abusive, insubordinate or violent behavior.
Voluntary
Payroll Deductions (Back
to the top)
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 subject to change.
If you take advantage of tax deferred options (Section 125) you cannot make any changes during the calender year except for the following reasons:
For additional information, please contact the Benefits Office at 799-5418. *
May be voluntarily tax deferred
Licensing-
(Licensed/Unified Employees) (Back
to the top)
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. Important: If you have a change of address or name change, you must notify the Nevada State Department or Education AND the Payroll Department of the Clark County School District.
Instructional
Materials and Service (Back
to the top)
Employees who are responsible for classroom instructional materials and service 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.
Adult
Education (Back
to the top)
The Clark County Adult High School offers free high school classes to all support staff employees who are non-high school graduates. Through the Adult High School, a person may seek an "Adult Standard Diploma." This means a diploma can be earned by meeting requirements established by the District (Board Policy 6200, Administrative Regulation 6200) and which will confirm with guidelines established by the Nevada Department of Education as published in the Nevada Administrative Code (NAC Chapter 389.688). Special programs include English as a Second Language (ESL) and computer assisted reading/math labs. Classes are flexible to meet individual needs and are offered at geographically convenient locations and times. Most learning labs are open-entry and open-exit which afford individuals the opportunity to begin and complete an educational program at any time and study at their own rate of learning. Additionally, individuals may pursue the GED certificate by opting to take the General Educational Development (GED) Test. A person who seeks an adult standard diploma may waive units of credit for English, mathematics, science, and social studies by taking the GED Test. For additional information, please contact Adult Education at 799-8650.
About
Banking (Back
to the top)
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 Manuel or may be obtained from Internal Audit at 799-5443. A few helpful hints follow:
Omnibus
Transportation Employee Testing Act of 1991 (Back
to the top)
Effective January 1. 1995, this comprehensive act and Clark County School District Regulation 4231 requires alcohol and drug testing of safety-sensitive employees who are required by job description to posses a commercial driver's license (CDL) or who must carry a firearm. Testing requirements for these employees and positions include:
Employees who engage in prohibited alcohol or drug conduct will immediately be removed from their safety sensitive position. The Act and regulation will help 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.
Discipline:
All Employees (Back
to the top)
Clark County School District Policy 4340 addresses employee discipline. In addition to other important information, it states the district position on workplace violence and weapons in the workplace. This policy states, in part:
The district wants every work site to be safe and secure. Please review Clark County School District Policy 4340 for additional information.
Employee
Assistance and Family Support (Back
to the top)
A partial list of drug and alcohol counseling programs, rehabilitation programs, re-entry programs, and other employee and family support agencies which may be available may be obtained by contacting a Human Resources representative at 799-5334. 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.
What
to do if You're Sick or Need to be Absent (Back
to the top)
If you are going to be absent from your work for any reason, you need to do two things:
Your supervising administrator will give you details for making these arrangements. The Substitute Service is a computerized system; you will need to log in immediately so your name and assignment are listed in the system. Sick Leave- The negotiated Agreement Between the Clark County Classroom Teachers Association and the Clark County School District, Article 18, describes sick leave in detail. Here are the main points.
Other Leaves--
Absence Without Leave--
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