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F. Facilities Development LITTLE ROCK SCHOOL DISTRICT NEPN CODE: FF NAMING FACILITIES The Board of Education shall approve the official names of all school buildings. In selecting names for new buildings, recommendations will be considered from the Superintendent of Schools, interested citizens, students, or staff. Proposed names may be submitted by the Superintendent to the school staff, students, and interested citizen groups for reaction. The final recommendation shall be forwarded by the superintendent to the Board of Education for approval. The following guidelines shall govern the naming of facilities: 1. Schools shall be named for persons identified with public education or who have rendered some other distinguished public service locally, nationally, or internationally. 2. When possible, the group making the nomination should agree to provide appropriate recognition for that school in the fonn of a plaque, portrait, marker or in some other way . 3. The nomination shall be presented in a brief three paragraph statement which shall contain: a. Appropriate biographical data about the person b. The significant contribution made by the person c. A statement of why the school should be named after the person The attached form shall be used by persons nominating names for facilities. Also, the Board at its discretion may name portions of a building, such as the library or auditorium. Guidelines listed above shall apply in such cases. In all cases, care should be taken to avoid similarities with the names of existing schools. Once a person's name has been proposed, written authorization shall be secured by the superintendent from the individual, if living, or the closest relative to the third degree of the descendant before any official action is taken by the Board. Following the adoption of the official naming (or renaming) of a new school building or program housed within the building, the administrative officers of the Board will be authorized to give public notice of such action and to modify existing records and other legal documents as may be necessary. LITTLE ROCK SCHOOL DISTRICT NEPN CODE: FF ( continued) The official names of all schools will be approved or altered only by action of the Board. Request for renaming facilities will follow the format listed below: 1. State the proposed name 2. Identify the facility location or building location 3. Provide biographical or historical data supporting request 4. Describe significant contributions of the individual for which the namin- is considered 5. Offer a rationale for naming or renaming school Renaming Facilities In situations deemed unusual or appropriate, the Board may take steps to rename school facilities, or portions thereof. Schools named for a person will retain that person's name as long as the facility is used for instructional purposes by the District. Exceptions to this may be made by the Board. In renaming the facility, or portions thereof, the provisions set forth above shall be followed. Recommendations for new names or name chances shall be received anytime during the year, and shall be-referred to the administration for obtaining comments and input from the school community involved. A school building name, other than the name of a person, may be considered in naming new school buildings. Names may be recommended using the following guidelines: 1. A school name may be recommended considering its geographical location. 2. A school name may be recommended considering its function. A distinction may be made between the building name and the official name of the program(s) housed in the building. Buildings will retain the names they were given at the time of the dedication by the Board of Education, such as, hypothetically, "Instructional Resource Center at lsh School". The superintendent shall use the same procedure as outlined for naming schools after persons in securing reactions to other suggested names . 2 LITTLE ROCK SCHOOL DISTRICT NEPN CODE: FF ( continued) Public Dedication New school buildings and major additions to existing facilities shall be dedicated in a public and formal ceremony. There shall be a program or open house to which the Board, citizens, parents, and students are invited. All plans for the public or formal opening of any school shall be made in cooperation with the school's principal. Detailed procedures for dedication ceremonies shall be furnished by the principal to the superintendent. Adopted: May 27, 1999 3 NAMING AND RENAMING FACILITIES I propose that the (Designation of building and/or location) (Address) be named for I. Biographical Data: II. The Nominee's significant contribution is: Ill. I believe the facility should be named for this person because: (Signature) (Date) This form should be submitted by persons nominating names for new facilities to the LRSD Board of Education for consideration. 4 SECTION G: PERSONNEL POLICIES Section G of the Little Rock School District policy manual contains all of the applicable personnel policies. This section has three (3) main subdivisions. Subsection GA/GB is for general policies pertaining to all employees. Subsection GC is for policies that pertain to Certified personnel who are required by the Arkansas State Department of Education to hold a certification to serve in their position. Section GD is for policies pertaining to support, or noncertified, personnel. GA Personnel Goals GB GBA GBAA GBAA-R GBE GBEA GBEAA GBEB GBEBC GBEBD GBEC GBEC-R GBGA GBGB GBGB-R GBGD GBH GBI GBJ GBK GBK-R GC GCA GCA-R GCB GCBB GCBC GCBD GCC GCCA GCCB GCE GCF General Personnel Policies Open Hiring/Equal Employment Opportunity and Affirmative Action Sexual Harassment Sexual Harassment Staff Rights and Responsibilities Staff Ethics/Conflict of Interest Staff Participation in Judging School Events Staff Conduct Staff Gifts and Solicitations Advertising of Products or Services by District Employees Drug Free Workplace Drug Free Schools and Campuses Staff Health Staff Personal Security and Safety Staff Personal Security and Safety Workers' Compensation Staff Participation in Community Activities Staff Participation in Political Activities Personnel Records Staff Concerns/Complaints/Grievance Staff Concerns/Complaints Professional Staff Personnel Policies for Administrators Administrator Employment & Salary Placement Certified Personnel Contracts Salaries Special Duties Fringe Benefits for Certified Staff Professional Staff Personnel Leaves and Absences Public Service Leave Policy Professional Staff Sick Leave Professional Staff Recruiting Professional Staff Hiring Section G - Page 1 of 2 GCFB-R GCFC GCFCA GCG GCGC GCID GCK GCKC GCL GCMD GCN GCOA GCOC GCP GCPB GCQ GCQ-R GCQC GCQF GCR GCRD GCS GCU GD GOA GOB GDBC GDBD GDC GDCA GOE GDFB GDI GDJ GDK GDM GOO GDP GDQ GDQ-R GDQA GDQB GDQD Hiring of School Principals Professional Staff Certification and Credentialing Requirements Certified Staff Change of Address Part-Time and Substitute Professional Staff Employment Job Sharing in Professional Staff Positions Professional Staff Training, Workshops, and Conferences Professional Staff Assignments and Transfers Displaced Staff Transfers Professional Staff Schedules and Calendars Instructional Staff Extra Duty Supervision of Professional Staff Evaluation of Instructional Staff Evaluation of Administrative Staff Professional Staff Promotions and Reclassifications Salary Grade Establishment or Reclassification Professional Staff Termination of Employment Certified Staff Non-Renewals and Terminations Resignation of Instructional Staff Discipline, Suspension, and Dismissal of Professional Staff Nonschool Employment of Professional Staff Tutoring for Pay Professional Research and Publishing Professional Staff Membership in Professional Organizations Support/Classified Staff Support Staff Positions Compensation for Support Staff Support Staff Supplementary Pay/Overtime Fringe Benefits for Support Staff Support Staff Leaves and Absences Support Staff Sick Leave Support Staff Recruiting and Hiring Support Staff Selection Process Support Staff Probation and Tenure Support Staff Assignments and Transfers Support Staff Schedules and Calendars Support Staff Career Development Evaluation of Support Staff Support Staff Promotions and Reclassification Support Staff Non-Renewals and Termination of Employment Certified Staff Non-Renewals and Terminations Support Staff Reduction in Force Support Staff Resignation Discipline, Suspension, and Dismissal of Support Staff Section G- Page 2 of 2 LITTLE ROCK SCHOOL DISTRICT NEPN CODE: GA PERSONNEL GOALS The Board of Education recognizes that a dynamic and efficient staff dedicated to a strong integrated educational program is necessary to maintain a constantly improving program of education. The Board is interested in its personnel as individuals, and it recognizes its responsibility for promoting the general welfare of the staff. It is the policy of the Board to establish educational environments that will attract and maintain the best-qualified employees. The Board commits itself to the following specific goals: 1. To recruit, select, and employ the best qualified personnel to staff the school system. 2. To provide staff compensation and benefits sufficient to attract and retain qualified employees . 3. To provide staff with opportunities to pursue educational endeavors that will promote high educational standards within the District. 4. To implement an evaluation process which accurately assesses employee performance ~nd serves as a tool for professional growth. 5. To administer negotiations efforts. 6. To develop the quality of human relationships necessary to obtain maximum staff performance and a high level of job satisfaction . Adopted: LITTLE ROCK SCHOOL DISTRICT NEPN CODE: GB GENERAL PERSONNEL POLICIES The Board believes that excellence in education and fairness for all, equity, are both compatible and inseparable. The personnel policies of the District will be based on these beliefs. It is the policy of the Board of Education to establish personnel practices that will enable all employees to make optimal contributions to the mission and objectives of the District. The District will implement programs and procedures that assure equitable employment practices in recruiting, hiring, assigning, promoting and evaluating employees . Adopted: Legal References: See Policy AC, AC.A. 6-17-1901 Cross References: Board of Education Policies AC, ACA, ACB, ACC, ACD, ACE, ACF LITTLE ROCK SCHOOL DISTRICT NEPN CODE: GBA OPEN HIRING/EQUAL EMPLOYMENT OPPORTUNITY AND AFFIRMATIVE ACTION Equal opportunities will be extended to all employees and to applicants for employment who meet the qualifications established for the classification or position for which application is made. It is the policy of the Board of Education that there shall be no discrimination because of race, color, religion, sex, age, national origin, sexual orientation or handicap/disability in the recruitment, employment, assignment, training or promotion of personnel. Adopted: Cross Reference: Board of Education Policy AC LITTLE ROCK SCHOOL DISTRICT NEPN CODE: GBAA SEXUAL HARASSMENT It is the policy of the Board of Education that all employees have the right to work in an environment free from any type of unlawful discrimination. This includes the right to work in an environment free from sexual harassment. The District shall not tolerate sexual harassment of employees in any form. Any such conduct shall result in disciplinary actions up to and including dismissal. No supervisor shall threaten, suggest or imply that an employee's refusal to submit to sexual advances will adversely affect the employee's employment, evaluation, wages, advancement, assigned duties, shifts, or any other condition of employment or career development. Nor shall any supervisor suggest or imply that an employee's acquiescence to sexual advances may favorably affect the employee's condition of employment or career development. Other sexually harassing conduct in the workplace, whether committed by supervisory or non-supervisory personnel, is also prohibited. This includes, but is not limited to, offensive sexual flirtations, advances, propositions, verbal abuse of a sexual nature
graphic verbal commentaries about an individual's body
sexually degrading words used to describe an individual
and any offensive display in the workplace of sexually suggestive objects or pictures. Adopted: Legal References: See Policy AC Cross References: Board of Education Policies AC, ACA Administrative Regulation GBAA-R LITTLE ROCK SCHOOL DISTRICT NEPN CODE: GBAA-R SEXUAL HARASSMENT I. Purpose To set forth procedures for the implementation of the sexual harassment policy. II. Definition of Terms Sexual harassment is any repeated or unwanted verbal or sexual advance, sexually explicit derogatory remarks, or statements made by someone in the work place which are offensive or objectionable to the recipient, or which cause the recipient discomfort or humiliation, or which interfere with job performance, and which can be reasonably determined to constitute unlawful behavior as follows: A. Submission to the conduct is either an explicit or implicit term or condition of employment. B. Submission to or rejection of the conduct is used as a basis for employment decisions affecting the recipient. C. The conduct has the purpose or effect of substantially interfering with work performance, or creating an intimidating, hostile or offensive work environment. Ill. Procedures A. The Employee 1. The employee should be certain beyond a reasonable doubt that harassment exists and that it is directed toward him or her. 2. The employee should advise the offending individual that the conduct in question is offensive and request that it be discontinued immediately. 3. If the offending conduct continues or recurs, the employee should report the conduct to his or her immediate supervisor. 4. In the event the supervisor is the offending party, the conduct should be reported to the next higher person in the organizational chart . LITTLE ROCK SCHOOL DISTRICT NEPN CODE: GBAA-R (continued) B. The Supervisor 1. The supervisor will take immediate action to investigate any and all complaints which are registered. 2. After the investigation and determination of the merits of the complaint, the supervisor will meet with the offended employee to discuss the results of the investigation. 3. If it is determined that an employee has engaged in harassment the supervisor will take appropriate disciplinary action. The nature of the action will depend on the severity of the harassing behavior. The action may range from a warning to dismissal. 4. If the accused employee denies the harassment and there are no witnesses to the alleged harassment, the supervisor will restate District policy to both parties and emphasize the District's expectation of proper work behavior. The supervisor will document the complaint, the findings and the conferences held. C. The District 1. The District will make every reasonable effort to insure that no retaliation occurs against any employee who has registered a complaint or who has assisted in the investigation of a complaint. 2. The District will take appropriate disciplinary action including possible discharge against any employee who engages in retaliation. Date: March 1999 2 LITTLE ROCK SCHOOL DISTRICT NEPN CODE: GBE STAFF RIGHTS AND RESPONSIBILITIES All staff members have a responsibility to make themselves familiar with, and abide by, the laws of the state as these affect their work, the policies of the Board, and the regulations designed to implement them. All staff members shall be expected to carry out their assigned responsibilities with conscientious concern. The first responsibility of the instructional staff is the education of the student. Also essential to the success of ongoing school operations and the instructional program are the following specific responsibilities, which shall be required of all personnel: 1. Faithfulness and promptness in attendance and work. 2. Support and enforcement of policies of the Board and regulations of the school administration in regard to students. 3. Diligence in submitting required reports promptly at the times specified. 4. Care and protection of school property. 5. Concern and attention toward their own and the Board's legal responsibility for the safety and welfare of students, including the need to ensure that students are under supervision at all times. In their association with students all school employees will set examples that are an important part of the educational process. Their manner, dress, courteousness, work ethic and attitudes establish models that affect the development of young people. The Board expects its staff members to be exemplary models, as well as provide exemplary instruction . Adopted: LITTLE ROCK SCHOOL DISTRICT NEPN CODE: GBEA STAFF ETHICS/CONFLICT OF INTEREST Employees of the Board will not engage in any activity that conflicts, or raises a reasonable question of conflict, with their responsibilities in the District. More specifically, employees will not: * * * * * * Use institutional privileges for private gain. Solicit or receive compensation, other than that allowed by law, for performance of his/her duties. This precludes, among other things, acceptance of any gratuities, gifts, or favors that might impair or appear to impair professional judgement
and any personal dealings with any individual or entity with whom he/she, on behalf of the Board, has any direct or indirect contact for purposes of obtaining from such individual or entity, noncompetitive contracts, services, or materials. Knowingly authorize or employ the authority or influence of his/her office to secure authorization of any public contract in which he/she, a member of his/her family, or any of his/her business associates has an interest. Offer any favor, service, or thing of value to obtain special advantage. Permit commercial exploitation of his/her professional position. Engage in selling any of the following merchandise or services for personal profit to students or parents in the attendance area served by the schools in which they work: instructional supplies and equipment
reference books
educational tours. Furnish lists of students or parents to anyone selling such materials or services. Employees will use time granted for leave, planning and workshops for the purpose for which it is intended. Nepotism In order that there is no conflict of interest in the supervision and evaluation of employees, at no time may any administrator directly be responsible for the supervision and/or evaluation of any employee directly related to him or her. Adopted: Cross Reference: Board of Education Policy BCB LITTLE ROCK SCHOOL DISTRICT NEPN CODE: GBEAA STAFF PARTICIPATION IN JUDGING SCHOOL EVENTS The Board of Education is committed to providing equitable opportunities for all students to participate in extracurricular activities and to encourage broad participation in school clubs, activities, programs, and events. In some activities, especially student tryouts for cheerleader positions and participation in school beauty pageants, competition is often intense. In order to avoid any appearance of a conflict of inter-est in determining the outcome of these competitions, District employees are prohibited from serving as a judge in cheerleader tryouts, beauty pageants, or other similar competitions . Adopted: LITTLE ROCK SCHOOL DISTRICT NEPN CODE: GBEB STAFF CONDUCT The Board reaffirms one of the oldest beliefs in education: One of the best methods of instruction is that of setting a good example. The Board expects that the staff of the District will strive to set the kind of example for students that will serve them well in their own conduct and behavior which will contribute toward an appropriate school atmosphere. To that end, in dress, conduct, and interpersonal relationships, all staff should recognize that students are continuously observing them and that their actions and demeanor will be reflected in the conduct of the students. The personal life of an employee will be the concern, and warrant the attention of, the Board only as it may directly prevent the employee from effectively performing assigned functions during duty hours, or as it violates local, state, or national law or contractual agreements . No employee will commit or attempt to induce students or others to commit an act or acts of immoral conduct, which may be harmful to others or bring discredit to the district. If it appears the law may have been violated, the district will cooperate with the law enforcement agencies. Employees of the District, while on duty and in the presence of students, should not use profanity, should not use tobacco in any form, and will not consume or be under the influence of intoxicating beverages. They will not be involved in drug abuse or drug traffic. Violations of this policy by employees may be grounds for immediate suspension and possible termination of employment. In such cases, an employee will be informed of his or her rights to a hearing. Arrest of an Employee Specific authority to take appropriate employment action with regard to an employee who has been arrested is delegated to the superintendent or designee with subsequent approval by the Board. * Employees arrested for a misdemeanor offense that would indicate no danger or appearance of danger to students, employees, or the District will normally not be subject to any employment action. * * * * LITTLE ROCK SCHOOL DISTRICT NEPN CODE: GBEB (continued) Employees arrested for a misdemeanor offense which would indicate a possible danger or appearance of danger to the District, co-employees, or to students will normally be suspended with pay pending adjudication. Employees arrested for a misdemeanor offense which would indicate a possible danger or appearance of danger to students but not to the District or coemployees will normally be reassigned to a different responsibility away from students within the District pending adjudication. Employees arrested for a felony offense will normally be suspended with pay pending adjudication. In certain circumstances, other employment action may be taken. Adopted: 2 LITTLE ROCK SCHOOL DISTRICT NEPN CODE: GBEBC STAFF GIFTS AND SOLICITATIONS No employee of the Little Rock School District or member of the Board of Education shall accept any gratuity or favor from any supplier, contractor, or person performing personal services for the Little Rock School District. Further, the same policy will apply to any person, partnership, company or any other entity which may reasonably be expected to perform such services, or offer bids or prices for any supplies, construction, or maintenance work to be performed for the Little Rock School District. An employee will not have a personal financial interest, a business interest, or any other obligation that in any way creates a substantial conflict with the proper discharge of assigned duties and responsibilities or that creates a conflict with the best interest of the district An employee who believes he or she has or may have a conflict of interest will disclose the interest to the superintendent or designee, who will take whatever action is necessary, if any, to ensure that the District's best interests are protected. Endorsements Employees will not recommend, endorse, or require students to purchase any product, material, or service in which they have a financial interest or that is sold by a company that employs the district employee during nonschool hours. Professional employees will not recommend or require students to purchase a specific brand of school supplies if there are other brands that are equal and suitable for the intended instructional purpose. Sales Employees will not use their positions with the District to gain entrance to a home within the district or to obtain an audience with any District resident for the purpose of attempting to sell products or services. Adopted: Cross Reference: Board of Education Policy GBEA LITTLE ROCK SCHOOL DISTRICT NEPN CODE: GBEBD ADVERTISING OF PRODUCTS OR SERVICES BY DISTRICT EMPLOYEES No employee of the Little Rock School District shall use District facilities, school time, or the school or District name for any form of private advertising for products or services . Adopted: LITTLE ROCK SCHOOL DISTRICT NEPN CODE: GBEC DRUG FREE WORKPLACE It is the policy of the Board of Education to provide a drug-free workplace and to work toward a drug-free society. It is the goal of the District to prevent the illicit use of controlled substances and. alcohol. The unlawful manufacture, or the distribution, dispensing, use, possession, or being under the influence of controlled substances and/or alcohol by any employee during the work day, at any school activity or while in the performance of their employment by the District, wherever located, is absolutely prohibited. In appropriate circumstances disciplinary action may include completion of an approved rehabilitation program at the employee's expense, however, any applicable insurance benefits will be applied. For purposes of this policy, controlled substances include, but are not limited to, narcotics, drugs, hallucinogenic or mind-altering drugs or substance, amphetamines, barbiturates, stimulants, depressants, marijuana, anabolic steroids, and any other controlled substance as defined in law, or any prescription, medicine, or other chemical substances not taken in accordance with a physician's prescription. This definition also includes substances presented to be any such controlied substance or which an employee believes to be such a substance. The term "drug abuse education and prevention" means prevention, early intervention, rehabilitation referral, and educational programs related to the use and abuse of alcohol and the use and abuse of controlled, illegal, addictive, or harmful substances, including anabolic steroids . Adopted: LITTLE ROCK SCHOOL DISTRICT NEPN CODE: GBEC-R DRUG FREE SCHOOLS AND CAMPUSES I. Purpose To set forth procedures for regulating and monitoring the implementation of the Drug Free Schools and Campuses policy. II. Definition of Terms Ill. The term "controlled substance" means any drug listed in 11 U.S.C. Section 812 and other federal regulations. Generally, these are drugs that have a high potential for abuse. Such drugs include, but are not limited to, Heroin, Marijuana, Cocaine, "Crack," PCP and "Ice." They also include "legal drugs" which are prescribed by a licensed physician and are illegally distributed, dispensed or sold on school premises or at school-related activities. Procedures 1. The District will not differentiate between drug users and drug pushers or sellers. Any employee who is guilty of possession, use or distribution of a controlled substance and/or alcohol on school premises or as a part of any school-related activity will be subject to discipline up to and including termination of employment and referral for prosecution. 2. The building principal or other administrative head shall notify the superintendent or his/her designee of any employee guilty of a drug related violation occurring on District property or at school-related activities, and impose sanctions on the guilty employee. Alternatively, the school district may give the employee the option, at the employee's expense, to successfully complete a drug/alcohol abuse program sponsored by an accredited and approved private or governmental institution. 3. Each employee is required to inform the District within five (5) days after he or she is convicted for violation of any federal or state criminal drug statute where such violation occurred on the district's premises or during districtsponsored activities. A conviction means a finding of guilt (including a plea of nolo contendre) or the imposition of a sentence by a judge or jury in any federal court, state court or other court of competent jurisdiction . 4. If any employee is convicted of violating any criminal drug statute while in the workplace, he or she will be subject to discipline up to and including LITTLE ROCK SCHOOL DISTRICT NEPN CODE: GBEC-R ( continued) 5. termination. Alternatively, the school district may give the employee the option, at the employee's expense, to successfully complete a drug/alcohol abuse program sponsored by an accredited and approved private or governmental institution. 6. By virtue of District participation in federally funded programs, the law requires all employees of the District to abide by these regulations as a condition of employment in the Little Rock School District. 7. Each unit administrator shall he responsible for compliance with the reporting and certification procedures outlined in this policy and shall maintain, at the building site, appropriate documentation to demonstrate compliance. 8. All employees are to be made cognizant of this policy and regulations and are required to sign an acknowledgment form and return it to the unit administrator . Dated: March 1999 2 LITTLE ROCK SCHOOL DISTRICT NEPN CODE: GBGA STAFF HEALTH The Board promotes an attitude of assistance and support towards solving human personal problems encountered by employees, e.g. alcohol or other drug misuse, physical or mental problems or other concerns that may affect job performance. The Board encourages staff to take advantage of the resources available on a voluntary basis. However, the Board's first commitment is to the education of the students. Therefore, when performance is adversely affected mandatory referral would be the alternative to dismissal. The Board reserves the right to require a medical examination in the event a medical condition adversely affects an employee's job performance. If the results of the examination confirm an adverse medical condition, appropriate administrative action will be taken. Such action will be based upon the nature of the impairment and the nature of the employee's assignment. All District employees upon initial employment, and those who have been separated from public school employment more than one school year, including superintendents, supervisors, principals, teachers, and any other employees in the public schools of the state, will with their application provide a certificate that said person does not have tuberculosis in the communicable form . Adopted: LITTLE ROCK SCHOOL DISTRICT NEPN CODE: GBGB STAFF PERSONAL SECURITY AND SAFETY It is the policy of the Board of Education to assist employees if a job-related assault should occur on school grounds or off . Adopted: Legal References: AC.A. 6-17-113, AC.A. 6-17-1209, AC.A. 6-17-1308 Cross Reference: Administrative Regulation GBGB-R LITTLE ROCK SCHOOL DISTRICT NEPN CODE: GBGB-R STAFF PERSONAL SECURITY AND SAFETY Job-related assault will be defined as any physical assault or battery upon an employee that takes place at any time during an employee's performance of work-related duties, either on school grounds or off. Self-Protection. Employees may take reasonable and necessary action to protect themselves from immediate impending assault, but the employee must also use appropriate measures to avoid assault. Reporting the Assault. The employee will report the assault or see that the assault is reported to his/her supervisor as soon as possible after the event. The supervisor will assist in: (1) seeing that appropriate medical attention is given and/or arranged for, (2) seeing that the assault is reported and/or filed with the appropriate administrators, (3) reporting the incident to the police . The superintendent or a designee will report the incident to the District Safety and Security Department. Days Missed as a Result of Assault. Days absent from duty, whether for injury, doctor's direction, hospitalization, attorney consultation, or court proceeding directly relating to the assault, will not be charged against any leave days, but the absence(s) must be consistent with workmen's compensation guidelines. Limitations: The District reserves the right of approval of the choice of doctors. The doctor must release the employee for return to work. Upon the doctor's release, the employee must return to work. If the employee chooses to be absent after the doctor's release and if the absence is or is claimed to be a result of the assault, the absence(s) will be subtracted from the employee's accumulated sick leave. The district reserves the right to be in consultation with the attending doctor before and/ or after the release of the employee. Salary of the Employee. The District will pay the difference between what workmen's compensation pays and the employee's regular daily salary for as long as the employee is absent from work as a direct result of the assault. LITTLE ROCK SCHOOL DISTRICT NEPN CODE: GBGB-R ( continued) Termination of Assault Benefits. The benefits described will terminate when: (a) the doctor has released the employee to go back to work
(b) the employee is found to be the aggressor in the incident
or (c) the employee resigns. Findings of Fault. In the event a court of law finds that the employee was the aggressor in the assault incident, all payments of benefits will cease and the District will have a cause of action against the employee for repayment of benefits . Date: March 1999 2 LITTLE ROCK SCHOOL DISTRICT NEPN CODE: GBGD WORKERS' COMPENSATION The District employees are covered for occupational injuries and illnesses in accordance with the provisions of Arkansas Worker's Compensation law. When an employee suffers an occupational injury or illness and/or is unable to work as a result of the injury or illness, he/she must complete the necessary forms to obtain coverage. The applicable law will cover all claims for benefits . Adopted: Legal Reference: AC.A. 6-17-1411 LITTLE ROCK SCHOOL DISTRICT NEPN CODE: GBH STAFF PARTICIPATION IN COMMUNITY ACTIVITIES The Board encourages employees of the District to participate in civic, service club and professional organizations which provide an opportunity for community or professional service which reflects, in a positive manner, upon the individual employee and the school district. However, neither an individual nor the school as a whole shall be permitted to use school time in working on a community sponsored project unless such an undertaking is contributing to the educational program . Adopted: LITTLE ROCK SCHOOL DISTRICT NEPN CODE: GBI STAFF PARTICIPATION IN POLITICAL ACTIVITIES School-sponsored functions involving duly qualified candidates for any office will not be structured in such a manner as to provide any candidate acting on behalf of their candidacy an advantage over other candidates. The use of school materials, or school personnel in their capacity as employees of the school system, on behalf of any or all candidates, as expressly forbidden. Employees and elected officials are expected to take every reasonable step to differentiate between their activities as individuals and their official positions as employees or elected officials, including the solicitation of funds of support from subordinate employees or persons or groups of persons or firms doing business with the Little Rock School District. Adopted: LITTLE ROCK SCHOOL DISTRICT NEPN CODE: GBJ PERSONNEL RECORDS The superintendent is authorized and directed to develop and implement a comprehensive and efficient system of personnel records under the following guidelines: 1 A personnel folder for each employee, certified and classified, shall be accurately maintained in the District administrative office. 2. In addition to the application for employment, such folders shall contain records and information relative to compensation, changes of address, employment contracts, evaluations, and such other information as may be considered pertinent. 3. All personnel records of individual employees shall be considered confidential and therefore shall not be open for public inspection, with the exception of the information covered under the Freedom of Information Act. 4. Each employee shall have the right, upon request, to review the contents of his/her own personnel file, with the exception of references and recommendations provided to the District on a confidential basis by universities, colleges, or persons not connected with the District. 5. The employee may submit for inclusion in the file written information in response to any of the material contained therein. 6. The superintendent and his/her designees shall take the necessary steps to safeguard against the unauthorized use of all confidential material. Adopted: Legal Reference: A.C.A. 6-17-1505 LITTLE ROCK SCHOOL DISTRICT NEPN CODE: GBK STAFF CONCERNS/COMPLAINTS/GRIEVANCE A procedure to address questions concerning staff relationships will result in encouraging employees to express themselves on subjects concerning conditions of employment, in fostering a better understanding of policies, and ensuring all employees that their questions and concerns are considered fairly, rapidly, and without reprisals. It is the policy of the Board of Education to have written grievance procedures which provide an orderly method of resolving concerns raised by an employee. "Grievance" shall mean any concern related to personnel policies or salary raised by an employee. "Employee" shall mean a person employed by the District under a written contract. Adopted: Legal Reference: A.C.A. 6-17-208 Cross Reference: Administrative Regulation GBK-R LITTLE ROCK SCHOOL DISTRICT NEPN CODE: GBK-R STAFF CONCERNS/COMPLAINTS Purpose: Most employees are covered by grievance procedures defined in their respective negotiated agreement. For those employees not covered by a negotiated agreement, there shall be a resolution process. The resolution of questions concerning staff relationships with the employer can be resolved promptly and fairly by the application of well-defined procedures known to all staff members. Communication and discussion between the employee and staff member can resolve the majority of questions and problems that cause difficulties. When resolution is not reached rapidly, the employer and the staff member may proceed to effect resolution in writing as defined in this procedure. The purpose of the resolution procedures is to secure, at the lowest possible level, equitable solutions consistent with the legal standards of "due process" to obtain better understanding of policies, to encourage employees to express themselves more effectively on subjects concerning conditions of employment, and to ensure to all employees that their questions and problems are considered fairly, rapidly and without reprisals. Procedure: All documents, communications and records dealing with the processing of a grievance will be filed separately from the personnel files of the participants and will be destroyed three years after the last official entry. All parties will hold the resolution proceedings in confidentiality at all levels. Normally, the resolution process should be conducted at times that do not interfere with assigned duties. A grievance should be processed as rapidly as feasible. The parties should act in good faith to expedite the process. If at any level of the grievance procedure, an appeal is not filed within a reasonable time, the grievance will be considered resolved. Process: The employee will schedule a meeting with the appropriate supervisor to discuss the complaint and resolutions sought. If the problem is not resolved, and the employee indicates a desire to pursue further, a written request for a review by the Director of Human Resources should be submitted to the Department of Human Resources. The written request will include a statement setting forth the issue(s) to be reviewed. The Director of Human Resources will submit the grievance to the superintendent or his/her designee. Date: March 1999 LITTLE ROCK SCHOOL DISTRICT NEPN CODE: GC PROFESSIONAL STAFF The term "certified personnel" will be used for those employees who must possess teaching or administrative certificates issued by state education authorities in order to hold their positions. The following definitions will apply to certified personnel: Full-time Personnel: Employees whose regular assignment requires them to work not less than five days per week for not less than five hours per day during the period of the employee's work year, excluding vacation, sick leave, and holidays. Part-Time Personnel: Employees whose regular assignment requires them to work less than four hours per day. Temporary Personnel: Employees who accept assignments(s) for a predetermined period of time. The length of service for an assignment may be based on: a. Time needed to complete a specific task
b. A specific date set for the termination of an assignment
c. The return of a full-time or part-time employee from an absence. Extended Temporary Personnel: Temporary employees who may receive an assignment that continues for 20 consecutive working days or longer. Intern Personnel: Teachers who receive an assignment after the first student contact day of the school year that continues until the end of the school year. The position is declared vacant at the end of the school year . Adopted: LITTLE ROCK SCHOOL DISTRICT NEPN CODE: GCA PERSONNEL POLICIES FOR ADMINISTRATORS The Board of Education recognizes that policies and regulations for all certified employee groups cannot be identical because of negotiated agreements, job performance responsibilities, and the interests of the Little Rock School District. For the purposes of this policy, administrators and managers shall be defined as any personnel paid on an administrative salary schedule. Salary placement, benefits, and other related conditions for administrators are defined in the attached regulations . Adopted: LITTLE ROCK SCHOOL DISTRICT NEPN CODE: GCA-R ADMINISTRATOR EMPLOYMENT & SALARY PLACEMENT Salary Schedules Administrative positions have been assigned to an appropriate level (range) on the salary schedules based on job classification and performance responsibilities. Each level (range) has 20 steps which recognize credit for administrative experience. Salaries for each range and step have been prorated into separate salary schedules consistent with the length (number of workdays) of the contract. In addition to the scheduled salary, employees placed on the administrative salary schedules receive additional stipends for educational training as follows: 1. $1500 for MA+30
2. $2000 for MA+60 or Specialist
3. $3000 for Doctorate. Note: These stipends will not apply to grades 7 and 8 administrators. Initial Placement Credit for previous experience will be granted at the rate of one year of credit for each three years of teaching or other non-administrative experience. Credit for previous acceptable administrative experience will be granted at the rate of one year of credit for each year of experience. Any current administrator whose daily rate of pay is less than this regulation allows because of initial placement under any previous regulation shall have his/her pay increased by adding one additional incremental step each year until the placement is consistent with this regulation. At no time should an administrator be given a promotional increase of more than _% of his/her annual salary. Advancement All employees on administrative salary schedules are normally advanced one step per year from their initial step placement. Administrators must be employed for at least one full semester after initial placement to qualify for a step increase for the following school year. LITTLE ROCK SCHOOL DISTRICT NEPN CODE: GCA-R (continued) EVALUATION Each administrator will be evaluated annually in writing. The evaluation process will be consistent with procedures and expectations which are presented to the administrator prior to the initiation of the process. ADMINISTRATOR DISMISSAL All administrators are expected to conform to reasonable standards of conduct and performance. Any action taken against an administrator will be appropriate for the behavior which precipitated the action. Non-renewal or termination of administrators will be handled in accordance with the "Arkansas Teacher Fair Dismissal Act" or the "Public School Employee Fair Hearing Act." There are occasions when employees, because of the nature of their misconduct, must be suspended and recommended for immediate termination. The suspension of any administrator may be without pay
the superintendent will weigh the circumstances leading to the suspension and will determine whether or not pay during the suspension is appropriate. GRIEVANCES Any administrator may grieve any disciplinary action that results in the administrator being placed on probation. The grievant must appeal within 10 days to the immediate supervisor of the person who placed the administrator on probation. If the grievant is not satisfied with the decision at this level, within 10 days of receipt of the decision he/she may appeal directly to the superintendent or his/her designee. SICK LEAVE At the beginning of each school year each full-time administrator will be credited with sick leave without loss of pay. The number of days credited will be based on contract length as indicated below: 1. 185-209 contract days - 10 sick leave days 2. 210-229 contract days - 11 sick leave days 3. 230-240 contract days - 12 sick leave days 2 LITTLE ROCK SCHOOL DISTRICT NEPN CODE: GCA-R ( continued) Sick leave days may accumulate from year to year to a maximum which is equal to the length of the employment contract. Administrators coming to the District from other Arkansas public school districts will be granted credit for unused sick leave accumulated in Arkansas public school districts up to a maximum of 90 days. An administrator may use sick leave only for reasons of personal illness or death, illness, or medical care of a member of his/her immediate family. With the recommendation of the Director of Human Resources and approval of the superintendent or his/her designee, additional sick leave may be advanced to the administrator. PERSONAL LEAVE At the beginning of each school year, all administrators will be credited with two days of personal leave without loss of pay. If these days are not used within the school year, they will be credited to accumulated sick leave. Personal leave may be taken on any contract day with the approval of the administrator's immediate supervisor. Except in cases of emergency, request for approval of personal leave must be made at least 24 hours prior to taking the leave. EXTENDED LEAVE Medical Any administrator who has an illness or disability may request an extended leave of absence for the remainder of the semester in which the illness or disability occurs. The administrator may be required to verify the illness or disability at the time the extended leave begins and again at the beginning of each semester for which the leave is extended. Extended leave may be continued for up to three semesters after the semester in which the illness or disability occurs. Any administrator may remain on payroll until all accumulated sick leave has been exhausted
otherwise, all extended leave will be without pay and without increment. Prior to returning from the extended leave, the employee may be required to present a doctor's certificate verifying that he/she is physically capable of returning to work . 3 LITTLE ROCK SCHOOL DISTRICT NEPN CODE: GCA-R ( continued) Educational Any administrator who has five (5) or more years of experience with the District may apply for a leave of absence, subject to the superintendent's approval, for one year to engage in educational administration advanced study in an accredited college or university. The employee must present a comprehensive statement setting forth the benefit the District should expect to derive from granting such leave. The extended leave will be without pay and without increment. If the administrator does not engage in the course of study described in his/her request for leave, he/she shall forfeit the right to return to the District. Other Any administrator who is in good standing and separates service from the District for 2 years or less, for reasons other than those defined above, will be given preference in the hiring process when vacancies occur . SABBATICAL LEAVE When an administrator has rendered a minimum of five (5) consecutive full years of uninterrupted service to the District, he/she is eligible to make application for sabbatical leave according to the following conditions: 1. The application form will require the normal personal and professional data. In addition to this, the applicant will prepare a comprehensive statement setting forth his/her plans for advanced study and his/her evaluation of the benefits the schools program may expect to derive from his/her additional training. 2. Applicant must hold the standard master's degree or thirty-six (36) approved hours above the bachelor's degree and his/her sabbatical leave for advanced study must lead to the doctorate. 3. Sabbatical leave will be granted upon recommendation by the superintendent and approval by the Board of Education. Evidence of admissibility to a standard doctoral program in an acceptable institution of higher learning must be presented . 4 LITTLE ROCK SCHOOL DISTRICT NEPN CODE: GCA-R ( continued) 4. Leave will be granted for a period of not less than four and one-half (4 1/2) school months nor more than twelve (12) calendar months (including nine months in the same year). 5. Applications will be received in the office of the superintendent prior to February 1 preceding the school year for which the leave is requested. Acceptance by the institution that the applicant has applied for must be finalized by March 1. The superintendent's office shall notify the applicant as to whether he/she has been approved for leave immediately after the regular March Board meeting. 6. One (1) sabbatical leave may be granted annually. If no leave is approved in a given year, two (2) such leaves may be granted during the succeeding year. 7. For sabbatical leave, the grantee will receive a stipend equal to fifty (50) percent of the actual salary to which the grantee is entitled during the year in which the leave is taken, or one hundred percent of the eligible salary the grantee would be entitled to receive if he/she were a classroom teacher nine and one-four (9 1/4) months, whichever is higher. 8. Personnel on sabbatical leave should be allowed to return to their vacated positions, if possible. If this is not possible, they shall be placed in at least a comparable position. 9. Grantee will sign a non-interest bearing promissory note in favor of the District for the amount of the stipend
said note to be canceled and of no effect at the conclusion of the third year of service rendered to the District following the leave year. The total amount of the note shall become due and payable if the grantee fails to render a minimum of one (1) year of service following the leave
two-thirds (2/3), if the grantee fails to render a minimum of two (2) years of service
one-third (1/3), if the grantee fails to render a minimum of three (3) years of service. This regulation assumes that three (3) successive contracts will be offered grantee. Failure on the part of the school system to offer a contract any year (except as stipulated under the "Arkansas Fair Dismissal Act" or the "Public School Employee Hearing Act") following the year of leave renders the note invalid . 5 LITTLE ROCK SCHOOL DISTRICT NEPN CODE: GCA-R ( continued) VACATION All twelve month administrators are contracted to work 250 days annually. Paid vacation days are based on years of administrative experience in the LRSD (and PCSSD if hired during the annexation). Administrators with 0-7 years receive 15 days, 8-14 years receive 20 days, and 15 or more years receive 25 days. Vacation days which are not used during the school year may be accumulated from school year to school year to a maximum of 45 days. Any administrator who separates employment from the District will be paid for up to 45 unused accumulated vacation days at the employee's daily rate of pay. Administrators are encouraged to take vacation days during June, July and/or Christmas and spring breaks. Vacations may be taken at other times only with the approval of the administrator's immediate supervisor . Date: March 1999 6 LITTLE ROCK SCHOOL DISTRICT NEPN CODE: GCB CERTIFIED PERSONNEL CONTRACTS Under policy, the Board may voluntarily enter into a Professional Negotiated (PN) agreement with the teaching staff that establishes the salary schedule, benefits, and working conditions for all teachers in the District. The agreement remains in effect only under the conditions of Board policy. Each year, employment of administrators, supervisors, and regular teaching staff is evidenced by written contracts that are binding on both employer and employee. The Board grants to the superintendent or designee the authority to offer contracts for employment subject to final approval by the Board. Contracts are approved by the Board upon the recommendation of the superintendent. These contracts will include the terms of employment and any special conditions of employment. It is the responsibility of the employee to provide all information necessary for proper certification or licensing and credit for prior work experience to the appropriate division of the state department of education. If the employee fails to maintain the required certification and endorsements, the contract of the employee shall be considered null and void. Assistance in processing necessary information will be offered by the district personnel office Adopted: Cross Reference: Board Policy HD LITTLE ROCK SCHOOL DISTRICT NEPN CODE: GCBB SALARIES Salaries for teachers shall be in accordance with the District Personnel Salary Schedule and the applicable negotiated agreements between the Board of Education and the representatives of the teacher unit. Because it is the desire of the Board to promote from within when possible, teachers who become administrators will not be placed on a salary schedule which pays less on a per day basis . Adopted: LITTLE ROCK SCHOOL DISTRICT NEPN CODE: GCBC SPECIAL DUTIES When special duties are assigned to a teacher and when such duties are not regular teaching duties or extracurricular duties of a nature considered a normal part of a teacher's work, the teacher shall be paid additional compensation for such duties and the amount shall be added as an addendum to the annual contract. Coaches will be paid stipends that are commensurate with the demand of their specific coaching assignments . Adopted: LITTLE ROCK SCHOOL DISTRICT NEPN CODE: GCBD FRINGE BENEFITS FOR CERTIFIED STAFF A comprehensive fringe benefit package is provided personnel. A detailed outline of benefits is made available to employees by the Director of Human Resources. All employee benefits, other than those established by collective bargaining agreements approved by the Board, will be subject to Board policy. The superintendent will provide for the interpretation and application of the Board's policies and decisions regarding benefits . Adopted: LITTLE ROCK SCHOOL DISTRICT NEPN CODE: GCC PROFESSIONAL STAFF PERSONNEL LEAVES AND ABSENCES Employees' continuous presence promotes excellence in the instructional program by ensuring the uninterrupted continuity of education, greater teacher-student contact time, consistent classroom discipline, and reduced cost. Accordingly, employees are expected to come to work every day. The Board recognizes, however, that certain absences are unavoidable. Leave of absence, without pay, may be granted by the Board of Education to a certified employee upon recommendation of the superintendent in accordance with this policy or the negotiated agreement. A. Purposes: A leave of absence may be granted for the following purposes: 1. For advanced study in the employee's major field. 2. For personal illness if it can be shown that rest and recuperation will contribute to the welfare of the employee. 3. For service required by an agency of government consistent with applicable law. 4. To care for a member of the employee's immediate family. B. Conditions Failure to notify the superintendent of intention to resume work prior to the expiration of a leave of absence, or failure to report for duty at the expiration of a leave of absence or extension granted, or failure to ask for, and be granted, a leave of absence in case of protracted absence shall be considered a resignation. PROLONGED ABSENCE FROM SCHOOL Whenever a teacher is absent from duty for a period of time which, in the judgment of the superintendent, would be detrimental to the progress of the students in the teacher's classroom, the superintendent is directed to recommend to the Board a leave of absence for such teacher following the District procedures and/or applicable negotiated agreement. Adopted: Legal Reference: A.C.A. 6-17-306 LITTLE ROCK SCHOOL DISTRICT NEPN CODE: GCCA PUBLIC SERVICE LEAVE POLICY District personnel may be granted an unpaid leave of absence for the purpose of serving in an elective or appointive governmental office. Such leave shall be for the duration of the term of office, term of the legislative session, or position held. After deciding to pursue the position or having received the appointment, written application for public service leave should be made to the building principal and superintendent. Upon return to work all rights and benefits at the local level shall be fully restored to the staff member as though such leave had never been taken. An effort should be made to see that such leave does not adversely affect the program of the District. Adopted: Legal Reference: AC.A. 6-17-116 LITTLE ROCK SCHOOL DISTRICT NEPN CODE: GCCB PROFESSIONAL STAFF SICK LEAVE Sick leave will be awarded and accrued in accordance with appropriate state law and/or the appropriate professional negotiations agreements. Leaves of Absence will also be granted in accordance with the Family Medical and Leave Act (FMLA) of 1993 . Adopted: Legal References: Family Medical and Leave Act (FMLA) of 1993 A.C.A. 6-17-1201 through 6-17-1209 Cross Reference: Board of Education Policy GCC LITTLE ROCK SCHOOL DISTRICT NEPN CODE: GCE PROFESSIONAL STAFF RECRUITING The quality of the educational program in any school system is dependent upon the employment and retention of high caliber certified personnel. It will be the policy of the District that the procedure for employing the best-qualified teachers and administrators will include: An effective recruitment program An initiative that results in prompt action when vacancies occur or new positions are created A set of consistent hiring practices in dealing with applicants for teaching or administrative positions Discrimination against any applicant for reasons of race, color, religion, disability, natio_nal origin, sex, age or socioeconomic status will be prohibited in the District. Special efforts will be taken in the recruitment and in all phases of the employment process to guarantee that there is no such discrimination and that there be an equitable distribution of teachers by race and experience throughout the District's schools. Particular attention will be made to the active recruitment of African-Americans in the categories of media specialist, guidance counselor, early childhood education, primary grades, and secondary core areas. Job applicants must fill out an "Application for Employment" form. References and transcripts will be required and checked. False information given knowingly by the applicant may result in immediate dismissal at any time it is discovered. All applicants for teaching positions will be handled by the Human Resources Department. All applications will be made available to all principals when vacancies occur. It is the responsibility of the Human Resources Department to secure information about each applicant's certification rating, professional history and teaching experience. This information will be kept on file. Adopted: Cross References: Board of Education Policies AC, ACA, ACB, ACC, ACD, ACE Revised Desegregation and Education Plan of 1998 LITTLE ROCK SCHOOL DISTRICT NEPN CODE: GCF PROFESSIONAL STAFF HIRING The Board of Education will select the best-qualified applicant for each position regardless of race, color, religion, sex, age, national origin, or handicap/disability. All employees of the Board, except the superintendent shall be recommended by the superintendent and approved by the Board. Should a person nominated by the superintendent be rejected by the Board it shall be the duty of the superintendent to make another nomination. Teachers and other instructional professional personnel will be required to hold or be qualified to hold a certificate in compliance with the provision of the law or in accordance with the regulations of the State Board of Education. Obtaining and maintaining certificate status and providing a valid record thereof in the Human Resources Department are the responsibilities of the applicant or employee, not of the school system or of any of its employees. Failure to obtain or maintain a valid certificate shall be cause for the contract to be void. A recommendation to hire a teacher or administrator will be made to the Board after a personal interview with the candidate has been conducted and one or more references have been personally contacted by the principal and/or the Human Resources Department. The principals of the District who have vacancies will interview applicants and make recommendations for employment to the Director of Human Resources. The Director of Human Resources and the superintendent will in turn recommend employment to the Board of Education. Contracts for employment will be issued pursuant to approval by the Board. All personnel selected for employment must be recommended by the superintendent and approved by the Board of Education. Some applicants may report prior to their election by the Board
however, no applicant will be considered a permanent employee until the Board has voted its approval. The timing of the election of certified employees shall be on a schedule in accordance with state law. Adopted: Cross References: Board Policy AC, ACA, ACB, ACC, ACD, ACE Revised Desegregation and Education Plan of 1998 LITTLE ROCK SCHOOL DISTRICT NEPN CODE: GCFB-R HIRING OF SCHOOL PRINCIPALS 1. Persons desiring employment as a school principal shall file an application in writing (resume, letter of intent, or vitae are acceptable for the initial contact.) District application forms will then be provided for applicants not currently employed with the Little Rock School District. 2. District administration officials will screen the applicants for acceptability. Taken into consideration are certification, experience, education, performance reviews, and references. 3. The associate superintendent and/or the assistant superintendent(s) will prepare a list of interview questions, which may include suggestions from parents and committee members, to be used in the interview process. 4. The Human Resources Director will review the questions for appropriateness regarding legal issues (i.e. E.E.O., Affirmative Action, Americans with Disability Act, etc.) 5. An interview committee will be selected/appointed, as follows: Three Two Three (3) Parents/Patrons (2) Teachers (3) Administration Representatives Note a Note b Note c a. The Parent/Patrons representatives will be selected by a process designated by the PTA president of the affected school in consultation with the campus leadership team .. b. The teacher(s) representatives shall be from the affected school and appointed by the administration of the school in consultation with the campus leadership team. c. The associate superintendent (in consultation with appropriate staff - assistant superintendents, supervisors, and principals) may designate the administrative representatives. *NOTE: The committee's composition shall be balanced, as nearly as possible, by race and gender . LITTLE ROCK SCHOOL DISTRICT NEPN CODE: GCFB-R ( continued) 6. The interview committee shall meet to interview and recommend candidates. The interview committee will be provided folders containing the following : a. An interview schedule b. The approved interview questions c. An approved candidate rating form d. The candidates' application materials 7. The interview committee shall interview the applicants and complete the ratings sheet. The committee, through consensus, will agree upon and submit a recommendation of the top three (3) candidates to the superintendent. NOTE: Although the applicants are rated, the ratings are only for use in reaching consensus and need not be the sole basis for selecting the recommended candidates.) 8. The superintendent shall review the recommendations of the interview committee and select the applicant to be submitted for Board approval. The superintendent may at his/her option, reject each of the three (3) applicants and require that the committee reconvene to determine new recommendations. 9. Once the superintendent has selected an acceptable applicant, he/she will submit that individual's name to the Board of Education for approval. If the applicant is currently serving as a principal, the superintendent may reassign the principal and advise the Board of the lateral transfer. 10. When approved, the candidate shall receive a contract that details his /her salary, pay grade, and other pertinent information . Date: March 1999 2 LITTLE ROCK SCHOOL DISTRICT NEPN CODE: GCFC PROFESSIONAL STAFF CERTIFICATION AND CREDENTIALING REQUIREMENTS 1. All professional personnel shall, before employment, submit to the Department of Human Resources the following : a. An official transcript of all college credit b. A valid Arkansas teaching certificate c. An official birth certificate d. A copy of his/her National Teacher Examination scores e. A TB skin test 2. A withholding tax form shall be executed at the time of employment. 3. Personnel who are identified by the Pulaski County Health Department as needing additional TB skin tests must submit_th e results of such tests as required by the Health Department. 4. A criminal background check will be done for all applicants. Adopted: Legal References: AC.A. 6-17-101, A.C.A. 6-17-401, AC.A. 6-17-411 LITTLE ROCK SCHOOL DISTRICT NEPN CODE: GCFCA CERTIFIED STAFF CHANGE OF ADDRESS Any change of address or telephone number must be reported to the principal or department head and the office of the Director of Human Resources. Forms for this purpose are available in the school office or from the Human Resources department. Adopted: LITTLE ROCK SCHOOL DISTRICT NEPN CODE: GCG PART-TIME AND SUBSTITUTE PROFESSIONAL STAFF EMPLOYMENT The Board of Education believes that the role of the substitute teacher is highly important for maintaining continuity in teaching and learning. The Department of Human Resources, under the direction of the superintendent, will establish an effective program for selecting and assigning all substitute teachers and for evaluating their performance. Whenever possible, a substitute teacher will be a person who is employed in the absence of the regular teacher and who possesses knowledge in the area of assignment and demonstrated successes in teaching. A substitute employed twenty (20) or more consecutive work days in the same position will be classified as a long-term substitute. The designation will be in effect on the twenty-first consecutive day and thereafter in the same position. The substitute teachers list will be maintained in the Human Resources Department. Substitute teachers will not participate in the health and welfare plans or other fringe benefits of the school system . Adopted: LITTLE ROCK SCHOOL DISTRICT NEPN CODE: GCGC JOB SHARING IN PROFESSIONAL STAFF POSITIONS The District will consider job-sharing proposals from teachers who desire such an opportunity. Only the teachers involved may initiate such a proposal. Job-sharing means that two teachers share one full-time teaching position, and decide for themselves how much time that each teacher will devote to the job. Both teachers might be on the job at the same time, or one teacher might be there at one time and the other at another. Each teacher receives one-half the base salary. Benefits and credit for teaching experience will be the same as for half-time teachers. Decisions concerning supplemental positions, if any, will be made on an individual basis. Teachers who want to share a job will submit a proposal to their principals. Submitted proposals must include precise statements concerning: The prior relationship of the partners The division of tasks between the partners Time scheduling Provisions for communication between the partners Provisions for communication between the partners and the rest of the staff Benefits to pupils Benefits to the partners Benefits to the school system The principals will evaluate and forward the proposal to the Associate Superintendent of School Services for approval. The Associate Superintendent of School Services will evaluate and forward the proposal to the Director of Human Resources for final disposition. Proposals will be evaluated based upon the following criteria: Advantages and disadvantages to pupils Advantages and disadvantages to the teachers involved Advantages and disadvantages to the school system Estimated probability of success Other administrative concerns LITTLE ROCK SCHOOL DISTRICT NEPN CODE: GCGC (continued) The job-sharing plan specified above is to be considered an experimental project. Great flexibility will be maintained in the type of proposals approved and in the individual conditions attached to such approval. Every effort will be made to assure that all teachers involved are accorded equitable treatment. Adopted: 2 LITTLE ROCK SCHOOL DISTRICT NEPN CODE: GCID PROFESSIONAL STAFF TRAINING, WORKSHOPS, AND CONFERENCES In order to improve the quality of instruction available to students in the District, opportunities shall be extended to all employees to improve their individual competence. Professional employees shall be encouraged to participate in activities that will contribute to their professional instructional ability whenever such participation is possible without interference with regular duties or the educational program. Participation in professional conferences, meetings or activities is encouraged in areas such as: 1. Attendance at educational seminars, conferences, conventions and similar professional meetings at the local and regional levels 2. Visitation to classes in other schools 3. Participation in educational conferences and meetings at the state and national levels 4. Continuation of professional study in institutions of higher education Adopted: LITTLE ROCK SCHOOL DISTRICT NEPN CODE: GCK PROFESSIONAL STAFF ASSIGNMENTS AND TRANSFERS The assignment and transfer of staff members to schools will be made by the superintendent or his/her designee. In units that are covered by a negotiated agreement, transfers will be made in accord with the applicable agreement. Adopted: LITTLE ROCK SCHOOL DISTRICT NEPN CODE: GCKC DISPLACED STAFF TRANSFERS It is the desire and intent of the Board of Education that all employees in good standing who are displaced because of actions over which they have no control will be transferred to a comparable vacant position at a comparable salary, contract term, and working conditions. When that is not appropriate, however, it may be necessary for an employee to move to a vacant position that carries a different salary, contract term, and/or working condition. In the event an employee, through no fault of his/her own, is moved to a position that carries a lower salary, contract term, or working condition, the following will be the policy of the Board of Education: A. If the Board of Education makes a decision prior to the statutory deadlines for making changes in public school employee contracts for the following year, the affected employee will be notified in a timely manner and any subsequent change in position, salary, or working condition will adhere to the standard established for the new position. B. If the Board of Education makes a decision after the statutory deadlines for making changes in public school employee contracts for the following year, the affected employee will retain his/her salary for the remainder of the current contract year. The employee will be notified in a timely manner that the terms of his/her contract will be changed to conform to the terms established for the position. Adopted: The exception to this provision is in the case of a displaced employee accepting a new position that is covered by a labor agreement, in which case the salary and other terms of the labor agreement will be effective immediately upon assuming the new position . LITTLE ROCK SCHOOL DISTRICT NEPN CODE: GCL PROFESSIONAL STAFF SCHEDULES AND CALENDARS Work Year The working year for the teaching staff will be set forth on the school calendar adopted by the Board. The number of teaching days will conform to state requirements for the number of instructional days. Additional staff days are a matter of instructional program needs as well as a condition of employment. Therefore, the determination to and by certified personnel for an extended year will be a responsibility of the Board acting on the recommendation of the superintendent. Although most staff members are expected to be on official duty only for the teacheremployment year, the Board anticipates that they will work such additional contract days as are necessary before or after the school year to carry out the responsibilities of their positions. The yearly schedules of all personnel will be published as work day calendars based upon the length of their employment contracts. Working Hours Teachers will arrive at their posts sufficiently in advance of students and will remain after the school day to meet with individual students, parents, and faculty committees, and to carry out other professional responsibilities. Administrators and supervisory personnel are expected to observe a daily schedule consistent with the hours that the central office is open, extending this by the time required to discharge the responsibilities of their positions. Schedules during the summer may be shortened or changed as deemed appropriate by the superintendent of schools . Adopted: LITTLE ROCK SCHOOL DISTRICT NEPN CODE: GCMD INSTRUCTIONAL STAFF EXTRA DUTY All student activities which are sponsored by the schools and carried on in school buildings or on school grounds are considered a part of the educational program. Supervision of such activities by teachers shall be in accordance with the appropriate negotiated agreement. Extracurricular duties are considered a normal part of a teacher's work. The allocation and assignment of such duties in each school is a responsibility of the principal. Adopted: LITTLE ROCK SCHOOL DISTRICT NEPN CODE: GCN SUPERVISION OF PROFESSIONAL STAFF The school principal is the instructional leader of the school. As such, he/she is responsible for the supervision of instruction and instructional personnel. The purpose of supervision is to improve the educational program and the effectiveness of instruction. Thus the school principal is responsible for aiding teachers in implementing the approved objectives and reviewing teacher plans, observing actual instruction, offering suggestions for the improvement of teaching, and helping teachers correct deficiencies. The principal may require a teacher to change methods and lesson plans when these conflict with the approved curriculum or Board policy. A teacher who willfully ignores such a directive may be subject to a charge of insubordination. The principal will be particularly attentive to the needs of new teachers, of those who are undertaking new instructional programs, and of those whose classes, for no apparent reason other than daily instruction, have not achieved as well as comparable classes on standardized tests and other appropriate manners. Supervision and Evaluation of Spouse, Housemate, or Family Member District employees who are spouses, family members to any of those individuals outlined in the District nepotism policy, or share housing, will not be in a position to supervise or evaluate one another. If necessary, the District will involuntarily transfer employees in order to avoid such supervisory relationships. Adopted: Cross Reference: Board of Education Policies BCB, GCOA LITTLE ROCK SCHOOL DISTRICT NEPN CODE: GCOA EVALUATION OF INSTRUCTIONAL STAFF The Board believes that quality teaching is of critical importance to a sound educational program and that thorough and regular evaluation of teaching, supervisory, and administrative performance is crucial to improving the total educational process. A continuous program of performance evaluation of all professional personnel will be established and maintained. The purpose of performance evaluation is to ensure a high quality of teaching, supervisory, and administrative performance primarily to advance the instructional program for students. Another purpose of the evaluation system is to provide information to management and leadership personnel to assist them in making personnel decisions. Annual performance evaluations of professional employees will be based upon identified performance standards and criteria. Observations and evaluations will be initiated and coordinated by the principal. Principals may designate persons to assist in the process. The annual evaluation will be placed in the employee's permanent file in the Human Resources Department. Adopted: Legal Reference: A.C.A. 6-17-1504 LITTLE ROCK SCHOOL DISTRICT NEPN CODE: GCOC EVALUATION OF ADMINISTRATIVE STAFF The purpose of appraising the performance and effectiveness of administrators is to promote improvement in the administrative function, to recognize exceptional professional performance, and ultimately to bring continued improvement in the teaching-learning process in District schools. Each administrator's performance and effectiveness will be assessed within the scope of that person's area of responsibility, systemwide goals and objectives and individual performance objectives. Major areas of responsibilities on which individuals may be appraised are established in their job descriptions. Such areas include: curriculum and instruction, staff relations, student relations, fiscal management, building management, program management, school-community relations, supportive services, professional growth plans, and other systemwide responsibilities . Systemwide goals and objectives are developed annually by the administrative team for the improvement of the school system. When feasible, individual performance objectives will be agreed to by the appraiser and appraised, and may relate to systemwide goals and objectives, area of responsibility and/or personal growth. Throughout the evaluation process, all administrators will share in the responsibility of maintaining and enhancing the self-image and self-respect of participants . Adopted: LITTLE ROCK SCHOOL DISTRICT NEPN CODE: GCP PROFESSIONAL STAFF PROMOTIONS AND RECLASSIFICATIONS When school system positions are to be filled, consideration will be given to all applicants. Preference will be given to persons within the school system when their qualifications are essentially equal to the qualifications of other applicants. Selection for promotion will be made without regard to sex, race, religion, national origin, age or handicap. Training, certification, experience, professional competence and suitability for the position will be considered in the selection of persons for school system positions. The processing of applications, evaluative screening, interviewing and final selection of persons to be recommended for school system positions will follow the general procedures used in the selection of new employees. The superintendent reserves the right to recommend promotion without regard to the screening processes when it is in the best interest of the school system. If the superintendent exercises this right, the Board will be informed. Adopted: Cross Reference: Board Policy AC LITTLE ROCK SCHOOL DISTRICT NEPN CODE: GCPB SALARY GRADE ESTABLISHMENT OR RECLASSIFICATION Whenever there is deemed a need to establish or change a salary schedule or salary schedule placement, the request must be made in writing. The request shall state the nature and basis for the request. The Human Resources Salary Committee will review the request for confirmation or denial. In the event the requester wishes to appeal the decision of the committee, the superintendent or his/her designee will rule on the appeal. That decision will be final. Adopted: LITTLE ROCK SCHOOL DISTRICT NEPN CODE: GCQ PROFESSIONAL STAFF TERMINATION OF EMPLOYMENT Resignations Professional employees who for any reason intend to resign or who intend to retire are encouraged to indicate their plans in writing at as early a date in the school year as plans may become firm and the decision to leave the district is made. Letters of resignation will be submitted to the Director of Human Resources. Resignations become effective on the date specified in the body of the resignation letter. While unusual circumstances may dictate otherwise, usually a resignation letter will occur at least thirty days before the effective date of the resignation. Anytime an employee leaves the employment of the District without providing proper notification the notation "Left without Notice" will be placed in their personnel file. Terminations Procedures for the dismissal of certified employees are governed by state law and all actions of the District and the Board, as well as the rights and privileges of employees, shall be in accordance with the Arkansas Teacher Fair Dismissal Act. Adopted: Legal References: "Teacher Fair Dismissal Act" -AC.A 6-17-1501 through 6-17-1510 LITTLE ROCK SCHOOL DISTRICT NEPN CODE: GCQ-R CERTIFIED STAFF NON-RENEWALS AND TERMINATIONS NON RENEWALS Each year, each employee's immediate supervisor shall evaluate the employee's job performance and make a recommendation for continued employment, dismissal, or reassignment of the employee. Permanent employees may be discharged for inefficiency, repeated absence from the job, for conduct unbecoming an employee of the District, or other reasons believed to be detrimental to the best interests of the District. Discharge may be recommended by the employee's immediate supervisor on specific charges. Employees may be laid off due to a lack of work or financial circumstance of the District. TERMINATIONS There are occasions when persons, because of the nature of their misconduct, must be suspended and recommended for immediate termination. Examples of offenses for which an employee will be recommended for immediate termination are listed below. These offenses may include, but are not limited to: a. Conviction at a trial court level of any felony or misdemeanor that is manifestly inconsistent with the safe and efficient operation of the school or department. b. Fighting, threatening or attempting to do bodily injury causing physical pain, illness, or any impairment of physical condition. c. Carrying weapons. A weapon is any object that could cause injury to another person and is not required to be in possession of that employee in the normal course of their job. d. Stealing or misappropriation of property of employees or the District. e. Malicious mischief, the abuse, misuse, or deliberate destruction or damaging of property, tools, or equipment of other employees or of the District. f. Altering or tampering with time cards, "sign in/out" rosters or other reporting documents relative to attendance, promptness or departures . g. Drinking alcoholic beverages on the job or during working hours, or the possession of, or introduction of any alcoholic beverage on District property at any time. This also includes reporting to work while under the influence of alcohol. LITTLE ROCK SCHOOL DISTRICT NEPN CODE: GCQ-R ( continued) h. Use of narcotics, and/or the use, possession, or transmitting on school premises drugs or substances capable of modifying mood and/or behavior. i. Insubordination, including refusal or failure to perform work assigned and/or refusal to obey orders of supervisors. j. Disorderly, disruptive, or immoral conduct on school premises. k. The making of or publishing of false, vicious, or malicious statements concerning any employee or supervisor of the District. I. Falsification of personnel or other official school or insurance records, or making false statements when applying for employment. m. Falsifying or refusing to give testimony concerning accidents involving school vehicles, or other accidents and/or incidents which are being investigated . n. Failure to observe or purposefully disregard school district and departmental policy and procedure. o. Use of District facilities, personnel, or equipment for non-district purposes. WRITTEN NOTICE Written notice must be given to any suspended employee with a recommendation for nonrenewal. Notices must comply with the standards set in the "Public School Employee Fair Hearing Act." HEARINGS Hearings will be conducted in accordance with the standards set in the "Public School Employee Fair Hearing Act." Additionally, any employee entitled to a hearing before the Board of Education may schedule a hearing before the superintendent or his/her designee to review the charges and evidence prior to the time the superintendent makes his/her recommendation to the Board of Education. This hearing should be requested within ten (10) days of receipt of the written notice and does not affect the time limit required for requesting a hearing before the Board . Date: March 1999 2 LITTLE ROCK SCHOOL DISTRICT NEPN CODE: GCQC RESIGNATION OF INSTRUCTIONAL STAFF When so stated in the contract of employment, a certified employee has the privilege of resigning from the school system upon thirty days written notice. When certified personnel resign from the school system before the close of the year, the immediate supervisor will be responsible for seeing that all records and other property are turned in, the same as is required of all other personnel at the end of the school year. All student progress records, grades, etc. shall be complete. The employee's paycheck will be held until the immediate supervisor has certified that the employee's work has been satisfactorily completed . Adopted: LITTLE ROCK SCHOOL DISTRICT NEPN CODE: GCQF DISCIPLINE, SUSPENSION, AND DISMISSAL OF PROFESSIONAL STAFF The superintendent will follow all state laws pertaining to the suspension and dismissal of certified employees. Notice of intention not to renew a probationary or continuing teacher's contract for the next school year will be served to the teacher as required by law. The notification will state the reasons for not renewing the contract. Compulsory leave of absence If any certified teacher is charged by criminal complaint, or indictment with any criminal offense that would be deemed cause for dismissal, the Board may immediately place the teacher on compulsory leave of absence for a period of time not exceeding 10 days after the date of the judgement in the proceedings . Any teacher placed on compulsory leave of absence will continue to be paid regular salary during the period of compulsory leave of absence. Suspension prior to dismissal If there is a determination to suspend a teacher with a recommendation for termination, the notice of suspension will be in writing and be served to the teacher personally or by registered mail addressed to the teacher at the place of residence as recorded in school district records. A teacher who is suspended will continue to be paid regular salary during the period of suspension. Adopted: Legal Reference: A.C.A. 6-17-1501 through 6-17-1510 LITTLE ROCK SCHOOL DISTRICT NEPN CODE: GCR NONSCHOOL EMPLOYMENT OF PROFESSIONAL STAFF No employee shall engage in any outside employment which would require the performance of duties at times that fall within the regularly scheduled work day of the employee. Outside employment at other times is permitted provided such employment does not interfere with the employee's job performance and district operations in normal and/or emergency situations. At no time will any employee utilize District equipment or other resources for purposes except those in the performance of assigned job duties. No employee shall act as a salesperson for any type of school supplies or books which are used in a school or by the students at any school while in the employ of the Little Rock School District. Adopted: LITTLE ROCK SCHOOL DISTRICT NEPN CODE: GCRD TUTORING FOR PAY Tutoring for pay by teachers under contract to the District is subject to the following: 1. A teacher's first allegiance is to the District and its programs. Tutors should be ethical in their relations with parents and students. 2. Tutors should contact the school in which the child is enrolled and consult his/her teacher before tutoring is begun. 3. Tutoring should be limited to students who can profit from it. 4. Teachers in the District should not tutor boys and/or girls attending school in buildings where they teach. 5. Any teacher who tutors or desires to tutor should file his/her name and teaching field with the Educational Programs Division and the list of approved tutors will be made available to school personnel and upon request. Adopted: LITTLE ROCK SCHOOL DISTRICT NEPN CODE: GCS PROFESSIONAL RESEARCH AND PUBLISHING The Board recognizes the value of educational research conducted by staff members. However, all research studies carried out within the school system, using District or school data of any kind, or staff or students as subject, must be approved in advance by the superintendent or a designee. Only those studies that have value to the District will be approved. It is the purpose of this policy to establish (a) the respective rights and obligations of the District personnel related to the development of copyrightable materials and (b) administrative procedures for carrying out this policy. Publication Rights, Inventions, and Patents Materials or devices created as part of the officially assigned educator responsibility will be the property of the Board . The Board will patent or copyright all such materials or devices in the District's name
however, such items will bear the name(s) of the creator(s). The publisher or agent will return all profits from the production of this material or device to the District. In order to stimulate these creations fifty percent of the profits will be distributed and returned to the innovator(s) and producer(s) of the material or devices. The remaining fifty percent will be placed in the general funds by the Board. Computers, Computer programs, and Computer usage Personnel employed by the District may have occasion to develop computer programs, routines, procedures, and documents useful for computer-based learning (hereinafter, materials). These activities may involve use of District owned or leased computer mainframes, mini-computers, microcomputers, associated equipment, software, or documentation and may be supported completely or in part by District resources or funds provided by outside sponsors. Materials or devices created as part of the officially assigned educator responsibility will be the property of the Board . LITTLE ROCK SCHOOL DISTRICT NEPN CODE: GCS ( continued) The Board will patent or copyright all such materials or devices in the District's name
however, such items will bear the name(s) of the creator(s). The publisher or agent will return all profits from the production of this material or device to the District. In order to stimulate these creations fifty percent of the profits will be distributed and returned to the innovator(s) and producer(s) of the material or devices. The remaining fifty percent will be placed in the general funds by the Board . Adopted: 2 LITTLE ROCK SCHOOL DISTRICT NEPN CODE: GCU PROFESSIONAL STAFF MEMBERSHIP IN PROFESSIONAL ORGANIZATIONS The Board recognizes growth opportunities as a result of membership and participation in professional organizations and encourages the staff to benefit from these
however, membership in any professional organizations is not a requirement for employment in the District. Adopted: LITTLE ROCK SCHOOL DISTRICT NEPN CODE: GD SUPPORT/CLASSIFIED STAFF Persons employed in positions not requiring teaching or administrative certification will be known as "classified employees." The following definitions will apply: A full-time classified employee is a person who works at least twenty-five (25) hours per week and is on contract until the end of the school year or sixty (60) days, whichever is longer. A part-time classified employee is a person who works less than least twenty-five (25) hours per week and is on contract until the end of the school year or sixty (60) days, whichever is longer. A probationary employee is a person who is employed to fill a full or part time position for a trial period of one (1) year. A substitute is an employee who is employed to fill in for an absent employee or on a per diem basis . Adopted: LITTLE ROCK SCHOOL DISTRICT NEPN CODE: GOA SUPPORT STAFF POSITIONS The Board recognizes that the employment and retention of classified personnel is essential to the success of the educational system. The superintendent is authorized by the Board to establish necessary classified positions within the limits of the local budget. Each position will be controlled by a job description and associated performance evaluation system. The job descriptions outline the primary duties and responsibilities of all classified employees thereby communicating job expectations. These job expectations will be used as a basis for performance evaluation and assignment to the appropriate pay level in accordance with salary grades and ranges adopted by the Board. In this context, the term "classified" will encompass any and all employees of the Board whose positions do not require certification by the State Department of Education . Adopted: LITTLE ROCK SCHOOL DISTRICT NEPN CODE: GOB COMPENSATION FOR SUPPORT STAFF Each classified employee shall have a written annual contract. The District shall have a Board approved salary schedule for support staff . Adopted: LITTLE ROCK SCHOOL DISTRICT NEPN Code: GDBC SUPPORT STAFF SUPPLEMENTARY PAY/OVERTIME Overtime at the rate of time and one-half will be earned by any classified employee required to work more than forty (40) hours during the work week. All overtime must have prior approval of the direct supervisor. The above provisions do not apply to supervisory or managerial personnel or to employees who voluntarily accept assignments to serve community groups using school facilities. Classified employees whose attendance is required at meetings beyond forty (40) hours will be paid at the time and one-half rate for the time required . Adopted: LITTLE ROCK SCHOOL DISTRICT NEPN CODE: GDBD FRINGE BENEFITS FOR SUPPORT STAFF A comprehensive fringe benefit package is provided the support staff personnel. A detailed outline of benefits may be found in the "Little Rock School District Personnel Benefit Handbook." Adopted: LITTLE ROCK SCHOOL DISTRICT NEPN CODE: GDC SUPPORT STAFF LEAVES AND ABSENCES 1. Leave of absence, without pay, may be granted by the Board of Education of the Little Rock School District to support staff personnel upon recommendation of the superintendent under the terms stated below. a. For personal Illness, if it can be shown that rest and recuperation will contribute to the welfare of the employee. b. For accident in the line of duty. Such Absence shall be charged against accumulated sick leave until such leave has expired or the employee becomes eligible for Worker's Compensation. Each absence of this type shall be judged on its merits. c. An employee required by an agency of the government (such as the United States Armed Forces, the federal or state judiciary etc.) to perform duties which prevent the accomplishment of regularly assigned responsibilities shall be entitled to a temporary leave of absence. The employee will not take such leave during his/her contract period unless required to do so by the governmental agency involved. d. Request for leave of absence must be submitted by the employee to the supervisor or department head at least two weeks prior to the beginning of the leave. e. Being absent without approved leave or failure to notify the supervisor or department head of intention to resume work, or failure to report for duty at the expiration of a leave of absence or extension granted, or failure to ask for additional leave of absence in case of protracted absence shall be considered a resignation. 2. Military leave will be granted, without loss of status, but with no pay, according to the provisions of the Veterans' Readjustment Act of 1974. Adopted: Legal Reference: Veterans' Readjustment Act of 197 4 A.C.A. 17-1301 through 6-17-1308, A.C.A. 6-17-306 LITTLE ROCK SCHOOL DISTRICT NEPN CODE: GDCA SUPPORT STAFF SICK LEAVE Sick leave will be granted in accordance with appropriate state law . Adopted: Legal Reference: A.C.A. 6-17-1301 LITTLE ROCK SCHOOL DISTRICT NEPN CODE: GOE SUPPORT STAFF RECRUITING AND HIRING The Board will establish, and budget for, support staff positions in the school system on the basis of need. The recruitment and selection of candidates for such positions in the schools will be the responsibility of principals. Recruitment and selection for district-wide positions will be the responsibility of the appropriate central office administrator or supervisor. The central office will maintain a list of vacancies in support staff positions and will assist school administrators in filling them. All job openings will be posted in the central office and in appropriate locations in school and other buildings. The Board will officially vote on all employees upon the superintendent's recommendation. However, tentative appointments may be made by the superintendent or designee(s) prior to Board action. The Board may accept or reject a nomination. In the case of rejection, it is the duty of the superintendent to make another nomination . Adopted: LITTLE ROCK SCHOOL DISTRICT NEPN CODE: GDFB SUPPORT STAFF SELECTION PROCESS 1. Persons desiring employment shall file written application. 2. The Human Resources department will maintain all applications on file in a central location. 3. The supervisor or department head will select applicants to recommend for employment. This determination may be based on a personal interview or other method that the supervisor or department head may choose. 4. The appropriate director/assistant superintendent and the Director of Human Resources will review recommendations for hire for approval. The Revised Desegregation and Education Plan will be a guide for assuring that compliance is achieved. 5. Each appointee shall receive a contract showing his/her salary, department, and other pertinent information . Adopted: LITTLE ROCK SCHOOL DISTRICT NEPN CODE: GDI SUPPORT STAFF PROBATION AND TENURE Conditions of Employment 1. For the first year of continuous employment in the District, employees shall be probationary employees and may be discharged at any time they are not needed or when their work is unsatisfactory. 2. After employees have worked for the District for one year and are contracted for the second year, they shall become permanent employees . Adopted: LITTLE ROCK SCHOOL DISTRICT NEPN CODE: GDJ SUPPORT STAFF ASSIGNMENTS AND TRANSFERS I. Vacated or newly established positions shall be filled, to the fullest extent consistent with efficient operations, by the promotion of qualified employees. The Director of Human Resources will be notified of all vacancies as they occur. 2. Employees shall be transferred within the organization as is practical to utilize their highest skills. 3. Transfers may be at the initiative of the superintendent or other administrative officer for any purpose which, in the judgment of either the superintendent or a designee, is for the welfare of the employee or the schools. An administrative transfer or reassignment will be made only after a conference between the employee involved and the superintendent or respective administrator, at which time the employee will be notified of the reason for the transfer. When transfers of employees are necessitated by organizational changes, effort shall be made to avoid reductions in pay . 4. An employee shall be subject to demotion under the following conditions: a) If the employee has been found unsuited for his/her present position but may have skills and ability sufficient to give satisfactory performance in a lower paying position. b) If the employee's position has been abolished or reallocated to a lower pay scale and the employee cannot be transferred to a position of equal pay. Under such circumstances, it shall be clearly indicated on all documents related to the demotion that the transaction in no way reflects on the employee's performance or ability . Adopted: LITTLE ROCK SCHOOL DISTRICT NEPN CODE: GDK SUPPORT STAFF SCHEDULES AND CALENDARS The superintendent or his/her designee, in consultation with appropriate administrators, will establish work calendar schedules for the classified staff in keeping with the standard workday and workweek and in conformance with such time schedules for various classifications of employees as approved by the Board. The workyear for the various classifications of employees will be set forth in the current calendars. Hours of work shall be determined by the immediate supervisor or department head and shall be designed to facilitate the most efficient operation of the department/school. Adopted: LITTLE ROCK SCHOOL DISTRICT NEPN CODE: GDM SUPPORT STAFF CAREER DEVELOPMENT Classified employees are an integral part of the District's total staff. Their training and development are essential to the efficient and economical operation of the schools. Therefore, all classified employees will be encouraged to grow in job skills and to take additional training that will improve their skills on the job. It will be the responsibility of all building principals and department managers to assist to the maximum degree in the training of custodians, clerks, and other classified employees assigned to their buildings and departments. Absences to attend meetings, conventions, conferences, or workshops of local, state, or national associations which serve to advance the welfare of the District through the upgrading and strengthening of the classified service may be granted by the superintendent or designee without loss of pay to the employee . Adopted: LITTLE ROCK SCHOOL DISTRICT NEPN CODE: GOO EVALUATION OF SUPPORT STAFF The development of a strong, competent classified staff of employees and the maintenance of high morale among this staff are major objectives of the Board. The finding of the right employees to fill vacancies, the determination of assignments and equitable work loads, the establishment of wage and salary policies which encourage employees to put forth their best efforts, the evaluation of employee achievements and the provision of a good atmosphere in which to work are some of the major duties of the Board. A program of continuous evaluation is necessary in fulfilling these duties. The evaluation will cover the major areas of the employee's responsibilities and will include the following: specific work assignment attitude toward children attitude toward public education attitude toward supervisors, teachers, fellow employees and work habits The employee's supervisor has the responsibility for informing each employee in advance of the criteria to be used in evaluation. Each employee will be given an explanation of his or her duties and responsibilities and guidance in performing them satisfactorily by his or her immediate supervisor. Adopted: LITTLE ROCK SCHOOL DISTRICT NEPN CODE: GDP SUPPORT STAFF PROMOTIONS AND RECLASSIFICATION When classified staff vacancies are to be filled, preference will be given to qualified applicants from within the school system, provided their qualifications (proven and potential ability, training, experience, and personal characteristics) are equal to those of other applicants. However, the best qualified person from among all who apply within and without the school system will be selected . Adopted: LITTLE ROCK SCHOOL DISTRICT NEPN CODE: GDQ SUPPORT STAFF NON-RENEWALS AND TERMINATION OF EMPLOYMENT In order to maintain a good working environment, all employees are expected to conform to reasonable standards of performance and conduct. When an employee demonstrates an inability or unwillingness to maintain these standards, the supervisor will take necessary corrective action. This action, in all cases, is directed toward resolving personal and work-related problems that interfere with the employee's effectiveness. When all reasonable efforts to correct employee deficiencies are exhausted, it will become necessary that the employment contracts of these persons be terminated ornon-renewed . Adopted: LITTLE ROCK SCHOOL DISTRICT NEPN CODE: GDQ-R CERTIFIED STAFF NON-RENEWALS AND TERMINATIONS DEFINITIONS CLASSIFIED EMPLOYEE: Any person employed by the District under a written annual contract who is not required to have a teaching certificate issued by the Arkansas Department of Education as a condition of employment. PROBATIONARY EMPLOYEE: An employee who has not completed one (1) year of employment with the District. The Board may extend the probationary period of any employee by one (1) year provided the extension is voted at least thirty (30) days prior to the completion of the employee's probationary period . NONRENEWALS Each year, each employee's immediate supervisor shall rate the employee's job performance and make a recommendation for continued employment, dismissal, or reassignment of the employee. Permanent employees may be discharged for inefficiency, repeated absence from the job, conduct unbecoming an employee of the District, or other reasons believed to be detrimental to the best interests of the District. Discharge may be recommended by the employee's immediate supervisor on specific charges. Employees may be laid off due to a lack of work or financial circumstance of the District. TERMINATIONS There are occasions when persons, because of the nature of their misconduct, must be suspended and recommended for immediate termination. Examples of offenses for which an employee will be recommended for immediate termination are listed below. These offenses may include, but are not limited to: a. Conviction at a trial court level of any felony or misdemeanor that is manifestly inconsistent with the safe and efficient operation of the school or department. b. Fighting, threatening or attempting to do bodily injury . LITTLE ROCK SCHOOL DISTRICT NEPN CODE: GDQ-R (continued) c. Carrying weapons. A weapon is any object that could cause injury to another person and is not required to be in possession of that employee in the normal course of his/her job. d. Stealing or misappropriation of property of employees of the District. e. Malicious mischief, the abuse, misuse, or deliberate destruction or damaging of property, tools, or equipment of other employees or of the District. f. Altering or tampering with time cards, "sign in/out" rosters or other reporting documents relative to attendance, promptness or departures. g. Drinking alcoholic beverages on the job or during working hours, or the possession of, or introduction of any alcoholic beverage on District property at any time. This also includes reporting to work while under the influence of alcohol. h. i. j. k. I. Use of narcotics, and/or the use, possession, or transmitting on school premises drugs or substances capable of modifying mood and/or behavior. Insubordination, including refusal or failure to perform work assigned and/or refusal to obey orders of supervisors. Disorderly, disruptive, or immoral conduct on school premises. The making of or publishing of false, vicious, or malicious statements concerning any employee or supervisor of the District. Falsification of personnel or other official school or insurance records, or making false statements when applying for employment. m. Falsifying or refusing to give testimony concerning accidents involving school vehicles, or other accidents and/or incidents which are being investigated. n. Failure to observe or purposefully disregard school district and departmental policy and procedure. o. Use of District facilities, personnel, or equipment for non-district purposes . LITTLE ROCK SCHOOL DISTRICT NEPN CODE: GDQ-R (continued) WRITTEN NOTICE Written notice must be given to any employee suspended with a recommendation for nonrenewal. Notices must comply with the standards set in the "Public School Employee Fair Hearing Act." HEARINGS Hearings will be conducted in accordance with the standards set in the "Public School Employee Fair Hearing Act." Additionally, any employee entitled to a hearing before the Board of Education may schedule a hearing before the superintendent or his/her designee to review the charges and evidence prior to the time the superintendent makes his/her recommendation to the Board. This hearing should be requested within ten (10) days of receipt of the written notice and does not affect the time limit required for requesting a hearing before the Board . Date: March 1999 LITTLE ROCK SCHOOL DISTRICT NEPN CODE: GDQA SUPPORT STAFF REDUCTION IN FORCE The superintendent will determine when a reduction in support staff is necessary, the number of individuals whose employment must be interrupted, and the areas of work in which the reduction will occur. Before recommendations for employment interruption are made, all options for transfer and reassignment of affected support staff will have been used . Adopted: LITTLE ROCK SCHOOL DISTRICT NEPN CODE: GDQB SUPPORT STAFF RESIGNATION An employee desiring to terminate his/her employment is requested to submit a written resignation at least two weeks in advance, setting forth his /her reason for resigning. Failure to give proper notification will cause the District to place a memorandum in the employee's permanent file that the employee "quit without providing proper notification." Adopted: LITTLE ROCK SCHOOL DISTRICT NEPN CODE: GDQD DISCIPLINE, SUSPENSION, AND DISMISSAL OF SUPPORT STAFF Each year each employee's immediate supervisor shall rate the employee's job performance and make a recommendation for continued employment, dismissal, or reassignment of the employee. Permanent employees may be discharged for inefficiency, repeated absence from the job, for conduct unbecoming an employee of the District, or other reasons believed to be detrimental to the best interests of the District. Discharge may be recommended by the employee's immediate supervisor on specific charges. A written copy of the charges shall be furnished the employee upon request. Permanent employees may be laid off due to a lack of work or financial circumstances of the District. Corrective discipline in the form of oral warning or oral reprimand, written warning or written reprimand, suspension with pay and suspension without salary may be used, sequentially, in any combination, or singularly at the administrative level prior to a recommendation for termination of employment. This policy is intended to offer options for corrective discipline and the full application of this policy, or the application of any part therein, will not be a precondition to the district's right to terminate or suspend an employee. The District reserves the right to apply or institute whatever disciplinary sanction it deems appropriate at any time or in any sequence. Discipline of classified employees will not be caused or affected by the employee's religious beliefs, racial of ethnic background, sex, age or exercise of constitutionally protected rights . Adopted: SECTION H: NEGOTIATIONS Section H of the Little Rock School District policy manual contains policies, regulations, and exhibits on the process of negotiating with bargaining units recognized by the school board and authorized under state law. HD Negotiation Practices and Process HGA Recognition of Staff Meet and Confer Organizations LITTLE ROCK SCHOOL DISTRICT NEPN CODE: HD NEGOTIATION PRACTICES AND PROCESS The Little Rock School District Board of Education wishes to establish a working relationship with all employees which will result in a working environment which will be as productive, efficient, and creative as possible. The Board of Education is willing to allow groups of employees to establish the type of relationship they would like to have with the Board of Education, including the communication process between the Board and the employees. Staff members will have the opportunity to work with their supervisors to determine their working conditions, to use the process of "Meet and Confer," or to select the process of negotiations. RECOGNITION OF NEGOTIATING PRACTICES While there is no legal obligation on the part of the Board of Education to negotiate with employee groups, the Little Rock School District Board of Education will voluntarily enter into negotiated agreements with certain classifications of nonmanagement employees. It is the desire of the Board to extend negotiating rights on economic conditions of employment, e.g., salaries and fringe benefits, to these classifications of employees, as long as this arrangement is beneficial to the employees and to the District as determined by the Board of Education. Recognition of the right to negotiate shall be granted under the following conditions: A. That such recognition of the rights to negotiate be deemed by the Board of Education to be in the best interest of the employees and the District. B. That such negotiating practice shall be a voluntary practice of the individual groups of employees. C. That the Board of Education shall recognize the official representatives of those individual groups. D. That in the opinion of the Board of Education, the employees to be represented have a community of interests, including but not limited to, the following: 1. Similarity of duties, skills, interests, and working conditions of employees. 2. Similar placement in the Little Rock School District organizational structure. For the purpose of this policy, the Board identifies the following LITTLE ROCK SCHOOL DISTRICT NEPN CODE: HD (continued) groups to have differing community of interests: security officers
bus drivers
maintenance workers
custodians
food service workers
clerical personnel
paraprofessionals
nurses
and teachers. If it can be shown that a different community of interest does exist, the Board of Education will be willing to combine those groups into a community for the purpose of negotiations, and reserves the right to do so. (Upon the decision of the Board of Education to alter the defined groups, this policy will be edited to reflect the change.) 3. The following positions will be excluded from the above groups because of their direct relationship with management: executive assistants and the staff assistant in the superintendent's office. Any employee who has access to information subject to use by the Board of Education in the negotiations or meet and confer process also will be excluded from the groups . E. While the Board is willing to negotiate with employee groups under the above conditions, it also recognizes the necessity to reserve for the Board and the Administration, certain management rights, including, but not limited to establishment of policy
to determine qualifications, hire, direct, assign, suspend, demote, promote all employees
and to establish the work year. In this vein, the Board directs that an acceptable management rights clause be part of every negotiated agreement. PERSONNEL SERVICE OBLIGATIONS F. Any employee organization shall not cause or permit its members to cause, nor will any member of the organization take part in any curtailment of work or restriction of services or interference with the operations of the District in any manner in those areas affecting work responsibility. The organization will not support the action of any employee taken in violation of this article nor will it directly or indirectly take reprisals of any kind against an employee who continues the full, faithful, and proper performance of his/her contractual duties, obligations, or refuses to participate in any strike or curtailment of work or restriction of services activity. Violation of this policy or Arkansas law by an organization shall cause the Board of Education to remove recognition of the organization and terminate 2 LITTLE ROCK SCHOOL DISTRICT NEPN CODE: HD (continued) any contract. Violation of this policy or Arkansas law by any employee shall cause the Board of Education to terminate the employee. The Board agrees that as long as recognition is granted, and a valid contract remains in force, the Board will not participate in a lockout. PROCESS A. Initial Recognition For a group to be initially recognized, or to challenge the recognition of the present representative, the following procedure shall be followed: A valid petition calling for a representative election shall be presented to the Board of Education. For a petition to be valid it must (1) contain at least a majority of the signatures of the employee group, or be accompanied with a statement from a certified public accountant, mutually agreed to, that a majority of the employees of the group are bona fide dues paying members of an organization representing the group, and (2) be presented to the Board prior to December 1 of the school year. Petitions may be circulated only in the month of November. The Board may ask the Human Resources Office to verify the signatures of the employees. If the petition is valid, the Board will schedule an election to select or decertify an official representative. B. Continued Recognition Once an organization has been recognized as the official representative of an employee group, the following procedures shall be followed: The organization must present certified verification that it represents at least a majority of the employees of the employee group. To determine whether or not an organization represents a majority of the employees in the group, the Human Resources Office will provide the organization a list of all of the persons employed in the group on December 1. The organization shall present a statement from a certified public accountant, mutually agreed to, verifying that a majority of the employees on the list were bona fide dues paying members of the organization on December 1. Such verification shall be presented to the Board by January 15. 3 t' - LITTLE ROCK SCHOOL DISTRICT NEPN CODE: HD (continued) If the organization fails to provide such verification by January 15, the Board shall withdraw its recognition of the group. The Board will schedule an election to determine the desire of the employees concerning representation. C. Elections 1. The ballot used for representation elections shall be approved by the Board and will include an option to the issue being considered. 2. The election will be conducted by the Human Resources Office and will be by secret ballot. 3. In order for an employee representative to be recognized, it must receive in the election at least a majority of the votes of the total number of employees in the employee group . 4. Campaigning on District property will not be allowed. 5. The cost of the petition and the cost of the election shall be paid by the organization petitioning the Board. D. Harassment Harassment or coercion of employees concerning joining or not joining or voting or not voting for an employee group will not be allowed. Such conduct is grounds for invalidating the results of an election or withdrawing continued recognition of a representative. E. Non-compliance Non-compliance with any of these regulations shall be grounds for the Board to revoke the recognition or the privilege to negotiate with the Board. Continued recognition of any employee group bargaining representative will be contingent upon both of the following: 1. Continued belief on the part of the Board of Education that such recognition is in the best interest of the employees and the School District
and 4 LITTLE ROCK SCHOOL DISTRICT NEPN CODE: HD ( continued) 2. Continued desire on the part of the employees of that particular group that continued recognition is desirable . Adopted: 5 LITTLE ROCK SCHOOL DISTRICT NEPN CODE: HGA RECOGNITION OF STAFF MEET AND CONFER ORGANIZATIONS While there is no legal obligation on the part of the Board of Education to meet and confer with employee groups, the Little Rock School Board of Education may voluntarily meet and confer with certain classifications of employees. This voluntary arrangement can be beneficial to the Little Rock School District and to the employee groups affected. It is the desire of the Board to extend the opportunity to meet and confer to classifications of employees and to recognize the representatives of those employees. Such recognition shall be granted under the following conditions: 1. That such recognition be deemed, by the Board of Education and a majority of the employees, to be in the best interest of the employees and-the School District. 2. That, in the opinion of the Board of Education, the employees to be represented have a community of interests including, but not limited to, the following: (a) similarity of duties, skills, interests, and working conditions of employees
(b) similar placement in the Little Rock School District organizational structure. 3. That a majority of the employees, in the classification seeking to be recognized for meet and confer purposes, elect by secret ballot the members of the team from within that employee group that will represent them. Continued recognition of any meet and confer team will be contingent upon the following: 1. Continued belief, on the part of the Board of Education and the majority of the employees, that such recognition is in the best interest of the employees and the School District. 2. That the team conduct the employee's business in a manner consistent with the State Laws relating to public sector employee groups. This policy is not intended to apply to employees covered by a collective bargaining agreement with the Board . Adopted: SECTION I: INSTRUCTION Section I o the Little Rock School District policy manual contains poli es, regulations, and exhibits n the instructional program: basic curricular subjects
pecial programs, instructional r sources, and academic achievement. IA IB IC ICA ID School Day IG Curriculum Develo ment, Adoptio , and Review IGA Curriculum Prog m Alignme and Coherence 1GB Educational Rese ch IGBA Grant-Funded P IGC Pilot Programs IGE Curriculum Guides Religion in th OCT 4 1999 , fl OF lm'MONITOR/NG IHAL IHBA IHBB IHBDA IHBH IHCA IHCC Special Edu ith Disabilities IHCD IHCDA IHD 11B IJ IJOA IJOC IJOCA IKA IKACA IKB IKC Gifted and Remedial nstruction Alternative ducation Program
This project was supported in part by a Digitizing Hidden Special Collections and Archives project grant from The Andrew W. Mellon Foundation and Council on Library and Information Resoources.