SEPTEMBER 11, 2012

DRAFT

THE PARISH SCHOOL BOARD OF VERNON PARISH LOUISIANA CONVENED IN REGULAR SESSION ON SEPTEMBER 11, 2012 AT 10:00AM, 201 BELVIEW ROAD, LEESVILLE, LA. PRESIDENT PERKINS CALLED THE MEETING TO ORDER AND ON ROLL CALL THE FOLLOWING MEMBERS WERE PRESENT:

MICHAEL PERKINS, PRESIDENT

RANDI GLEASON, VICE PRESIDENT

MEL HARRIS

ROBERT PYNES, JR.

DOUG BRANDON

JERRY JEANE

RANDY MARTIN

STEVE WOODS

GERALD COOLEY

ABSENT:                VERNON L. TRAVIS, JR.

                                 RICHARD SCHWARTZ

                                 JOHN BLANKENBAKER

                                 COL. ROGER SHUCK

There was also present Mr. Jackie D. Self, Secretary of the Board.

The meeting was opened in prayer by James Byrd.

The Pledge of Allegiance was led by Michael Perkins.

On motion of Steve Woods, seconded by Mel Harris, the Board approved for Agenda

Items 7, 8, and 9 to be moved to 1, 2, and 3 on the Agenda.  The vote was unanimous.

Mrs. Gleason reported that the Finance Committee had met on September 6, 2012 and that Tim Ward, Finance Director, presented the Executive Summary for 2011-2012 Operating Budgets and also the 2012-2013 Budgets.  There was also discussion of a storage facility for the Technology Department.  The Committee requested a cost estimate and a review of city codes before any action is taken.

On motion of Randi Gleason, seconded by Jerry Jeane, the Board voted unanimously to approve the Final Budgets for 2011-2012.

On motion of Randy Martin, seconded by Doug Brandon, the Board voted unanimously to adopt a resolution to approve the 2012-2013 Consolidated Budgets.

BUDGET RESOLUTION

The following resolution was offered by Randy Martin and seconded by Doug Brandon.

A resolution adopting, finalizing, and implementing the General Fund, Special Revenue, and Consolidated Fund Budgets of the Vernon Parish School Board for the fiscal year beginning July 1, 2012 and ending June 30, 2013, which was accompanied by this budget adoption resolution; and

WHEREAS, the proposed Consolidated, General Fund, and the Special Revenue Fund Budgets and the accompanying budget adoption resolution have been submitted to this School Board for review and consideration; and

WHEREAS, notice of the public hearing on the proposed Consolidated, General Fund, and Special Revenue Fund Budgets, notice of the availability of the proposed budgets for review at such hearing and a general summary of the proposed budgets have been timely published in the Leesville Daily Leader; and

WHEREAS, a public hearing on the proposed Consolidated, General Fund, and Special Revenue Fund Budgets has now been reviewed and considered; now

THEREFORE BE IT RESOLVED by the School Board that the proposed Consolidated, General Fund, and Special Revenue Budgets are hereby approved, adopted, and finalized.

BE IT FURTHER RESOLVED actual revenues, expenditures and fund balances for the year ended June 30, 2012 are hereby adopted as the amended budgets for the year, in compliance with the requirements of the state law.

BE IT FURTHER RESOLVED that the Secretary-Treasurer of the School Board, Jackie Self, or his successor, is hereby authorized and in her sole discretion, to make such changes within the various budget classifications as she may deem necessary provided that any reallocation of funds affecting in excess of five percent (5%) of the projected revenue collections must be approved in advance by action of the School Board at a meeting duly noticed and convened.

BE IT FURTHER RESOLVED that the Superintendent of the School Board, Jackie Self, or his successor, in her capacity as chief administrative officer of the School Board, is hereby directed to advise the School Board when:

1. Revenue collections plus projected revenue collections for the remainder of the year, within a fund, are failing to meet estimated annual budgeted revenues by five percent (5%) or more, or

2. Actual expenditures plus projected expenditures for the remainder of the year, within a fund, are exceeding the estimated budgeted expenditures by five percent (5%) or more, or

3. The actual beginning fund balance, with a fund, fails to meet the estimated beginning fund balance of five percent (5%) or more, and the fund balance is being used to fund current year expenditures.

BE IT FURTHER RESOLVED that the Secretary-Treasurer of the School Board, Jackie Self, or his successor, shall certify completion of all actions required by Louisiana R.S. 39:1306 by publishing a notice of the minutes of the meeting in the Leesville Daily Leader.

This Resolution having been submitted to a vote, the vote thereon was as follows:

YEAS:    8             

NAYS:  0

ABSTAINING: 0                

ABSENT:   4

On motion of Mel Harris, seconded by Steve Woods, the Board voted to approve the minutes of the September 6, 2012 regular meeting and dispense with the reading of the minutes.

Mr. James Williams, Transportation Director, recognized James Byrd as PCAL Vernon Parish Bus Driver of the Year.  Mr. Byrd, bus driver at Rosepine High School, was presented a certificate and jacket for his dedication to the students in Vernon Parish.

Chad Hagan and Kem Johnson presented the annual 4-H Report.  Certificates were presented to 4-H members for their accomplishments and they were congratulated by the Board for their dedication and hard work.  Mrs. Johnson provided information on various 4-H projects.

On motion of Randi Gleason, seconded by Jerry Jeane, the Board voted to approve the following new/revised policies:  Randy Martin voted NAY to approve these policies.

POWERS AND RESPONSIBILITIES

The Vernon Parish School Board is vested with the responsibility and authority to establish policies for the administration and management of the schools in the school district.  Any policy not specifically spelled out in the School Board's Policy Manual remains the prerogative of the Board.  The Board shall act as a legislative body in the determination of policies for the control, operation, maintenance and improvement of the school system in keeping with the needs of the community and applicable state laws.  On certain occasions the Board shall also serve as a judicial body to hear complaints and appeals of administrative decisions for employees, publics and/or patrons.

The School Board, through the operation of the public schools, shall make every effort, within the limitations imposed by staff, physical plant, and finances, to provide an educational program designed to meet the individual needs of children according to their ages, mental abilities, and vocational or professional interests.

The School Board shall be responsible for carrying out all mandatory laws pertaining to education and shall consider, accept or reject provisions of permissive legislation where discretion is so authorized.  In all cases where constitutional mandates, federal and/or state statutes, judicial precedents or regulations of duly recognized governmental agencies do not otherwise provide or prohibit, the Board shall consider itself the agent responsible for establishing and appraising the educational activities of the school district.

The specific duties of the School Board shall include, but not be limited to, the following:

                1.             To select the person to serve as the chief executive officer and Superintendent of the school district and support such person in the discharge of his/her duties;

                2.             To establish, approve and evaluate policies relating to the operation of the public schools;

                3.             To adopt a calendar of school events for each ensuing year, which shall be distributed to the teachers and others as deemed necessary;

                4.             To adopt the annual budget, consider and approve payrolls, and approve expenditures of funds as recommended by the Superintendent;

                5.             To consider reports of transacted business and its relation to the financial status of the system;

                6.             To adopt policies for the direction of the school district that are in the best interests of all students;

                7.             To delegate to the Superintendent hiring and placement functions of personnel.

                8.             To determine salary schedules for all employees;

                9.             To consider reports of the Superintendent on the progress of the schools and advise him/her on recommended changes in the educational program;

10.             To adopt plans for structural improvements and determine the means to finance them; and

11.             To inform the citizens of the parish and the Legislature of the needs of the schools.

Revised:  July, 2012

Ref:         La. Rev. Stat. Ann. ''17:51, 17:64, 17:81, 17:84, 17:88, 17:95, 17:97, 17:101,  17:102, 17:103, 17:104, 17:104.1, 17:105, 17:105.1, 17:106, 17:108, 17:109, 17:111, 17:112, 17:158, 17:221, 17:441, 17:442, 17:443, 17:444, 17:1373, 38:2211, 38:2212, 38:2212.1.

SCHOOL BOARD POLICY

The Vernon Parish School Board shall formulate policies to guide the action of those to whom it delegates authority.  These guides shall constitute the policies governing the operation of the school district.  They shall be recorded in writing and made a part of the official School Board Policy Manual. 

The formulation and adoption of Board policies shall constitute the primary method by which the Board shall exercise its leadership in the operation of the school district.  When establishing Board policies, the Board shall prioritize student achievement, financial efficiency, and workforce development on a local, regional, and statewide basis.  The study and evaluation of reports concerning the execution of its written policies shall constitute the basic method by which the Board shall exercise its control over the operation of the school district.

The policies of the Board are meant to be interpreted in terms of Louisiana laws, rules and regulations of the Louisiana Board of Elementary and Secondary Education, and all other regulatory agencies within the local parish, state, and federal levels of government.

POLICY ADOPTION

For a policy to be adopted by the Board, it must receive a simple majority of Board members present and voting.  A policy recommended to the Board shall be introduced at one meeting and officially adopted at the next meeting, unless the Board votes otherwise.  This practice provides Board members time to study the proposed policy and to give interested parties an opportunity to respond. 

The formal adoption of Board policies shall be recorded in the minutes of the Board.  The official minutes shall constitute the authority for any change made in the Policy Manual.

The Board is recognized as the legal body authorized to approve policies for the School District, and shall not delegate or relinquish that authority to another party or group.  The Board welcomes comments and suggestions on local policy matters, and will comply with all laws addressing proper involvement of other parties in the policy process.

POLICY REVIEW

The Board shall periodically direct the systematic review of its policies.  The Superintendent shall appropriately involve representative groups of administrators, teachers, supervisors, students, support personnel and lay citizens relative to policies affecting each group.

The Board shall appoint a discipline policy review committee, as required by state law, whose selection of members shall be neither discriminatory nor arbitrary in nature.  The purpose of the discipline policy review committee shall be to review discipline policies of the Board to assure consistency with state law, receive input into the effectiveness of established policy, and make recommendations to improve policy provisions, and to assist the Board in the orderly operation of the school district. In particular, state law requires a policy review committee to review the Board’s student discipline policies annually to make recommendations for appropriate revisions. 

A public hearing shall be held on the recommendations to improve policy revisions and to assist the Board in the orderly operation of the school district before the Board considers revising any of the discipline policies.  State law also requires the administrators, teachers and parents of each public school to meet annually and develop or review the discipline regulations for their school and assure compliance with Board policy and state law.

POLICY DISSEMINATION

The Board shall direct the Superintendent to establish and maintain an orderly plan for disseminating School Board policies and administrative rules and regulations.

School Board policies and administrative rules and regulations shall be made accessible to all employees of the school district directly or indirectly affected by those policies.  Board policies and administrative rules and regulations shall also be made accessible to members of the Board, students and members of the community served by the school district. 

SUSPENSION OF POLICY

The operation of policy or section of policy not established by law or contract may be temporarily suspended by a majority vote of Board members present and voting at a regular or special meeting.

ADMINISTRATION IN ABSENCE OF POLICY

In cases where action must be taken within the school system where the Board has no formalized policy statement, the Superintendent shall have the power to act.  His or her decisions, however, shall be subject to review by action of the Board at its regular meeting.  It shall be the duty of the Superintendent to inform the Board promptly of such action and of the need for policy if in his or her best judgment, a need for such policy exists.

Revised:  August, 1999                                                       Revised:  July, 2012

Ref:         Constitution of Louisiana, Art. VI, Sec. 10; La. Rev. Stat. Ann. ''17:81, 17:416.8.  

INVESTIGATIONS

GENERAL INVESTIGATIONS

Concerns about serious situations or conditions within the school system should be reported to the Superintendent or his/her designee.  Should the Superintendent determine that the situation/condition warrants investigation, he/she shall have the matter investigated by appointing appropriate staff personnel (one or more persons) to make the necessary inquiries.  At the conclusion of their investigation, a report shall be prepared for submission to the Superintendent.

Any investigation undertaken in the school system shall be conducted in accordance with the following stipulations:

1.             No Board member shall participate in any manner in an investigation.

2.             The Superintendent shall use every means possible to protect School Board personnel from unwarranted personal criticism.

In any investigation into incidents involving accidents or injuries to students or employees, or involving student misconduct, or the competence, honesty or performance of duties of employees, all employees of the Vernon Parish School Board shall, upon reasonable request by the Superintendent or his/her designee, give a statement of the facts and circumstances within the employee's knowledge, or an accounting of the employee's conduct concerning the circumstances which are the subject of the investigation or are related to the matter being investigated.

If deemed appropriate by the Superintendent or his/her designee in the conduct of such investigation, employees shall, upon reasonable notification, appear at the offices of the Superintendent or at such other suitable location within the parish as might be appropriate and convenient in the investigation.

During any such employee interview, the employee may have legal representation if desired by the employee, but said representation shall be at no cost to the Vernon Parish School Board.

ALLEGATIONS AGAINST EMPLOYEES AFFECTING STUDENTS

Any allegations made against employees involving students, including the manufacture, distribution, dispensing, possession, or use of a controlled substance by a person or persons in the employ of the Vernon Parish School Board shall be reported immediately and directly to the Superintendent. Such allegations also may be made by parents or guardians.

When such allegations are reported, the Superintendent shall direct the Supervisor of Child Welfare and Attendance to make an initial investigation of the allegations and report his/her findings within three (3) working days.  Based on the report of the Supervisor of Child Welfare and Attendance, the Superintendent may:

1.             Conclude that the allegations are unfounded and direct no further action on the matter.

2.             Convene a formal Board of Inquiry to further investigate the allegations and, if necessary, determine appropriate action with regard to the person(s) alleged in the complaints.  The Board of Inquiry shall be composed of the Superintendent, or his/her designee, the Supervisor of Child Welfare and Attendance, the Director of Special Services and the Legal Counsel of the Vernon Parish School Board.  Prior to, during, or following the investigation by the Board of Inquiry, the Superintendent may direct the suspension, with or without pay, of the person(s) alleged to have committed the impermissible corporal punishment and/or moral offense involving students.

3.             Employees ascertained to have violated the provisions of this policy shall be subject to dismissal and prosecutions as provided by law.

Nothing in this policy shall be construed as abridging or otherwise diminishing the rights afforded employees and students of due process as provided by law.  Further, this policy shall not be considered a defense in law against persons making false complaints against the Vernon Parish School Board and/or its employees.

PUBLIC ANNOUNCEMENT OF EMPLOYEE DISCIPLINE

The Vernon Parish School Board, in accordance with state law, shall provide for an investigation of an employee, in cases where the Board has made a public announcement that an employee may be disciplined, whether or not there is an accompanying reduction in pay.  The investigation shall proceed as outlined below under Reporting Procedures.  Not later than thirty (30) days after the conclusion of the investigation and prior to any disciplinary action, the employee may appear, if he/she so determines, before the School Board in open session and be given a reasonable time, as determined by the Board, to comment on the investigation and any actions taken or proposed to be taken involving the employee.

These provisions shall not be applicable to any reduction of personnel initiated by the Superintendent.

IMPERMISSIBLE CORPORAL PUNISHMENT OR MORAL OFFENSES

If an employee is accused of impermissible corporal punishment, or of a moral offense involving a student, a prompt, thorough investigation shall be conducted by the Superintendent or designee.  The investigation shall proceed as outlined below under Reporting Procedures.  A written report of the results of the investigation shall be prepared, and the employee shall be provided with a copy of such report.  The Superintendent may promulgate such administrative regulations as he/she deems necessary to implement this policy.  Any employee found to have violated the provisions of Board policy shall be disciplined by such means as appropriate to the incident, including reprimand, suspension, termination, and/or referral to the local child protection agency/law enforcement.

If the allegation falls within the definition of abuse as defined in Board policy JGCE, Child Abuse, then all school employees with knowledge of such incidents become mandatory reporters and the allegations must be reported to child protection or law enforcement as provided by state law and Board policy.  Such reporting shall be made and applied in conjunction with the procedures outlined in this policy. 

REPORTING PROCEDURES

Notwithstanding any statute or other Board policy, any complaint relative to employee conduct shall be handled as follows:

(1)           The Superintendent or his/her designee may order such investigation to be conducted in each instance as is warranted by the circumstances.

(2)           The investigation shall be conducted by the Superintendent or his/her designee.  These rules contemplate informal but thorough investigations, affording all interested persons and their representatives, if any, an opportunity to submit evidence relevant to the complaint.  Staff members or students may be interviewed if it is deemed essential to the investigation.

(3)           The Superintendent or his/her designee shall confer with each accused employee’s immediate supervisor concerning the results of the investigation and the immediate supervisor shall discuss the matter with the employee.

(4)           A written determination as to the validity of the complaint and a description of the resolution, if any, shall be issued by the Superintendent or designee and a copy forwarded to the complainant no later than (30) days after its filing.

(5)           If charges are substantiated, disciplinary action may be taken in accordance with Board policy, based upon investigative evidence gathered, which may include termination of employment of the employee.  Any disciplinary action shall be placed in the offender's personnel file which will reflect the action taken and the grounds thereof.

Revised:  September, 2009 

Revised:  July, 2012

Ref:         La. Rev. Stat. Ann. ''14:403, 17:81, 17:81.6, 17:81.8, Board minutes, 10-6-09.

PERSONNEL POSITIONS

The number of teachers and other school personnel to be employed in the school district shall be determined by the Vernon Parish School Board.  It is the intent of the School Board to activate a sufficient number of positions to accomplish the district's goals and objectives.

The Superintendent shall be delegated the authority to make recommendations to the Board for adding new positions and for making revisions and/or adaptations to existing job titles and/or descriptions, or for making adjustments to the system’s personnel that will contribute to more efficient operations. 

The Superintendent shall maintain a comprehensive and up-to-date set of job descriptions of all positions in the school district.  These job descriptions shall be kept on file and utilized in conjunction with the performance evaluation plan.  All personnel shall be given a copy of their respective job description when first employed and any time the job description is revised.

New policy:  July, 2012       

Ref:         La. Rev. Stat. Ann. §§17:54, 17:81.

EVALUATION OF PERSONNEL

TEACHERS AND ADMINISTRATORS

The Vernon Parish School Board believes the quality of teaching and learning is directly related to the performance of personnel who work in the school district.  It is therefore, the policy of the School Board to appraise the performance of instructional and administrative personnel in order to maintain performance at the levels essential for effective schools. 

The Superintendent and his/her staff shall have the responsibility for developing, monitoring, and maintaining an effective and efficient performance evaluation program in accordance with guidelines as found in Regulations for Evaluation and Assessment of School Personnel, Bulletin 130.  The observation, evaluation and assessment process shall measure the effectiveness of teachers and administrators as to whether they meet the necessary standard of performance.

The process for all observations, evaluations, teacher conferences, and related functions shall be conducted in accordance with state requirements, as well as regulations and other criteria enumerated in the district’s guidelines for Teacher Assessment and School Personnel Evaluation.  Evaluations shall be conducted annually.

Every effort shall be made by the school system to communicate to position holders the general goals of the system, the specific objectives of the position, the plans which have been made to support the individual as he/she performs his/her role, the standards of performance the system has established, the criteria it will employ in assessing performance, as well as components of an intensive assistance program for addressing those persons determined to be ineffective. 

Copies of the assessment and evaluation results and any documentation related thereto of any school employee retained by the School Board shall be confidential and shall not constitute a public record.

Should a teacher or administrator not agree with his/her rating, he/she may initiate grievance proceedings in accordance with the procedures for resolving conflict contained in Bulletin 130 and the Board’s grievance procedures.

ALL OTHER PERSONNEL

In an effort to improve the level of job production and skill performance of the individual employee, evaluations of support personnel shall be conducted annually.  Performance evaluations shall be based on an employee’s job classification and the School Board’s adopted standards for the work performed.

October, 1994

Revised:  July, 2012

Ref:         La. Rev. Stat. Ann. ''17:3881, 17:3882, 17:3883, 17:3884, 17:3901, 17:3902, 17:3903, 17:3904; Regulations for the Evaluation and Assessment of School Personnel, Bulletin 130, Louisiana Department of Education.

PROMOTION

The Vernon Parish School Board shall require, and the Superintendent shall verify that all employees considered for promotion possess the appropriate qualifications and/or certification necessary for the position.

TEACHERS/CERTIFICATED EMPLOYEES

Whenever a teacher/certificated employee is promoted by the Superintendent from a position of lower base salary to one of higher base salary, employment shall be based on a written contract containing performance objectives.  Such contract shall be for a term of not less than two (2) years, nor more than four (4) years, except when such employment is for a temporary position. 

Any employee thus promoted and who enters into an employment contract as stated above shall not gain permanent tenured status in the position to which promoted

SUPPORT PERSONNEL

Decisions regarding promotion of support personnel shall be made by the Superintendent. 

Revised:  February, 1991

Revised:  July, 2012

Ref:         La. Rev. Stat. Ann. ''17:81, 17:444.

EMPLOYEE DISCIPLINE

The Superintendent and the employee’s supervisors shall possess the authority to discipline employees when an employee's behavior warrants such action.  Principals shall have the authority to discipline all employees at the school in which he/she is employed.

Discipline of an employee shall be progressive in nature such that penalties for poor job performance or broken rules become increasingly harsh as similar or related conditions continue or infractions are repeated.  Such progressive discipline, however, shall not inhibit the Superintendent’s authority or, in the case of certain employees, the Board’s authority, to discipline, suspend, or terminate an employee based on the circumstances of any single event.  Documentation of employee behavior, performance, and disciplinary action taken shall be properly and thoroughly recorded.

Should any disciplinary measure become necessary, any documentation shall be considered confidential and treated in accordance with statutory provisions and Board policy.

SUSPENSION

Tenured Teachers

The Superintendent shall have the authority to suspend tenured teachers without pay when the circumstances necessitate immediate action.  The teacher may request a hearing as outlined in La. Rev. Stat. Ann. §17:443.  Such  request shall be made within seven (7) calendar days of the Superintendent's action of suspending the tenured teacher. 

Bus Operators/Contract Appointees

The Superintendent shall have the authority to suspend tenured bus operators and persons employed on performance contracts with or without pay when circumstances necessitate immediate action.  If sufficient grounds for suspension without pay are subsequently not found to exist by the School Board or Superintendent, the bus operator or contract appointee shall be reimbursed for any loss of compensation.

Non-Tenured Employees

The Superintendent shall have the authority to suspend any non-tenured, non-contract employee with or without pay, when circumstances warrant such action.

Revised:  November, 2006                                                  Revised:  July, 2012

Ref:         La. Rev. Stat. Ann. ''17:81, 17:81.8, 17:443; Reed v. Orleans Parish School Board, April 30, 1945, 21 So.2d 895; Frazier v. East Baton Rouge Parish School Board, App. 1 Cir. 1961, 128 So.2d 250; Board minutes, 2-1-07.

PERSONNEL TRANSFER

The Superintendent may transfer any teacher or other employee, including personnel employed as principals and supervisors, from one position, school or grade to another by giving written notice to the teacher or employee of such intention to transfer.  Such transfer shall not be for political or personal reasons.  No transfers of instructional personnel shall be initiated during the regular school term, except in emergencies or promotional instances where transfers are required to preserve quality instruction.

The principal shall have the authority to transfer employees at the school in which the principal is employed, subject to the approval of the Superintendent. 

Transfer decisions shall be based upon performance, effectiveness, and qualifications as applicable to each specific position.  Effectiveness, as determined by the Board’s personnel evaluation program, shall be the primary reason for considering a transfer.  Conversely, seniority or tenure shall not be used as the primary reason when making any decisions to transfer an employee.

VOLUNTARY TRANSFER

Employees who voluntarily request a transfer to another location or position shall submit such request to the Superintendent or principal in writing.  Such requests shall be submitted on or before June 15 in order to be considered for the next school year.  A written notation of the request to transfer shall also be sent to the employee’s principal or immediate supervisor. 

A teacher transferred to a school or position must be certified and qualified for the position to which transferred.  Should a person request reassignment to a lesser position, such personnel, upon reassignment, shall be placed in the salary schedule at the level of the new position.

A teacher or other school employee who has been a victim of physical abuse by any student(s) shall be given the opportunity to transfer to another position for which he/she is certified or otherwise qualified and in which he/she shall not have contact with the student(s), provided there is a position available.

Revised:  April, 2001

Revised:  November, 2010

Revised:  July, 2012

Ref:         La. Rev. Stat. Ann. ''17:7, 17:81, 17:443; Board minutes, 1-9-01, 12-2-10.

RESIGNATION

The Vernon Parish School Board shall require any employee who wishes to terminate his/her employment with the Vernon Parish School Board to submit a letter of resignation to the Superintendent or his/her designee.  The Superintendent shall accept any letters of resignation on behalf of the School Board and such resignation shall be considered effective upon receipt by the Superintendent. 

Any employee who intends to resign after the end of the school session shall be urged to submit his/her letter of resignation as soon as possible.

Revised:  July, 2012Ref:      La. Rev. Stat. Ann. '17:81.

EMPLOYEE ATTENDANCE

Employees of the Vernon Parish School Board shall be expected and required to report to their designated work locations in the prescribed manner and at the prescribed time work activity is to commence.  Employees shall also be expected to remain at work for the entire work period excluding any rest and meal periods permitted.  Tardiness, unexpected absence, or failure to report to work as scheduled may result in disciplinary action.  In cases of anticipated absence or where the employee cannot report to work as scheduled, the employee shall notify his/her supervisor as soon as possible after the employee becomes aware that he/she will be absent from work.  Continual absence by the employee shall be conveyed to the employee’s supervisor on a regular basis.  The frequency of contact that may be required shall be determined by the supervisor.

ABSENCES DURING DAY

No teacher or other employee shall leave the school campus or work location without having first obtained permission from the principal/building administrator or designee.  Teachers shall be required to sign out, stating the reason for leaving school.  Upon returning, the teacher shall sign back in and note the time of his/her return.  An employee's immediate supervisor may authorize an absence during the business day.  The Superintendent or designee must grant permission for a period of one day or more.

Reporting Absences

All absences reported by the immediate supervisor shall be recorded and counted toward an employee's leave time. 

Unauthorized Absence

Any employee who is absent from work and who has not received an authorized leave shall be considered on unauthorized leave.  Any employee on unauthorized leave shall receive no pay for those days which constituted the unauthorized leave and may be subject to dismissal and/or other disciplinary actions.

Job Abandonment

If an employee is absent for ten (10) or more days without explanation or approved leave, the School Board may consider the job as abandoned and the employee terminated, unless the employee can provide acceptable and verifiable evidence of extenuating circumstances, as determined by the Superintendent. 

New policy:  July, 2012

Ref:         La. Rev. Stat. Ann. ''17:81, 17:1186, 17:1201, 17:1202, 17:1203, 17:1204, 17:1206, 17:1208, 17:1208.1.

SABBATICAL LEAVE

The Superintendent may grant sabbatical leave for the purpose of professional or cultural improvement or for medical leave to all teaching personnel in accordance with statutory provisions.  Teaching personnel shall include any person employed by the Board who holds a valid teaching certificate issued by the Louisiana Board of Elementary and Secondary Education and any social worker, guidance counselor, school nurse, audiologist, educational diagnostician, speech-language pathologist, or school psychologist employed by the Board who holds the appropriate valid professional ancillary certificate issued by the Louisiana Department of Education.

ELIGIBILITY

Sabbatical leave may be granted on the ratio of two (2) semesters for twelve (12) or more consecutive semesters of active service within the employ of the Board or one (1) semester for six (6) or more consecutive semesters of such service.

At no time may more than five percent (5%) of the total number of teachers employed in a school system be on leave.  Selection of employees among those who qualify for sabbatical leave must be based on years of continuous service and other criteria as specified by statute.

MEDICAL SABBATICAL LEAVE

A teacher may make application for medical sabbatical leave, which shall be accompanied by a statement from a licensed physician certifying that the leave is medically necessary.

If the Superintendent, upon review of the application, questions the validity or accuracy of the certification, the Superintendent may require the applicant, as a condition for continued consideration of the application, to be examined by a licensed physician selected by the Superintendent.  In such a case, the Board shall pay all costs of the examination and any tests determined to be necessary.  If the physician finds a medical necessity, the leave application shall be granted.

If the physician disagrees with the certification of the physician selected by the applicant, then the Superintendent may require the applicant, as a condition for continued consideration of the application, to be examined by a third licensed appropriate physician whose name appears next in the rotation of physicians on a list established by the local medical society for such purpose and maintained by the School Board.  All costs of an examination and any required tests by a third physician shall be paid by the Board.  The opinion of the third physician shall decide the issue.

The opinion of all physicians consulted shall be submitted in the form of a sworn statement.  All information contained in any statement from a physician shall be confidential and shall not be subject to the public records law.

SABBATICAL LEAVE FOR PROFESSIONAL OR CULTURAL IMPROVEMENT

Every person on sabbatical leave for the purpose of professional or cultural improvement, shall during each semester of leave, pursue a program of study, earning at least nine (9) undergraduate credit hours, provided such hours directly improve the person's skills and knowledge as a teacher, or six (6) graduate credit hours, or be certified as a full‑time student at  an institution of higher learning accredited by the respective State Board of Education or territorial board in which such institution is located.  If less than fifteen (15) weeks is spent as specified above, the number of weeks less than fifteen (15) shall be spent in either of the two (2) alternatives specified below:

1.             Pursue a program of independent study, research, authorship or investigation which involves an approximately equivalent amount of work and which is approved by the Board.

2.             Engage in travel which is so planned as to be of definite educational value and which has been approved by the Board.

Final authority for granting such leave shall rest with Superintendent.

PROCEDURE FOR APPLICATION

1.             Application for sabbatical leave shall be made on a form provided by the Superintendent.  Applications shall be sent to the Superintendent by registered mail at least sixty (60) days preceding the beginning of the semester of the scholastic year for which leave is requested, except that when a teacher or other professional employee has become sick during a semester and requests medical sabbatical leave, it shall be sufficient if the application is mailed thirty (30) days prior to the date upon which the requested leave is to commence.

                The Superintendent shall inform the teacher of the approval or denial of sabbatical leave at least thirty (30) days preceding the beginning of the semester of the school year for which the leave is requested, except that, where a teacher has become sick during a semester and has requested medical sabbatical leave, the Superintendent shall inform the teacher of approval or denial of such leave as soon as possible after receipt of his/her request for leave.

2.             Whenever, in accordance with statutory provisions, some of the applications cannot be granted, from among those which would otherwise be granted, those to be granted shall be determined in the following manner:

                A.            Preference in every case shall be given to the applicant who has rendered active service in the school system for the greatest number of consecutive semesters immediately preceding the period for which leave is requested.

                B.            Where any two (2) applicants rank equally in point of continuous service, preference in every case shall be given to the applicant who has rendered service in the school system for the greater total number of semesters.

                C.            Where any two (2) applicants rank equally in both point of continuous service and in point of total service, preference in every case shall be given to the applicant whose date of birth is earlier.

                D.            In cases where all factors are equal, the tie shall be broken by the drawing of lots in the presence of the employees.

3.             Applicants whose applications are filed in the first thirty (30) days of the semester shall be given a preference over those who seek medical sabbatical leave under the special provision relating to sickness during a school semester.

4.             Every application for sabbatical leave shall specify all of the following:

                A.            The period for which leave is requested;

                B.            Whether leave is requested for the purpose of professional or cultural improvement, or for the purpose of medical leave;

                C.            The precise manner, in so far as possible, in which such leave, if granted, shall be spent;

                D.            The semesters spent in active service in the school system from which leave is requested; and

                E.             The date of birth of the applicant.

The application shall contain a statement, over the signature of the applicant, that he/she shall agree to comply with all sabbatical leave provisions.

COMPENSATION

A teacher granted sabbatical leave shall be paid compen­sation at the rate of sixty-five percent (65%) of the person's salary at the time the sabbatical leave begins.  A teacher on sabbatical leave with pay must continue his/her retirement contribution.  Time spent on such leave is considered as active service for retirement purposes. 

CONDITIONS OF SABBATICAL

1.             Each person granted sabbatical leave, as a condition of the sabbatical leave, shall be prohibited from being employed during the sabbatical leave by any public or private elementary or secondary school in Louisiana or any other state.

2.             Every person on medical sabbatical leave shall be prohibited from undertaking any gainful employment during such leave unless all of the following conditions are met:

                A.            The teacher can demonstrate that he/she will be working not more than twenty (20) hours a week in a part-time job that he/she has been working for not less than one hundred and twenty (120) days prior to the beginning of such leave.

                B.            The doctor certifying the medical necessity of the leave indicates that such part-time work does not impair the purpose for which the leave is granted.

                C.            The Superintendent authorizes such part-time work.

                Violation of the part-time work provisions shall result in the medical sabbatical leave being rescinded.

3.             Each person granted sabbatical leave shall sign an agreement or contract as specified with the Board stipulating that, as a condition of sabba­tical leave and in order to be eligible for compen­sation during such leave, he or she will return to service for one (1) semester for each semester of leave upon completion of the sabba­tical leave.  Said service shall ordinarily be performed in this School District. 

                No person who, upon the expiration of his/her sabbatical leave, immediately begins employment with a state-operated educational agency, city, parish, or other local school board, department, school, college or university instead of returning to the school system which granted him/her such leave, shall be required to forfeit that portion of compensation paid to him/her by the State while he/she was on such leave.  However, such person shall be required to reimburse the school system any salary paid to him/her by the Board while he/she was on leave, unless the Superintendent opts to exercise the waiver provision as explained under Waiver of Intention to Return to Service Clause below.

                As per statutory requirement, any employee taking sabbatical leave who fails to return to service in this School District upon expiration of the leave as specified above for any reason other than inca­pacitating illness as certified by two (2) physicians, shall forfeit all salary compensation received during the leave period. 

                The Superintendent shall have the authority to waive this requirement in accordance with its pre-published criteria, as noted under Waiver of Intention to Return to Service Clause below, if he/she deems such to be in the best interest of the School District, provided that such a waiver shall not be of a dis­criminatory nature against any employee or applicant because of his or her job descrip­tion, age, race, or sex.

4.             An employee on professional sabbatical leave shall observe the above stipulations concerning graduate or undergraduate credit hours to be earned and/or alternatives such as productive research or travel.  The Superintendent shall have the authority to require written reports of work done and work to be done at any time during the period of leave.  In addition, written reports are required within thirty (30) days after the beginning of each semester of leave and within thirty (30) days after the end of leave.

5.             Any employee who fails to comply with statutory provisions may have his/her leave terminated by the Superintendent at any time.

6.             Every person on sabbatical leave shall notify the Superintendent of his/her intention to return to work not less than thirty (30) days prior to the beginning of the semester in which he/she expects to return.

                An employee who has been granted sabbatical leave shall, upon expiration of the leave, be returned to the same position in the same school held at the time of said sabbatical leave was granted unless otherwise agreed to by the individual.

GUIDELINES FOR WAIVING INTENTION TO RETURN TO SERVICE CLAUSE

The return to service provision, as stated in Conditions of Sabbatical, Item 3 above, may be waived by the Superintendent, after careful review and consideration in any of the following instances:

1.             Any person whose spouse is transferred out of the parish (job requirement not anticipated before leave) during the time the teacher is on leave or within one (1) year immediately following the termination of such leave (certification must be provided by spouse's employer).

2.             Any person who receives a position to the State Department of Education, to another public school system within the State of Louisiana, or to a state-operated educational agency.  In such instances, the person granted sabbatical leave, upon the expiration of leave, shall be permitted to retain that portion of compensation paid by the state while he/she was on leave.  However, such person shall be required to reimburse the Board any compensation paid by the Board while on leave.

3.             Incapacitating illness, as certified by two (2) physicians.

4.             Incapacitating illness of member of immediate family (mother, father, sister, brother, husband, wife, child), as certified by two (2) physicians, wherein employee must remain at home to care for said family member, within one year immediately following termination of the sabbatical.

5.             Whenever, in the Superintendent’s opinion, such a waiver would be in the best interest of the School District.

Revised:  April, 1999

Revised:  May, 1999

Revised:  August, 1999

Revised:  August, 2003

Revised:  September, 2004

Revised:  July, 2012

Ref:         La. Rev. Stat. Ann. ''11:755, 14:125, 17:1170, 17:1171, 17:1172, 17:1173, 17:1174, 17:1175, 17:1176, 17:1177, 17:1178, 17:1179, 17:1180, 17:1181, 17:1182, 17:1183, 17:1184, 17:1185, 17:1187;  Board Minutes, 3-2-99, 9-4-03, 10-12-04.

SICK LEAVE

The Vernon Parish School Board shall grant all employees hired for the school year or longer a minimum of ten (10) days absence per year because of personal illness or other emergencies without loss of pay. 

Sick leave, when not used, shall be allowed to accumulate to the credit of the employee without limitation.  However, upon initial employment, a teacher employed by the Board shall not be allowed any sick leave until he or she reports for duty and actually performs work.

The minimum of ten (10) days of sick leave for an employee shall be based on the employee beginning work at the beginning of the school year.  In the case of an employee beginning work in the first month of the school year, ten days sick leave shall be allowed.  If an employee begins work in the second month of the school year, nine days of sick leave shall be allowed.  If an employee begins work in the third month of the school year, eight days of sick leave shall be allowed; if an employee begins work in the fourth month of the school year, seven days of sick leave shall be allowed; and the number of days of sick leave shall continue to be prorated for an employee who begins work until the eighth month of the school year, when only three days of sick leave shall be allowed.  The Superintendent and/or his/her designee shall be responsible for developing and maintaining pertinent regulations and procedures governing sick leave.

Any employee who is absent for six (6) or more consecutive days shall be required to present a certificate from a physician certifying such absence upon return to work. In the case of repeated absences of less than six days because of illness, the Board reserves the right to require verification of illness.  Should a pattern of behavior so warrant, upon the request of the Superintendent or his/her designee, the employee shall be required, at the expense of the school system, to provide a certificate from a physician specified by the school system, in order to verify the existence of a medical disability.

Excuses for employee absences due to illness or injury must be provided on physician’s letterhead containing the physician’s name, address, and telephone number, typed, printed or as part of the letterhead.  The physician's typed or neatly printed name shall also appear beneath his/her signature.  The letter must clearly state the reason for the disability, date of the disability, and the anticipated return-to-work date. 

Upon the retirement of any employee, or upon the employee entering DROP (see section below), or upon the employee's death prior to retirement, the School Board shall pay the employee or his/her heirs or assigns, for any unused sick leave, not to exceed twenty-five (25) days.  Such pay shall be at the daily rate of pay paid to the employee at the time of his/her retirement or death.

If an employee is absent from duty under circumstances in which he/she is not entitled to any kind of leave, such employee shall be considered to be in violation of his/her contract, and is not entitled to be paid for the days of unauthorized absence and non-performance of duties.

SICK LEAVE FOR EMERGENCIES

Emergency for sick leave purposes shall be defined as a sudden or unexpected occurrence or combination of occurrences demanding prompt action on the part of the teacher/employee requesting leave, which, if the said person fails to act promptly is likely to cause significant harm, detriment or injury to said person or to a member of his/her immediate family.  This definition precludes absence in any case for which the need for action can be foreseen and planned for, or in which action can be taken by some other person, or in which the claimed emergency is not truly substantial.

EXTENDED SICK LEAVE

The School Board shall permit employees to take up to ninety (90) days of extended sick leave in each six-year period of employment which may be used for a medical necessity at any time the employee has no remaining regular sick leave balance at the time the extended sick leave is set to begin. The initial six-year period of employment shall begin on August 15, 1999 for all teachers and bus drivers employed as of that date, on August 15, 2008 for school employees (not a teacher or whose employment does not require a teacher’s certificate, or who is not employed as a bus driver) employed as of that date, or on the effective date of employment for those employees employed after the dates above. All decisions relative to the granting of extended sick leave shall be made by the Superintendent.

Medical necessity shall be the result of a catastrophic illness or injury, which means a life-threatening, chronic, or incapacitating condition of the employee or a member of his/her immediate family.  Immediate family member shall mean a spouse, parent, or child of the employee.

Each teacher granted maternity leave in accordance with state law who has no remaining sick leave days available may also be granted up to thirty (30) days of extended sick leave in each six-year period of employment for personal illness related to the purpose for which the maternity leave was granted.

Unused days during any six-year period of employment shall not cumulate or carry forward into the next six-year period of employment.  The balance of days of extended sick leave available shall transfer with the employeefrom one public school employer to another without loss or restoration of days.

Interruptions of service between periods of employment with a public school employer shall not be included in any calculation of a six-year period, such that any employment with any public school employer, regardless of when it occurs, shall be included in any determination of the balance of days of extended sick leave available to the employee.

Any employee on extended sick leave shall be paid sixty-five percent (65%) of the salary paid the employee at the time the extended sick leave begins. 

Gainful Employment Permitted

An employee may undertake additional gainful employment while on extended sick leave, provided all of the following conditions are met:

1.             The employee can demonstrate that he/she will be working not more than twenty (20) hours a week in a part-time job that the employee has been working for not less than one hundred twenty (120) days prior to the beginning of any period of extended sick leave.

2.             The physician who certifies the medical necessity of the leave indicates that such part-time work does not impair the purpose for which the extended sick leave is required.

Any violation of the provisions regarding gainful employment may require the employee to return to the Board all compensation paid during any week of extended sick leave in which the employee worked more than twenty (20) hours and to reimburse the Board all related employment costs attributable to such period as calculated by the Board, without any restoration of leave days.

Application Process

On every occasion that an employee uses extended sick leave, a statement from a licensed physician certifying that it is a medical necessity for the employee to be absent for at least ten (10) consecutive work days shall be presented prior to extended sick leave being taken.

The required physician's statement may be presented along with the request for extended sick leave subsequent to the teacher’s or school employee’s return to service. In such a case, the extended sick leave shall be granted for all days for which extended sick leave is requested, provided the request and required documentation are presented within three (3) days after the teacher or school employee returns to service. However, the Superintendent reserves the right to question the validity of the medical certification after the three day period.

If the period an employee is on extended sick leave is anticipated to carry over from one school year to the start of the next school year, another application and physician’s statement shall be submitted prior to the start of the next school year in order to be eligible for continued extended sick leave. 

1)             Upon review of the application, if questions about the validity or accuracy of the certification arise, the Superintendent may require the employee, or the immediate family member, as a condition for continued extended sick leave, to be examined by a licensed physician selected by the Superintendent. In such case, the Board shall pay all costs of the examination and any tests determined to be necessary.  If the physician finds medical necessity, the leave shall be granted.

2)             If the selected physician disagrees with the original medical certification from the physician selected by the employee, then the Superintendent may require the employee, or immediate family member, as a condition for continued extension of sick leave, to be examined by a third licensed physician, whose name appears next in the rotation of physicians on a list established by the local medical society and maintained by the Board.  All costs of an examination and any required tests by a third doctor shall be paid by the Board.  The final determination of medical necessity shall be based on the opinion of the third physician.

3)             The opinion of all physicians consulted in determining medical necessity of the extended sick leave shall be submitted in the form of a sworn statement.  All information contained in any statement from a physician shall be confidential and shall not be subject to the public records law.

SICK LEAVE FOR ASSAULT OR BATTERY

Any employee of the public schools who is injured and disabled while acting in his/her official capacity as a result of an assault or battery by any student or person shall receive sick leave without reduction in pay, and without reduction in accrued sick leave days while disabled as a result of such assault and battery.  The employee shall be required to provide a certificate from a physician certifying such injury and incapacitation.  The sick leave authorized shall be in addition to all other sick leave authorized herein, shall not be accumulated from year to year, nor shall such additional sick leave be compensated for at death or retirement, or compensated for in any manner except as set forth above.

SICK LEAVE FOR PHYSICAL CONTACT WITH A STUDENT

Any teacher who is injured or disabled while acting in his/her official capacity as a result of physical contact with a student while providing physical assistance to a student to prevent danger or risk of injury to the student, shall receive sick leave for a period of up to one (1) calendar year without reduction in pay and without reduction in accrued sick leave days while injured or disabled as a result of rendering such assistance.  Any school employee, but not a bus operator, injured or disabled in a similar manner shall receive up to ninety (90) days of such sick leave.  The teacher or employee shall be required to present a certificate from a physician certifying such injury or disability.  The Board may extend the period of sick leave beyond the allowable period at its discretion.

If the School Board questions the validity or accuracy of the physician’s certification submitted by a teacher, the School Board may require the teacher to be examined by a licensed physician selected by the Board.  Any further review of medical certification shall proceed in the same manner as requests for extended sick leave, which is outlined under Application Process above.  The Board shall pay all costs of any examinations and tests determined to be necessary.

SICK LEAVE/WORKERS' COMPENSATION

Should any teacher become injured or disabled while acting in his/her official capacity, other than by assault, the teacher shall be entitled to appropriate worker's compensation benefits and/or sick leave benefits, at the teacher's option, for the period of time while injured or disabled.  Any benefits received, however, shall not exceed the total amount of the regular salary the teacher was receiving at the time of injury or disability.  The teacher shall be required to present a certificate from a physician certifying such injury or incapacitation.

VESTING OF SICK LEAVE               

All sick leave accumulated by a teacher or school employee, but not a bus operator, shall be vested in the teacher or school employee by whom such leave has been accumulated. In the event of the transfer of a teacher or school employee from one school system to another in Louisiana, or upon the return of such teacher or school employee to the same school system within five (5) years or such longer period that may be approved by the Board to which the teacher or school employee returned, regardless of the dates on which the leave was accumulated or the date of transfer or return of the teacher or school employee, such vested leave which remains unused or for which the employee has not been compensated directly or transferred such days for retirement credit, shall be transferred, returned to, or continued by the Board and shall be retained to the credit of the teacher or school employee.

DEFERRED RETIREMENT OPTION PROGRAM (DROP)

Any employee of the Vernon Parish School Board who participates in the Deferred Retirement Option Program (DROP) shall be eligible for and may elect to receive on a one-time basis severance pay (accrued sick leave up to a maximum of twenty-five (25) days) upon entering DROP on the same basis as any other employee who retires or otherwise leaves employment; otherwise, any accrued sick leave shall be paid only upon final retirement of the employee.

Revised:  December, 1991                                                   Revised:  October, 1999

Revised:  December, 1992                                                   Revised:  August, 2001

Revised:  December, 1995                                                   Revised:  September, 2004

Revised:  June, 1998                                                            Revised:  September, 2008

Revised:  April, 1999                                                            Revised:  July, 2012

Revised:  August, 1999

Ref:         La. Rev. Stat. Ann. ''14:125, 17:425, 17:425.1, 17:500, 17:500.1, 17:500.2, 17:1200, 17:1201, 17:1202, 17:1205, 17:1206, 17:1206.1, 17:1206.2; Board minutes, 4-7-98, 4-13-99, 9-7-99, 10-12-04, 10-7-08.

SICK LEAVE BANK

The Vernon Parish School Board recognizes that major illnesses and catastrophic injuries may warrant the need for additional sick leave by an employee.  The Board shall create and maintain a Sick Leave Bank which provides an opportunity for employees to donate sick leave days, which in turn may be used by employees in emergency situations when their own sick leave days have been exhausted.

Donations of sick leave days shall be made to the Sick Leave Bank and not directly to individual employees, shall be made by notarized Acts of Donation, and shall be made in accordance with other provisions of this policy.  Once executed, any donation made shall be irrevocable.

Receipt of sick leave days from the Sick Leave Bank shall be based on a written application submitted by an employee to the Superintendent and/or his/her designee.  Assessment and any decisions regarding the granting of days from the Sick Leave Bank shall be the responsibility of the Superintendent.   His/her decisions shall be final, and such decisions shall not be subject to review by the School Board or subject to the Board's grievance procedures.

ADMINISTRATION OF SICK LEAVE BANK

Donations of sick leave days shall be made directly to the Sick Leave Bank.  Three (3) separate accounts shall be established within the Sick Leave Bank:  one for teachers, one for bus operators, and one for school employees.  Donations to the Sick Leave Bank shall be credited to the appropriate account depending on the classification of the donor.

Applications for receipt of donated sick leave days from the Sick Leave Bank shall be in writing and include a statement from a licensed physician certifying a medical necessity for the employee to be absent from work.  The application shall be submitted at least thirty (30) work days prior to the anticipated beginning date of leave.  In cases of extenuating circumstances, the Superintendent may waive or alter the application deadline.  Upon review of the applications, if questions about the validity or accuracy of the certification arise, the Superintendent may require additional medical certification as outlined under Extended Sick Leave in policy GBRIB, Sick Leave.

Medical necessity shall be the result of a catastrophic illness or injury, which means a life-threatening,  chronic,  or incapacitating  condition  of the employee  or a member  of his/her immediate family.  Immediate family member shall mean a spouse, parent, or child of the employee.

All records generated in the administration of the Sick Leave Bank, as well as the confidentiality of applicable records, shall be properly maintained by the Superintendent and staff in accordance with statutory provisions.

Donor Eligibility

1.             Employees who wish to donate accrued sick leave days shall have been actively employed by the School Board for a period of thirty-six (36) consecutive months as of the date of the intended donation.

2.             Only employees with a balance of more than twenty-five (25) sick leave days as of the date of the intended donation shall be permitted to donate to the Sick Leave Bank.  Employees may donate a maximum of three (3) days of accrued sick leave each fiscal year (July 1 to June 30).  An individual may make only one (1) donation in a fiscal year.

3.             Employees wishing to donate sick leave shall complete the appropriate Act of Donation Form.   The donation shall irrevocably relinquish all future claims and rights to such donated sick leave.  The days donated shall be permanently deducted from the total number of accumulated sick leave days the employee has on the date the donation is approved.

4.             All donations shall be strictly voluntary.

5.             No transfer shall become valid until all forms, verifications and signatures have been completed and signed by the Superintendent.

6.             All donations shall be in units of whole days.

Recipient Eligibility

1.             Recipients shall be actively employed by the School Board at the time that medical necessity is determined.

2.             Recipients shall have been employed by the School Board for at least thirty-six (36) consecutive months as of the date of the intended usage.

3.             Employees who are recipients shall have exhausted all current and accumulated sick leave and have used all days of extended sick leave and any other applicable leave to which the employee may be entitled.  In addition, those employees who receive annual leave shall have exhausted all annual leave time before becoming eligible to receive sick leave days from the Sick Leave Bank. 

4.             The maximum number of sick leave days that may be granted to a recipient in any one fiscal year shall be the remaining number of workdays an employee is scheduled to work.

5.             Any unused days granted that remain at the end of the fiscal year shall be returned to the Sick Leave Bank.

6.             A separate application shall be submitted for each occasion that an employee may request receipt of sick leave days from the Sick Leave Bank.  Each application shall include necessary documentation attesting to medical necessity. The physician’s certification must address circumstances relative to each separate request.  The separate application requirement may be waived by the Superintendent as circumstances warrant.

7.             Donated sick leave shall not be used on an intermittent daily basis.

Miscellaneous Provisions

1.             The Superintendent shall be authorized to make determinations and clarifications of these provisions.  All determinations and clarifications made by the Superintendent shall be final.

2.             All transactions shall become part of the permanent personnel files of the employees.  Act of Donation Forms shall be placed in donor personnel files depicting the actual number of days deducted from accrued sick leave days on file after the donation is made.

3.             The number of days withdrawn from the Sick Leave Bank shall not exceed the number of days available within the appropriate account of the Bank.

New policy:  July, 2012

Ref:         La. Rev. Stat. Ann. ''17:81, 17:500.2, 17:1202, 17:1205, 17:1206.2; La. Civil Code, Art. 1541, 1542, 1833.

 SUBSTITUTES

SUBSTITUTE TEACHERS

The Vernon Parish School Board shall require the compilation of a list of qualified individuals to serve as day-by-day substitute teachers within the school district.  The Superintendent or his/her designee shall prepare the list assuring that all those listed possess appropriate employment criteria, including verification of teachers' qualifications and certification.   

Principals or their designated representatives shall call substitute teachers from the approved list in case of absence of a regular teacher.  It shall be the responsibility of the principal and the regular teacher to ensure that the substitute teacher has the necessary instructions and materials to teach effectively, including textbooks, lesson plans, class rolls, schedules and an outline of local school procedures. 

Retired teachers may be employed as substitute teachers provided that use of retired teachers as substitutes is in accordance with the rules and regulations established by the Teacher's Retirement System of Louisiana and pertinent statutory provisions.

Qualified teachers may also be selected to substitute for teachers who plan to be absent for long periods of time.  Provisions shall be made for the hiring of, or contracting with applicable substitute teachers in these instances as developed by the Superintendent and staff.

Compensation paid to substitute teachers shall be based upon the degree status of the substitute in accordance with a pay schedule as set by the Board. 

SUBSTITUTES FOR SUPPORT PERSONNEL

The Board shall require the maintenance of a list of properly qualified and approved substitute personnel eligible to substitute for support personnel absent from work.  Only persons approved by the Board shall be eligible for employment as substitutes. Appropriate judgment as to actual need should be exercised before employment of a substitute for support personnel.

Bus Operators

The Transportation Supervisor shall maintain a qualified substitute bus operator list.  The substitute bus operator list shall be updated as changes occur. 

 A substitute bus operator may only be used as a temporary resource until a permanent operator can be appointed to a route.  A substitute operator may not drive a route for a period that exceeds the end of the school year during which the operator began driving the route. 

A substitute bus operator shall be paid a daily rate as approved by the Board, but in no case less than sixty-five percent (65%) of the daily rate of pay being paid the regular bus operator, to be computed by dividing the annual pay of the regular operator by the number of school days in the regularly scheduled session, exclusive of any compensation or mileage allowance for use of a privately owned bus.

Revised:  July, 2012

Ref:         La. Rev. Stat. Ann. ''11:708, 11:791, 17:81, 17:84, 17:500, 17:1202, 17:1212, 17:1213.

The following policies were approved for deletion:

SUSPENSION

The Vernon Parish School Board may suspend any person in its employment when the Superintendent has reason to believe that cause exists for such suspension when the interests of the school district so dictate.

The Superintendent shall have the authority to temporarily suspend school personnel when, in his/her opinion, the circumstances necessitate immediate action.  The salary of a suspended teacher shall cease as of the date the Board sustains the suspension.  If sufficient grounds for termination or suspension are subsequently not found, the teacher shall be reinstated without loss of compensation.

The Superintendent may suspend an employee as provided for in this policy until the next regular meeting of the Board.  The Superintendent shall notify the Board of his/her action and shall refer the matter to the Board.

Recoded:  November, 2006

Ref:         La. Rev. Stat. Ann. ''17:81, 17:443; Frazier v. East Baton Rouge Parish School Board, App. 1961, 128 So.2d 250; Board minutes, 2-1-07.

EVALUATION OF ADMINISTRATIVE AND SUPERVISORY STAFF MEMBERS

The Vernon Parish School Board believes the quality of teaching and learning is directly related to the performance of all personnel who work in the school district.  The Board, therefore, shall strive to attract, retain, and promote the most highly qualified personnel available for any and all administrative positions of employment in the district.  An effective Personnel Evaluation Plan shall be one important aspect of a professional growth program.

The Superintendent and his/her staff shall have the responsibility for developing, monitoring, and maintaining an effective and efficient personnel evaluation program.  In doing so, the Board emphasizes that evaluations should be conducted in a professional and cooperative manner and

should be diagnostic rather than judgmental.  The evaluation process should result in the assessment of the strengths and weaknesses of the individual and the selection of the necessary steps which will be taken to help the individual continue to grow professionally.

The process for all observations, evaluations, teacher conferences and related functions shall be conducted in accordance with regulations and other criteria enumerated in Vernon Parish's Personnel Evaluation Plan, as approved by the Board and the Louisiana Department of Education.

Ref:         La. Rev. Stat. Ann. ''17:24.3, 17:391.5.

On motion of Gerald Cooley, seconded by Doug Brandon, the Board voted to approve the Personnel Evaluation Plan.  Randy Martin voted NAY for approval of the Personnel Evaluation Plan.

On motion of Mel Harris, seconded by Randi Gleason, the Board voted to accept the bid from Ross Bus Sales for five (5) used buses in the amount of $39,500.00 each.

Superintendent Self noted the correction on Agenda Item 10 that should read Course Choice Program. John Farris, Secondary Curriculum Director, discussed the Louisiana Course Choice Program. 

Randi Gleason reported that the Transportation Committee had met and discussed the  leased and Board owned buses.  No action was taken and the next Transportation Committee meeting was scheduled for October 8, 2012 at 9:00AM

On motion of Gerald Cooley, seconded by Jerry Jeane, the Board voted to approve the following employee termination:

Sanders, Stephanie, HS teacher/AES

On motion of Doug Brandon, seconded by Randy Martin, the Board voted to accept the following employee retirements:

Singletary, Frankie, office aide/Pitkin

Busby, Barbara, teacher/Gates

On motion of Jerry Jeane, seconded by Randy Martin, the Board voted to approve budget amendments related to personnel changes.

On motion of Doug Brandon, seconded by Jerry Jeane, the Board voted to authorize the president and secretary to pay the claims.

There was no other business.

On motion of Jerry Jeane for Richard Schwartz, seconded by the Board, the Board adopted the following memorial resolution:

R E S O L U T I O N

                WHEREAS, the members of the Vernon Parish School Board take this means to express their sympathy to the family of Richie Jarrell who recently passed away; and

                WHEREAS, Mr. Jarrell was a graduate of Evans High School and an avid supporter of school activities; and

                WHEREAS, Mr. Jarrell was a lifetime resident of Vernon Parish and he will be greatly missed by his family and friends; now

                BE IT THEREFORE RESOLVED that the Vernon Parish School Board requests a copy of this memorial resolution be sent to his family at this time of sadness.

On motion of Randi Gleason, seconded by the Board, the Board adopted the following memorial resolution:

R E S O L U T I O N

                WHEREAS, the Vernon Parish School Board takes this means to express their sympathy to the family of Robert Hunt who recently passed away; and

                WHEREAS, Mr. Hunt was the son of Howard Hunt, retired bus driver for Vernon Parish; and

                WHEREAS, Mr. Hunt was a lifelong resident of Vernon Parish and he will be greatly missed by his family and friends; now

                BE IT THEREFORE RESOLVED that the Vernon Parish School Board requests a copy of this memorial resolution be sent to his family at this time of sadness.

There being no further business, on motion of Mel Harris, seconded by the Board, the meeting was adjourned.

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MICHAEL PERKINS, PRESIDENT

ATTEST:

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JACKIE D. SELF, SUPERINTENDENT