Policies - Series 4000

Frequently Requested Policies
Series 0000 - Mission, Goals, Objectives	Series 5000 - Students (Policies 5000 to 5138)
Series 1000 - Community Relations	Series 5000 - Students (Policies 5141.2 to 5146)
Series 2000 - Administration	Series 6000 - Instruction
Series 3000 - Business & Non-Instructional Operation	Series 7000 - Construction of Physical Facilities
Series 4000 - Personnel - Certified & Non-Certified	Series 9000 - Bylaws of the Board

INDEX
			Number	Contract, Policy, or Regulation
0.		Concepts and Roles in Personnel ..................................................................	4000	P
	A.	Goals and Objectives .......................................................................	4010	P
1.		Certified Personnel
		(1) Recruitment, Selection and Appointment................................	4111	P/R
		(a) Affirmative Action: Recruitment and Selection............	4111.1	P/R
		(2) Appointment and Conditions of Employment
		(a) Health Examinations..................................................	4112.4	P/R
		(b) Security Check/Fingerprinting....................................	4112.5	P/R
		(c) Personnel Records....................................................	4112.6	P
		(d) Nepotism: Employment of Relatives...........................	4112.8	P
		(3) Assignment
		(a) Load/Scheduling/Hours of Employment.....................	4113.1	P/R/C
		(4) Transfer/Reassignment .........................................................	4114	R/C
		(5) Evaluation ...............................................................................	4115	P
		(6) Separation/Disciplinary Action .............................................
		(a) Resignation...............................................................	4117.2	P
		(b) Personnel Reduction.................................................	4117.3	P
		(c) Dismissal/Suspension ...............................................	4117.4	P/R/C
		(i) Just Cause ...................................................	4117.41	C
		(d) Professional Staff Termination Agreements ...............	4117.5	P
		(8) Rights, Responsibilities and Duties .......................................
		(a) Civil and Legal Rights
		(i) Harassment..............................................	4118.113	P/R
		(ii) Disabilities ...................................................	4118.14	P/R
		(b) Professional Development
		(i) Academic Freedom .....................................	4118.21	P
		(ii) Code of Ethics .............................................	4118.22	P/R
		(iii) Conduct and Dress.......................................
		(a) Alcohol, Drugs and Tobacco................	4118.231	P/R
		(c) Duties .........................................................	4118.3	P/R
		(d) Internet & Technology Use � Acceptable Use...........	4118.5	P/R
		(See Policy and Regulation 6141.321)
		(e) Internet Use � Filtering..............................................	4118.51	P
		(See Policy and Regulation 6141.323)
		(f) Computers: Web Sites/Pages...................................	4118.52	P/R
		(See Policy and Regulation 6141.322)
		(g) Use of Proprietary Software Products.......................	4118.53
		(See Policy and Regulation 6162.7)
	B.	Temporary and Part‑Time Personnel ...............................................	4120	P/C
		(1) Substitute Teachers ..........................................................	4121	P
		(2) Consultants......................................................................	4126	P
	C.	Activities
		(1) Staff Development................................................................	4131	P
		(a) In‑Service Education/Independent Study........	4131.3	C
		(b) Continuing Education Units (CEUs)...............	4131.5	P/R
		(2) Travel; Reimbursement ......................................... ...........	4133	P
		(3) Tutoring .....................................................................	4134	P/R
		(4) Organizations/Units..............................................................	4135	P/R
		(a) Agreement..........................................................	4135.1	C
		(b) Grievances/Complaints ................................	4135.4	C
		(5) Non‑School Employment..................................................	4138	P
	D.	Compensation and Related Benefits ..................................................	4140	P/R
		(1) Salary Guides......................................................................	4141	C
		(2) Salary Checks and Deductions..........................................	4142	C
		(3) Extra Pay for Extra Work ..................................................	4143	C
		(4) Insurance/Health & Welfare Benefits ..................................	4144	C
		(5) Employee Protection............................................................	4148	P/C
	E.	Leaves and Vacations	4150	C
		(1) Short‑Term Leaves..........................................................	4151	C
		(a) Personal Illness and Injury.............................	4151.1	C
		(i) Industrial Accident/Illness...................	4151.11	C
		(b) Family Illness/Quarantine...............................	4151.2	C
		(c) Bereavement.................................................	4151.3	C
		(d) Religious Observance....................................	4151.6	C
		(e) Emergency/Personal......................................	4151.7	C
		(2) Long‑Term Leaves...........................................................	4152	C
		(a) Sabbatical ....................................................	4152.1	C
		(b) Maternity; Adoptive; Child Care...................	4152.3	C
		(c) Health and Hardship.....................................	4152.5	C
		(d) Family and Medical Leave..............................	4152.6	P/R
2.		Non‑Certificated Personnel ....................................................	4200
	A.	Permanent Personnel
		(1) Recruitment and Selection.................................................
		(a) Equal Employment Opportunity............................	4211	P
		(2) Appointment and Conditions of Employment	4211.1	* P/R
		(a) Contract................................................................	4212.1	* P
		(b) Health Examinations ...............................................	4212.4	P/ R
		(c) Drug and Alcohol Testing for School Bus Drivers ....	4212.42	P*
		(d) Security Check/Fingerprinting..................................	4212.5	* P/ R
		(e) Personnel Records .................................................	4212.6	* P/C
		(f) Nepotism; Employment of Relatives.......................	4212.8	* P
		(g) Probationary Period................................................	4212.9	P
		(3) Assignment .....................................................	4213	P
		(a) Load/Scheduling/Hours of Employment..................	4213.1	C
		(4) Transfer/Reassignment .......................................................	4214	P
		(5) Evaluation Supervision .............................................	4215	P
		(6) Probationary/Continuing Contract Status
		(a) Seniority .............................................................	4216.1	C
		(7) Separation/Disciplinary Action
		(a) Personnel Reduction............................................	4217.3	P
		(b) Disciplinary Action	4217.4	P/R
		(8) Rights, Responsibilities and Duties
		(a) Civil and Legal Rights
		(i) Harassment...............................................	4218.113	P/R
		(ii) Disabilities ................................................	4218.14	* P/R
		(b) Professional Responsibilities
		(i) Conduct and Dress
		(a) Alcohol, Drugs and Tobacco .......	4218.231	* P/R
		(c) Duties ...................................................	4218.3	P
		(d) Internet & Technology Use � Acceptable Use........	4218.5	P/R
		(See Policy and Regulation 6141.321)
		(e) Internet Use � Filtering...........................................	4218.51	P
		(See Policy and Regulation 6141.323)
		(f) Computers: Web Sites/Pages...............................	4218.52	P/R
		(See Policy and Regulation 6141.322)
		(g) Use of Proprietary Software Products.....................	4218.53	P/R
		(See Policy and Regulation 6162.7)
	B.	Activities
		(1) Travel; Reimbursement......................................................	4233	* P
		(2) Organizations/Units ........................................................	4234	P
		(a) Agreement
		(i) Savings Clause..........................................	4234.15	C
		(b) Grievances/Complaints ........................................	4234.4	C
		(3) Non‑School Employment......................................................	4237	* P
		C. Compensation and Related Benefits
		(1) Salary Guides .......................................................	4241	C
		(2) Salary Checks and Deductions .............................................	4242	C
		(3) Overtime Pay .........................................................	4243	C
		(4) Insurance/Health & Welfare Benefits..................	4244	C
		(5) Employee Protection ............................................................	4248	*P
	D.	Leaves and Vacations
		(1) Short‑Term Leaves...............................................................	4251	C
		(a) Personal Illness and Injury.......................................	4251.1	C
		(i) Family Illness/Quarantine .............................	4251.2	C
		(ii) Bereavement...............................................	4251.3	C
		(iii) Legal and Civic Duties..................................	4251.5
		(iv) Religious Observance................................	4251.6	C
		(v) Emergency/Personal...................................	4251.7
		(2) Long‑Term Leaves
		(a) Maternity; Adoptive; Child Care ..........................	4252.3	C

* Refer to the corresponding policy and/or regulation in the certified staff section (4100s) of the table of contents.

4000

Personnel ‑‑ Certified/Non‑Certified

Concepts and Roles in Personnel

A dynamic, competent and well trained staff dedicated to education is necessary to constantly improve the education program for the students. To this end, the development of the personnel policies for certified and non‑certified staff is an essential component of the educational program in Clinton

The personnel policies of the Clinton Board of Education will help to establish a school environment that will attract and maintain the best‑qualified staff.

The long‑range goals on which these policies will be based are:

1. To recruit, select, and employ the best qualified personnel to staff the district's schools.

2. To provide staff compensation and benefit programs that will help to attract and retain qualified, competent and well-trained employees.

3. To provide an in‑service training program to meet the needs of the employees and the district.

4. To contribute to the continuous improvement of staff performance by maintaining an employee evaluation program.

5. To utilize personnel effectively and efficiently.

Legal Reference: Connecticut General Statutes

10‑220 Duties of boards of education.

Policy adopted:	May 18, 1992	CLINTON PUBLIC SCHOOLS
Policy revised:	March 18, 2002	Clinton, Connecticut

4010

Personnel ‑‑ Certified/Non‑Certified

Goals and Objectives

The Clinton Board of Education will establish those personnel policies that will seek to enable the district and each school to function efficiently and effectively. Administrative staff, under the direction of the superintendent, will administer the personnel program consistent with Board policies. The superintendent will develop the necessary and appropriate forms and procedures for the program, including a systematic employee evaluation procedure, and will maintain a thorough system of records covering all phases of this service.

Policy adopted:	May 18, 1992	CLINTON PUBLIC SCHOOLS
	March 18, 2002	Clinton, Connecticut

4111

4211

Personnel ‑‑ Certified

Recruitment, Selection and Appointment

The Clinton Public Schools shall engage in fair and sound personnel practices in the appointment of all district employees. The administration shall be responsible for establishing recruitment, selection and appointment procedures. The procedures shall be designed to attract and hold personnel who are highly qualified as defined by federal law.

The Superintendent shall insure that the District is in compliance with the personnel provisions of Title I of the No Child Left Behind Act and shall provide notification of professional qualifications of staff in Title I schools as required by law.

Legal Reference: Connecticut General Statutes

10‑151 Employment of teachers. Notice and hearing on termination of contract.

10‑153 Discrimination on account of marital status.

10-220 Duties of boards of education.

46a‑60 Discriminatory employment practices prohibited.

20 U.S.C. Section 1119 NCLB Act

34 C.F.R. Section 200.55

Policy adopted:	May 18, 1992	CLINTON PUBLIC SCHOOLS
Policy revised:	March 21, 2002	Clinton, Connecticut
Policy revised:	October 18, 2004
Policy reviewed	October 17, 2005

4111

Personnel ‑‑ Certified

Recruitment, Selection and Appointment

In the employment of certified personnel, special consideration is given to professional training, teaching experience, and desirable personal characteristics.

1. Each candidate will:

� Submit evidence of meeting the state certification requirements for the position.

� Submit an official college transcript to the personnel office.

� Apply in writing for a position in the school system.

� Submit a resum� consisting of teaching, other work experience, post-secondary education history, and a minimum of 3 references and three letters of recommendation to the central office. Salary is defined by the contractual agreements or terms of employment

� Complete an application provided by the district.

� Unless excused, appear in person for an interview.

2. No candidates will be eligible for employment with the Clinton Public Schools unless he/she meets the legal and State Board of Education requirements.

3. Prior to recommending a candidate for approval by the Board, the superintendent or designee,

will make a bona fide effort to contact the candidate�s previous employer(s), when appropriate, for recommendations and information about the person�s former employment.

4. The information supplied as per section one above, shall become a part of the personnel files during the term of service in the district.

5. The names and compensation of all persons thus recommended by the superintendent to be employed shall be reported for confirmation by the Board no later than the first meeting of the Board of Education following such appointment.

Legal Reference: Connecticut General Statutes

10‑145 Certificate necessary for employment.

10‑151 Employment of teachers.

10‑153a to 10‑153n Rights concerning professional organization and negotiations.

Regulation approved: May 18, 1992 CLINTON PUBLIC SCHOOLS

Regulation revised: March 18, 2002 Clinton, Connecticut

4111.1

4211.1

Personnel ‑‑ Certified/Non‑Certified

Affirmative Action: Recruitment and Selection

Except in the case of a bona fide occupational need, the Clinton Public Schools do not discriminate on the basis of race, color, religious creed, age, sex, sexual orientation, marital status, national origin, ancestry, or disability.

No advertisement of employment opportunities may by intent or design restrict employment based upon unlawful discrimination.

Legal Reference: Connecticut General Statutes

10‑153 Discrimination on account of marital status.

46a‑60 Discriminatory employment practices prohibited.

Title VII, Civil Rights Act 42 U.S.C. 2000e, et seq.

PA 91‑58 An act concerning discrimination on the basis of sexual orientation.

Policy adopted:	May 18, 1992	CLINTON PUBLIC SCHOOLS
Policy revised:	March 18, 2002	Clinton, Connecticut
Policy reviewed:	October 17, 2005

4111.1(a)

4211.1

Personnel ‑‑ Certified/Non-Certified

Affirmative Action: Recruitment and Selection

The Assistant Superintendent or designee will prepare an affirmative action plan. Procedures relating to employment and placement will be reviewed and amended as necessary to ensure nondiscrimination.

Administrators' and Supervisors' Roles in Equal Employment Opportunity:

Interviewing and Hiring

This section provides guidelines to help in interviewing and selecting candidates for positions with the Clinton Public School district. Each guideline is followed by a brief explanation of the reasons certain actions or basis for decisions may be considered discriminatory. One of the most important factors in any hiring decision is that the applicant be able to do the job for which s/he is applying:

1. Educational Requirements

Guideline: An employer must be prepared to demonstrate why a job requires the employee to have a specified level of education.

Explanation: In geographic areas where there are significant differences in the average educational levels of minorities and non‑minorities, the employer who requires a specific level of education automatically eliminates from consideration a disproportionate percentage of minorities.

Consequently, unless the employer can demonstrate why the educational requirement is needed, the EEOC is likely to find it unlawful. The EEOC and the courts will accept evidence from an employer that a specified level of education is necessary for satisfactory job performance or that there is a clear and close relationship between educational level and performance on the job.

4111.1(b)

4211.1

Personnel ‑‑ Certified/Non‑Certified

Affirmative Action: Recruitment and Selection

Administrators' and Supervisors' Roles in Equal Employment Opportunity:

Interviewing and Hiring (continued)

2. Family Status: Pregnancy and Dependents

Guideline: Applicants should not be questioned by interviewing supervisors about their dependents, family plans or a condition of pregnancy.

Explanation: The Supreme Court has held that women with children must be hired on the same basis as men with small children unless the employer can show that this practice would seriously affect the operation. Employers may not presume that child care is the responsibility of the woman and that a working mother's reliability will be more affected by child care problems than a working father's.

The EEOC has held that any written or unwritten employment policy or practice which discriminates against applicants because of pregnancy is in violation of Title VII. The EEOC also has held that a company policy of refusing to hire unwed parents discriminates against women as a class. Even if the illegitimacy standard were applied equally to males and females, the policy would have a disparate effect on women since it w