MADISONVILLE CONSOLIDATED
INDEPENDENT SCHOOL DISTRICT
2010-2011
EMPLOYEE HANDBOOK
Madisonville CISD
Employee Handbook
2010-2011
Table of contents
Introduction…………………………………………………………………………………5
District information……………………………………………………………………...…5
Mission statement, goals, and objectives………………………………...…………..5
Board of trustees……………………………………………………………………...6
Board meetings……………………………………………………………………….6
Administration………………………………………………………………………..7
Helpful contacts………………………………………………………………...…….7
Employment…………………………………………………………………………………8
Equal employment opportunity………………………………………………………8
Job vacancy announcements…………………………………………………………8
Employment after retirement………………………………………………………...8
Contract and noncontract employment………………………………………………9
Searches and alcohol and drug testing……………………………………………...10
Health safety training……………………………………………………………….10
Reassignments and transfers………………………………………………………..11
Workload and work schedules……………………………………………………...11
Notification to parents regarding qualifications…………………………………….12
Outside employment and tutoring…………………………………………………..12
Performance evaluation……………………………………………………………..12
Employee involvement……………………………………………………………...12
Staff development…………………………………………………………………..13
Compensation and benefits…………………………………………………………….13
Salaries, wages, and stipends……………………………………………………….13
Annualized compensation…………………………………………………………..13
Paychecks…………………………………………………………...………………14
Automatic payroll deposit…………………………………………………………..14
Payroll deductions…………………………………………………………………..14
Overtime compensation……………………………………………………………..15
Travel expense reimbursement……………………………………………………...15
Health, dental, and life insurance…………………………………………………...15
Supplemental insurance benefits……………………………………………………16
Cafeteria plan benefits (Section 125)……………………………………………….16
Workers’ compensation insurance………………………………………………….16
Unemployment compensation insurance…………………………………………...16
Teacher retirement…………………………………………………………………..17
Leaves and absences……………………………………………………………………17
Definitions of Family……………………………………………………………….17
Personal leave……………………………………………………………………….18
Sick leave…………………………………………………………………………...19
Local leave………………………………………………………………………….20
Family and medical leave…………………………………………………………...20
Temporary Disability……………………………………………………………….24
Workers’ compensation benefits……………………………………………………24
Assault leave………………………………………………………………………..25
Bereavement leave………………………………………………………………….25
Jury duty…………………………………………………………………………….25
Other court appearances…………………………………………………………….25
Additional local leave……………………………………………………………….26
Military leave……………………………………………………………………….26
Employee relations and communications……………………………………………26
Employee recognition and appreciation…………………………………………….26
Complaints and grievances………………………………………….…………………26
Employee conduct and welfare………………………………………………………...28
Standards of conduct………………………………………………………………..28
Discrimination, harassment, and retaliation………………………………………...30
Harassment of students……………………………………………………………...31
Drug-abuse prevention……………………………………………………………...31
Reporting suspected child abuse……………………………………………………32
Fraud and financial impropriety…………………………………………………….32
Conflict of interest…………………………………………………………………..33
Gifts and favors……………………………………………………………………..33
Associations and political activities………………………………………………...33
Safety………………………………………………………………………………..34
Tobacco use…………………………………………………………………………34
Criminal history background checks………………………………………………..34
Employee arrests and convictions…………………………………………………..34
Possession of firearms and weapons………………………………………………..35
Visitors in the workplace……………………………………………………………35
Copyrighted materials………………………………………………………………35
Computer use and data management………………………………………………..35
Asbestos management plan…………………………………………………………36
Pest control treatment……………………………………………………………….36
General procedures…………………………………………………………………...36
Bad weather closing………………………………………………………………...36
Building use…………………………………………..…………………………….37
Cafeteria services & procedures…………………………………………………….37
Duty…………………………………………………………………………………38
Conference/Preparation Period……………………………………………………..38
Emergencies………………………………………………………………………...39
Energy conservation………………………………………………………………...39
Faculty/Staff meetings………………………………………………………………39
Keys…………………………………………………………………………………39
Name and address changes………………………………………………………….39
Personal mail………………………………………………………………………..39
Personnel records…………………………………………………………………...39
Purchasing procedures………………………………………………………………40
Teacher workroom………………………………………………………………….40
Telephone…………………………………………………………………………...40
Workshop participation……………………………………………………………..40
Staff attire and dress………………………………………………………………...40
Termination of employment………………………………………………………….43
Resignations………………………………………………………………………...43
Dismissal or nonrenewal of contractemployees……………………………………43
Dismissal of noncontract employees………………………………………………..43
Exit interviews and procedures……………………………………………………..44
Reports to State Board for Educator Certification………………………………….44
Reports concerning court-ordered withholding……………………………………..44
Student issues…………………………………………………………………………45
Equal educational opportunities…………………………………………………….45
Administering medication to students………………………………………………45
Confinement of students…………………………………………………………….45
Extracurricular activities……………………………………………………………45
Field trips…………………………………………………………………………...45
Fire and Tornado drills……………………………………………………………...46
Fund raising…………………………………………………………………………46
Grading system……………………………………………………………………...46
Homework…………………………………………………………………………..48
Invitations…………………………………………………………………………...48
Lesson plans………………………………………………………………………...48
Parent and student complaints………………………………………………………48
Progress reports……………………………………………………………………..48
Selling at school…………………………………………………………………….49
Student admission/attendance standards……………………………………………49
Student records……………………………………………………………………...50
Textbooks…………………………………………………………………………...51
Transporting students……………………………………………………………….51
Videos……………………………………………………………………………….51
Dietary supplements………………………………………………………………...51
Psychotropic drugs………………………………………………………………….51
Student discipline…………………………………………………………………...52
Student attendance…………………………………………………………………..53
Bullying……………………………………………………………………………..53
Hazing………………………………………………………………………………53
Workday…………………………………………………………………………….53
Employee handbook receipt…………………………………………………………54
Introduction
The purpose of this handbook is to provide information that will help with questions and pave the way for a successful year. Not all district policies and procedures are included. Those that are have been summarized. Suggestions for additions and improvements to this handbook are welcome.
This handbook is neither a contract nor a substitute for the official district policy manual. Nor is it intended to alter the at-will status of noncontract employees in any way. Rather, it is a guide to and a brief explanation of district policies and procedures related to employment. These policies and procedures can change at any time; these changes shall supersede any handbook provisions that are not compatible with the change. For more information, employees may refer to the policy codes that are associated with handbook topics, confer with their supervisor, or call the appropriate district office. District policies can be accessed on line at
District information
Mission statement, goals, and objectives - Policy AE
District Mission
Madisonville CISD will provide a safe positive learning environment so that each student will learn to his or her maximum potential through a strong aligned curriculum. High School Mission
The major goal of secondary education is to give students as many career options as possible for choosing what they do after the twelfth grade so that each student may be a productive member of society in his/her adult years. The staff of Madisonville High School believes that our school’s purpose is to educate all students to high levels of academic performance while fostering positive growth in social and emotional behavior and attitudes.
Junior High School Mission
The staff of Madisonville Junior High School believes that all students can learn; therefore, all students will be taught from a comprehensive curriculum with the opportunity to succeed at their own academic level. All students will be provided with opportunities to develop the ability to think logically, independently, creatively, and to communicate effectively. Madisonville Junior High School will continually evaluate programs and methods to insure student achievement in the challenging world of today and the future.
Intermediate School Mission
The mission of our school is for all students to develop the competencies, foundation skills, and personal qualities necessary to enjoy a productive, full and satisfying life.
Elementary School Mission
The mission of the Elementary School is to focus on the students and their needs, providing an instructional environment in which every student will have the opportunity to master the basic curriculum and maximize his/her potential to the fullest.
District Philosophy
It is the philosophy of the Madisonville CISD that all children can and must learn. We believe that it is our duty and purpose to accept students as they are and to develop their character and their mental and physical abilities to the maximum degree possible. We believe that it is the district's responsibility, with community/parent support and involvement, to provide the conditions necessary for learning to occur and to help students to become responsible, productive individuals.
District Goals & Objectives
- Human Resources
Madisonville CISD will maintain a highly qualified staff who are supported by the financial and physical resources of the district in order to fulfill the school's mission, and who are positive role models at school, at home, and in our community.
- Discipline and School Safety
A safe educational environment will be maintained in which all students can achieve to their maximum potential.
- Community/School Relations
Madisonville CISD will support effective communications and relationships between the home, schools, and community. MCISD recognizes that these stakeholders will share responsibility for student achievement.
- Students
Madisonville CISD will provide an opportunity for students to become confident lifelong learners and productive citizens.
- Curriculum
Madisonville CISD will become an exemplary school district by offering an aligned curriculum based on high expectations for high performance in both academic and extracurricular activities.
Board of trustees
Policies BA, BB, BD, and BE series
Texas law grants the board of trustees the power to govern and oversee the management of the district’s schools. The board is the policy-making body within the district and has overall responsibility for the curriculum, school taxes, annual budget, employment of the superintendent and other professional staff, and facilities. The board has complete and final control over school matters within limits established by state and federal law and regulations.
The board of trustees is elected by the citizens of the district to represent the community’s commitment to a strong educational program for the district’s children. Trustees are elected and serve three year terms. Trustees serve without compensation, must be registered voters, and must reside in the district.
Current board members include: Joel Shaw (President), Steve Andrews (Vice-President), Dr. Mark Bennett (Secretary), Dale Hurst, Greg McBee, Dennis McWhorter, and David Stiver.
The board usually meets on the 2nd Monday of each month at 5:30 pm in the Central Office Board Room. Special meetings may be called when necessary. A written notice of regular and special meetings will be posted at the Administration building and online at least 72 hours before the scheduled meeting time. The written notice will show the date, time, place, and subjects of each meeting. In emergencies, a meeting may be held with a two-hour notice.
All meetings are open to the public. In certain circumstances, Texas law permits the board to go into a closed session from which the public and others are excluded. Closed session may occur for such things as discussing prospective gifts or donations, real-property acquisition, certain personnel matters including employee complaints, security matters, student discipline, or consulting with attorneys regarding pending litigation.
Helpful contacts
From time to time, employees have questions or concerns. If those questions or concerns cannot be answered by supervisors or at the campus or department level, the employee is encouraged to contact the appropriate department as listed below.
CENTRAL OFFICE ADMINISTRATION & OFFICE STAFF
Keith Smith...………….……………………………………………………………………Superintendent
Bob Cope……………………….………………………Assistant Superintendent of Special Programs
James Sanders...... Assistant Superintendent of Student Services
Caralynda Klenk.………………………...…………………………… Secretary to the Superintendent
Holly Norman…………………………….………………………………… Special Programs Secretary
LaJune Irving...…………………………………………………..……………… Receptionist/Secretary
Annette Andrews…………….……………………….……..…………………………Accounts Payable
Kayla Walker………………….……………………….……..……………………………Payroll/Benefits
Kelley Terry………………………………………………………………………….Purchasing Manager
Janie Pope……………………………………….………………………………… Director of Instruction
Joey Smith……………….…………………………….………...Maintenance and Grounds Supervisor
Sherry Ragsdale……….…………………………………....………….………...Child Nutrition Director
Nelly Vega…………………………………………………………………………….Child Nutrition Clerk
Frankie Kelly………………………………………………………………………….Child Nutrition Clerk
Sharon Cotton………………………………………………………………………….Peims Coordinator
Idalia Summers………………………………………………………… Bilingual/ESL/Migrant Recruiter
John Vinson……………………….……………………………………………………………..IT Director
Sandra Bailey……………………..…………………………………………Instructional Tech Instructor
Laney Smith………………………………………………………………….Instructional Tech Instructor
John Broussard………..…………………………………………………………………….....Technology
CAMPUS ADMINISTRATION & OFFICE STAFF
ELEMENTARY
Rhodena Brooks ...... Principal
Prince Fite...... Assistant Principal
Patti Rowley………….………………………………………………………....Counselor
Shirley Kustiner ...... Secretary
INTERMEDIATE
Marc Hodges...... Principal
Mike Cousins...... Assistant Principal
Caryn Hagaman………………………………………………………………...Counselor
Michele Binnicker ...... Secretary
JUNIOR HIGH
Carroll Keith Smith...... Principal
Glenn Guderian...... Assistant Principal
Laura Cannon……………………………………………………………………Counselor
Janice Guys…...... Secretary
HIGH SCHOOL
Keith West...... Principal
Jason Adams...... Assistant Principal
Doug Richards ...... Assistant Principal
Stephanie Bailey…………………………………………………………………Counselor
Shelley Sheppard………………………………………………………………..Counselor
Diane Shine...... Secretary
Employment
Equal employment opportunity - Policies DAA, DIA
Madisonville CISD does not discriminate against any employee or applicant for employment because of race, color, religion, sex, national origin, age, disability, military status, genetic information, or on any other basis prohibited by law. Employment decisions will be made on the basis of each applicant’s job qualifications, experience, and abilities.Employees with questions or concerns relating to discrimination on any of the basis listed above should contact the Superintendent.
Job vacancy announcements - Policy DC
Announcements of job vacancies by position and location are distributed on a regular basis and posted at the central administration building, campus offices, and on the district’s Web site.
Employment after retirement
Individuals receiving retirement benefits from the Teacher Retirement System (TRS) may be employed in limited circumstances on a full- or part-time basis without affecting their benefits, according to TRS rules and state law. Detailed information about employment after retirement is available in the TRS publication Employment After Retirement. Employees can contact TRS for additional information by calling 800-223-8778 or 512-542-6400. Information is also available on the TRS Web Site (
Shortage areas. Certain retirees may return to teaching on a full-time basis as a principal or assistant principal or teacher in acute shortage areas without a reduction in their TRS annuity benefits. Acute teaching shortage areas are determined by the board based on Commissioner of Education guidelines. When filling acute shortage area positions, the district must give hiring preference to certified applicants who are not retirees. To be eligible for full TRS benefits without a reduction while being employed as a classroom teacher in a designated acute shortage area, a retiree must meet the following criteria:
- Have not been subject to a reduction in benefit for retirement at an early age or retired under disability provisions
- Have a 12-month continuous break in public school service since retirement
- Be appropriately certified for the position in the applicable school year
Employees can contact the business office for additional information or contact TRS by calling 800-223-8778 or 512-397-6400. TRS information is also available on the Web (
Contract and noncontract employment - Policies DC, DCA, DCB, DCC, DCD, DCE
State law requires the district to employ all full-time professional employees in positions requiring a certificate from State Board for Educator Certification (SBEC) and nurses under probationary, term, or continuing contracts. Employees in all other positions are employed at-will or by a contract that is not subject to the procedures for nonrenewal or termination under Chapter 21 of the Texas Education Code. The paragraphs that follow provide a general description of the employment arrangements used by the district.
Probationary contracts: Nurses and full-time professional employees new to the district and employed in positions requiring SBEC certification must receive a probationary contract during their first year of employment. Former employees who are hired after at least a two-year lapse in district employment also may be employed by probationary contract. Probationary contracts are one-year contracts. The probationary period for those who have been employed as a teacher in public education for at least five of the eight years preceding employment with the district may not exceed one school year. For those with less experience, the probationary period will be three school years (i.e., three one-year contracts) with an optional fourth school year if the board determines it is doubtful whether a term or continuing contract should be given.
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Term Contracts:Full-time professionals employed in positions requiring certification and nurses will be employed by term or continuing contracts after they have successfully completed the probationary period. School district administrators are employed under 2 year term contracts. The terms and conditions of employment are detailed in the contract and employment policies. All employees will receive a copy of their contract and employment policies.
Noncertified professional and administrative employees. Employees in professional and administrative positions that do not require SBEC certification (such as non-
instructional administrators) are not employed by contract. Employment is not for any specified term and may be terminated at any time by either the employee or the district.
Paraprofessional and auxiliary employees: All paraprofessional and auxiliary employees, regardless of certification, are employed at will and not by contract. Employment is not for any specified term and may be terminated at any time by either the employee or the district.
Searches and alcohol and drug testing - Policy DHE
Non-investigatory searches in the workplace, including accessing an employee’s desk, file cabinets, or work area to obtain information needed for usual business purposes may occur when an employee is unavailable. Therefore, employees are hereby notified that they have no legitimate expectation of privacy in those places. In addition, the district reserves the right to conduct searches when there is reasonable cause to believe a search will uncover evidence of work-related misconduct. Such an investigatory search may include drug and alcohol testing if the suspected violation relates to drug or alcohol use. The district may search the employee, the employee’s personal items, work areas, including district-owned computers, lockers, and private vehicles parked on district premises or work sites or used in district business.
Employees required to have a commercial driver’s license. Any employee whose duties require a commercial driver’s license (CDL) is subject to drug and alcohol testing. This includes all drivers who operate a motor vehicle designed to transport 16 or more people, counting the driver; drivers of large vehicles; or drivers of vehicles used in the transportation of hazardous materials. Teachers, coaches, or other employees who primarily perform duties other than driving are subject to testing requirements when their duties include driving.
Drug testing will be conducted before an individual assumes driving responsibilities. Alcohol and drug tests will be conducted if reasonable suspicion exists, at random, when an employee returns to duty after engaging in prohibited conduct, and as a followup measure. Testing may be conducted following accidents. Returntoduty and followup testing will be conducted if an employee who has violated the prohibited alcohol conduct standards or tested positive for alcohol or drugs is allowed to return to duty.
All employees required to have a CDL or who is otherwise subject to alcohol and drug testing will receive a copy of the district’s policy, the testing requirements, and detailed information on alcohol and drug abuse and the availability of assistance programs. Employees with questions or concerns relating to alcohol and drug policies and related educational material should contact the superintendent’s office.