SECTION
I
DEPLOYMENT PROCEDURES
ASSIGNMENTTOP
Substitute
support staff assignments will be made through the Substitute
Employment Management System (SEMS) ONLY. If a principal,
school office manager, or teacher’s assistant requests
a specific substitute every effort will be made to accommodate
the request. However, the assignment is not official until confirmed
by the SEMS and until a job number has been issued to the substitute.
Substitutes should call into SEMS and review their jobs to be
sure assignments have been entered into the system. Substitutes
must call into the SEMS the day of the assignment to be assured
that a job is still active. If no job exists, the substitute
cannot be paid.
Substitute assignments are made on the basis of district need
(number of qualified employees absent on a particular day).
Substitutes will be assigned for the 9-month school year only.
Substitutes are automatically made unavailable at the end of
each school year and have reasonable assurance of returning as
a substitute for the next school year.
CALLING
PROCEDURESTOP
The automated system will automatically call substitutes to
fill positions in the school district. This system is able to
call substitutes for assignments up to thirty days in advance
of a known absence. If a specific substitute has been requested,
the system will continue to call until 8:00 p.m. the evening
prior to the date the substitute is needed. If the system is
unable to contact the requested substitute, the system will then
start calling from the general district substitute pool. Substitutes
who are specified by request may call into the SEMS to accept
that request rather than waiting for the system to call them.
Each substitute will be given the name of the school, starting
and ending time of the school, the assignment to be covered,
the date or dates of the assignment, and name of the employee
for whom they will be substituting. A voice message from the
regular employee may be included in the special instructions
or the telephone number of the regular employee if contact is
requested. Every effort will be made to place substitute support
staff in their preferred geographic area. There are times, however,
when preferences become secondary to the business necessity of
the school district. On days when there are a large number of
employees absent, it may become necessary to assign substitutes
out of their preferred geographic area.
A substitute is allowed to accept two half-day jobs. However,
if a substitute does accept two half-day jobs you are required
to call the PM school and notify the office manager that you
may arrive late for the assignment.
A substitute can be called for an educational interpreter position.
If the 60-second instructions do not state you must sign to accept
this position, the substitute can accept this job.
If a substitute is called for a multi-day job and the substitute
cannot work all days of the job, the substitute MUST decline
the job.
TRAVEL
PAY
Mileage (.405 cents per mile) will be paid for travel to all
schools located in Laughlin, Moapa Valley Virgin Valley, Searchlight, Logandale, Overton, Mesquite, Bunkerville, Glendale, Indian Springs, Mt. Charleston,
Sandy Valley and Goodsprings.
There will be NO mileage reimbursement for schools located in
Las Vegas, Henderson, Blue Diamond and Boulder City. The only
exception to this rule is if the substitute is doing an itinerant
assignment (you travel to two or more schools during the same
job assignment on the same day). The Substitute Services Department
will pay the mileage for travel from one school to the other
only.
Example: Adaptive PE assignment that must work at Miller ES from
9:00 am to 12:00 pm and then travel to Variety ES (same job number)
and work from 1:00 pm to 3:20 pm. The mileage between both of
these schools will be paid on a CCF-174.
Mileage
MUST be submitted on a CCF-174 “Travel and Other
Expense Claim” form. The Clark County School District will
use Mapquest information to pay mileage from the address provided
on the CCF-174 to the school address where the assignment was
conducted. The substitute and the school principal MUST sign
the form. The form will be mailed through School District Mail
to the Substitute Services Department once completed.
HOLDOVER
ASSIGNMENTSTOP
In instances where a substitute is held over in the same assignment,
it is the responsibility of the substitute coordinator (typically
the office manager) at the school site to change the information
through the SEMS. If the substitute is held over in the same
school, but for another assignment, the employee who needs the
substitute must call the system and make the request. The substitute
must call into SEMS to receive the job number. Substitutes may
refuse a holdover assignment if he/she has made a previous commitment
to substitute for another assignment.
ANSWERING
THE PHONE
Substitutes are required to have a TOUCH TONE PHONE to access
the system. Beepers, voice mail, and answering machines cannot
be used with SEMS. Each substitute will be provided with a guide
to SEMS during orientation.
Repeated refusals to accept assignments or failure to answer
when SEMS attempts to contact a substitute may jeopardize the
substitute's employment. In agreeing to perform substitute work,
substitutes must be aware of the importance of dependability
and minimize conflicts with personal interests. Substitutes must
also understand the necessity of being ready to accept assignments
when called. Your call back telephone number must be a local
number.
During the morning call out (5:30 a.m. to 12 noon), if a substitute
declines jobs, an answering machine answers three times, and/or
no one answers the phone three times, the substitute will not
be called any more during that call out period.
Substitutes who accept a job prior to the morning of the job
need to call into SEMS the morning of the job to review and make
sure the job is still available. If the job is not in the system
and the substitute has questions, he/she can call the help desk.
Personnel are in the Substitute Office from 6:00 a.m. through
5:00 p.m. (799-5420).
If a substitute forgets his/her pin number or loses it, he/she
should dial into SEMS and when the narrator asks for your pin
number press the * key and follow the narrator's instructions.
If SEMS calls for a job after the starting time of the school,
please accept the job then call the school and indicate you just
received the job and give an approximate time for your arrival
at school. You will be paid for the actual hours worked.
If someone else in the household accepts jobs for the substitute,
please stress the importance of notifying the substitute.
A substitute who cancels a job the morning of the job will not
be able to accept another assignment for that particular day.
IF YOU DO NOT HAVE A JOB NUMBER DO NOT GO TO THE JOB. NO JOB
NUMBER, NO JOB, NO PAY. TAKE YOUR JOB NUMBER TO THE SCHOOL WITH
YOU EACH DAY AND-KEEP A DAILY RECORD OF YOUR JOB NUMBERS IN CASE
OF FUTURE DISCREPANCIES.
SECTION
II
STATUS CHANGES
AVAILABILITYTOP
It is very important that a substitute call the help desk as
soon as possible when he/she is going to be unavailable for more
than two weeks (i.e. illness). If a substitute is going to be
unavailable for a few days, the substitute can call into the
system, press number 7, and put in the dates of unavailability.
The district assumes that a substitute is available unless otherwise
notified. Notification to the system can be accomplished up to
one year in
advance.
Any
change concerning substitute personal data (i.e., address,
telephone number, etc.) must be reported, in writing, immediately
to Substitute Services.
RESIGNATION
If a substitute decides that he/she no longer wishes to substitute
or if personal circumstances make it necessary to stop employment,
the Substitute Service office must be notified in writing immediately.
If moving, the new address should be provided to the Substitute
Service office so that the district Payroll Department can mail
any checks due and the appropriate tax information in January.
TERMINATIONTOP
The substitute services administrator may remove a substitute
from the active substitute availability list, when a negative
evaluation is submitted by a principal regarding the substitute's
performance. Each negative evaluation is assessed on an individual
basis and will be reviewed with the substitute by the school
administrator or the substitute services administrator. A substitute
can be removed for a single incident, based on its severity or
may be automatically removed after the third negative evaluation.
A substitute may also be removed from active status if they do
not fulfill the work requirements (working two days per month);
accepting jobs and not reporting; arriving late for assignments;
neglecting to follow district procedures; leaving an assignment
that you have accepted without securing, through the administration,
proper coverage; or other such causes could also result in removal
from the substitute service list.
A substitute may be automatically removed from SEMS if he/she
has: (1) not registered for a pin number within TWO WEEKS after
being notified by Substitute Services that he/she is eligible;
(2) not substituted two days in a month; (3) not accepting at
least 50% of the jobs offered through SEMS and/or 50% of the
phone calls made from SEMS to the substitute's current phone
number on file with the Clark County School District; or (4)
continually made themselves unavailable without acceptable reasons,
such as serious illness.
If a substitute is removed from active status they must wait
one year from the date of termination to re-apply as a Support
Staff Substitute. If a substitute is removed from active status,
for administrative reasons, the substitute may not re-apply with
the Clark County School District.
CARDIO-PULMONARY RESCUSITATION AUTOMATIC EXTERNAL DEFIBRILLATOR CERTIFICATION
CERTIFICATION (CPR/AED)TOP
Support staff substitutes are required to maintain active CPR/AED
certification. It is the responsibility of the substitute to
keep certifications current and to provide current copies of
required certificates to Substitute Services. Support Staff Substitutes
are required to show a current CPR/AED card to the school secretary
when requested.
SECTION III
DUTIES
AND RESPONSIBILITIES WHILE AT SCHOOL
REPORTING
TO SCHOOLTOP
Substitutes are expected to arrive at the work site at the designated
starting time for the assignment.
The starting times for schools vary. Please listen carefully
for the assignment starting time. If a substitute receives a
job and the starting time is not provided or is incorrect, the
substitute should contact the Substitute Services office.
In the event an error has been made and two substitutes have
been called for the same assignment (one by SEMS and one by support
staff employee), the substitute who is listed on the SEMS job
order will be assigned to the position. The substitute should
call SEMS and press 5 to review jobs to make certain they have
a particular job. Verification of which substitute should remain
on the job can be made by calling the help desk.
Substitutes are required to assume all duties and responsibilities
of the regular employee. Substitutes are expected to follow directions
given by the school administrator or licensed supervisor.
Substitutes are frequently called to assignments involving disabled
students. Please be aware that these students and their education
is of great importance to the school, parents, and teachers and
in many cases are already involved in litigation in regards to
their education program. When assigned to a special program,
make certain that you speak to an administrator or teacher before
beginning an assignment for any special instructions. Do not
leave it to chance! A misplaced touch or a well intended instructional
strategy may be misunderstood and can mean significant difficulties
for everyone involved with the education of that child.
If a substitute arrives to the job with a job number and the
office manager indicates you are not needed, do not leave the
school until you contact the help desk.
DO
NOT USE LIST
If a school wishes to place a substitute on their do not use
list, the administration will notify the substitute.
If a substitute does not wish to go to a particular school,
he/she is to write a letter to Substitute Services asking to
be placed on that schools do not use list.
SUPERVISORY
DUTIESTOP
Supervisory duties may include such responsibilities as lunchroom
duty, hall duty, playground duty, and bus duty. The prompt and
courteous performance of these duties is
necessary for the smooth and safe operation of the school. A
substitute takes the place of a regular employee in all respects
and is responsible for being on duty at the assigned place and
time in order to avoid the risk of liability in case of an accident
involving students or other staff members.
Except in an emergency, a support staff substitute cannot assume
full responsibility for a classroom of students. A licensed employee
must be present. If you are directed to assume full control of
a classroom, please contact the building administrator for direction.
PERSONAL ILLNESS
A substitute assumes responsibility for informing an administrator
of personal illness while on assignment. The school secretary
will notify Substitute Services of an illness so that arrangements
can be made as soon as possible to place another substitute in
the assignment with minimal disruption to the normal classroom
procedure.
CLASSROOM
MANAGEMENTTOP
By law, corporal punishment may not be administered. Exceptionally
difficult problems involving student control must be referred
to the building administrator or his/her designee. A written
statement of the problem is recommended. Referral forms are available
in each school office.
AT NO TIME SHOULD A SUBSTITUTE PLACE THEIR HANDS ON A STUDENT
FOR DISCIPLINE PURPOSES. A SUBSTITUTE MUST REPORT ANY AND ALL
INSTANCES OF PHYSICAL CONTACT OR RESTRAINT TO THE SCHOOL ADMINISTRATION.
A substitute is responsible for the conduct and safety of children
under their supervision and must see that children observe safety
rules at all times.
Support Staff Substitutes are also expected to reinforce appropriate
student behavior in a manner consistent with district policies
and regulations. Reports of student illness or injury are to
be reported to the school administration.
PROPER
USE OF MATERIALS/EQUIPMENT
Under no circumstances may substitutes use school district equipment
for personal use (Xerox machine, fax machine, etc.).
CONDUCTING
CLASSTOP
Positive rapport with the students should be established quickly.
A helpful, pleasant, sincere, but firm approach and adherence
to the established routine of the classroom will help ensure
a relationship of mutual respect. Substitutes should be enthusiastic
while keeping activities moving. Use praise when appropriate.
ENDING
THE DAY
A substitute, who is issued keys to a classroom/work area, etc.,
is responsible for the keys and must return them at the end of
an assignment, or as directed. A substitute is responsible for
lost keys and may assume financial responsibility for key replacement
or lock changes.
SECTION
IV
EVALUATION REPORTS
PURPOSE
OF THE EVALUATION
Substitute
evaluations are used to maintain up-to-date records of the
performance of our substitutes and to determine recommendations
regarding continued/further employment. The regular classroom
teacher as well as the building administrator may evaluate substitutes.
Evaluations are submitted on a CCF-35 form "Substitute Evaluation."
There are four instances when substitute evaluations are needed.
When a substitute has
1. Fulfilled a long-term assignment (vacancy or absence).
2. Done something special or outstanding, even though the assignment
has been for less than ten days.
3. Been involved in a situation or problem that, by its nature,
deserves or requires a specific notification.
4. Frequently been requested or recalled to the same school
for a number of short-term assignments.
UNSATISFACTORY
PERFORMANCE
A substitute evaluation may also be used to remove a substitute
from service at a particular school or the district. If a substitute's
performance is not satisfactory, the building administrator will
prepare an Interoffice Memorandum or CCF-35 substitute Evaluation,
contact the substitute, have a conference with the substitute,
in person or by phone and forward the information to the supervisor
of Substitute Services. If the building administrator cannot
reach the substitute, his/her secretary may call the Substitute
Services office and leave a message for an appointment.
If after ten working days the substitute does not respond, the administrator
will process the evaluation by simply writing at the bottom of the form "substitute
failed to contact school as requested by Substitute Services."
If
a substitute contacts the school and refuses his/her option
to come to the
school for a conference, the building administrator
will write "substitute refused conference." If the
substitute reports for the conference but refuses to sign the
evaluation, the administrator will write "substitute refused
to sign the evaluation." An appointment will be made for
the substitute to attend a conference with the supervisor of
Substitute Services if a conference is not held at the school.
Depending on the nature of the evaluation, the substitute may
be removed from active substitute service until a conference
is held with the supervisor of Substitute Services and/or until
all backup documentation is received.
SECTION V
PROFESSIONAL
ETHICS
CONFIDENTIALITYTOP
It is essential that a substitute not divulge to others any
confidential information that has been received from contact
with students or other people in the profession.
POLICIES
AND REGULATIONS
Substitutes
are responsible for knowing/being familiar with the principles
of child growth and development, effective instructional techniques
and strategies and the policies and regulations of the Clark
County School District. These responsibilities are in addition
to a substitute's responsibility to be familiar with the information
in this procedural guide and any other materials that may be
provided by Substitute Services or individual schools.
A
newsletter for substitutes will be mailed to all substitutes
to keep them abreast of current developments or changes to the
SEMS system etc., on a yearly basis. Please keep each newsletter
with this booklet for future reference.
PROFESSIONAL
CONDUCTTOP
Substitutes who travel from school to school have opportunities
to observe various situations and modes of school operation.
Substitutes are encouraged to remember that all employees do
not work in the same way. Understanding, not criticism, will
go far to make a substitute assignment pleasant for you and others
around you.
Disparaging remarks and comparisons or spreading rumors by a
substitute is disruptive and should not occur. Substitutes are
perceived as professionals just as regular employees, and therefore,
are expected to observe the same professional ethics.
A friendly, cheerful, and cooperative attitude toward both school
personnel and the students is essential and will contribute substantially
to the success of a substitute teacher.
Appropriate
language should be used by substitutes at all times. A substitute
must never use derogatory, profane, inflammatory,
demeaning language, etc.
SECTION VI
SALARY
AND PAYROLL INFORMATION
WAGE SCHEDULETOP
Substitute support staff is paid at the prevailing rate approved
by the Board of School Trustees. Any modification to this rate
also requires the approval of the Clark County School District
Board of School Trustees. For the 2006-07 school year the following
rates apply:
Support staff substitutes day-to-day $9.31 per hour
Support staff substitutes in a P.E. Assistant position $10.73 per hour
Support staff substitutes in a Special Program $10.73 per hour
PAY
DAYS
Substitute support staff employees are paid on a daily basis.
Payroll checks are issued bi-weekly (every other Wednesday) and
based on the number of days/hours worked. Checks may be mailed
directly to the substitute's home address or may be deposited
directly to the bank. The district recommends that all substitute
employees take advantage of the direct bank deposit option.
PAYROLL
PROCEDURESTOP
All
substitute work is reported to the payroll department by the
school office manager. Substitutes are not required to report
hours worked. However, it is a good idea to keep track of hours
worked and job numbers in case of a discrepancy.
Pay period schedules are revised annually and are available
at Substitute Services.
PAYROLL DEDUCTIONS
Compulsory deductions are federal income tax and social security,
including Medicare.
RECORDSTOP
General
questions concerning payroll procedures should be directed
to Substitute Services. Questions pertaining to a specific
paycheck
should be directed to Payroll at 799-5351.
SECTION VII
GENERAL
INFORMATION
INSURANCE
Substitute personnel who are injured on the job may be eligible
for Worker's Compensation benefits. All accidents or injuries
that occur on an assignment, no matter how minor, must be reported
on the appropriate forms available in all schools. Failure to
report a qualified injury/accident in a timely manner may negatively
impact eligibility for benefits.
To receive benefits, the substitute must report any claim to
the building administrator within 5 working days (C-1 form).
Claims for damage to a substitute's personal property may be
submitted to the Risk Management Office. However, if clothing
is damaged on-the-job, there is no reimbursement.
IMPORTANT: Substitute employees may not belong to a district
medical insurance program unless they are a dependent of a regular
district employee.
EQUAL
OPPORTUNITYTOP
The Clark County School District is an Affirmative Action -
Equal Opportunity employer. It is the policy of the Clark County
School District to employ the best-qualified personnel for all
vacancies regardless of national origin, race, creed, marital
status, sex, color, disability, or age.
RETIRED CCSD EMPLOYEES
Retired
CCSD employees who are receiving retirement benefits from the
Nevada Public Employees Retirement System may not substitute
until they have been absent from service covered by the retirement
system for ninety consecutive days. CCSD employees who retire
at the end of the school year are reminded that their covered
service ended on August 31, in the year in which retirement
occurred and may not substitute until after December 1 of the
year of retirement. Re-employment of a retired CCSD employee,
as a substitute, is not guaranteed. Assignment as a substitute
is based upon the district's need, past performance, and other
factors which may impact the number of substitutes assigned
from year to year.
TELEPHONES/EQUIPMENTTOP
School
district equipment (i.e., copy machine, fax, computers, etc.)
is for school business only and may not be used for the personal
needs or benefit of a substitute employee.
School
telephones are maintained for the primary purpose of conducting
school business. Telephone calls to a substitute during the school
day should only be made in case of an emergency. Substitutes may
be contacted through the help desk number only in an extreme emergency.
SILVER
STATE SCHOOLS FEDERAL CREDIT UNION
Substitute
teachers are eligible for membership at the credit union. Additional
information can be obtained by calling the Credit Union at 733-8820.
HELPFUL
TELEPHONE NUMBERS
Education
Center 799-5011
SPAS System 799-7827
Substitute Services - Help Desk 799-5420
Payroll Department 799-5351
Professional Growth 799-8470
UNLV 739-3011
A SUBSTITUTE/TEMPORARY PERSONNEL’S RIGHT TO KNOWTOP
E1:
GLOBAL MISSION
Clark County School District students will have the knowledge,
skills, attitudes and ethics necessary to succeed academically
and will practice responsible citizenship.
This information is intended for informational purposes only.
It is not intended to change or create any contractual rights
in favor of you or the district. The district’s regulations,
policies, procedures, work site rules are continually evolving
and not included; therefore, this handbook does not contain all
of the information you will need to know.
As
a substitute/temporary employee, it is your obligation and “Right
to Know” this information.
EQUAL
EMPLOYMENT OPPORTUNITY – AFFIRMATIVE ACTION
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, age, marital status, national
or ethnic origin, or disability and shall extend to working conditions,
training, promotion, and terms and conditions of employment.
Under the provisions of the Americans with Disability 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.
SEXUAL
HARASSMENT
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 causes the recipient
discomfort or humiliation or which serve to create an intimidating,
hostile working environment.
WHAT
TO DO IF YOU ARE BEING SEXUALLY HARASSED, OR IF YOU SEE OTHERS
BEING HARASSEDTOP
Take
Action. Even though it may be difficult or embarrassing, tell
the harasser, preferably in
front of witnesses, that you don’t like it and want him
or her to stop. When behavior or comments offend you, say so.
If the harassment does not stop, write down times, place, witnesses,
and what happened, and then immediately report the harassment.
Report
The Harassment. Do not delay in taking action. Report it to your
supervisor immediately. If the harasser is your supervisor, report
it to his or her superior or to the school district’s Diversity
and Affirmative Action Office. If you do not report it, the harassment
is very likely to continue.
Do
Not Keep It To Yourself. By keeping quiet about sexual harassment,
you allow it to continue. Chances are extremely good that you
are not the only victim of your 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 their complaint, preferably in writing, with their
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 Regulations 4110, call the district’s Diversity
and Affirmative Action Manager (799-5087), or speak directly to
the Administrative Specialist in Substitute Services.
HARASSMENTTOP
Harassment
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. The district’s regulation
regarding harassment (student) follows and is applicable throughout
the district although directed towards behaviors of prohibited
student harassment.
DISCIPLINE:
HARASSMENT – CCSD REGULATION 5141.2
Discriminatory
Harassment-Students
A.
Harassment is any verbal, visual, or physical conduct, which is
sufficiently severe, persistent or pervasive that it 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. 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. Harassment, regardless of its basis, is prohibited.
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 the target of the harassment.
C.
Prohibited sexual harassment may include, but is not limited to,
unwelcome sexual advances, requests for sexual favors and other
verbal, visual, or physical conduct of a sexual nature from students,
peers, or any other person on school property or at a school sponsored
event when:
1.
Submission to the conduct is explicitly or implicitly made
a term
or condition of an individual’s employment, academic status,
or education, or as a basis for academic or employment decision
affecting the individual regarding benefits and services, honors,
programs, or activities available at or through the school;
or
2.
The conduct is sufficiently severe, persistent, or pervasive to
limit a student’s ability to participate in or benefit from
an educational program or to create an intimidating, hostile,
or offensive educational or work environment.
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 is apparent. Behavior that
continues after an individual is informed of its offensiveness
may also constitute evidence of the 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, un-welcomed
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 complaint 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 that a reasonable person would not find offensive may
not be the basis of harassment.
INFORMATION
TECHNOLOGY SECURITYTOP
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 Policy 3630 and 3710, CCSD Regulation
3710 and 3532, and the Acceptable Use Policy. To safeguard the
security of sensitive information, the following expectation is
in place:
Students, parents, visitors, substitute/temporary personnel,
or others are not permitted to use district or ersonal 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.
COPYRIGHTS
– COMPUTER PROGRAMS
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.
STUDENT
SUPPORT SERVICES (CLARK COUNTY SCHOOL DISTRICT – 5141.3/NRS
388.5265)
It
is important that all CCSD employees and substitute/temporary
personnel be aware of NRS 388.5265 which was passed in the 1999
Nevada Legislature session and Clark County School District Regulation
5141.3. The bill 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 action 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 ISABILITIES 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. A WRITTEN REPORT IS
NOT REQUIRED IF PHYSICAL RESTRAINT IS USED TO:
· 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 treatment
THE
USE OF MECHANICAL RESTRAINT IS PERMITTED ONLY TO:
· 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
· Positions a pupil in a manner prescribed in the IEP
NRS
388.5265 AND THE DISTRICT’S REGULATION INCLUDE A SERIES
OF REPORTING REQUIRMENTS AND DISCIPLINARY PROCEDURES:
· A person who intentionally uses an aversive intervention
on a student, or who intentionally violates the physical or mechanical
restraint provisions of this regulation will be subject to disciplinary
action. · 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 Assistant Superintendent – Student
Support Services Division
· Appropriate use of physical or mechanical restraint used
on a pupil with a disability, or use in an emergency also requires
a report be submitted within 24 hours.
Additional
information regarding NRS 388.5265 and CCSD Regulation 5141.3
is available through the building administrator, the Student Support
Services Division, or the CCSD Policies and Regulations Hand books
(gold books).
SMOKING POLICYTOP
District Regulation 4380: 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.
DRUG
FREE WORKPLACE AND SCHOOLS
The Board of 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. Please refer to CCSD policy 4310.
DRUGS
AND ALCOHOL PROHIBITED
The unlawful manufacture, distribution, dispensing, possession
of, 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, drug 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.
DRESS
AND GROOMING TOP
Substitutes/temporary personnel 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 and enhances the professional image of school personnel
within the community at large.
All substitutes/temporary personnel are expected to exemplify
grooming standard in a manner that projects an appropriate image
for the school, the work site, and the district. Clark County
School District Regulation 4280 provides details about employee
dress and grooming standards.
OTHER
HEALTH RELATED AREAS
FIRE
DRILLS/SHELTER-IN-PLACE DRILLS
Fire drills are conducted at all Clark County schools every month.
The fire drills are conducted by the local fire department to
ensure that all staff and students are familiar with evacuation
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 that involves 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.
CCSD
ENERGY CONSERVATION GOALS AND EXPECTATIONSTOP
The
CCSD has initiated an Energy Conservation Program which includes
all schools and support buildings. The program has the potential
for tremendous dollar savings, which can benefit our educational
programs 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,
substitutes/temporary personnel 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 the saving of energy. The fulfillment of this
expectation is the joint responsibility of the trustees, administrators,
teachers,
students, police, support personnel, and substitute/temporary
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.
BLOODBORNE
PATHOGENS
The Occupational Safety and Health Administration (OSHA) have
issued regulations on employee exposure to “blood borne
pathogens” and have 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 infection. Infectious aterials may contain certain
pathogens or germs. These pathogens include hepatitis B virus
(HBV) which causes hepatitis B, hepatitis C (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 the Clark County School District
can reduce or remove this hazard from the workplace. This can
be done by using a combination of engineering and work place practice
controls; by providing and requiring the use of personal protective
clothing and equipment; and providing training, medical surveillance,
hepatitis B vaccination, and warning signs and labels.
The
district’s blood borne pathogens training video program
is available to employees and substitute/temporary personnel.
Channel 10 schedules training through ITV in the fall. Individual
tapes can be requested by calling the Risk Management Department
at 799-2967.
A
copy of the district’s Exposure Control Plan is at each
work site for additional information or copies, call Risk Management
at 799-2967.
FIRST
AID/EMERGENCY CARE AND CONTAGIOUS AND INFECTIOUS DISEASETOP
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.
Substitute/temporary personnel are to follow the guidelines when
rendering first aid to ill or injured students, employees, or
substitute/temporary personnel. Compliance will help ensure a
safe standardized approach to first aid treatment. First aid kits
are available at each 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 and substitute/temporary
personnel should become familiar with this document and adhere
to universal precautions when handling any body fluid. Both manuals
are available at work sites or through District Forms.
TUBERCULOSIS
TESTING
A tuberculosis skin or chest x-ray test is required of all substitute/
temporary personnel every five years. A skin test must be administered
by a Clark County School District nurse and may be read by a
CCSD
nurse. Substitutes/temporary personnel, even those with current
TB test from other sources, must submit written results of the
skin test to the Substitute Services. If you are unable
to
show proof that the skin test was read, a repeat skin test is
required.
A CCSD nurse to the district's medical provider will refer Substitutes/temporary personnel who require a chest x-ray.
Substitute/temporary personnel who have unauthorized tests will
not be reimbursed for their expense.
Tuberculosis
testing clinics are scheduled at designated locations throughout
the CCSD. The Master TB Clinic Schedule is available in Substitute Services.
If
you have questions, please contact: 799-5420 – Substitute
Service
• Food Service employees must renew their CC Health District
card or Food Handlers’ card every two (2) years.
EMPLOYEE
IDENTIFICATION CARDSTOP
Substitute/temporary personnel may obtain an identification card
issued by the district by obtaining the necessary document from
the substitute services department. Identification cards are issued on
Wednesday at no charge to the substitute/temporary personnel.
With an increased emphasis on safety and security, identification
cards are important. Identification cards may be required for all substitutes/temporary personnel.
Identification cards must be renewed at least every year.
ID cards should be prominently displayed when visiting a school/work
site.
FOOD
SERVICES
Substitutes/temporary personnel are welcomed to purchase breakfast
and/or lunch from the school cafeterias at special adult meal
prices.
CHILD
ABUSE AND NEGLECT
Nevada Revised Statutes (NRS) require that school authorities,
school teachers, and others 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 law to those
making such reports. Additional information is contained in Clark
County School District Regulation 5152.
DIRECT
PAYROLL DEPOSIT
The district offers substitutes/temporary personnel the option
of direct payroll deposit with may 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 substitute/temporary personnel and then personally
submitted to the Payroll Department. This form is also used when
the substitute/temporary personnel changes account numbers, changes
financial institutions, and/or stops direct deposit.
All substitute/temporary personnel are encouraged to take advantage
of direct deposit.
EMPLOYMENTTOP
The Board of School Trustees believes integrity; respect, responsibility,
and justice are fundamental to civilized human conduct. Substitutes/temporary
personnel, 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 on time; follow directions;
take criticism constructively; get along with staff and administrators;
treat staff, administrators, 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.
PERSONAL
DATA
Substitutes/temporary personnel must make certain that all personal
data (i.e., address, phone number, etc.) is current. Changes/corrections
must be submitted in writing to the Human Resources Division or
in person.
