UNITED INDEPENDENT SCHOOL DISTRICT

Transcription

1 UNITED INDEPENDENT SCHOOL DISTRICT We are UNITED! SUBSTITUTE TEACHER HANDBOOK Human Resources Department 301 Lindenwood Dr., Laredo, TX Phone (956)

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3 United Independent School District Board of Trustees Juan Roberto Ramirez President - (District 6) we are UNITED United Independent School District Ricardo Rick Rodriguez Member - (District 2) Home: 302 Bob Bullock Loop, #10103 Laredo, TX Office: J.P. Precinct 2 Place S. Milmo, Laredo, TX Office: (956) rrodriguez@uisd.net or rick2020rodz@yahoo.com Ramiro Veliz, III Member - (District 4) Home: 4419 Exodus Dr. Laredo, TX Phone: (956) rveliz@uisd.net Judd Gilpin Member - (District 7) Home: 3303 Tiger Ct. Laredo, TX Office: (956) jgilpin@gilpinengineering.com Home: Dancer Ct. Laredo, TX Home: (956) United ISD Fax: (956) juanrmz@uisd.net Javier Montemayor, Jr. Vice-President - (District 5) Home: 105 Merlin Rd. Laredo, TX Office: (956) Fax: (956) jm.uisd@gmail.com Aliza Flores Oliveros Secretary - (District 3) Home: 217 Idaho St. Laredo, TX Mobile: (956) alizafoliveros@uisd.net Ricardo Molina, Sr. Parliamentarian - (District 1) Home: 1724 Margarita Lane Rio Bravo, TX Office: Cenizo Community Center 3519 Cecilia Lane, El Cenizo, TX Office: (956) or 32 Office Fax: (956) United ISD Fax: (956) rmolina@uisd.net Page 3

4 United Independent School District ADMINISTRATION Roberto J. Santos Superintendent Gloria Rendon Associate Superintendent for Administration David H. Gonzalez Associate Superintendent for Curriculum and Instruction Eduardo Zuñiga Associate Superintendent for Student Support Services Mike Garza Assistant Superintendent for Administration and Support Services Laida Benavides Assistant Superintendent for Business and Finance Enrique Rangel Assistant Superintendent for Facilities and Construction David Garcia Assistant Superintendent for Human Resources United ISD Central Office 201 Lindenwood Dr. Laredo, TX Phone: (956) Fax: (956) Human Resources Department 301 Lindenwood Dr. Laredo, TX Phone: (956) Fax: (956) Office Hours 8:00 a.m. - 5:00 p.m. Page 4

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6 Table of Contents District Goals 2 Board of Trustees 3 Administration 4 Letter from the Assistant Human Resources Superintendent 5 Table of Contents 6-7 General Information 8 BI- Weekly Payroll Dates 9 Substitute Teacher Pay Rates (Priority/Non Priority) 10 TRS Retirees 11 Responsibilities of the Substitute Teacher Responsibilities of the School and Regular Teacher Responsibilities of the School Responsibilities of the Regular Teacher Concerns Removal from Service Equal Employment Opportunity Disclaimer Statement United ISD Electronic Communications Procedures and Administrative Guidelines Ethical Use of Electronic Systems Anonymous Activity Illegal Activity Communication Tampering Copying and Copyrights Harassment Wasting Resources Page 6

7 Table of Contents Electronic Communication and Data Management Employee Standards of Conduct (DH Regulation) Policy Prohibiting Harassment Sexual Harassment Harassment Examples of Such Harassment Procedure Employee Standards of Conduct (DH Local) Employee Standards of Conduct (DH Exhibit) Employee Welfare Freedom from Discrimination, Harassment, and Retaliation (DIA Local) Student Welfare Freedom from Discrimination, Harassment, and Retaliation (FFH Local) Persons Required to Report; Time to Report Child Abuse Reporting Hotline Standardized Dress Guide Grades PK United ISD School Calendar 48 United ISD Directory of Campuses United ISD Map 51 SmartFind Express User Guide for Substitute Teachers Page 7

8 General Information A. Pay 1. The pay for a substitute teacher is based on the scale on page # 9. Substitute teachers are not paid on an hourly basis. Rather, depending on the job assignment, you are paid a predetermined half-day or full-day amount on a per diem basis. By signing in to KRONOS, you are acknowledging the District has only offered to employ you for the time articulated in the job assignment. 2. Attached are the Bi-Weekly Payroll due dates and pay dates for the Bi-Weekly Payroll. Days worked after these dates will be included in the subsequent payroll. 3. It is advisable for a substitute to keep a log of dates, times, and schools in which he/ she substitutes so that he/she may easily verify his/her check at the end of each payroll period. 4. Substitute checks will be mailed to your home address. B. Punching In to KRONOS 1. In order to accept a job assignment, you must punch in to KRONOS AT LEAST FIFTEEN (15) MINUTES BEFORE THE JOB ASSIGNMENT IS TO COMMENCE. For a full day assignment, you must punch in twice: once in the morning and once in the afternoon to signify your acceptance of the full day assignment. Your report to KRONOS IS SOLELY FOR THE PURPOSE OF INDICATING YOUR ACCEPTANCE OF THE JOB ASSIGNMENT. You are not required to clock out for any reason. Page 8

9 UNITED INDEPENDENT SCHOOL DISTRICT Bi-Weekly Payroll August 2017 August 2018 The following is a list of the Bi-Weekly Payroll dates: Pay Range Pay Date July 17, 2017 July 30, 2017 August 3, 2017 July 31, 2017 August 13, 2017 August 18, 2017 August 14, 2017 August 27, 2017 August 31, 2017 August 28, 2017 September 10, 2017 September 15, 2017 September 11, 2017 September 24, 2017 September 29, 2017 September 25, 2017 October 8, 2017 October 13, 2017 Ocotber 9, 2017 October 22, 2017 October 27, 2017 Ocotber 23, 2017 November 5, 2017 November 10, 2017 November 6, 2017 November 19, 2017 November 22, 2017 November 20, 2017 December 3, 2017 December 8, 2017 December 4, 2017 December 17, 2017 December 22, 2017 December 18, 2017 December 31, 2017 January 5, 2018 January 1, 2018 January 14, 2018 January 19, 2018 January 15, 2018 January 28, 2018 February 2, 2018 Junuary 29, 2018 February 11, 2018 February 16, 2018 February 12, 2018 February 25, 2018 March 2, 2018 February 26, 2018 March 11, 2018 March 16, 2018 March 12, 2018 March 25, 2018 March 30, 2018 March 26, 2018 April 8, 2018 April 13, 2018 April 9, 2018 April 22, 2018 April 27, 2018 April 23, 2018 May 6, 2018 May 11, 2018 May 7, 2018 May 20, 2018 May 25, 2018 May 21, 2018 June 3, 2018 June 7, 2018 June 4, 2018 June 17, 2018 June 21, 2018 June 18, 2018 July 1, 2018 July 5, 2018 July 2, 2018 July 15, 2018 July 19, 2018 July 16, 2018 July 29, 2018 August 2, 2018 July 30, 2018 August 12, 2018 August 17, 2018 Page 9

10 David Garcia Assistant Superintendent for Human Resources Dear Substitute Teachers: United Independent School District is informing you of the daily rates of pay for substitute teacher job assignments. NON-PRIORITY CAMPUSES Elementary Schools: Bonnie Garcia, Borchers, Col. Santos Benavides, Clark, Cuellar, Fasken, Finley, Gutierrez, Kazen, Killiam, Malakoff, Matias de Llano, Muller, Newman, Nye, Ruiz, Salinas, Trautmann, Zaffirini Middle Schools: Clark, Gonzalez, Trautmann 6 th grade, Trautmann, United, United South, Washington High School: J.B. Alexander 9 th, J. B. Alexander, Cherish Center, United 9 th grade, United Category: Pay Rate: GED / High School $ College Hours or More $85.00 Degree $ Certified Teacher 0-19 years $ Certified Teacher 20 years and over $ PRIORITY CAMPUSES Elementary Schools: Arndt, Centeno, Freedom, Juarez-Lincoln, Kennedy Zapata, Perez, Prada, Roosevelt, Veterans Memorial Middle Schools: Lamar B. Vergara, Los Obispos, Salvador Garcia High School: LBJ, S.T.E.P. Academy, United South 9 th, United South, Juvenile Youth Village Category: Pay Rate: GED / High School $ College Hours or More $ Degree $ Certified Teacher 0-19 years $ Certified Teacher 20 years and over $ David Garcia, Assistant Superintendent Human Resources Page 10

11 Teacher Retirement System of Texas TRS RETIREES Tex. Educ. Code DEFINITION OF SUBSTITUTE FOR EMPLOYMENT AFTER RETIREMENT A SUBSTITUTE for TRS purposes is a person who serves on a temporary basis in the place of a current employee. Retirees may substitute an unlimited number of days during the school year. If the retiree is serving in the place of a current employee, the retiree may serve as a substitute for an extended period and there is no need to call the retiree on a daily basis to arrange for coverage. The retiree's pay cannot be more than the daily rate of substitute pay set by the employer. If the position is vacant (i.e., no other person currently holds the position) the retiree is not a substitute for TRS purposes and the retiree cannot work in the vacant position or forfeiture of annuity payments could occur." Beginning Sept. 1, 2016, you may also serve in a position that is vacant, provided you do not work more than 20 days in that vacant position and the position is not vacant because you retired from it. Teacher Retirement Update If you are receiving or have received retirement benefits through the Teacher Retirement System of Texas (TRS) or any other retirement program (Retirement Benefits), you acknowledge the following: 1. The District cannot and does not make any guarantee regarding your continue right to receive the Retirement Benefits. 2. You are relying on your own investigation and understanding of the law and upon the guidelines, rules and regulations regarding employment after retirement of the program(s) under which you retired. You are not relying on any statements made by the District regarding the effect of District employment on your Retirement Benefits. 3. You agree not to sue or otherwise bring any claim against the District, its Board of Trustees, its Superintendent, or any other employee or agent of the District for any loss or reduction in the value of your Retirement Benefits. 4. If you retired under the TRS, the District must report your employment to the TRS. You agree not to sue or otherwise bring any claim against the District, its Board of Trustees, its Superintendent, or any other employee or agent of the District based on such reports. 5. The District shall negotiate a salary with an employee who is a TRS retiree employee, with the salary adjusted by the amount of surcharges and/or fees that the District is required to pay into TRS for the retired employee. For further information please contact the Teacher Retirement System of Texas at (800) Information obtained from the TRS website at Name: ID# Page 11

12 RESPONSIBILITIES OF THE SUBSTITUTE TEACHER 1. You will be on duty the same length of time as the regular classroom teacher. The regular duty of elementary teachers and secondary teachers will be fifteen (15) minutes before the bell for first period in the morning and fifteen (15) minutes after the dismissal bell in the afternoon. 2. You will report directly to the principal s office and obtain any instructions, special announcements or other information needed to carry out the day s activities. 3. You will need to familiarize yourself with the guidelines and procedures used in each school. This information should be provided to you when you check in at the school office each morning. 4. You are expected to carry out the work of the regular teacher; therefore, you must spend the entire time working with students. You should not do personal work of any kind. 5. You are to perform all the duties of the regular teacher unless the principal releases you from a particular responsibility. Moreover, the principal may designate other duties during the conference and /or planning period of the regular teacher. 6. You will not leave the classroom (students) unattended. 7. You will not leave the campus prior to the end of the school day until all students have been picked up by their parents, been put on the bus, or have otherwise been dismissed. You will not leave the campus prior to the end of the school day unless you are cleared through the principal s office. 8. You are there to assist the learning activities of the students assigned to you for the day. It is your responsibility to provide the best possible service for the students. a. Use the lesson plans provided by the teacher. b. The use of the lesson plans will ensure continuity of instruction. c. In the event lesson plans are unavailable, contact the principal, team leader, department head and/or curriculum supervisor for instructions. d. You should maintain a file with activities, which may help you when lesson plans may be unavailable, or to use when students have completed their work. e. You will not assign written work and leave it be graded, except at the request of the regular teacher. f. You will not record grades in the teacher s grade book. g. You will treat all students in a fair, respectful and professional manner. h. You will not touch students unless it is for the protection of the students or others. Page 12

13 i. You will not use profanity or make inappropriate statements. j. You will not criticize the schools, teachers or students. k. You will never administer corporal punishment on any child. l. You will be firm, but fair. m. You will make notes for the regular classroom teacher about your day. Include information about problems with behavior as well, if you were unable to follow the lesson plans. 9. In order to maintain classroom management, you must take the initiative to take control of the classroom by demonstrating self-confidence, resourcefulness, and flexibility. As the students arrive, be proactive, introduce yourself, familiarize yourself with the students, and explain your expectations in a clear, respectful and considerate manner. You must maintain a professional relationship with students at all times. 10. You will be prompt, patient, flexible, enthusiastic and honest. 11. You must be supportive of students and encourage them to do their best. When appropriate, commend them for their effort and hard work. 12. You will administer discipline through honest and open communication. Do not threaten students with a consequence unless you plan to follow through. 13. If you are unable to handle discipline problems, you must immediately contact the principal/designee for assistance. 14. You are legally responsible for pupils, equipment and materials as is the regular classroom teacher for whom you are substituting. 15. If student becomes ill while at school or has an accident, you will send the student to the school nurse or an administrator. 16. You will not permit a student to leave the school grounds without checking through the principal s office. 17. Information obtained about students, including grades is confidential. It is against the law to disclose information contained in a student s personal folder, a student s grades or the fact that a student has a special need or disability. 18. Under no circumstances should you share personal religious or political beliefs, philosophies and opinions with students. You may not distribute religious, political or commercial materials to students. Page 13

14 19. You will send parents to the principal or another administrator to address parent concerns. 20. You must be professional and neat in your appearance. You will abide by the dress and grooming standards of the district, district policy DH (REGULATION). 21. You will maintain a professional attitude toward your work. You will adhere to the district s Employee Standards of Conduct DH (LOCAL) and to the Code of Ethics and Standard Practices for Texas Educators DH (EXHIBIT). RESPONSIBILITIES OF THE SCHOOL AND REGULAR TEACHER TO SUBSTITUTE TEACHER CONCERNS A. Responsibilities of the School 1. The substitute teacher will be provided a schedule of the regular school program and any special schedule causing changes, such as school assemblies, pep rallies, etc. 2. The substitute teacher should be made aware of routine information, such as special duties or assignments, absentee reports, dismissal times, etc. 3. The substitute teacher should be informed of the procedures for attendance reporting. B. Responsibilities of the Regular Teacher 1. The substitute teacher will be provided with the following: lesson plan for each class, class rolls, pupil seating chart, and key, if necessary. 2. Teachers should never criticize or express dissatisfaction with the work of the substitute teacher in the presence of students. If the regular teacher does find it necessary to express dissatisfaction with the substitute s work, this should be discussed with the school principal. The principal/designee will discuss performance concerns with a substitute teacher prior to the end of day. In the event it is not possible, the principal will submit a complaint form to Human Resources. If a concern is received, and an investigation must be conducted, the substitute teacher will not be allowed to work during the investigation. Page 14

15 REMOVAL FROM SERVICE Substitute teachers that have not accepted work during a period of sixty (60) school days, will be removed from the substitute teacher list. If a substitute teacher is removed from the active list, the substitute teacher must reapply to be eligible to return as a substitute teacher. The administration of UISD reserves the right to remove an individual from the substitute teacher list, as it deems appropriate. EQUAL EMPLOYMENT OPPORTUNITY United Independent School District does not discriminate in hiring, promotion, discharge, and other aspects of employment, on the basis of race, color, age, religion, handicap, sex, or national origin. DISCLAIMER STATEMENT This handbook is a general guide and the provisions of this handbook do not constitute an employment agreement or a guarantee to continued employment. The United Independent School District reserves the right to change or add any provision herein when deemed in the best interest of the District. Page 15

16 UNITED ISD ELECTRONIC COMMUNICATIONS PROCEDURES AND ADMINISTRATIVE GUIDELINES All district policies and procedures for acceptable use of computers and networks are intended to make the computers and networks more reliable for the users. They are also intended to minimize the burden of administering the networks, so that more time can be spent enhancing services. All technology equipment shall be used under the supervision of the site administrator for School-District-Related projects as assigned. Use of the computer to access telecommunications resources is a privilege and not a right. Violations of the policies and procedures of United Independent School District concerning the use of computers and networks will result in disciplinary actions in the same manner as other Code of Conduct violations. Student use is conditioned on completed and signed Parent Permission/Student Use Agreement form. 1. Users shall not erase, rename, or make unusable anyone else s computer files, programs or disks. 2. Users shall not share names, logon passwords or files for any reason. 3. Users shall not use or try to discover another user s password. 4. Users shall not use UISD computers or networks for any non-instructional or nonadministrative purpose (e.g. games or activities for personal profit). 5. Users shall not use a computer for unlawful purposes, such as the illegal copying or installation of software. 6. Users shall not copy, change or transfer any software or documentation provided by UISD teachers, or students without written permission from the campus principal and Director of Technology. 7. Users shall not write, produce, generate, copy, propagate, or attempt to introduce any computer code designed to self-replicate, damage, or otherwise hinder the performance of any computer s memory, file system, or software (bug, virus, worm, Trojan Horse, or similar name.) 8. Users shall not deliberately use the computer to annoy or harass others with language, images, or threats. 9. Users shall not deliberately access or create any obscene or sexually related materials except curriculum related and as assigned. 10. Users shall not assemble or disassemble computers, networks, printers, or other associated equipment except as part of a class assignment or in conjunction with job responsibility. 11. Users shall not remove technology equipment (hardware or software) without written permission of the principal or director. Page 16

17 Ethical Use of Electronic Systems You should not disclose your password to anyone else, nor should you use someone else s password. You are responsible for all activities done in or from your account. You should not attempt to circumvent passwords, access codes, or information protection schemes or uncover security loopholes or attempt to break authentication procedures or encryption protocols. Anonymous Activity You may not impersonate other individuals in electronic communication. Illegal Activity You should not use electronic systems in the course of any illegal activity. Communication Tampering It is unethical and may be criminal to attempt to monitor other people s communications without their permission. Copying and Copyrights For information on which the individual or the district does not hold the copyright, written permission from the copyright holder is required prior to duplication. Academic dishonesty or plagiarism in a student assignment is unethical. Suspected occurrences are referred to the student s school. Harassment Electronic system usage of information that is perceived by its recipient as sexual harassment as defined by district s policy may be considered a violation. The display of offensive material in any publicly accessible area is likely to violate district harassment policy. Public display includes publicly accessible computer screens and printers. Wasting Resources It is unethical to deliberately perform any act, which will impair the operation of any electronic system or deny access by legitimate users to any electronic system. This includes the willful wasting of resources and sending of junk mail and mail bombs (This includes chain letters ). It is unethical to use electronic system for: * solicitation not related to official district s business * commercial gain or placing a third party in a position of commercial advantage or, * non-district related activities. Page 17

18 Information Technology Use Procedure You may not use computers or electronic systems for any use that would: * impede teaching and research * hinder the functioning of the district * violate an applicable license or contract, or * damage community relations or relations with institutions with whom we share responsibility. General district policy prohibits non-district use of district facility. ELECTRONIC COMMUNICATION AND DATA MANAGEMENT The Superintendent or designee shall implement, monitor, and evaluate electronic media resources for instruction and administrative purposes. AVAILABILITY OF ACCESS Access to the District s electronic communication system, including the Internet, shall be made available to students and employees exclusively for instructional and administrative purposes and in accordance with administrative regulations. Access to the District s electronic communications system is a privilege, not a right. All users shall be required to acknowledge receipt and understanding of all administrative regulations governing uses of the system and shall agree in writing to comply with such regulations and guidelines. Noncompliance with applicable regulations may result in suspension or termination of privileges and other disciplinary action consistent with District policies. (See DH, FNC, FNCJ, FO, and The Student Code of Conduct) Violations of law may result in criminal prosecution as well as disciplinary action by the district. ACCEPTABLE USE MONITORED USE The Superintendent or designee shall develop and implement administrative regulations, guidelines, and user agreements, consistent with the purposes and mission of the District and with law and policy governing copyright. (See EFE) Electronic mail transmissions and other use of the electronic communications system by students and employees shall not be considered confidential And may be monitored at any time by designated district staff to ensure appropriate use for Page 18

19 educational or administrative purposes. DISCLAIMER OF The District shall not be liable for users inappropriate use of electronic communication resources or violations or copyright restrictions, users mistakes or negligence, or costs incurred by users. The District shall not be responsible for ensuring the accuracy or usability of any information found on the Internet. Page 19

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22 POLICY PROHIBITING HARASSMENT All employees of United Independent School District have the right to work in an environment free from discrimination and conduct which can be considered harassing or coercive. Therefore, harassment based on race, color, religion, sex, national origin, age, disability or any other characteristic protected by law, will not be sanctioned or tolerated. All employees should be aware of the following: SEXUAL HARASSMENT: 1. Sexual harassment is strictly prohibited. Sexual harassment has been defined as unwelcome sexual advances, requests for sexual favors, and other verbal, written or physical conduct of a sexual nature when: a. Submission to such conduct is made, either explicitly or implicitly, a term or condition of an individual s employment. b. When submission to or rejection of such conduct is used as the basis of employment decisions affecting such individual; or c. Such conduct has the purpose or effect of unreasonably interfering with individual s work performance, or creating an intimidating, hostile, or offensive working environment. 2. Examples of sexual harassment may include but are not limited to the following: a. Gestures, letters, notes, invitations, comments, slurs, jokes or epithets that are suggestive, derogatory or obscene. b. Unwanted physical contact of a sexual nature, sexual molestation or assault, leering with sexual overtones, or impeding or blocking movement; c. Display of sexually suggestive objects, posters or cartoons; d. Continuing to express sexual interest after being informed that the interest is unwelcome; e. Offering favors such as employment benefits, or promotions, favorable duties or shifts, recommendations, reclassification, etc., in exchange for sexual favors; f. Coercive sexual behavior used to control, influence, or affect the career, salary, and/or work environment of another employee; g. Coercive sexual behavior used to imply or withhold support for an appointment, promotion, or change of assignment; or h. Coercive sexual behavior used to suggest that a poor performance report will be prepared, or probation will be failed; OTHER HARASSMENT: 1. Harassment on the basis of any other protected characteristic is also strictly prohibited. This includes verbal or physical conduct that denigrates or shows hostility or aversion toward an individual because of his/her race, color, religion, sex, sexual orientation, national origin, age, disability, marital status, citizenship or any other characteristic protected by law and that; Page 22

23 a. Has the purpose or effect of creating an intimidating, hostile, or offensive work environment; b. Has the purpose or effect of interfering with an individual s work performance; or c. Otherwise, adversely affects an individual s employment. EXAMPLES OF SUCH HARASSMENT INCLUDE THE FOLLOWING: a. Epithets, slurs or negative stereotyping; b. Threatening, intimidating or hostile acts, such as stalking; or c. Written or graphic material that denigrates or shows hostility or aversion toward an individual or group and that is placed on walls or elsewhere in the employer s premises or circulated in the workplace. PROCEDURE: 1. Supervisors and managers are responsible for assuring that no employee is subjected to conduct that constitutes sexual or any other form of harassment. 2. Any employee, who believes that he or she has been the subject of sexual or any other form of harassment by anyone at the School District or by any person does business with the School District, should, and is encouraged to, bring the matter to the attention of his/her supervisor. Any employee who is aware of behavior toward another employee which they feel may constitute sexual or any other form of harassment shall also report the matter to their supervisor. 3. A prompt and thorough investigation of the alleged incident will be conducted and appropriate corrective action will be taken, if warranted. To the extent consistent with adequate investigation and appropriate corrective action, any complaints of harassment will be treated as confidential throughout the investigation. Once the investigation is completed, confidentially shall be determined by the applicable laws. Page 23

24 United ISD EMPLOYEE STANDARDS OF CONDUCT DH (LOCAL) Each District employee shall perform his or her duties in accordance with state and federal law, District policy, and ethical standards. [See DH(EXHIBIT)] Each District employee shall recognize and respect the rights of students, parents, other employees, and members of the community and shall work cooperatively with others to serve the best interests of the District. An employee wishing to express concern, complaints, or criticism shall do so through appropriate channels. [See DGBA] COVERED ACTIVITIES INAPPROPRIATE CONDUCT DUTY TO REPORT INVESTIGATION DUTIES Each District employee has the responsibility to protect District assets and is expected to be alert to the potential for theft of property, theft of services, theft of anything of value, fraud, and financial impropriety. [See CAA] Examples of activities constituting inappropriate conduct include, but are not limited to, the following: 1. Misappropriation of activity funds or any funds collected by the District; 2. Misappropriation of District furniture, fixtures, or equipment; 3. Misappropriation of funds through fraudulent reporting on travel records; 4. Forgery or alteration of District checks; 5. Forgery or alteration of District purchase orders; and 6. Forgery or alteration of payroll time sheets. Any employee who knows or has reason to know of or suspects an occurrence of fraud, misappropriation, financial impropriety, or covered activity shall immediately notify his or her supervisor. If the employee has reason to believe that the supervisor may be involved, the employee shall immediately notify the department of human resources. The employee shall not discuss the matter with anyone other than his or her supervisor and/or the police department. Employees who knowingly make false allegations shall be subject to discipline up to and including dismissal. During the investigation, employees should: 1. Direct all inquiries from suspected individuals, attorneys, or representatives to the department of human resources; 2. Not contact the suspected individual in an effort to determine facts or demand restitution; DATE ISSUED: 10/21/ of 7 UPDATE 103 DH(LOCAL)-X Page 24

25 United ISD EMPLOYEE STANDARDS OF CONDUCT DH (LOCAL) 3. Not discuss the case, facts, suspicions, or allegations with anyone outside the organization or those within the organization who do not have a legitimate need to know, unless specifically asked to do so by the department of human resources; and 4. Cooperate with the investigative process by answering questions, furnishing written statements, and volunteering information important to the investigation. Throughout the course of an official District investigation or inquiry, every District employee has an affirmative duty to provide all relevant and factual information about the situation to his or her supervisor or any other District official investigating the matter. An employee failing to volunteer such information shall receive a directive from an administrator to provide a statement. Failure to comply with the directive shall constitute insubordination, a violation that has grounds for disciplinary action up to and including termination. [See DCD and DF series] When directed by an administrator or a District investigator, an employee shall submit a notarized affidavit about his or her knowledge of the matter under investigation. Intentional falsification, misstatement, or the concealment of a material fact in connection with the investigation shall be grounds for disciplinary action up to and including termination. Additionally, providing false or incorrect statements under oath may subject the employee to a criminal charge of perjury. WEAPONS PROHIBITED EXCEPTIONS ELECTRONIC MEDIA The District prohibits the use, possession, or display of any firearm, illegal knife, club, or prohibited weapon, as defined at FNCG, on District property at all times. No violation of this policy occurs when: 1. Use or possession of a firearm by a specific employee is authorized by Board action. [See CKE] 2. The use, possession, or display of an otherwise prohibited weapon takes place as part of a District-approved activity supervised by proper authorities. [See FOD] Electronic media includes all forms of social media, such as text messaging, instant messaging, electronic mail ( ), web logs (blogs), electronic forums (chat rooms), video-sharing websites, editorial comments posted on the Internet, and social network sites. Electronic media also includes all forms of telecommunication, such as landlines, cell phones, and web-based applications. DATE ISSUED: 10/21/ of 7 UPDATE 103 DH(LOCAL)-X Page 25

26 United ISD EMPLOYEE STANDARDS OF CONDUCT DH (LOCAL) USE WITH STUDENTS PERSONAL USE CELLULAR PHONES SAFETY REQUIREMENTS HARASSMENT OR ABUSE In accordance with administrative regulations, a certified or licensed employee, or any other employee designated in writing by the Superintendent or a campus principal, may use electronic media to communicate with currently enrolled students about matters within the scope of the employee s professional responsibilities. All other employees are prohibited from using electronic media to communicate directly with students who are currently enrolled in the District. The regulations shall address: 1. Exceptions for family and social relationships; 2. The circumstances under which an employee may use text messaging to communicate with students; and 3. Other matters deemed appropriate by the Superintendent or designee. Each employee shall comply with the District s requirements for records retention and destruction to the extent those requirements apply to electronic media. [See CPC] An employee shall be held to the same professional standards in his or her public use of electronic media as for any other public conduct. If an employee s use of electronic media violates state or federal law or District policy, or interferes with the employee s ability to effectively perform his or her job duties, the employee is subject to disciplinary action, up to and including termination of employment. The following shall apply to the use of cellular phones in school buildings: 1. A teacher may use a cellular phone for business calls, including parent contacts, only during planning periods and other off-duty times during the instructional day. 2. Personal calls may not be made or received during class periods. Cellular phones shall remain off during instructional time. Each employee shall adhere to District safety rules and regulations and shall report unsafe conditions or practices to the appropriate supervisor. An employee shall not engage in prohibited harassment, including sexual harassment, of: 1. Other employees. [See DIA] 2. Students. [See FFH; see FFG regarding child abuse and neglect.] DATE ISSUED: 10/21/ of 7 UPDATE 103 DH(LOCAL)-X Page 26

27 United ISD EMPLOYEE STANDARDS OF CONDUCT DH (LOCAL) While acting in the course of employment, an employee shall not engage in prohibited harassment, including sexual harassment, of other persons, including Board members, vendors, contractors, volunteers, or parents. An employee shall report child abuse or neglect as required by law. [See FFG] RELATIONSHIPS WITH STUDENTS TOBACCO AND E-CIGARETTES ALCOHOL AND DRUGS EXCEPTIONS An employee shall not form romantic or other inappropriate social relationships with students. Any sexual relationship between a student and a District employee is always prohibited, even if consensual. [See FFH] An employee shall not smoke or use tobacco products or e-cigarettes on District property, in District vehicles, or at schoolrelated activities. [See also GKA] An employee shall not manufacture, distribute, dispense, possess, use, or be under the influence of any of the following substances during working hours while on District property or at school-related activities during or outside of usual working hours: 1. Any controlled substance or dangerous drug as defined by law, including but not limited to marijuana, any narcotic drug, hallucinogen, stimulant, depressant, amphetamine, or barbiturate. 2. Alcohol or any alcoholic beverage. 3. Any abusable glue, aerosol paint, or any other chemical substance for inhalation. 4. Any other intoxicant or mood-changing, mind-altering, or behavior-altering drug. An employee need not be legally intoxicated to be considered under the influence of a controlled substance. It shall not be considered a violation of this policy if the employee: 1. Manufactures, possesses, or dispenses a substance listed above as part of the employee s job responsibilities; 2. Uses or possesses a controlled substance or drug authorized by a licensed physician prescribed for the employee s personal use; or 3. Possesses a controlled substance or drug that a licensed physician has prescribed for the employee s child or other individual for whom the employee is a legal guardian. DATE ISSUED: 10/21/ of 7 UPDATE 103 DH(LOCAL)-X Page 27

28 United ISD EMPLOYEE STANDARDS OF CONDUCT DH (LOCAL) NOTICE VIDEOTAPING OF STUDENTS PRINCIPAL S APPROVAL EXCEPTION CARE OF NONENROLLED CHILDREN ARRESTS, INDICTMENTS, CONVICTIONS, AND OTHER ADJUDICATIONS CRIMINAL HISTORY BACKGROUND CHECK Each employee shall be given a copy of the District s notice regarding drug-free schools. [See DI(EXHIBIT)] A copy of this policy, a purpose of which is to eliminate drug abuse from the workplace, shall be provided to each employee at the beginning of each year or upon employment. An employee shall obtain written consent of a student s parent or guardian and from the campus principal before the employee may make or authorize the videotaping of a student or record or authorize the recording of a student s voice, unless the recording is made by a student for the purpose of facilitating classroom instruction. The principal s written consent shall be obtained prior to videotaping or recording a student even when the law does not require the consent of a parent or guardian, such as when the videotape or recording is to be used for purposes of safety or for a purpose related to regular classroom instruction, as provided by law. [See FL] In the case of videotaping a deposition for an employee termination or grievance action, the only consent to be obtained in advance shall be that of the student s parent or guardian. An employee shall not bring his or her own child or another person s child to school for the purpose of child care or babysitting. Personnel are employed to perform District functions while on duty and shall not bring or care for a child who is not enrolled on the campus at that time to the building to remain during working hours of the regular school day or summer school, or after school hours if the employee is still performing work-related duties. In instances where an employee has been allowed to enroll his or her child at his or her campus, the principal may allow for the student to be cared for by his or her parent after school/work hours. An employee shall notify his or her principal or immediate supervisor within three calendar days of any arrest, indictment, conviction, no contest or guilty plea, or other adjudication of the employee. At least once annually, the District may obtain criminal history records of Webb County and the counties contiguous to Webb County. The District may obtain this information from any other county when it has reason to believe that an employee has been convicted of a crime in such county or from a police department, the Department of Public Safety, or the Texas Department of Corrections. [See DC] An employee under felony indictment shall be recommended for suspension without pay pending adjudication of his or her case. DATE ISSUED: 10/21/ of 7 UPDATE 103 DH(LOCAL)-X Page 28

29 United ISD EMPLOYEE STANDARDS OF CONDUCT DH (LOCAL) ELECTRONIC RECORDING CONVERSATIONS AND MEETINGS TELEPHONE CONVERSATIONS PUBLIC OR OTHER OPEN MEETINGS OFFICIAL INVESTIGATIONS HARASSMENT DEFINITION JOB DUTIES SOLICITATION An employee shall not electronically record by audio, video, or other means any conversation or meeting unless each person present has been notified and consents to being electronically recorded. Persons wishing to record a meeting shall obtain consent from anyone arriving late. An employee shall not electronically record telephone conversations unless all persons participating in the telephone conversation have consented to be electronically recorded. These provisions are not intended to limit or restrict electronic recordings of publicly posted Board meetings, Board committee meetings, appeals and grievance hearings, or any other Boardsanctioned meeting recorded in accordance with Board policy. These provisions are not intended to limit or restrict electronic recordings involving authorized investigations conducted by the police or the department of human resources. An employee shall not engage in conduct constituting racial, ethnic, religious, gender, or sexual orientation harassment of another employee, a student, or any person involved in the campus community in any capacity or who interfaces with the District. Racial, ethnic, religious, gender, or sexual orientation harassment includes, but is not limited to, oral, written, psychological, physical (both climate and contact), and other demonstrative actions with regards to race, creed, ethnic origin, religious preference, gender, or sexual orientation that is harassing and/or abusive. An employee shall not conduct private or personal activities during the workday in lieu of, or while conducting, his or her assigned job duties and responsibilities. Except as permitted by policy, an employee shall not conduct or participate in meetings or individual conferences related to a professional or employee association or organization in lieu of, or while conducting, his or her assigned job duties and responsibilities. [See also DGA and DMD] Except as approved in advance by the Superintendent or designee or permitted by District policy, commercial solicitation by an employee is prohibited on District property. Commercial solicitation for purposes of this policy shall mean: 1. Selling or attempting to sell products or services for personal profit on behalf of a commercial enterprise or for a purpose unrelated to the school or District; 2. Requesting contributions, pledges, or donations for a purpose unrelated to the school or District; or DATE ISSUED: 10/21/ of 7 UPDATE 103 DH(LOCAL)-X Page 29

30 United ISD EMPLOYEE STANDARDS OF CONDUCT DH (LOCAL) 3. Providing items or making announcements that endorse or market a personal or commercial enterprise or a product or service unrelated to the school or District either through personal contact, or by sending or causing to be sent a communication through the District s electronic, telephone, or mail system. Commercial solicitation does not mean participation in an authorized District procurement process on behalf of the District or arranged on behalf of District employees. An employee may neither meet nor make arrangements to meet on District property with persons conducting commercial solicitation. An employee shall not engage in the sale of services, books, equipment, or other items by misrepresenting such services or items as being endorsed or recommended by the District or its officials. Such conduct is prohibited at all times on or off District property. An employee shall obtain consent from the Superintendent or designee before engaging in the sale of services or items endorsed or recommended by the District or its officials. [See also DBD regarding outside employment and for-profit activities.] DISTRIBUTION OF NONSCHOOL LITERATURE IDENTIFICATION BADGES Duplicated, written, or printed materials, including handbills, petitions, photographs, pictures, films, audiotapes, and other visual or auditory materials concerning private or personal issues shall not be circulated, publicly displayed, emitted, or distributed on District property at any time unless permission has been obtained in accordance with policy GKDA and only in the locations designated by principals or department supervisors. All District employees shall wear their District-issued identification badges in a clearly visible manner while at any District campus or facility. The badges must not be altered and must remain free of any item or material that covers any part of the front surface of the badge. A District employee that observes anyone on campus without a District-issued identification badge or visitor name badge shall inquire as to the person s reason for being at the location. A visitor without a visitor name badge shall be directed to the front office or front desk in order to obtain a visitor name badge. Any person who appears to present a security concern shall be reported immediately to law enforcement and District security. The employee s picture on his or her identification badge shall be used as the picture on the employee s District account. DATE ISSUED: 10/21/2015 ADOPTED: 7 of 7 UPDATE 103 DH(LOCAL)-X Page 30

31 United ISD EMPLOYEE STANDARDS OF CONDUCT DH (EXHIBIT) EDUCATORS CODE OF ETHICS The Texas educator shall comply with standard practices and ethical conduct toward students, professional colleagues, school officials, parents, and members of the community and shall safeguard academic freedom. The Texas educator, in maintaining the dignity of the profession, shall respect and obey the law, demonstrate personal integrity, and exemplify honesty. The Texas educator, in exemplifying ethical relations with colleagues, shall extend just and equitable treatment to all members of the profession. The Texas educator, in accepting a position of public trust, shall measure success by the progress of each student toward realization of his or her potential as an effective citizen. The Texas educator, in fulfilling responsibilities in the community, shall cooperate with parents and others to improve the public schools of the community. 19 TAC Professional Ethical Conduct, Practices, and Performance Standard 1.1. The educator shall not intentionally, knowingly, or recklessly engage in deceptive practices regarding official policies of the District, educational institution, educator preparation program, the Texas Education Agency, or the State Board for Educator Certification (SBEC) and its certification process. Standard 1.2. The educator shall not knowingly misappropriate, divert, or use monies, personnel, property, or equipment committed to his or her charge for personal gain or advantage. Standard 1.3. The educator shall not submit fraudulent requests for reimbursement, expenses, or pay. Standard 1.4. The educator shall not use institutional or professional privileges for personal or partisan advantage. Standard 1.5. The educator shall neither accept nor offer gratuities, gifts, or favors that impair professional judgment or to obtain special advantage. This standard shall not restrict the acceptance of gifts or tokens offered and accepted openly from students, parents of students, or other persons or organizations in recognition or appreciation of service. Standard 1.6. The educator shall not falsify records, or direct or coerce others to do so. Standard 1.7. The educator shall comply with state regulations, written local Board policies, and other state and federal laws. Standard 1.8. The educator shall apply for, accept, offer, or assign a position or a responsibility on the basis of professional qualifications. Standard 1.9. The educator shall not make threats of violence against District employees, Board members, students, or parents of students. Standard The educator shall be of good moral character and be worthy to instruct or supervise the youth of this state. DATE ISSUED: 2/22/ of 3 UPDATE 93 DH(EXHIBIT)-P Page 31

32 United ISD EMPLOYEE STANDARDS OF CONDUCT DH (EXHIBIT) Standard The educator shall not intentionally or knowingly misrepresent his or her employment history, criminal history, and/or disciplinary record when applying for subsequent employment. Standard The educator shall refrain from the illegal use or distribution of controlled substances and/or abuse of prescription drugs and toxic inhalants. Standard The educator shall not consume alcoholic beverages on school property or during school activities when students are present. 2. Ethical Conduct Toward Professional Colleagues Standard 2.1. The educator shall not reveal confidential health or personnel information concerning colleagues unless disclosure serves lawful professional purposes or is required by law. Standard 2.2. The educator shall not harm others by knowingly making false statements about a colleague or the school system. Standard 2.3. The educator shall adhere to written local Board policies and state and federal laws regarding the hiring, evaluation, and dismissal of personnel. Standard 2.4. The educator shall not interfere with a colleague s exercise of political, professional, or citizenship rights and responsibilities. Standard 2.5. The educator shall not discriminate against or coerce a colleague on the basis of race, color, religion, national origin, age, gender, disability, family status, or sexual orientation. Standard 2.6. The educator shall not use coercive means or promise of special treatment in order to influence professional decisions or colleagues. Standard 2.7. The educator shall not retaliate against any individual who has filed a complaint with the SBEC or who provides information for a disciplinary investigation or proceeding under this chapter. 3. Ethical Conduct Toward Students Standard 3.1. The educator shall not reveal confidential information concerning students unless disclosure serves lawful professional purposes or is required by law. Standard 3.2. The educator shall not intentionally, knowingly, or recklessly treat a student or minor in a manner that adversely affects or endangers the learning, physical health, mental health, or safety of the student or minor. Standard 3.3. The educator shall not intentionally, knowingly, or recklessly misrepresent facts regarding a student. Standard 3.4. The educator shall not exclude a student from participation in a program, deny benefits to a student, or grant an advantage to a student on the basis of race, color, gender, disability, national origin, religion, family status, or sexual orientation. DATE ISSUED: 2/22/ of 3 UPDATE 93 DH(EXHIBIT)-P Page 32

33 United ISD EMPLOYEE STANDARDS OF CONDUCT DH (EXHIBIT) Standard 3.5. The educator shall not intentionally, knowingly, or recklessly engage in physical mistreatment, neglect, or abuse of a student or minor. Standard 3.6. The educator shall not solicit or engage in sexual conduct or a romantic relationship with a student or minor. Standard 3.7. The educator shall not furnish alcohol or illegal/unauthorized drugs to any person under 21 years of age unless the educator is a parent or guardian of that child or knowingly allow any person under 21 years of age unless the educator is a parent or guardian of that child to consume alcohol or illegal/unauthorized drugs in the presence of the educator. Standard 3.8. The educator shall maintain appropriate professional educator-student relationships and boundaries based on a reasonably prudent educator standard. Standard 3.9. The educator shall refrain from inappropriate communication with a student or minor, including, but not limited to, electronic communication such as cell phone, text messaging, , instant messaging, blogging, or other social network communication. Factors that may be considered in assessing whether the communication is inappropriate include, but are not limited to: a. The nature, purpose, timing, and amount of the communication; b. The subject matter of the communication; c. Whether the communication was made openly or the educator attempted to conceal the communication; d. Whether the communication could be reasonably interpreted as soliciting sexual contact or a romantic relationship; e. Whether the communication was sexually explicit; and f. Whether the communication involved discussion(s) of the physical or sexual attractiveness or the sexual history, activities, preferences, or fantasies of either the educator or the student. 19 TAC DATE ISSUED: 2/22/ of 3 UPDATE 93 DH(EXHIBIT)-P Page 33

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39 United ISD STUDENT WELFARE FREEDOM FROM DISCRIMINATION, HARASSMENT, AND RETALIATION FFH (LOCAL) Note: This policy addresses discrimination, harassment, and retaliation involving District students. For provisions regarding discrimination, harassment, and retaliation involving District employees, see DIA. For reporting requirements related to child abuse and neglect, see FFG. Note that FFH shall be used in conjunction with FFI (bullying) for certain prohibited conduct. STATEMENT OF NONDISCRIMINATION DISCRIMINATION PROHIBITED HARASSMENT EXAMPLES The District prohibits acts of any kind, including harassment, based on race, color, religion, sex, gender, national origin, sexual orientation, gender identity and expression, disability, age, or any other basis prohibited by law. The District prohibits dating violence, as defined by this policy (e.g., cyber bullying via social network sites). Retaliation against anyone involved in the complaint process is a violation of District policy and is prohibited. Discrimination against a student is defined as conduct directed at a student on the basis of race, color, religion, sex, gender, national origin, sexual orientation, gender identity and expression, disability, age, or on any other basis prohibited by law, that adversely affects the student. Prohibited harassment of a student is defined as physical, verbal, or nonverbal conduct based on the student s race, color, religion, sex, gender, national origin, sexual orientation, gender identity and expression, disability, age, or any other basis prohibited by law that is so severe, persistent, or pervasive that the conduct: 1. Affects a student s ability to participate in or benefit from an educational program or activity, or creates an intimidating, threatening, hostile, or offensive educational environment; 2. Has the purpose or effect of substantially or unreasonably interfering with the student s academic performance; or 3. Otherwise adversely affects the student s educational opportunities. Prohibited harassment includes dating violence as defined by this policy. Examples of prohibited harassment may include offensive or derogatory language directed at another person s religious beliefs or practices, sexual orientation, gender identity and expression, accent, skin color, or need for accommodation; threatening, intimidating, or humiliating conduct; offensive jokes, name calling, slurs, or rumors; physical aggression or assault; display of graffiti or printed material promoting racial, ethnic, or other negative stereotypes; or DATE ISSUED: 3/14/ of 7 UPDATE 104 FFH(LOCAL)-X Page 39

40 United ISD STUDENT WELFARE FREEDOM FROM DISCRIMINATION, HARASSMENT, AND RETALIATION FFH (LOCAL) other kinds of aggressive conduct such as theft or damage to property. SEXUAL HARASSMENT BY AN EMPLOYEE BY OTHERS EXAMPLES Sexual harassment of a student by a District employee includes both welcome and unwelcome sexual advances; requests for sexual favors; sexually motivated physical, verbal, or nonverbal conduct; or other conduct or communication of a sexual nature when: 1. A District employee causes the student to believe that the student must submit to the conduct in order to participate in a school program or activity, or that the employee will make an educational decision based on whether or not the student submits to the conduct; or 2. The conduct is so severe, persistent, or pervasive that it: a. Affects the student s ability to participate in or benefit from an educational program or activity, or otherwise adversely affects the student s educational opportunities; or b. Creates an intimidating, threatening, hostile, or abusive educational environment. Romantic or inappropriate social relationships between students and District employees are prohibited. Any sexual relationship between a student and a District employee is always prohibited, even if consensual. [See DH] Sexual harassment of a student, including harassment committed by another student, includes unwelcome sexual advances; requests for sexual favors; or sexually motivated physical, verbal, or nonverbal conduct when the conduct is so severe, persistent, or pervasive that it: 1. Affects a student s ability to participate in or benefit from an educational program or activity, or creates an intimidating, threatening, hostile, or offensive educational environment; 2. Has the purpose or effect of substantially or unreasonably interfering with the student s academic performance; or 3. Otherwise adversely affects the student s educational opportunities. Examples of sexual harassment of a student may include sexual advances; touching intimate body parts or coercing physical contact that is sexual in nature; jokes or conversations of a sexual nature; and other sexually motivated conduct, communications, or contact. DATE ISSUED: 3/14/ of 7 UPDATE 104 FFH(LOCAL)-X Page 40

41 United ISD STUDENT WELFARE FREEDOM FROM DISCRIMINATION, HARASSMENT, AND RETALIATION FFH (LOCAL) Necessary or permissible physical contact such as assisting a child by taking the child s hand, comforting a child with a hug, or other physical contact not reasonably construed as sexual in nature is not sexual harassment. GENDER-BASED HARASSMENT EXAMPLES DATING VIOLENCE Gender-based harassment is defined as physical, verbal, or nonverbal conduct based on the student s gender, the student s expression of characteristics perceived as stereotypical for the student s gender, or the student s failure to conform to stereotypical notions of masculinity or femininity, and includes harassment carried out via electronic means. For purposes of this policy, genderbased harassment is considered prohibited harassment if the conduct is so severe, persistent, or pervasive that the conduct: 1. Affects a student s ability to participate in or benefit from an educational program or activity, or creates an intimidating, threatening, hostile, or offensive educational environment; 2. Has the purpose or effect of substantially or unreasonably interfering with the student s academic performance; or 3. Otherwise adversely affects the student s educational opportunities. Examples of gender-based harassment directed against a student, regardless of the student s or the harasser s actual or perceived sexual orientation or gender identity and expression, may include offensive jokes, name-calling, slurs, or rumors; physical aggression or assault; threatening or intimidating conduct; or other kinds of aggressive conduct such as theft or damage to property. Dating violence occurs when a person in a current or past dating relationship uses physical, sexual, verbal, or emotional abuse to harm, threaten, intimidate, or control the other person in the relationship. Dating violence also occurs when a person commits these acts against a person in a marriage or dating relationship with the individual who is or was once in a marriage or dating relationship with the person committing the offense. For purposes of this policy, dating violence is considered prohibited harassment if the conduct is so severe, persistent, or pervasive that the conduct: 1. Affects a student s ability to participate in or benefit from an educational program or activity, or creates an intimidating, threatening, hostile, or offensive educational environment; 2. Has the purpose or effect of substantially or unreasonably interfering with the student s academic performance; or DATE ISSUED: 3/14/ of 7 UPDATE 104 FFH(LOCAL)-X Page 41

42 United ISD STUDENT WELFARE FREEDOM FROM DISCRIMINATION, HARASSMENT, AND RETALIATION FFH (LOCAL) 3. Otherwise adversely affects the student s educational opportunities. EXAMPLES RETALIATION EXAMPLES FALSE CLAIM PROHIBITED CONDUCT REPORTING PROCEDURES STUDENT REPORT EMPLOYEE REPORT DEFINITION OF DISTRICT OFFICIALS Examples of dating violence against a student may include physical or sexual assaults; name-calling; put-downs; or threats directed at the student, the student s family members, or members of the student s household. Additional examples may include destroying property belonging to the student, threatening to commit suicide or homicide if the student ends the relationship, attempting to isolate the student from friends and family, stalking, threatening a student s spouse or current dating partner, or encouraging others to engage in these behaviors. The District prohibits retaliation by a student or District employee against a student alleged to have experienced discrimination or harassment, including dating violence, or another student who, in good faith, makes a report of harassment or discrimination, serves as a witness, or participates in an investigation. Examples of retaliation may include threats, rumor spreading, ostracism, assault, destruction of property, unjustified punishments, or unwarranted grade reductions. Unlawful retaliation does not include petty slights or annoyances. A student who intentionally makes a false claim, offers false statements, or refuses to cooperate with a District investigation regarding discrimination or harassment, including dating violence, shall be subject to appropriate disciplinary action. In this policy, the term prohibited conduct includes discrimination, harassment, dating violence, and retaliation as defined by this policy, even if the behavior does not rise to the level of unlawful conduct. Any student who believes that he or she has experienced prohibited conduct or believes that another student has experienced prohibited conduct should immediately report the alleged acts to a teacher, school counselor, principal, other District employee, or the appropriate District official listed in this policy. Any District employee who suspects or receives notice that a student or group of students has or may have experienced prohibited conduct shall immediately notify the appropriate District official listed in this policy and take any other steps required by this policy. For the purposes of this policy, District officials are the Title IX coordinator, the ADA/Section 504 coordinator, and the Superintendent. DATE ISSUED: 3/14/ of 7 UPDATE 104 FFH(LOCAL)-X Page 42

43 United ISD STUDENT WELFARE FREEDOM FROM DISCRIMINATION, HARASSMENT, AND RETALIATION FFH (LOCAL) TITLE IX COORDINATOR ADA / SECTION 504 COORDINATOR SUPERINTENDENT ALTERNATIVE REPORTING PROCEDURES TIMELY REPORTING NOTICE TO PARENTS INVESTIGATION OF THE REPORT INITIAL ASSESSMENT INTERIM ACTION Reports of discrimination based on sex, including sexual harassment or gender-based harassment, may be directed to the designated Title IX coordinator for students. [See FFH(EXHIBIT)] Reports of discrimination based on disability may be directed to the designated ADA/Section 504 coordinator for students. [See FFH(EXHIBIT)] The Superintendent shall serve as coordinator for purposes of District compliance with all other nondiscrimination laws. A student shall not be required to report prohibited conduct to the person alleged to have committed the conduct. Reports concerning prohibited conduct, including reports against the Title IX coordinator or ADA/Section 504 coordinator, may be directed to the Superintendent. A report against the Superintendent may be made directly to the Board. If a report is made directly to the Board, the Board shall appoint an appropriate person to conduct an investigation. Reports of prohibited conduct shall be made as soon as possible after the alleged act or knowledge of the alleged act. A failure to immediately report may impair the District s ability to investigate and address the prohibited conduct. The District official or designee shall promptly notify the parents of any student alleged to have experienced prohibited conduct by a District employee or another adult. The District may request, but shall not require, a written report. If a report is made orally, the District official shall reduce the report to written form. Upon receipt or notice of a report, the District official shall determine whether the allegations, if proven, would constitute prohibited conduct as defined by this policy. If so, the District shall immediately undertake an investigation, except as provided below at CRIMINAL INVESTIGATION. If the District official determines that the allegations, if proven, would not constitute prohibited conduct as defined by this policy, the District official shall refer the complaint for consideration under FFI. If appropriate and regardless of whether a criminal or regulatory investigation regarding the alleged conduct is pending, the District shall promptly take interim action calculated to address prohibited conduct or bullying prior to the completion of the District s investigation. DATE ISSUED: 3/14/ of 7 UPDATE 104 FFH(LOCAL)-X Page 43

44 United ISD STUDENT WELFARE FREEDOM FROM DISCRIMINATION, HARASSMENT, AND RETALIATION FFH (LOCAL) DISTRICT INVESTIGATION CRIMINAL INVESTIGATION CONCLUDING THE INVESTIGATION NOTIFICATION OF OUTCOME DISTRICT ACTION PROHIBITED CONDUCT CORRECTIVE ACTION The investigation may be conducted by the District official or a designee, such as the principal, or by a third party designated by the District, such as an attorney. When appropriate, the principal shall be involved in or informed of the investigation. The investigation may consist of personal interviews with the person making the report, the person against whom the report is filed, and others with knowledge of the circumstances surrounding the allegations. The investigation may also include analysis of other information or documents related to the allegations. If a law enforcement or regulatory agency notifies the District that a criminal or regulatory investigation has been initiated, the District shall confer with the agency to determine if the District investigation would impede the criminal or regulatory investigation. The District shall proceed with its investigation only to the extent that it does not impede the ongoing criminal or regulatory investigation. After the law enforcement or regulatory agency has finished gathering its evidence, the District shall promptly resume its investigation. Absent extenuating circumstances, such as a request by a law enforcement or regulatory agency for the District to delay its investigation, the investigation should be completed within ten District business days from the date of the report; however, the investigator shall take additional time if necessary to complete a thorough investigation. The investigator shall prepare a written report of the investigation. The report shall include a determination of whether prohibited conduct or bullying occurred. The report shall be filed with the District official overseeing the investigation. Notification of the outcome of the investigation shall be provided to both parties in compliance with FERPA. If the results of an investigation indicate that prohibited conduct occurred, the District shall promptly respond by taking appropriate disciplinary action in accordance with the Student Code of Conduct and may take corrective action reasonably calculated to address the conduct. Examples of corrective action may include a training program for those involved in the complaint, a comprehensive education program for the school community, counseling to the victim and the student who engaged in prohibited conduct, follow-up inquiries to determine if any new incidents or any instances of retaliation have occurred, involving parents and students in efforts to identify problems and improve the school climate, increasing staff monitoring of DATE ISSUED: 3/14/ of 7 UPDATE 104 FFH(LOCAL)-X Page 44

45 United ISD STUDENT WELFARE FREEDOM FROM DISCRIMINATION, HARASSMENT, AND RETALIATION FFH (LOCAL) areas where prohibited conduct has occurred, and reaffirming the District s policy against discrimination and harassment. BULLYING IMPROPER CONDUCT CONFIDENTIALITY APPEAL RECORDS RETENTION ACCESS TO POLICY AND PROCEDURES If the results of an investigation indicate that bullying occurred, as defined by FFI, the District official shall refer to FFI for appropriate notice to parents and District action. The District official shall refer to FDB for transfer provisions. If the investigation reveals improper conduct that did not rise to the level of prohibited conduct or bullying, the District may take disciplinary action in accordance with the Student Code of Conduct or other corrective action reasonably calculated to address the conduct. To the greatest extent possible, the District shall respect the privacy of the complainant, persons against whom a report is filed, and witnesses. Limited disclosures may be necessary in order to conduct a thorough investigation and comply with applicable law. A student or parent who is dissatisfied with the outcome of the investigation may appeal through FNG(LOCAL), beginning at the appropriate level. A student or parent shall be informed of his or her right to file a complaint with the United States Department of Education Office for Civil Rights. The District shall retain copies of allegations, investigation reports, and related records regarding any prohibited conduct in accordance with the District s records retention schedules, but for no less than the minimum amount of time required by law. [See CPC] Information regarding this policy and any accompanying procedures shall be distributed annually in the employee and student handbooks. Copies of the policy and procedures shall be posted on the District s website, to the extent practicable, and readily available at each campus and the District s administrative offices. DATE ISSUED: 3/14/2016 ADOPTED: 7 of 7 UPDATE 104 FFH(LOCAL)-X Page 45

46 Child Abuse Hotline: Page 46

47 ACCEPTABLE to Wear Tops Bottoms Shoes, Shirts, Blouses & Turtlenecks Solid Colors: Navy Blue, White, or black. All Shirts and blouses must have sleeves and collars and may be polo style, dress style or turtlenecks. Sheer, see through shirts/blouses, tank tops, muscle shirts, halter-tops, spaghetti straps, and any shirt/blouse with exposure of backs or midriffs. Torn, oversized/saggy, or undersized clothes. Standardized Dress Code For All United ISD Students Pants, Shorts, Skirts, Jumpers, Skorts, Dresses, Joggers, Jeggings & Capris Solid Colors: Khaki, Navy Blue, or Black. May be: solid pants/shorts, skirts/skort, capris, skinny pants, cargo style pants/shorts, carpenter pants, jumpers, joggers and jeggings. Attire must fit at the waist. Tights under school uniform must be solid navy, black, or white. Jeans, denim pants, overalls, velour/sweat pants, warm-up pants, or wide-leg styled pants. Anything shorter than three inches above the knee. Torn clothes and slits on garments. Oversized/saggy and undersized clothes. Page 47 Outerwear & Accessories Other Requirements & Restrictions Students shall cover private areas of the body by wearing appropriate undergarments and those undergarments must not be visible. All garments are prohibited to have pictures, emblems, or writings that are lewd, offensive vulgar, or obscene, advertise or depict tobacco products, weapons/ammunition, alcoholic beverages, drugs, or any other substance prohibited under Board Policy FNCL (Legal). Please refer to Student Code of Conduct for additional dress code and accessory restrictions. Middle & High School Students School spirit t-shirts and/or polo style shirts from student s respective school will be permitted any day of the week, provided that shirt has sleeves and displays either the school mascot or school name. United HS - Orange United South HS - Carolina Blue Shoes must have soles. All sweatshirts, jackets, cardigans, sweaters, and sweater vests must be worn over a standard dress approved shirt/blouse. Outerwear garments with or without hood/hoodie in any color. Belts are optional. UNACCEPTABLE to Wear Tops Bottoms Shoes, Outerwear & Accessories Flip flop slippers, pajama slippers, skate shoes, steel or hard plastic toe shoes/boots. Hats, caps, skull caps, scarves, bandanas, sunglasses cannot be worn or carried in school. The hood of an outerwear garment is not to be worn inside school buildings. High School Students High school students may also opt to wear the designated school color shirt/blouse as noted. Alexander HS - Gold Johnson HS - Purple

48 High School Graduations Friday, June 1, 2018 United High - 6:00 P.M. Saturday, June 2, 2018 Alexander High - 9:30 A.M. United South High - 1:30 P.M. Lyndon B. Johnson High- 6:00 P.M. STAAR Assessment Dates Dec. 4 Dec. 5 Dec. 6 Dec. 7 April 10 April 10 April 10 April 11 April 12 May 7 May 9 May 10 May 14 May 14 May 15 May 15 May 16 May 17 June 25 June 26 June 26 June 27 June 27 June 28 STAAR/EOC English I STAAR/EOC Biology, U.S. History STAAR/EOC English II STAAR/EOC Algebra I STAAR Grades 4 & 7 Writing STAAR Grades 5 & 8 Math STAAR/EOC English I STAAR Grades 5 & 8 Reading STAAR/EOC English II STAAR/EOC Algebra I STAAR/EOC Biology STAAR/EOC U.S. History STAAR Grades 3, 4, 6 & 7 Math STAAR Grades 5 & 8 Math Retest STAAR Grades 3, 4, 6 & 7 Reading STAAR Grades 5 & 8 Reading Retest STAAR Grades 5 & 8 Science STAAR Grade 8 Soc. Studies STAAR/EOC English I STAAR Grades 5 & 8 Math Retest STAAR/EOC Biology, U.S. History STAAR/EOC English II STAAR Grades 5 & 8 Reading Retest STAAR/EOC Algebra I United ISD Academic Calendar Calendar approved by United ISD Board of Trustees on 3/22/17. Revised 7/19/17 The District does not discriminate on the basis of race, color, religion, sex, gender, national origin, disability or association with an individual with a disability, or age in its programs and activities and provides equal access to the Boys Scouts and other designated youth groups or any other basis prohibited by law. S M T W Th F S / JULY 2017 OCTOBER S 22-E S M T W Th F S ) ( ] [ JANUARY S 18-E S M T W Th F S [ ) ( S M T W Th F S ) ( New Employee Orientation First Day of Class Staff/Student Holiday Professional Development Teacher Work-day Early Release Elementary/Middle School Early Release High School STAAR Elementary/Middle School STAAR Secondary/High School Modified Schedule APRIL S 21-E Grading Period Six Weeks Aug Oct. 6 (35); Oct Nov. 17 (29); Nov Jan. 19 (29); Jan March 2 (27); March 5 - Apr. 20 (28); Apr May 31 (27) AUGUST S 23-E S M T W Th F S [( NOVEMBER S 17-E S M T W Th F S ) ( FEBRUARY S 18-E S M T W Th F S MAY S 23-E S M T W Th F S )] Grading Period Nine Weeks Aug Oct. 20 [44]; Oct Dec. 21 [39]; Jan. 8 - Mar. 9 [42]; Mar May 31 [50] First Semester 83 Second Semester Important Dates: August 21st: First Day of Classes January 8th: Start of Second Semester May 31st: Last Day of Classes/Early Release SEPTEMBER S 21-E S M T W Th F S DECEMBER S 16-E S M T W Th F S ( ] / MARCH S 16-E S M T W Th F S 1 2) 3 4 ( ] [ JUNE S 21-E S M T W Th F S Page 48

49 UNITED ISD QUICK DIRECTORY OF ELEMENTARY CAMPUSES Grades: EC-5th JOHN ARNDT 610 Santa Marta Blvd., Principal: Juanita Zepeda PHONE: (956) FAX: (956) FASKEN Atlanta Dr., Principal: Melba Gutierrez PHONE: (956) FAX: (956) KENNEDY-ZAPATA 3809 Espejo-Molina Rd., Principal: Thelma J. Martinez PHONE: (956) FAX: (956) PRADA 510 Soria Dr., Principal: Raquel Alvarado PHONE: (956) FAX: (956) BORCHERS 9551 Backwoods Trail, Principal: Mucia R. Flores PHONE: (956) FAX: (956) FINLEY 2001 Lowry Rd., Principal: Joe Garza PHONE: (956) FAX: (956) KILLAM 5315 Fairfield Dr., Principal: Agapito Palizo, Jr. PHONE: (956) FAX: (956) ROOSEVELT 3301 Sierra Vista Dr., Principal: Sylvia A. Ruiz PHONE: (956) FAX: (956) CENTENO 2710 La Pita Mangana Road., Principal:Amabilia Gonzalez PHONE: (956) FAX: (956) FREEDOM 415 EG Ranch Rd., Principal: Laura P. de los Santos PHONE: (956) FAX: (956) MALAKOFF 2810 Havana Dr., Principal: Anna R. Martinez PHONE: (956) FAX: (956) ALICIA RUIZ 1717 Ave. Los Presidentes, Principal: Caryn Y. Fox PHONE: (956) FAX: (956) CLARK 500 W. Hillside Rd., Principal: Gabriela Perez PHONE: (956) FAX: (956) BONNIE GARCIA 1453 Concord Hills Blvd., Principal: Patricia E. Lañas PHONE: (956) FAX: (956) MULLER 4430 Muller Memorial Blvd., Principal: Mayra N. Ramirez PHONE: (956) FAX: (956) SALINAS 1000 Century Dr. West, Principal: Abraham Rodriguez, III PHONE: (956) FAX: (956) COL. SANTOS BENAVIDES Kirby Dr., Principal: Dr. Myrtha Villarreal PHONE: (956) FAX: (956) AMPARO GUTIERREZ 505 Calle Del Norte, Principal: Laura Gonzalez-Vasquez PHONE: (956) FAX: (956) NEWMAN 1300 Alta Vista, Principal: Leticia R. Garcia PHONE: (956) FAX: (956) TRAUTMANN 810 Lindenwood Dr Principal: Zaida Gonzalez PHONE: (956) FAX: (956) CUELLAR 6431 Casa Del Sol Blvd., Principal: Melissa Shinn PHONE: (956) FAX: (956) JUAREZ/LINCOLN 1003 Espejo-Molina Rd., Principal: Roberto G. Ortiz PHONE: (956) FAX: (956) NYE 101 E. Del Mar Blvd., Principal: Cynthia Caballero PHONE: (956) FAX: (956) VETERANS MEMORIAL 5909 St. Luke Blvd Principal: Luz Edith Serna Ramirez PHONE: (956) FAX: (956) MATIAS DE LLANO 1415 Shiloh Dr., Principal: Diana Korrodi PHONE: (956) FAX: (956) KAZEN 9620 Albany Dr., Principal: Maria H. Arambula-Ruiz PHONE: (956) FAX: (956) PEREZ 500 Sierra Vista Dr., Principal: Salud Claudia Hernandez PHONE: (956) FAX: (956) ZAFFIRINI 5210 Santa Claudia Lane, Principal: Claudia Y. Benavides PHONE: (956) FAX: (956) Page 49

50 UNITED ISD QUICK DIRECTORY OF SECONDARY CAMPUSES BRUNI VERGARA MIDDLE 5910 St. Luke Blvd., Grades: 6th-8th Principal: Clare G. Flores PHONE: (956) FAX: (956) CLARK MIDDLE 500 Hillside Rd., (Rear), Grades: 6th-8th Principal: Melissa Chapa-Ramirez PHONE: (956) FAX: (956) SALVADOR GARCIA MIDDLE 499 Peña Dr., Grades: 6th-8th Principal: Alfredo Palapa PHONE: (956) FAX: (956) A. GONZALEZ MIDDLE 5208 Sta. Claudia Lane, Grades: 6th-8th Principal: Clotilde Gamez PHONE: (956) FAX: (956) TRAUTMANN MIDDLE Grades: 7th-8th 8501 Curly Lane, Principal: Leticia Menchaca PHONE: (956) FAX: (956) TRAUTMANN MIDDLE 6th CAMPUS Grade: 6th 909 E. Del Mar Blvd., Assistant Principal: Martha L. Valdez PHONE: (956) FAX: (956) LOS OBISPOS MIDDLE 4801 S. Ejido Rd., Grades: 6th-8th Principal: Jessica C. Salazar PHONE: (956) FAX: (956) UNITED MIDDLE 700 E. Del Mar Blvd., Grades: 6th-8th Principal: Rebecca Morales PHONE: (956) FAX: (956) UNITED SOUTH MIDDLE 3707 Ave. Los Presidentes, Grades: 6th-8th Principal: Martha Alvarez PHONE: (956) FAX: (956) WASHINGTON MIDDLE Riverbank Dr., Grades: 6th-8th Principal: Beth Porter PHONE: (956) FAX: (956) J. B. ALEXANDER HIGH 3600 E. Del Mar Blvd., Grades: 10th-12th Principal: Ernesto Sandoval, Jr. PHONE: (956) FAX: (956) LYNDON B. JOHNSON HIGH 5626 Cielito Lindo Blvd., Grades: 9th-12th Principal: Armando Salazar PHONE: (956) FAX: (956) UNITED HIGH 2811 United Ave., Grades: 10th-12th Principal: Alberto Aleman, Jr. PHONE: (956) FAX: (956) UNITED SOUTH HIGH 4001 Ave. Los Presidentes, Grades: 10th-12th Principal: Adriana P. Ramirez PHONE: (956) FAX: (956) J.B. ALEXANDER HIGH MAGNET 3600 E. Del Mar Blvd., Dean: Elvira Gaona PHONE: (956) FAX: (956) LYNDON B. JOHNSON EARLY COLLEGE HIGH SCHOOL 5626 Cielito Lindo Blvd., Dean: Yesenia Sandoval PHONE: (956) FAX: (956) UNITED HIGH MAGNET 2811 United Ave., Dean: Maria Isabel Alarcon PHONE: (956) FAX: (956) UNITED SOUTH HIGH MAGNET 4001 Ave. Los Presidentes, Dean: Sinneh J. Koroma, Jr. PHONE: (956) FAX: (956) J.B. ALEXANDER HIGH 9TH GRADE CAMPUS 8800 McPherson Rd., Associate Principal: Eva Alicia Calcaneo PH: (956) FAX: (956) UNITED HIGH 9TH GRADE CAMPUS 2811 Hillcroft Dr., Associate Principal: Arlene Treviño PH: (956) FAX: (956) UNITED SOUTH HIGH 9TH GRADE CAMPUS 3819 Aguanieve Dr., Associate Principal: Olga Cantu PH: (956) FAX: (956) CHERISH SKILLED UNIT CENTER 8800 McPherson Rd., Coordinator: Laura V. Salinas PHONE: (956) FAX: (956) SCHOOLING TOWARDS EXCEPTIONAL PERFORMANCE (S.T.E.P.) Grades: 6th-12th Espejo-Molina Rd., Director: Gerardo Rodriguez gsrodriguez@uisd.net PHONE: (956) FAX: (956) Page 50

51 FM Muller R Washington iverb ank Killa m FM 3464 Malakoff Fasken Kazen Finley Trautmann F M 1472 Sh 35 United Nye United High UV 20 McPherson Alexander High 9th il oh onal Internati Trautmann De Llano United High 9th ± Del Mar Blvd Trautmann 6th Borchers Col. S. Benavides Jacaman Rd Alexander High UV 20 Mann Rd Gutierrez Markley Clark Clark Springfield Canal St McPherson Pappas Newman UV United Independent School District Lyon St Clark Blvd Saunders Killam Cuellar ¹H High ¹M Middle ¹E Elementary Schools Schools Schools District 35 Ejido Gonzalez Zaffirini J. Zapata Hwy Rio Bravo & El Cenizo 83 Mangana Hein Rd Ejido Ruiz United South Wormser Rd Salinas B. Garcia Freedom United South High United South High 9th Valley Blvd S. Garcia Margarita ¹M Juarez Lincoln STEP Academy ¹E¹E at DD Hachar Espejo Molina Rd ¹º La Pita Mangana Rd Arndt Prada Ejido Cuatro Vientos Rd. Centeno Los Obispos Perez Roosevelt Kennedy Zapata ¹E Source: UISD Planning Deptartment Cielito Lindo Blvd LB Johnson High Lamar Bruni Vergara Veterans Memorial Page 51

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