HOPE PUBLIC SCHOOLS

PERSONNEL POLICY BOOK FOR CERTIFIED EMPLOYEES

The undersigned has rerceived a Personnel Policy Book for Certified Employees

Signature Date Received

E:EBJIEIED PERSONNEL I'OLICIES

GA Personnel Policy RequirementsGAAA Equal Oppornrnity fimployrnentGAAB Employ,rnent CriteriaGAD Professional Development OpporhrnitiesGAE Grievance Procedurr:GAEA Staff ProtectionGAG Conflict of InterestGAH/KD Staff Participation in ActivitiesGAHA Complimentary Pass;esGAHB Staff Participation irr Political ActivitiesGAHC Public AppearancesGAK Personnel l{ecordsGAL Salary DeductionsGAMA Title IX Compliance: ResolutionGAMAAA ImmunityliomCivilLiabilityGAMB Title IX Compiiance PolicyGAMC Title IX Grievance llrocedureGAMD Section 50,l Compliimce ResolutionGAME Section 504 Grievance ProcedureGAMF Title VI Compliance:PolicyGAMG Sexual HarassmentGAMH Certified Personnel Responsibilities in Dealing with Sex Offenders on Campus

GB Professional Personnel Section (no page)GBA Compensation Guid,:s and ContractsGBAB Salary SchedulesGBABA Attendancer lncentive Prog.rarnGBAC Educational Incentive PayGBB PositionsGBBAB Job Descriptions (Instructional StafflGBBAC High Schools That \Vork DirectorGBBAD Focus Teacher (Hope High School)GBC RecruitmentGBCA Minority Teacher/Alministrators Recruitment PlanGBD HiringGBDA Hiring Selection of 'feachersGBDB Residency RequirenrentsGBE AssignmentGBF OrientatiorrGBH SupervisionGBI EvaluationGBJ Dress Code of Certihed Stafl'GBK Suspensiorrs and Administrative ActionsGBKA Staff Reduction in ForceGBN Teacher Fair DismissalGBNA Employee Drug AbuseGBNAA COBRAGBO Resignarion

Certified Personnel Policies ((lontinued)

RetirementWorking ConditionsHealth ExaminationsTime SchedulesWork l-oadExtra DutyExpensesNon-School Employment by Professional Staff MembersSabbaticalsLeaveLeave FormsSick Leave Bank PolicyExtended Month llmployee Contract SubstitutionArrangements for Professio nal Staff SubstitutesPart-time and Substitute EnrolovmentProf'essional Publi shingStaff EthicsComputer,Network/Technclogy Use PoliciesStaff Job ActionsResponsibilities Governing Bullying

GBQGBRGBRAGBRBGBRCGBREGBRFGBRGGBRHAGBRIGBRTAGBRIBAGBRIFGBRJGBzuAGBTGBUGBUAGBUDGBUE

(ILASSIF IED PERSONNEL POLICIES

GC Classified Personnel Policy CommitteeGCA Compensation Guides and ConffactsGCAB Classified PersonnelCompensationGCB QualificationsGCBA Qualifications and DutiesGCBAA Appearance and Personal HabitsGCC RecruitmentGCD HiringGCE AssignmenlGCH Cafeteria SupervisorGCHA Maintenance SupervisorGCHAB Maintenance WorkersGCHAA Director of Food ServicesGCHAAB Secretary to Director of lFood ServicesGCHAAC Cafeteria ManagerGCHAAD Cafbteria WorkerGCHAAE Warehouse AttendanVFood Service WorkerGCHAAF Secondary School Pe.rap.rofessional (ln-School Detention Supervisor)GCHAAG SchoolReceptionistGCHAAGA Administrative Secretarl, to the Primary Principal (K-4)GCHAAGAA Assistant Principal Secretary at Clinton Primary (waiting for job description)GCHAAGB Adminisrrative Secretarl, to the Beryl Henry Principal (waiting for job description)GCHAAH PhysicalEducation AideGCHAAI Classroom lnstructional ParaprofessionalGCHAAJ Educationai InterprelerGCHAAK Secondary (.Middle) School Counselor's SecretaryGCHAAKA Adminisnative Secre,tar),to the Middle School PrincipalGCHAAKB Administrative Secre,taryr to the High School PrincipalGCHAAKBA Assistant Principal Secretary at High School (waiting fbr job description)GCHAAKBAA High Schoc,l Counselor'rs Secretary (waiting for job description)GCHAAKC Adminisrrative Secre'tar)z to Alternative School PrincipalGCHAAL District TreasurerGCHAAM Insurance/Payoll Ci,orkGCHAAN Accounts Payable ClerkGCHAAO Administrative Secre:tary to the Assistant Superintendent of School Facilities and TransportationGCHAAOA Administrative Secre:tary to Assistant Superintendent of Secondary EducatioruFederal Programs,

and EquityGCHAAOB Administrative Secrc)taq/ to Assistant Superintendent to Special ServicesGCHAAP AdministrativeSecrertarlrtotheSuperintendenl:GCHAAQ Custodiai SupervisorGCHAAQA Lead CustodianGCHAAQB Night Lead CustodianGCHAAQC Custodian ''9 MonthsGCHAAQD Custodian - 12 MonthsGCHAAR School Nurse-LPNGCHAAS Snecial Edr.rcation Paraorofessional

Classified Personnel Policies (Continued)

GCHB Bus DriversGCHBA Bus Driver Special NeerlsGCHBAA BusParaprot'essjonalGCHBAB Head Bus MechanicGCHBAC Bus MechanicGCHBAD Bus Mechanic HelperGCHBAE TechnologyAssistantGCHBAF Speech-Languag,ePatholc,gislGCHBAG Speech-Languag,ePatholc,gy AssistantGCHBAH DistrictSecuritvCoordinatorGCI EvaluationCGIJ Classified Sick l,eave Bar*GCJ PromotionGCK SuspensionGCM TransferGCNA Drug & Alcohol Test for.Bus DriversGCO ResignationGCP Reemploy.rnentGCQ RetirementGCRB Time SchedulesGCRD Overtime PayGCRG Leave and AbsencesGCRGA Jury DutyGCRGB Classified Emolovee's Nlinintum Sick LeaveGCRGBA AccidentGCRGC MaternityGCRGD MilitaryGCRGE Bus Driver's Sick LeaveGCRGF BereavementGCRH VacationsGCRI Paid HolidaysGCS Grievance ProceduresGCSB Non-DiscriminationGCUA Staff Job ActionsGCUB Responsibilities Governing BullyingGCUC Non-Certified Personnel Reduction in ForceGCUD Classified Professional Development

Policy Name: PERSOMJIIL POLICY REQUIREMENTS Policy Code:Date Adopted:Date Amended:Amended:Amended:Amended:Amended:Amended:Amended:

GAjst17 t930419406n4t990710910106t1810106/05/0806tt510905n6t20tl

The board of education is required by law t,o establish personnel policies within the school district. Said policiesshall be hled with the State Lleparffnerrt o1'Education.

All personnel policies adopted by the board shall be given to each teacher or administrator empkryed by the schooldistrict. Any amendment to the personnel policies shall also be given to persomel within thirtl, (.30) days of approvalby the board. A digital copy provided to an employee or an online copy that is accessible by Internet or inhanet willmeet the requirements. A hard copy of'all certihed policies shall be available to review at each rvork location.

The personnel policies of each school district in effect at the time a teacher's confract is entered into or renewed shall trcconsidered to be incorporated as terms of said conffact and shall be binding upon parties.

Any amendments to personnel policies adopted during the term of such contract shall become effective the followittgJuly l. Provided, such amendments may take place immediately if the changes or additions are approved by a majorityof certified personnel employed by the district l'oting by secret ballot. The board shall provide for a committee onpersonnel policies, as composed by lavi, to annually review the personnel policies of the board to determine i1'

additional policies or amendnents to e.Kistring policies are needed. The committee may propose new policies oramendments to existing policies.

The district shall have a personnei policies committee consisting of no fewer than five (5) classrr:om teachers and nomore than three (3) administrators, one of which may be the Superintendent. 'fhe classroom teacher members of eachdistrict's committee on personnel policies shall be elected by a majority of the classroom teachers voting by secretballot. The election shall be solely arr,J exclusively conducted by the classroom teachers, i.ncluding the distribution clfballots to all classroom teachers. Each por;ition will serve fbr a period of three years.

Page I ofll

Continuation Sheet No. 1 Policv Code: GA

The personnel policies committee shall organize itself in the first quarter of each school year, elect a chairman andsecretary, and develop a calendar of me'etings throughout the year to review the district's personnel policies. Minutesof the meetings shall be promptly reported and distributed to members of the board and posted ir the buildings of thedistrict. New personnel policies or amr:ndrnents to existing policies proposed by the board of directors may not bevoted on by the board of directors as a l;chool policy unless the final fbrm of'the policy to be voted on has beensubmitted as a proposed policy to the perscrnnel policies committee for consideration at least ten (10) working daysbefore the vote of the board of directon;. T'he recommendations rnay then become proposals at the discretion of eitherthe board of directors or the personnel policy committee.

'fhe Superintendent may recommend iuly changes in personnel policies to the board of directors or to the personnelpolicies committee. Such recommendatiorrs shall become proposals if adopted by either the board or the committee.

The Chair of the personnel policy comrnittee or a committee member designated by the Chair shall be placed on theboard of directors' agenda and shall have the opportunity to orally present to the board of directors the committee'scomments, positions, or proposals on the final form of any proposed policies or amendments to existing policies,whether proposed by the committee or the board of directors, before they are voted on by the board of directors asschool district policies.

After oral presentation to the board of rlirectors, the board of directors may take final action immediately, but finalaction shall be taken no later than the next regular board ofdirectors meeting.

The board shall consider and adopt, reject or relbr back to the committee for further study and revisions any proposedpolicies or amendments that are submitted to the board for consideration.

Legal References:o-t t-2uJ6-17 -2056-17-206

Policy Name: EQUAL OPPORTU|JIT'/EMPLOYM ENT/PI;ITSONNtiL

Policy Code: GAAADate Amended: 07109101

The board ofeducation shall conduct the sc;hool system on a non-discriminatory and non-segregated basis. In theemployment of personnel, the board will not discriminate against any employee or applicant for emplolrnent because ofrace, religion, color, sex, national origirr, handicap or age. All advertisements for employment will include the phrase"Equal Opporfurnity Employer".

Legal References:U.S. Const. Amend. XIY.I:42 USC 2000e-1 to 17;20 U.S. 1681. et. seq;U.S.C. 794;29 U.S.C. 794;29 U.S.C.62let.seq. See: Massachusetts Board of Retirement v. Murgia, 96 S. Ct 2562 (1976); International Brotherhood ofTeamsters v. United States. 97 S. Ct 18,43 (19'77); Griggs v. Duke Power Company, 91 S. Ct. 849 (1979);Singleton v. Jackson Municipal Separate School District, 419 F'.2d 1211 (5* Cir. 1969).

POLICY NAME: EMPLOYMENT ctzuTEzu,{-PERSoNNEL policy code: cAAIIDateAdopted: 05117,t93

The board of education adherers to the policy that the selection, transfer, promotion, demotion, and dismissal ofprofessional personnel in the school disfrict shall be made without regard to race, creed, color, national origin, religion,sex, age, handicap or other simiiar pers()nal, distinction. The following objective and subjective criteria shall be used inselecting new professional personnel arLd in transl'erring, promoting, demoting, and disrnissing professional personnel:

I. Objective Consideratiorl

A. Instructional Fersonrlel

I . Type of certificate

2. Number of 1'ears of experience

a) In the teaching profession

b) In the grade, subject or position which he currently teaches or occupies, or forwhich he is applying

c) In lhe s;ystern

3. Degree or <l:gre,es held (transcript required)

4. Endorsemerit in subiect area

5. Number of'hours bey'ond degree

6. Number of hours of voluntary participation in in-service training, workshops, seminars, etc.

7. Relatedoccrrpationalexperience

8. Past perfornrance and evaluation

B. Administrative Persennel: [n-@ted in I above. the@yto selection of admilistrative personnel.

I . Nr"rmber of '/ears of administrative experience:

a) ln this district

b) ln any other district

2. Classif,rcation of school in which experience rvas attained

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Continuation Sheet No. I Policv Code: GAAB

II. Subiective Consideration

A. Past PerformanceB. AbilityC. LeadershipD. Personality

The board of education shall establish p,rocedures by which subjective criteria wili be implemented.

Legal References;U.S. Const. Amend., XlV, 1;42 USC 200-3 to 171.; U.S.C.; 194;29 U.S.C. 621' 2 of 2!'

Policy Name: PROFE S SIONAI. DEVELOPMIJNTEVALUATION Policy Clode:

Date Adopted:Date Amended:Amended:Amended:Amended:Amended:Amended:Amended:

GAD06/1 8/9004tl't t950111119901109t0106t28t0406n3t0506n9t0606tr8t07

III.

IV.

All professional development in l\rkansas must address one of the twelve areas adopted by the State Boarci of'Education Professional Deve|)prnent Document under Act 999 of 1999, Standards for Accreditation ofArkansas Public Schools, and Ark. Code Am.6-15-101 through 6-15-i006. The sixty hours of requiredprofessional development mur;t be comected to the Frameworks, Performance Assessment, and ACSIP. l'heprincipal will pre-approve_ all professional dr:velopmenl based on evidence provided by the teacher oI'how th,einformation will be used to irnprove student achievement. The professional development of all administratorsrmust include data desegregation, jinstructiona.l leadership, and fiscal management. The district's professionaldevelopment plan shall descrioe how the district's categorical funds will be used to address deficiencies instudent performance and any identified academic achievement gaps between groups of rstudents. At the end ofeach school year, the district shall evaluate ttre professional development activities' effectiveness in improvinl3student performance and closing achievement gaps.

The sixty-hour (60) professional developmerLt requirement must be fulhlled between June I and May 31 ofeach school year. Professional development activities that occur during the instructional day may not applytoward the sixty-hour (60) hour nLinimum re<luirement without approval flom the Arkansas Departrnent o{'Education. A three (3) hour college credit course counts as fifteen (l 5) hours olprofessional development, ifthe college credit is related to and enhances the teacher's knowledge of the subject area in which the teacher iscurrently teaching or is part o1'the requirements for the teacher to obtain additional cerlification in a subjectmatter that has been designated b'y the Department of Education as having critical shortage of teachers. Nomore than half of the required sixty (60) hours of professional development may be met through college credithours. Six (6) of the sixty (60) hours of required professional development activities shall be in the area ofeducation technologll. Each l.eacher vvho provides instruction in Arkansas historl, shall have two (2) of thesixty (60) hours of required professional_dev,:lopment in Arkansas history training, Two (2) of the sixty (60)hours of required professional development must be in parental involvement. Adrninistrators must have three(3) hours in parental involverrent.

The staff development progra:n or plan will include an evaluation scheme to determine the effectiveness of alltraining. The evaluation procrlss will include a means to determine the effectiveness of the program in ternrsof both summative and format.ive evahration. Evaluation procedures will be developed for each individualactivity as well as the total program on a year-to-year basis. The results of the evaluation will be shared withall professional staff members, in an end-of-year report to be made available to all staff rnembers. Regardingthe documentation sheet: It w ill be modified to accommodate as many workshops as possible.

'fhe Hope School District shaLl provide for professional development opportunities in the amount of sixty (60)hours. The 191 day'conffact r;ons,ists of: 1713 days student interaction, 10 days professional developmentopportunities without additiorLal crompensation or stipend, from the Hope School District, 2 days parenVteacht:rconference, and 1 day classror:m preparation. Certified personnel may utilize the folkrwing as partialfulfillment of the requirements of professionill development which must be pre-approved by a supervisor.

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Continuation Sheet No. 2 f'olicy Code: GADr

1. District or state level instrucl.ionai workshops/meetings

2. Co-op workshops

3. Conferences/meetings/semineLrs

4. College hours obtained in their field will couLnt for 15 hours of professional development for every 3 hourscredit earned pursLrant to Act 1 183 of2005.

5. Independentstudy/travel

6. On-The-Job Training

l. Visitations to other <listricts or programs

8. Institutes

L Professional Cur-riculum Devr:lopment

Legal References:Act 445 of 1983; Standards for Accr,:ditation of Arlcansas Public Schools, 1983.Act 603 of 2003 ; Parental trnvolveme:nt Professional Development, 2003.Act74 of the 2nd Extraordirrary Session;Act 1728 of2003.I. Act 1183 of 2005: Arkansas Eiistory RequirementII. Act 2095 of 2005: College Course RequiremerrtArkansas State Board of Education: Standards of A.ccreditation 15.04ADE Rules Governing Profbssional DevelopmentA.C.A. $ 6/1sl-404 (0(2)A.C.A. S 6t111703A,C,A, S 61171'104A.C.A. S 5-15-1004OA.C.A. S 6/15/1703A.C.A. S 6-20-2303 (r4)

Policy Name: GNEVANCE PROOEDURII

Legal References:A.C.A. 6-17-201; A.C.A. 6-11-208Act 1357 of2003

Policy Code:Date Adopted:Amended:Amen<led:Amended;Amended:Amended:

GAE05n7 t9306n4/9906i28/0406t18t0106/05/0807 it9/20t0

It shall be the policy of the brtard of e<lucation t:1) thal any teacher, or group of teachers, who have a grievance relatedto personnel policies, salary, federal or state laws and, regulation, or terms or conditions of employment shall have anopporhrnity to seek a solution to that g,rievance, provrided he/she follows the procedures establis.hed by the board and (2)that any such teacher following these procedures shall have the assistance of the board and/or its administrative staff irnfinding a fair and equitable solution to the grievance ras expeditiously as possible.

TEACHER:

The term "teacher" as used in this policy s;hall mean and include any persoll employed by the Hope Board of Educationin a teaching, instructional, adminisffative, or supervisory capacity for r.l'hich a teacher certificate issued by theArkansas State Department of Education is required as a condition of employment in such position.

RIGHTS OF TEACHERS T(] REPRE]SENTA'IION:

No reprisals of any kind will be taken by the Superintendent or by any menber or representative of the administrationor board against any aggrieved teacher, anly party in interest, any association representative, or any other participant inthe grievance procedure by reason ofsuch participatircn.

A teacher may be represented at all sta,ges of the grie'vance procedure by himself/herself, or by a person or persons ofhis or her own choosing, but not by a rnember of the teacher's immediate family at any lel'el. A group of employeeswho have the same grievance may file a group grieva.nce. At the hearing, the employee shall have an adequateopportunity to present the grievance, b,ut rro less than ninety (90) minutes unless the employee agrees to a time less thanninety minutes.

All documents, communications, and records dealing with the processing of a grievance will be filed in a separategrievance file and will not be kept in c,r made a part of the personnel file of any participant.

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Continuation Sheet No. Pc'licy Code: GAE

GRIEVANCE FORMS:

Forms for filing grievances, serving notices,, taking appreals, making reports, recommendations, and other necessarydocuments will be prepared by the Superintendent.

LEVELS OF PROFESSIONAL GzuEVANEL PROCIISSING:

Level One . . . Principal or Immediate Supervisor

Level Two . . . Superintendent

Level Three. . Board ofEducation

PROFESSIONAL GRIEVANCE PROCEDURE

LEVEL ONE - PRINCIPAL OR trMME]DI,\TE SUPERVISOR

The aggrieved teacher should request an inlbrmal confbrence with his principal or other immediate supervisor within a

r.uronibl. time after he becomes aware of the grievance. At this conference the aggrieved teacher either directly orthrough the teacher's representative, shirll seek to resollve the mafter informally. lf the matter cannot be resolvedinformally the teacher may file a written grievance within ten (10) days. 'Ihe principal or immediate supervisor willrespond with writing within five (5) days.

An aggrieved teacher may, elect to go directly to level three. This will apply only if the matter is not resolved at levelone and the level two (Superintendent) is related to one of the parties'

LEVEL TWO . SUPERINTENDENT

(A) lf the aggrieved teacher is not satisfied ra,ith the disposition of his/her grievance at l-evel One, or if nodecision has been rendered within frve (li) school days after the grievance is presented he/she may' frle thegrievance in writing with the Superintenrlent.

(B) Within five (5) school dal,,s a.fter receipt of the written grievance by the Superintenclent, theSuperintendent wrl1 meet with the aggrieved teacher and hisiher representative in an effort to resolve it.

LEVEL THREE--BOAR.D OF EDUC/\TII]N

If the aggrieved teacher is not satisfiecl with the dispor;ition of the grievance at Level Two, or if rro decision has beenrendered within five (5) school days afi;er rneeting with the Superintendent, he/she may request a hearing before the

board of education. The board shall grant the request provided it is made in writing to the Board of Education in care ofthe Superintendent of Schools or the President of the lf oard at least one week in advance of a sctreduled meeting of theboard. The board will report its final decision within ten days following completion of the hearfulg.

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Continuation Sheet No. 3 Policy Code: GAE

]LEVI]L I U/RITTEN GRIEVANCE

Employees

I I lll r I l alll lr I rl lr I I I lllllllllrttt I trlltrrttt I I t I tllllrr lrrl llttrtl tr llllll::r tr

STEP I

From:

To:

, Grieving Person

lmmediate Supervisor

Subject:

Date:

Description of happening:

(Signature)

(To be completed by the Immediate Supervisor.)

STEP 2

Date Forwarded:

Response to grievance:

(Signature of Immediate Supervisor)

Date

3 of 5

Continuation Sheet No. 4

LEVEL 2 GzuEVANCE FOR.M

Policy Code: GAE

STEP 3:

From:(Grieving Person)

To:

Date:

STEP 4

Date Level 2 Received:

(Superintendent ol Schools)

(Grievance Report ievel I mttst Lre attached.)

Signature

Date of Resoonse to Ler,'ei 2,:

Response to Level 2:

Signature of Superintendent of Schools

Date

4 of 5;

Continuation Sheet No 5

LEVEL 3 GzuEVANCE FOR.M

STEP 5:

From:

To:

Grieving Person

. Hope School Board ofEducation

Subject:

Date:

Attach: Grievance Report l,r:vel I and Level 2

Signature

STEP 6:

Date of Level 3 Grievance Iirlrm Received:

Date of Response to Level 3 Grievance Form:

Response to Level .l Grievance lrorm:

Signature ofPresidentBoard o1 Ilducation

Date

5 of 5

Policy Name: STAFF PR.O'IECTIOI{

l.2.

3.

Policy Code:Date Adopted:Amended:Amended:Amended:

GAEA06t18t900611419907 t09t0107n912010

A. WORKMEN'S COVIPENSAI]IONI

Employees olthis school district have worker's compensation coverage for personal injuries, illness, or death.

EVERY EMPLOYEE SHOUI-D K.NOW

Despite our best efforts, some e,mployees will experience work related injuries or illnesses. It is important foryou, the employee to tollow the claims reporting process.

The following steps must be fotlowed when a job-related injury occurs. Failure to do so may result in yourclaim for workers' compensation being deniecl.

4.

Notify your building prrincipal or supervisor immediately.The employee will be provided Forrn N, Employee's Notice of Injury, which must be completed evenif medical attention is not required. 'fhe form must be signed and dated.If medicai attention is required, the employee must go to the designated physician, or go to theemergency room per zLuthorization ol the principal, supervisor or safety coordinator(s). Iftheemergency visit is not authorized, you may be responsible for the bill. 'the designated physician forHope School District is Dr. Dale E. Goins. Treatment liom an unauthorized physician may be denied.If medical attention is required, addil.ional forms must be completed and are available in the office ofthe superintendent. These forms must be submitted to Arkansas School Board ,{ssociation, withinfive (5) days ofinjury.

B.

All personnel will receive safer.y ffaining to aid in providing the safest possible working conditions and alsoto tretp minimize the remendous cost of our clistrict in implementing Act 862 of 1993 arrd Act196 of I993.

LIABILITY INSURANCE

The State of Arkansas provider; liability insurance for school employees and volunteers. For specific coverage,employees may contact the Arkanlias Department of Education.

Legal References:A.C.A. 6-17-1401; A.C.A. 6'17'111!;; A.C.A. 6-17-106-Act862 of 1993; Act796 of 1993

Policy Name: CONFLICT ()F INTIIRE[;T Policy Code: GAGDate Adopted: 05117193Amende<l: 05116120ll

The board of education or Superintenderrt may require liom any full-time employee a written description of otheremployment, hours, and number of days involved in additional employment or any other personal pursuits that wouldaffect their efficiency or usefulness as ernployees in the district.

A. Certified personnel may be approved by the Superintendent of schools to operate a bus within the schooldistrict on a substitute basis. Full-time bus driveriteachers must be approved by the boarrl. Other employmentduring school hours is prohibited.

B. The time referred to during the workday refers, to the time covered by the contract of the employee.

Legal References:A.C.A. 6-12-109, 6-13-620.

POLICY NAME: S]'AFF PA]{TICIPATIO\I IN ACTIVITIES Polic,y Code: GAFVKDDate Adopted: 05117193

The board urges the staff to participate corrsfirctively in community activities that have as their rtbjectives theimprovement of the general welfare oIthe comrnunit),, state, and nation.

In their relationships with community grourps, a conscientious effort should be made by staff members to make schoollife a part of the community life, and to bring the community close to the schools. Teachers should endeavor to knowthe community and its influences on arLd opportunities for students.

The board desires that all staff members will recognize their responsibilities to the community and will take active rolesin the various cultural, civ'ic, and charilable projects.

Staff members are reminded ihat they rnay be viewed by the community as representatives of the school system.However, staff members will not claim to lbe official district representatives unless they have been so designated by tht:board or Superintendent.

Legal References:A.C.A. 6-12-709, 6-t3 -62A

POLICY NAME: PER.SONNEI. - COMPLIMIINTARYPASSES

Policy Code: GAHADate Adopted: 05111193Amended: 0511612011

It shall be the policy ofthe school boarJ that;

Complimentary passes to all home athlltic events shall be given to each board member that will admit the boardmember and one guest. The fuil-time emplloyee's ID'will admit the employee and one (1) guest.

Passes shall also be given to the timekeepers, scorekeepers, and members ofthe press. The Superintendent, at hisdiscretion, may give a limited number of piasses to patrons of the disnict in recognition of disting;uished service to theschool.

Policy Name: STAFF PAR-fiCIPAI'ION IN I'OLIT'ICAL ACTIVITIES Policy Code: GAHBDate Adopted: 05117193Amencled: 06114199

The individual and personal rights and {ieedoms of district employees are no less than other citizens who are expectedto assume the full responsibilities of citiz:ens living in a democracy, These rights include voting or refraining fromvoting; discussing the social, political, and economic issues of the day in public meetings; participating actively in thepolitical parly of their choice by attending party functions, conffibuting to the support of the party, campaigning in thecommunity for its candidares, serving as an official in the party, and subject to the conditions set forth in #3 below,becoming a candidate for public office and holding such office if elected or appointed.

The political activity of a staff member, hou'ever, must not compromise his/her professional integrity. lle/She must notmisuse his/her school position t.o prevenl. the academic proaess in the interests of his/her own political ambitions orthose in a political group.

A school employee will, in sum, be liee: to act as he/she desires in the discharge of his/her political responsibilitiesunless it can be shown that his/her behavior is affecting, his/her professional performance in a demonstrably deleteriousmanner or in violation of board policies and regulations.Therefore,

l. School employees engaging in political activity will make it clear that they are speaking and acting as

individuals and that they clo not repre,sent the school district nor the views of ther board.

2. School ernployees wilI not engage in political activity on school premises during school hours.Regulations for the us: of school buildings or groups are the same for employees as they are for othercitizens of the district.

3. All employees of the l{ope School District are free to exercise their rights as citizens and run fbror accept aptrlointment to public office if they so desire. However, emplol'ees should understand thetbllo''r ing:

A. By lau', a scirooi boar,J member may not work for the school district which he or she serves.

B. School districts may r.ot €irant any ernployee paid leave for the purpose of permitting the employee toengage in public service or related activities;.

C. Employees rnay use rheir personal days and vacation days (if applicable) to engage in publicservice or related acti'vitiers, with the prior approval of their (building principal/Superintendent.)

D. ln addition, 1pon reqlrest to the school board, a minimum of five additional days of unpaid leavemay De granred to the employee for the purposes of engaging in public service or related activities. I1'

the empioyee's service can be replaced by the district, the employee will be responsible forreimbursing the disuict for the expense of a substitute employee.

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Continuation Sheet No. l Policy Code: GAHB

E. Employees who attempt tc, use sick leave days fraudulently for any purpose, including to engagein public service or reiaterl activities, will face disciplinary action which could include non-renewal

or termination of contract.

Legal References:U.S. Const. Amend. I.;U.S. Const. r\mend. XIV, $ 1. 2 of2

Policy Name; PUBLIC APPEARANCES Policy Code: GAHCDate Adopted: 05t17193Amended: 06114199

The board of education recognizes that iln infbrmed putrlic can become an involved public il education. Certifredpersonnel may be granted school time to present educational issues to civic or community organiziltions.

Certified personnel who request this time will not recei,re a deduction in pay if prior arrangements have been made withand have been approved by the building principal,

Policy Name: PERSON}iEI, RI]CORDS Policy Code: GAKDate Adopted: 05117193Amen<led: 06t14199

The board ofeducation shall require conrpiete and current personnel records on all certified personnel.

All information contained in the records of certified personnel shall be considered conhdential and shall not be

transmitted to other persons or agencies without rvritterr approval by said employee, or as subpoenaed by legalauthorities. Access to employee personrrel files is restricted to the person, immediate supervisor. and central officepersonnel.

It shall be the,responsibility, of each employee to insure that the central office and local school personnel files are

complete and'current in compliance wilh esl.ablished board procedures.

A. The district shall mairrtain a personnel file for each teacher which shall be available to the teacher forinspection and copying at the teacher's expense clwing normal office hours. T'he teacher: may submit forinclusion in the file written inlt,rrnation in resllonse to any of the matters contained therein.

B. All certifled perscnnel must fiI,: with the adm;inistrative offices, befbre the hrst pay peric'd, the followingcredentialsasrequiredbyrhe:;tatelawandb.ythepoliciesofthisschooldistrict. (Maintenanceofup-to-date

credentials and recorcls shall bc the responsibility of the employee.)

Income tax rvithholding form (exemption authorization)Certificate of tuberculin skin test, chest x-ray, or health department screeningSocial Security numbr:rUp-to-date rnaiiing ad.dress and teleprhone numberArkan sas teaching celtifl;ateTeacher retirement nrLmber (birth certificate and Xerox copy of social security card must be filedwith initial applicatic,n).Up-to-date transcript of college train,ing (complete and official)'

Failure to meet these requirements will result in withholding of paychecks and, if not corrected, rvould be considered an

inability to meet legal cenification requirernents. (Although it is not requirecl, it is recommended that all certified

personnel have a physical each year.)

C. It shall be the responsibility o1'the certified personnel to establish proof of teaching experience outside this

school district.

D. It shall be the responsibility ol. ther certified personnel to establish proof of accrued sick leave outside this

school district.

Legal References:a.c.e. 6- l7 - 1 505, 6- 11 - 1 506, 6-11 -l' 507, 6- i 7- 1 508

1.2.3.4.5.6.

7.

Poiicy Name: SAI-ARY DIlDUCTIC)NS Policy Code: GALDate Adopted: 05117193Amencled: 06114199

Salary deductions which are considered r;tatutory shall be deducted_inaccordance with applicable laws and regulations.The board of education may aurhorize v()luntary cleductions. Certified personnel shall sign a form authorizing allvoluntary continuous puy.ott deductions and veritying l<nowledge of all board regulations governing these deductions'

A. COMPULSORY DEDUCTIIONS - adjusted as required by law:

2.

State income Tax - deducted monthly

Fecieral lncome Tax - deducted rnonthly

Teacher Retirement - deducted nronthly (urless non-contributory)3.

4. Social Securitv - <leducted monthly

5. Medicare - deducted monthlY

B. PAYROLL DEDUCTIONS

l. The Sr-rperintende,nt is authorize,l to withhold such professional dues as may be appropriate

proyicled there is a request bearing the manual signature ofthe teacher. This request shall be

fileci and shall be subject to audit. The Superintenilent may withhold this amount from the salary

of the teacher in 1en t.l0) equal installments beginning in September of each year provided the

proper aurhorization ir p.ouia.O by the teacher. Employees hired after September 1, who choose

to join a professirtnal oiganization, may have the dues deducted in the same amount for the

balance of the year u5 o[". emtrrloyees. The school district shall transmit clues upon deduction to

the proper professional organization'

The head of the local prof'essiorLal organization agrees to provide the payc'll clerk, by August l5of each yoar, the name and addless of the professional organization to whom dues are to be

transmifted, ihe amount of the C,ues to be deducted, and a list of those individuals who have

authori:zed continuing pa1'roil deductions'

2. State health ancl tife insurance: The district provides for a basic health, life and accidental death

insuranc. policy for all certifie<l personnel who desire such coverage. The cost of the individual

,olan uanes, based on the district\ conffibution. Famity coverage is also available at an additionzrl

premlum. Certjlied personnel rvho are currently enrolled in the state health insurance progranl

and need to malce u,rhange in tleir coverage must do so by March 10 (efftrctive April 1)

September 10 (effective Octobtlr I ) of each year'

Personnel who are not members and desire to join the program may do so at approved enrollment

rime . Personnel who are employed during the school year may join the program by makingapplication.

A11 personnei who are first time employees to the district will be given an opportunity to jointhem during presch<lol workshop. Personnel who transfer to the district and are members of the

program must n,ctifu the central office to insure continuous coverage.

l of 3

Continuation Sheet No. I Policy Code: GAL

C.

3. Tax annuiiy: 1-ax annuity deductions are available for certified personnel. The fringe benefitfurirished by tho district may not be used for this purpose due to tax regulations. Tax annuityservices are availatlle from spr:cified companies via payoll deductions.

4. Dental Insuran<:e: l\ dental ins'urance program is available to all certified personnel. The cost c,fthe insurance vrlries with the t'lan chosen: family or individual. Enrollment must be done at thebeginning of school for new staff members.

SCHOOL F'R]NGE BE},IEFIT

The school provides a fiinge benefit which certified personnel may choose to use in one of the followingplans: cancer insi;rance, income disability insurance, state health insurance, life insurance, dentalinsurance. (lithe fiinge benefit is not utilized, it is forfeited by the employee.) At the beginning of theschool year, cenified personnel are given the opportunity to choose the plan they <lesire. Individualrepresentatives will come to the school and discuss plans provided. Certified personnel may choose toparticipate or not and may choose one or more plans provided they assume the ad<led cost.

P,dYROt,L DE,DUCTII:)NS

Payroll dedurciions for tt.ese plans will be for either ten checks or twelve checks as; follows:

1. 'fu'elve month rleductionsa. Dental Insuranceb. State fLeah.h. life. and accidental death inswancec. Credit union

2. fen rncnth dedrrctionsr. Cancc'- inr;uranceb. lncome disability insurancec. l.ife insurance<1. Tax armuitye. ProfessiorLal duesf. Credit union

E. SECTION I25

The school district has implemented a liection 125 program for all eligible emplol,ees. Thisprogram enablers the employee to exempt from taxable income the following kinds; of expenses:

- Approved. medical prremiums- Group life premiums- Dental insurance pr:t:miums- Cancer insurance premiums- Day care expenses- Medicai expenses (non-reimbursedl by insurance)- Third parry insuranc:e pr"emiums

Participation in the Section i25 program is ,rptional.

Participation will not alfect iuture tear:her retirement benefits, but may reduce total social security benefits atretirement.

Legal References:A.C.A.6-17-803, 6-11-gAa,,6-17-8Cr5,2),4-723,6-1'7-908. 2 of t]

D.

Continuation Sheet No. 2 Policy Code: GAL

E. SECTION 125

The school district has implemerrtedl a Section 125 program for all eligible employees. Ttrisprogram enables the employee t,) ex.€lrpt ffom taxable income the following kinds of expenses:

- Approved medical prerniums- GroLip lii'e prrmiums- Dental insurance preniums- Cancer insurance prenriums- Day care expenses- Medical expenses (non-reimbursed bf insurance)- Third pa-riy insurance Frremiums

Participation in the Section 125 program is optional.

participation will not affect future teacher retirement benefits, but may reduce total social security benefits at

retirement.

Legai References:A.C.A. 6- 1 7-803, 6-17 -8A4, 6- i 7-805, 2.4-7 23, 6- I 7-908

3 of 3

Policy Name: TITLE IX COMPLIAN;CE RESOLUIIION Policy Code: GAMADate Adopted: 05117193Amended: 06114199

It is the intent of the of the F1ope SchooI District l-A to prohibit sex discrirnination in any educational program or

activity receiving federal finanr:ial assistllnce'

Legal References:Title IX of 1972.

Policy Name: IMMUNITY FRON4 CI'VIL I,IABILITY Policy Code: GAMAAADate Adopted: 05ll7lg3Amencled; 06114199

Teachers and other school personnel in this :;tate shall be immune fiom any civil liability for communicationinformation in gcod laith con,:ernLing drug abuse by any pupii to that pupil's parents, to law enforcementofficers, or to heaith care providers.

Teachers, school counselors, r;chool health care providers, and other school personnel shall be immune fromany civil liabilit,r,' for providing counseling, referral, emergency medical care, or other assistance offered ingood faith to injured, ill or sujcidill students or other suicidal youth. "suicidal" refers to a person who poses irsubstantial risk of ptrysical harm t;o himself ers manifested by evidence of, threats of, or attempts at suicide orself-inflicted bodily harm, or oy e,vidence of other behavior or thoughts that create a grave and imminent riskto hisAer phvsical condition.

A.

Lesal References: A.C.A. 6-17-107

Policy Name: TITLE IX COMPLIAI'ICE POL'ICY

Legal References:Title IX of 1972.

Policy Code: GAMBDateAdopted: 05,t17193

It is hereby declared the policy of the Board of Education of the Hope School District l-A that there will be no

discrimination on the uusis oise* in the emllloyntent pnactices of the district and/or in any educational program or

activity operated by the district as required fy ine nnat rules and regulations of Title lX of 1972'

The Board of Education oi the Hope Scltool District I-,A. hereby authorizes the Superintendent to designate a

coordinator of the distrlct's efforts to comply with and carry out its responsibility in implementilg the requirements of-

'fitle IX. lt will be the responsibility o1 the coordinator to investigate complaints of non-compliarrce' All complaints

submitted to the coordinator shall be sutrmitted in writing and shall be signed by the person filing the complaint. The

coordinator shall investigare all complaints and provide a written report of findings to the complainant within a

reasonable period of timi. The district'r; equityioordinator is designated to act as Title IX Compliance Coordinator'

ThecurrentcoordinatorisMr. IraLove, ll17E.2"d Street,Hope,ARTl80l. Telephone (870)12?--2'700.

If the individual filing the complaint feels the problem has not been resolved by the investigation, the complainant may

appeal to the Title lX Grievance Committee in vlriting. The Grievance Committee shall investigate and respond to the

complainant within a reasonabie periocl of time. shoulto the complainant wish to appeal the comrnittee's response, the

.o*pluinunt may do so by filing the cc'rnplaint in writing to the Superintendent of Schools'

The Superintendent shall investigate anC respond to the complainant in w'riting within a reasonable period of time'

Should the complainant r.'rish to appeal the Superintenrient's response, the complainant may do so by filing the

complaint in writing to the Board of E,Cucation, c/o Superintendent of Schools' I l7 East Second Street, Hope'

Arkansas. The board will notify the co,mplainant of th; date and place o1'the hearing before the Iloard' Following the

hearing the board will render ii decisior'. on the ntatter'

The Grievance commitlee shall be appointed to the coordinator and will consist of representatives {iom' but not limiterl

to, the following groups: administraior and personnel. A list of volunteers will be placed on file in the office of the

coordinator.

Policy Name:

Legal References:Title iX of 1972.

TITLE IX GIUE'r'ANCE PFI.OCEDURE Policy Code: GAMCAmended: 06t14199Amended: 07 t09101

Policy Name: SECTION 504/ADA COMPLIANCIE RESOLUTION policy Code: 6AMDDate Adooted: 0lll2l04

The Hope School District ensures that indi'viduals witli disabilities associated with the district either as students, schoolstaff, or parents ofstudents, are not discrin:rinated against as a result ofa disability. The district abides by therequirements of Section 504 of the Rehabilitation Act of l913 and the Arnericans with Disabilities Act (ADA).

Section 504 of the Rehabilitation Act of 1973 state that: "No otherwise qualified individual with a disability...shallsolely by reason of her or his rlisability. be excluded fi'om the participation in, be denied the benefits of, or be subjecteclto discrimination under any program or activity receiving federal financial assistance".

Under Section 504, the scliool district hLas the responsiibility to identify, evaluate, and if the student is determined to beeligible, to afford access to appropriate eduLcational services.

Compliance with the requirements of Section 504/Americans with Disabilities Act will be coordinated by a persondesignated by the Hope School Board as the 504/ADh Coordinator. The coordinator can be rear:hed at the Hope PublicSchools Administration B ui idine.

POLICY NAME: SEC'lltrON 504/ADA GRIT]VANCE PROCEDURE Policy Code: GAMEDate Adopted: 01112104

The Hope School District does not discriminate on the basis of disability with regard to admission, access to services.treatment, or empioy'rnent in its prograrns or activities. Any alleged discriminatory practices within the scope ofSection 504, or the Americanr; with Disabitities Act should be addressed through the grievance procedure whichfollows:

Step l:

The person who believes he/sne has a valicl basis for E;rievance under Section 504, or the Americans with DisabilitiesAct shall discuss the complaint with thr: District 504/l\DA Coordinator.

The District 504/ADA Coordinator will inrrestigate and document the complaint and give writterL reply to thecomplainant within 10 working days o1'meeting with the complainant.

Step 2:

If the Superintendent rejects the recommendation of the coordinator, and/or either party is not satisfied with therecommendations flom Step 1, either party may make a written appeal within 10 days of receivirrg the report of thecoordinator to the Board of E<lucation lbr a hearins.

Step 3:

lf the compiaint is not satisfar;torily resolved through Step 2, the alleged grievance may be filed in writing by thecomplainant. To be consicjere,d, the written complaint must fully set out the circumstances giving rise to the allegedgrievance and must be filed with the Drstrict 504/ADr\ Coordinator within 5 working days of disposition at Step 2.

The District 504/ADA Coordjnator will appoint a hearring officer within 5 working days of receipt of the writtencomplaint. The hearing officcr will condur;t a hearing regarding the alleged grievance.

Policy Name: TITLE VI COMPLIAIICE POLICY Policy Code: GAMFDate Adopted: 11101165

It is the intent of the Board of Education rrf Hope School District I-A to comply with Title VI of the Civil fughts Act of1964.

Legal References:Title VI of the Civil Right:; Act of 1964.

Policy Name: SEXUAL I.{ARASSMENT Policy Code: GAMGDateAdopted: 05ll'1193Amr:nded; 0611419l,Amended: 0710910 |

Sexual harassment is a form of emplo.zee misconduct. that undermines the integrity of the emplo,yee relationship. Allemployees must be aliorved to work in an environment flee from unsolicited and unwelcome se;rual overtures. Sexualharassment does not refer to occasione,l compliments. It refers to behavior that is not welcome, that is personallyoffensive, debilitates the nrorale, and that therefore irrterferes with the work effectiveness of its.victims andtheii co-workers. Sexual harassment may include actions such as:

i. Verbal sex-orienied "kidding'', insults, or subtle pressure for sexual activity.2. Physical contact such as pafting, pinching, or constant brushing against another's body3. Demands for sexual favors, accornpanied by' implied or overt promises of preferential treatment or threats

concerning an individual's enrployment status.

Sexual harassment is a prohibited personnel practice when it results in discrimination for or against an employee on thebasis of conduct not relate d trf \tork pe:rformance, su<:h as the taking or refusal to take a personneI action, includingpromotion of employees who subrnit t,r sexual advances or refusal to promote employees who resist or protest sexualovefiures.

It is possible for sexual harassment to occur at three levels: among peers or co-workers, between supervisors andsubordinates, or imposed b1,'non-employees on employees. Individuals who experience sexual harassment from co-workers or others should matrle it clear that such behavior is offensive to them and may file a written complaint with N,lr.Ira Love, who has been designated b1'the Superintendent. In fulfilling our obligation to maintain a positive andproductive work-environnient, the board and district officials will make every attempt to halt any harassment of whictLthey become aware by calling afiention to this policy or by direct disciplinary action, if necessary.

A form of sexual harassment that mal/ be more difficult for employees to cope with occurs when supervisors offer orthreaten to use the powei oiiheir position to control, influence, or affect the career, salary, or job of another employee(or prospective employee) in exchang3: for sexual favors. lndividuals who instigate this type of harassment will besubject to discipiinary action. including suspension, clemotion, non-renewal or termination.

Policy Name: CERTIFIED PERSC)]\INI]L RESPONSIBILITIESIN DEALING WITT{ SEX OFFEM)ERS ON CAMPUS

Policy Code: GAMHDate Adopted: 06i05/08

Individuals who have been convicted o:: cerlain sex crimes must register with law enforcement as sex offenders.Arkansas law places restrictions on sex offenders with a Level I sex offender having the least restrictions (lowestlikelihood of commifting another sex c,rime,), and Level 4 sex offenders having the most restrictions (highest likelihoodof committing another ser crirne).

While Levels I and 2 place nc, restrictions prohibiting the individual's presence on a school campus, Levels 3 and 4have specific prohibiticns. These are specilied in Polir:y 6.10-SEX OFFENDERS ON CAMPUS (MEGAN'S LAW)and it is the responsibiiib,ofrristrict staffto know and understand the policy and, to the extent requested aid schooladministrators in enforcing thr: restrictirrns placed on (:ampus access to Level 3 and Level 4 sex offenders.

It is the intention of the board of directors that district stafTnot stigmatize students whose parents or guardians are sexoffenders while taking necessitry steps to safeguard the school community and comply with state law. Each school'sadministration should es'cablish proced.ures so attentiorr is not drawn to the accommodations necessary for registered sexoffender parents or guardians.'

Notes: For example, if er sex o i"fender parent will arrive for conferences at the same time as other parents, staff shouldescort additional parents to their student's rllassroom, not just the sex offender parent. All principals, designees, andschool employees who vrili or may have contact with the sex offender parents shall be required to keep confidentialboth the sex offender sta';us and sex ol'lbnder accommodations made for a parent.

Legal Reference:A.C.A. : 12-12-e13 (e) (z)Arkansas Department of E,ducation Gui<lelines for "Megan's Law"A.C.A. S 5-i4-131

Policy Name: CERTIjTIED PE;I{SC)NMIL - CTOMPENSATIONGUIDES,AND C]ONTRACTS

Policy Code: GBADate Adopted: 05117193Ame.nded: 06114199Amended: 05/15i00Amended: 07109 01Amended: 06119106

Professional personnei shall be awarderl conffacts by lhe board, based upon the recommendationrs of the Superintendentand principals. Personnel policies (inc;luding salary) aLre part of the written contract.

Arkansas teacher contracts are automatically continued year to year unless teachers are notified ofthe Superintendent'rirecommendation not to renew their contract by May l" as set out in "Teacher Fair Dismissal Act of 1983". Under theArkansas Continuing Contract l-aw, tezLchers desiring to resign must notily the Superintendent and board within ten(i0) days after the last day'of the school term. Notification must be hand-delivered or sent by registered mail.

All offers to renew annual contracts slrall expire if not accepted in writing (properly signed) and returned to theSuperintendent's office witnil thirty (130) days of the issuance. Contract may be unilaterally rescinded by the employeewithin ten (10) days fotlowing the end ,rf the school y,3ar. If the executed (properly signed) confi'act is not receivedwithin this time period, the teaching position fbr which the conffact was issued will be deemed vacant, and the Board ofEducation will proceed to employ an individual to fill the position.

The standard classroom i-eachir's contract rshall be for 19l working days. Certified personnel designated for specialassignments and employed ion more than 191 days will have their number of days determined by the Board ofEducation at the time of ernpl,:yment.

The Hope School District shall provide for professional development opportunities in the amount of 60 hours. The l9lday contract consists of: I 78 days student interaction, l0 days professional development opporhrnities withoutadditional compensation cr st:,pend, 2 c.ays parent/tear:her conference, and I day classroom preparation.

Legal References:Ark. Act 936 of 1983.Code 6-15-1004

Policy Name: SALARV SCFIEDIJLI'S - PERSONNEL Policy Code:Dale Adopted:Am,ended:Am.ended:Amended:Amended:Amended:Amended:Amended:Amended:Amended:Amended:Amended:Amended:Amended:Amended

GBAB05n7t9306114t99t0t16t0009/t7 t010412110303t22t0406il0/0402t22t0s06l13l0s12^2t050611810706i05/0806nst0905lt6ltlt0117,/11

The certified personnel salary schedule is based on training and experience and shall be reviewed by the boarcl on ayearly basis. All teachers will be paid on the base serlary schedule. f'eachers recommended by the Superintendent willreceive compensation fbr extra time and duty.

The teacher's salary is for I 9 I days o I school beginrring the first week of school duty and ending the last week ofschool duty except as othervris.e prov'ided. The contract salary may be paid in ten or twelve installments. Thesepa).ments will be made the 15"' of each calendar motrth.

The degree a teacher holds and the number ofyears experience as ofSeptember I ofeach year shall determine thecontract salary on the ( I ) current salary schedule, (2'l salary schedule for extra duty, and (3) salary schedule foractivities, for which a teeche,r will quali[' for the current year. Experience in any K - 12 public school accredited by ,heappropriate state education agency is acceptable pro'rided the teacher establishes proofofthis experience. Substituteteaching, non-teaching graduate assistantships, teachLer aides, private school teaching in schools not accredited by theNorth Central Association cr cther sirnilar regional accrediting agencies, or military will be evaluated only at the timr:of initial employment. l'he iiLiperint,3ndent shall determine whether or not that experience is relevant to the ernployee 'scurrent assignment and nray determine whether or not the experience shall be credited.

National Board Certifiecl Teachers will receive an armual stipend of $2()00.00 for the life of the certificate as applicableto the Arkansas Depai^tment of Educiltion Rules Gorerning Eligibility and Financial Incentives for National Board lbr'Professional Teaching Standards Revised January 2004, pursuant to A.C.r\. 6-1 l-105, 6-ll-4111, and 6-17-411). Upo:rreceiving his/her original state pa)'ment for obtaining NBPTS certification, the teacher w;ill providedocumentation to the administration and'will receiv€, hislher school stipend paid in his/her next month's full pay period.All other NBPTS teache:s ra'ill have their stipend inc;luded in their yearly school contract. Should the teacher separatofrom the district befbre the end cf hir;,her contl'act, a prorated amount of the stipend will be deducted from theirremaining scheduled sairrry ltayment/l;.

Legal References:Act 53 l of l98 l ; Act 1 01 6, af 1979; Act 400 of 1975; Act 7 14 of 1971; Act 28 of 1981.Act74 of the 2nd extraordinarv sess;ion. loI)

Continuation Sheet No. 1 Policy Code' GBAB

CERTIF'IED STAFF SALA.ITY SCHEDIJ I-E

Standard Work Contract.- 178 student days plus 2 parent./staff conference and l0 in-service and one teacher workday for a total of 191 days.

Formula for Staff Salar)

I. Find your position on the certifie:d salary schedule. If you are a l9i day employee this willll be your pay.2. Extended contract and/or receive: either a stipen.d or a responsibility I'actor (those positions on the

Responsibility Factclrable require an administrator's certificate) calculates your salary by the followingformula.

a) Determine daily rate (salary scfredule positiotV l9l ).b) Multiply DR by number of contract days as set by the school board'c) Multiply by R.Ir (ir you are employe,C in a position under the RF table)'d) Add on sripenci (oniy those lisied on, the stipenrl schedule as approved by the board may receive a stipend).

= salary

Leeal References: A.C../!. 6- t 7- I 001 ' 6-17 -1004 an<l Act 1499 2 of 5

F*-i--"*[;-G'r*i-"trc'.'u;l'-[EriGr-if sri"*l, 2 1 $32,485

i z"s i $32,7253 i $32,965

1-;-iilp,5I + $3.],44Ii-;-l-$uts";i-?;,,'*_-illEu,"n

[;Gfu*

J{ope Public Schools Teacher Salary Schedule

plli_$31,925

q.346s

u?,401gl2,64l

$33,725

$33,365

$33,605

$33,845

$34

$34,325

$34,565

q4,8q1q$,01qq$,2q5$35,525

$35,765

$36,005

$36,245qi!,4q1

$1 tE$ilfqt$37,205

$37,445

$37,685

wlf%q_3!lqq

$38,405

$9!f1tElfqts2l?t$92iqq$39,605

$39,845

$40,085

$_4!i4$40,565

$40

$41,045

, i.6.5 ', $39,445

I-L$q'u"vr / rvv\.

17.5 I $39,925

I tA $40,165

i 18.5 I $40,405

MSE M+15 M+30 PHD$3s,840 $36,240 $36,540 $37.840

$36,110 $36.5X0 $36,910 $38.140

$36,380 $36.780 $37,180 $38,440

$36,650 $37,050 $37.450 $38,740$36.920 $37,320 $37,720 $39.040

$37,190 $37.590 $37.990 $39,340

$37,460 $37.860 $38,260 $39,640

$37,730 $38.130 $38.530 $39.940

$38,000 $38,400 $38.800 $40,240

$38,270 $38,670 $39.070 $40,540$38.540 $38,940 $39.340 $40,840

$38,810 $39,210 $39.610 $41,140

$39.080 $39,480 $39,880 $41,440

$39,350 $39,750 $40.150 $41,740

$39,620 $40,020 $40,420 $42,040

$39,890 $40.290 $40,690 $42,340$40,160 $40.s60 $40.960 $42,640

$40,430 $40,830 $41.230 $42,940$40,700 $41,100 $41,500 $43,240$40-970 $41,370 $41,770 $43,540

$41'240 $41.640 $42,040 $43.840

$41,510 $41,910 $42.310 $44,140

$41,780 $42.180 $42,580 $44,440$42,050 $42,450 $42,850 $44,740

$42,320 s42.720 $43.120 $45,040

$42,590 $42,990 $43,390 $45,340

$42,860 $43.260 $43,660 $45,640

$43,130 $43,530 $43,930 $45,940

$43,400 $43,800 $44,200 $46,240$43,670 $44,070 $44,470 $46,540

$43,940 $44,340 $44,740 $46,840

$44,2r0 $44.610 $45,010 $47,140

$44,480 $44,880 $45.280 $47.440$44,750 $45,150 $45,550 $47,740$45,020 $4s,420 $45.820 $48,040

$45.290 $45,690 $46,090 $48,340

$45,560 $45,960 $46,360 $48,640

$45,830 $46,230 $46,630 $48,940

$46,100 $46,500 $46,900 $49.240L__12_L94f4{

) 'r1

Continuation Sheet No. I

Continuation Sheet No. 3

Policy Code: CBAB

$46,370

$46,640

CilRllIFlED ST,A.FF' SALARY SCI{EDULE

Teacher Salary Base ...S3 1,525

Number of Days for Nine Moi-rth Teachers ... 191

FORMULA FOR SALAR.I EL} EMPL(:IYEES:

Daily Rate for Classroom l-eacherTimes Number of Conrract D:iysEquals Teacher PayTimes Responsibility FactorEquals Total Salary

Responsibility Factors : (Ce'r',iled)

SuperintendentAssistant Superintendent ibr Irederal I'!r'ograms

and Secondary Educaticn/iJq uity Co()rdirxatorAssistant Superintendent ior iransportation

and FacilitiesAssistant Superintendent of

Special ServicesDistrict Curriculum CoorrjinatorSpecial Services Coordinator

L700

1.350

l.390

1.3501.t71.25

No. Days

240.5

240.5

240.5

240.5240.5240.5

Fringe Eeqellls

Car + $3,000

Travel 720

Travel720

Travel 720Travel 720Travel 720

$46,770 $47,170 $49,540

$47.040 $47,440 $49,840

$46,910 $47,310 $47,'.110 $50,140

$47 180 $47,580 $47,980 $50,440

50 $47,850 $48,2s0 $50,740

$47,720 $48,120 $48.520 $51,040

$47,990 $48.390 $48,790 $51,340

$48 $48,660 $49,060 $51,640

$48,930 $,+9,330 $51,940

$4 $49,200 $49,600 $52.240

$49,470 $49,870 $52,540

$49,740 $50,140 $52,840

$s0,410 $53,140

$s0,680 $53.440

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High School PrincipalAsst. High School PrincipaiJr. High School PrincipalAsst. Jr. High PrincipalElementary PrincipalAsst. Elementary PrincipalGED/WAGE CoordinatoiAlternative Ed Adm inistrator

1.1701.1401.160l.1351.150L l301.1401.150

240.5208.5240.5208.5240.5208.5221.0240.5

Travel 720Travel 480Travel 720Travel 480Travel 672Travel 480Travel 528Travel 672

Continuation Sheet No. 4

ASSIGNMENT

High Schoots That Work CoordinatorABC CoordinatorFamily Literacy and Pareqis as Teachers'Program CoordinatorG/T CoordinatorAlternative Education Head T':acherBand DirectorAsst. Band DirectorJr. High Band DirectorCheerleader SponsorActivities DirectorGate Security SchedulingHHS Student Council SponsorYerger Student Council S,consorBeryl Henry Leadership Council Sponsor

STIPI,ND SCHEDULE

DAYSEMPLOl'ED

Policy Code: GBAB

INDEX PERCENT OF(191 days) BASE SALARY

.05la.lJ

l9l227

Clinton Primary Leadership Council Sponsor 191

Quiz Bowl Coach (per cair,lrus)Parent Involvement F acil i;arcrELL Coordinator

Techno lo gy C oord i n at.:-rr

Commuting Teacher (betrrieen 2 or more campuses)Homebound TutoringAfter School tutoring

ATHLETIC STIPEN D Si]I 1EDUtr-E:

J.

{ t\.05.05.14.l I.l I.05

IA.la

.11

.05

.02

.02

.02

.02

.03

.05$720 (travel) .25$ I 80 (travel)

$30 (per hour)$25 (per hour)

227208.:5208.:i227208.:i221208.,5240.5

191191191

191l9t208.5240.5

The Head Fil3, I\4en and Women's BK coaches will be placedon an index of . I 4_of their leaching salary base ( I 9 I days)as r;hown on the salary schedule. If a second sport is coachedan index of .025 will be paid.

Based on coaching 2 sportsr, all other coaches will be placedon an index. of .1 I oftheir leaching salary base (191 days)a-s shown on the salary schedule. If more than two sports areccached an index of .025/p/sport will be paid (a coach with onlyone sport u,ill be paid .025 ).

Coaching assignment(s) will be specified on confracts.

5 of 5

Policy Name: ATTEIIII)ANCE I}ICEI{TIVE PROGRAM Policy Code:Date Adopted:Date Amended:Amended:Amencled:Amen<led:Amencled:Amended:

GBABA06/18t9004t9406i14/9907.0910106t28t0406i19t0605/16/201)l

The board and the staff recog,nize that work attendanr;e by teachers is important to the continuity of instruction. Also,the board and the association agree theLt good vlork altendance is a responsibility accepted by any teacher who executesa contract with the district. I:r an effort to reduce absenteeism by the teaching staff, the board and the association agreeto adopt an Attendance iriceit'live Program..

1. $500 per teacher r,,,,irl be allocated as an incentive award lbr those who use no sick leave during the schoolyear, and $ I 00 per l;acher u,ill be allocated as an incentive award for those who use no business leave durinplthe school tear

2.

3.

5.

An individual ivho iias accurrrulated ninety (90) days leave will be allowed three days combination business orsick leave before $-50 will ber subfracted frorn the individual $500 allocation lor each day of sick leave used bythe individuai teachei. and $50 will be subtracted flom the $100 allocated for each day ofbusiness leave useclby the individua! ieacher.

The attendance ince ritive will be applicable to all certified personnel, including extended contract personnel,for the I 9 I teacher contract rlays.

Aftendance incer,r.ive 'paymert will be dishibuted to all cet,cified personnel on the last workday under the 191-day teacher contrL\cL.

Personnel retiring ;l,rder the ltrkeLnsas Teactrer Retirement System with ten ( I 0) or more years of service wittrHope School Distric:t shall be rewarded at a rate of $50 per day up to 120 days, for accumulated sick leave.Retiring is defineC as havinp; attained age 6Ct or having 25 years o1'credited service and beginning to receiveretirement beneilis licnr the .,\rkansas Teacher Retirement System. If a person is rehired after retiring, he orshe must accumulati: ten (10) years fr()m the, date of rehiring to receive this benefit again.

AT.

Policy Name: EDL-TCATIONAL INCEN'IIVE PAY Policy Code:Date Adopted:Amended:Amended:Amended:

GBAC06t15t9206'L4t99061810706i05/08

The teacher's salary will be adjusted an:nually to conform to the current salary schedule. This pay shall be given for anygraduate hours earnecl by,the teacher provided that the l.eacher is certified in the subject matter presently teaching orscheduled to teach.

Hows above the master degree must be obtained after the masters degree has been earned.

Teachers earning gradriate irouls beyonrl the degree at the expense of the district shall wait one year before beingeligible for horizontal salary, adjustment.

If a teacher moves horizontaliy on the salary'schedule due to credits earned by the end of the first semester the teacherwill receive a stipend upon fuifilling the current ),ear's contract and providing proper documentation (see below). Thestipend will be based on % rhe Ciiferencr: between the two horizontal steps of the curent year's salary schedule.

Annual adjustments wiii be made at the beginning of the next contract year. To receive the annual adjustment, theteacher siratt Uring a letrer requesting thr: incentive pay and stating the requirements that have been completed alongwith an official copy of ir,e rranscript of such credit to the office of the Superintendent by September l. To meet therequirements of the I " sen.ies':ir stipend, the letter and l.ranscript must be received by March 1 .

'feachers who intend to sraCuate by the end of the first semester shall bring a letter to the Superintendent bySeptemberl.

Policy Name: PROFESSIONAI- SI'AFF POSITIONS Policy Code:Date Adopted:Date Amended:Date Amended:Date Amended:

GBB0s11719304117195061t31050711912010

Allprofessional staffposiiionsarecreatedonlywiththeapprovalofthelloardofEducation. Itistheboard'sintenttoactivate a sufficient nunt'oer of positions to accomplisJr the school dishict's goals and objectives.

Before any new position is esiablished, the Superinterrdent will present for the board's approval rl job description for theposition which specifies rhe jo'b holder"s qualifications, the job's performance responsibilities, and the method by whichthe performance of these responsibilities will be evaluLated.

When positions become zivailable (vacirnt or newly created), presently employed members of this school district will, ifqualified, receive due conside ration. ,A s personnel positions become officially open, the district shall (except inemergency situations) oost conspicuous notice of vacant or newly created positions in each schorrl office and on theschool web site for a perio<i o.i'not less than 15 working days prior to filling the vacancy or until position is filled. Theposted notices should inclucie, at the minimum, the title of the position, pay range, qualifications desired and the date bywhich the position will be fiited. The objective and subjective employment criteria and the position's duties andresponsibilities will be ma.de available upon request. Teachers as well as general public are welcome to inspectbulletin boards at any tin.re during offic'e hours. A position is not officially vacant until the person holding that positiotlsubmits a written resignation io the Superintendent. r\ position is not oflicially filled until the Superintendentrecommends a person. ancl rhrl board approves that person to fill the position.

After-school tutoring, sumirei school positions and any other teaching activities paid for by the school district aresubject to the rules of the pre r:ecling paragraphs, Persons on extended contracts may not work in these positions, unlessno other applicants can be iound or the position needed requires the position held by the extended contract employee.

Legal References:Ark. Stat.Ann. SS 80-213, 8C-509, 80-1i234.

Policy Name: JOB DESCRII'TIONS(rNS-iR.UCTrONlrL STAFF)

Policy Code: GBBABDate Adopted: 05117193

/l

INSTRUCTIONAL STAFF:

l) To communicate with students accurately and effer;tively in his/her teaching area and to demonstrate interestthrough careful preparation of apprc'priate materials and resources.a) To show evidence o1- in-depth knowledge of crlntent or planned lesson.b) To use content r,a'.erii'jls on the apprropriate le'vel for students.c) To communicate accurately the content or lession objectives.d) To use and demor:strate current and up-to-datc knowledge of the subject being taught.e) To make the instiuctional plan rr intent clear Io students at the beginning of the lesson.

0 To demonstrate an acOurate ancl appropriate use of oral and written language

The teacher maintains a 'orof-essional rapport with students and other school personnel and fulfills his/trerprofessional responsibiiit;cs in support ofthe scho,cl district's educational goais.a) To reinforce pt,sitiv: academic behavior.b) To offer clarii'ication c,f rules ard prolicy requirements and help students to understand the need for each

regulation.c) To show evid,:nce of r:njoying working with students.d) To reinforce pos,tlve ;ccial behavior.e) To offer sincerc p:alse when appropriate't) I'o encourage airili'opl'iate studt:nt to student interaction.g) To allow a lree i'iov,' ot'ideas b,:tween sludent and teacher'h) To give studenis specific knorvledge ofresults.i) To maintain corCiai arrcl workable relationships with other teachers and administrators.j) To display the clri;-acreristics and s;tandards ttrat gain the necessary respect from the community and sfudents.

[l To foliow boarci poliries and il,lministrative directives in performing designated teaching responsibilities'

To listen and cornmunicate with sttrderrts, parents, and school personnel in a manner which enhances learning and

understanding.a) To obtain feedc,lcli ir) assure that learners recognize the purpose and importance of topic;s and activities.b) To use approrrriate qlrcstioning, techniques to clarify content and procedures.c) To listen attentivel;' rvhen students are presen.ting or responding'd) To take direct aciicit to involvr: inirttentive students.e) To offer clarificarior, or a re-teach when students do not understand.

D fo encourage s'tu,leni alternative or rephrasecl answers if necessary'g) To keep parents ,r,fuimed of i;ludent progress through use of accurate and complete records.trl To display prolessicnal skills in c<lnducting and participating in parent conferences.

3)

Continuation Sheet No. i Policy Code: GBBAB

4) To encourage the de',,elopment of student involve:ment, responsibilitl', critical thinking skills, and independentstudy.a) To plan and use techriques tha.t promote student interest.b) To ask questions designed for student interest and success.c) To allow studenis !in^,e for thinkinlg after questioning.d) To challenge str-rdilti, to use higher level of thinking skills.e) To secure active pan;cipation of students through variables of motivation, retention, reinforcement and

transfer.0 To assist and encoura.ge each studr:nt in deveJoping a responsible attitude conceming instruction time, which

includes time on tasi<,, behavjior, and sfudent preparation for class.

5) To manage the ciassrc,o:'n to insure the best use o{'instruction time.a) To handle rout;ile tasks promptly and efficiently.b) To handle disitactiors individualllr, privately when possible, and quickly"c) To make smooth tlarsiiions between objectives, activities, and/or classes.d) To plan and a.:range rnaterials for ,3asy distribution.e) To utilize an organized discipline plan.0 To monitor lea:rrirrg, zlncl make proper adjustments.g) To provide stude:ts

"vith appropriate feedback and knowledge of results.h) To use body posiii,in and mov:ment to position him/herself to facilitate learning.

6) The teacher creates an atnrosphere conducile to academic leaming, and communicates interest, self-discipline, andthe development oi;cai,siic and positive self-conr:epts.a) To use studeni ilrirlt ro establir;h classroom e;<pectations for behavior.b) To allow oplcorr- ii:-it:s ior students to expresr; personal ideas, needs, and interests.c) To be sensitive ir', :lrt: irseds and feelings of sludents.d) To abstain fi'cn, "riir',1:, sarcasrn or threats.e) To recognize ar:cl rcsrcnd positive,ly to each r;tudent's effort for improvement.f) To make effort:; ,.ri'rirleractingl with all students, balancing the time given to more aggressive or less aggressivt:

students.g) To create a prcp:r le"rel o1: clar;sroom feeling tone and tension.h) To maintain v,'itri coi,fidentiality student records and handle student relationships with professional confidence:.

7) l'o use a varietl' c.-ii-r-;t:ut:iional te<;hniques, meth,ods. and media related to objectives.a) To select contelt a,-,c ar variety of materials and media for lessons which are appropriate to the objectives and

learners.b) 'fo plan anci use r;icre ii.ian onL() tlJ)e of instrur;tional approach to achieve objectives.c) To provide oilpoit,i.i-Lies and rnaterials for strrdents to apply and practice the knowledge and skills learned.d) To implement leairririg activities in logical sequence.

2of3

Continuation Sheet IJo. '.) Policy Code: GBBAE|

8) To organize instruction ic take into account individual, ethnic and cultural differences.a) To provide oppcftrrrities for sruccessful learning for students with different capabilities.b) To provide insti:trctirln to take int,J account d.ifferences among students in their learning styles and rates of

learning.c) To organize instructicn that \ /ill take into account different; cultural and ethnic backgrounds.d) To use a varietS, of assessment m,sthods in e.valuating student progress.e) To hold realistic exi,ectations for mastery for each student.0 To maintain piofie:- ,acing.

9) The teacher plans irrs,rrcLion to ac,hie've selected objectives.a) To involve students io focus attention to specific objectives.b) To provide clear ;,''lci adequat0 explanation of lesson objectives.c) To provide relevani and mearLingful activities.d) To commancl tbai ali str-idents pa)i attention 1br directions and activity explanations.e) To summarize iire lcsson obje,ctil'es wrth the students.

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Policy Name: HIGH SCI-{OOLS 1'HA,T WORK DIRECTOR

QUALIFICATIONS

REPORTS'fO:

JOB GOAL:

SALARY:

L

Policy Code: GBBACDate Adopted: 06118107

Master's degreel'lree years secondary teaching experience

FIigh SchoolPrincipal

T'he local director is responsible for all activities relating to High schools ThatWork

T'en l\{onth contract with one High Schools That work preparation period.

PERFORMANCE RESPCI\ S I B II-ITIES

Mal<e loca! plans fcn'Hi,gh Schools That Work that correlate with the State Department of Educatiorrand tile Decartment of Workforce llducation.Direct aii statlstical :epofts require,l by the local education agency and the State Department ofWorl.{,.. .. - jr,iuCati,X.Be responsibte for l-tigh Schc,ols That work activities on the high school campus.Commurricate with '1er1;er Junior l{igh the essential skills for transition to High School.Coorclinale staff development activities with the high school principal.combine l.cstP and HSTW school improvement efforts at the high school.Faciliraie inslructional program of rlhe freshman academy.R.econ:'iiel:i:i to the t'rincipal and the assistant Superintendent curriculum changes and improvementl;in the instntctional program.Develo,:, :,'ii';',rg public rr:lations and personal contacts with the communify.

Policy Name: JOB Di:SCiiIPTION I'OR FOCUS TEACHER(Hope Iiigh School)

3.Aa.5.

6.

Policy Code: GBBADAdopted: 06118107

QUALIFICATIONS: \,'iasrers Degr,:e r,gquired with a minimum of 3 years experience in the area o1'focus.

SALARY: 'f;n-Month Contract

Focus is on providing resouic€!i, opporfunities and insfiuctional strategies to/for teachers in order that they will1. Provide instri-iciicn th:'i builds students' skills in the area of focus'2. Provide curricuiult ihai is acacil:mir;ally rigorc,us and addresses state standards and frameworks3. Provide a classrcl,:':-r environment that will enlLance student engagement and ownership of learning.

The academic coach wiil irroi,'lrje necessery continuity between courses in the academic area to ensure ilnplementationof all components of rhe;riiL;:,lvide plan to ensure competence for all students. The work of the coach will supportteachers in the implem0n't,-rticii of skills across the curriculum by:

l. providing ciassrccn-based denronstrations and follow-up support to teachers2. Offerins collabo:arivr: and one-on-one coachirrg in strategies linked to increased student comprehension and

achievementproviding reseaic;-based infonnatrion and straLtegies for increasing teaching and learningProviding apprc;i''iaur icchnol:gy siupportproviding aDF,rolf ia;l :iupport 1br increasing instructional alignment including standards, cuniculum, and

assessments across ih,; content areasModeline activiire s a:iC structures that addresr; cuniculum standards and increase student achievement across

the currtcululn7. Helping plan ai-rd ile, ver specilirc instruction lbr all teachers and learners.g. n.oviaing maie: lals ?rnd resources to support prof'essional development and inquiry into best practices

9. Providing apr:lrrii'i:it,. ciata to assist teachers in meeting individual needs of students

10. Facilitating inri:1;i' qiorjps am()ng teachers related to implementing effective practice of teaching strategies

related to spct il,'- J' 'lLutll ?r€ilI l. Facilitating ar-,d ir,^:-.,,'iciing support for teachers to read and discuss student work and related data

12. Assisting in the rir;,",elop*"nt if u room envir'cnment that will enhance the learning of allchildren13. Facilitating s;.eci,ic i.irograms or events that celebrate and encourage sfudents' learning successes

1 4. Maintaining r-:s,:,,.rc.l room o1' books for teachers to use with their children at varying reading levels;

professionai bcoks rr'lulcl be :included as well15. Working witi-' ir':iir-ii:iional leadership team t0 support school-wide academic success

16. providingsmail i-:ioltlraridindividualinstrucl.iontostudentstoreinforceskillsandstrategiesfulclassroom17. Creating and;,.ti1,.i,^.g evaiuation tools to assess use of appropriate teaching and learning strategies that have

becn introiur :- . .,': classrctom1g. provide and al.al:e ,l'oiessiotral developmertt opportunities to teachers on best practices related to their

academic area'.a\ prt:r.;ttiioners for continued leaming

Policy name: R.ECiiuITMFNT -PITOFESSI O}.JAT, PERSON\EL

Policy Code : GBCDate Adopted: 05llit93Date Amended: 06118107

The board recognizes ihe Superintenrlent ofschools as the chiefexecutive officer ofthe board, and places upon him tJheresponsibility for recomnienoiag the zrppointment of personnel. Although the Superintendent may assign to otherscertain duties respecting tlle alrpraisal of the qualificrltions of candidates, the fnal decision concerning therecommendation of canciidaies shall lbe the responsitrility of the Superintendent. All recruitment and hiring practicesshall adhere strictly to ap,olic:able equal ernployrnent opportunity policies and regulations.

In an effort to recruit al., :ni.:i,.airr hiSlhly qualified teachers in the designated shortage areas of science, mathematics,special education and teachers cf min,rrit;/ ethnicity, the district shall offer a one-time signing incentive payment ofS1,500.00 to be paid irr or,e iiistallmerrt at the conclusion of their initial teaching contract period. Funds used forthisincentive shall be Titie il I' itnd Special F,ducation !'l B funds. The signing incentive amounts will be prorated forpositions not contracteC as a fl-iii-timr: assignment in the shortage area for the contracted year. Only one of the signingincentives will applir.

Legal References:Ark. Stat. Ann. 80-509.

Policy Name: M iN' OliiTY TE],\CI{ER/ ADM INISTRATORSR]JCRLJITME\Tf PLAN

Policy Code: GBCADate Adopted: 05117193

It shall be the policl,oiiris i.,J,r,id of education that beginning with the 1992-93 school year the school district shallprepare a minority teacir:r ar-il administrator recruittnent plan. The plan shall place emphasis on recruitment of AfiicanAmericans and other meinb;'rs of minorities for teacher and administrator positions and on encouraging minoritystudentstopursueacafeirineducation. Recruitmentplansshall coverthenextten(10)yearperiodandsetfortntfregoal of developing equity in employe: co,mposition that reflects racial and ethnic diversity. The plan shall be a parl .fthe Equity Assistance Plan flle d annuelly with the Equity Assistance Center of the State Department of Education an6shall be updated annuallr,,ic'r an additional ten (10) yrears.

The minority teacher ancl aclministrator recruitment plan shall include but not be limited to the fbllowing information:

l. The goals of the scltool district fbr the recnritment of minority teachers and administrators fgr the next schoglyear and for tne ri]:t .en ( I 0 ) school years;

2. The steps the schoc,l districl has taken to m(tet its goals;3. The progress citrr-' s*itool district in recruiting minority teachers and administrators;4. The measures iite s;:hool di:xrict will use to meet its employnnent goals;5. If the schocl d,st,':;i riiC not tneet the district's goals for the previous reporting period, the school district shall

state the reasons ii,rr rlct meeiing the goals;6. The steps the schl.ri flistrict will take to en(:ourage minority students to pursue a career in education;7. The number anci percenrage,rf members of racial minorities who were employed as teachers or administrators

in each of the la.s. 1 "'e (i) y,ears; and8. The racial comptsi:ion of the student body and the racial composition of the residents of the district.

The school district shari :s'-r-;iisn a minority teacher,'administrator goal at least equal to the percentage of minoritysfudents of the district.

The school district sha!i cl,':,grra:te an omployee to coordinate implementation of its recruitment plan. The designatedEquity Assistance Cocldi:ratci tn the school disfrict may serve as the coordinator of the district's recruitment plan.

Legal References:Act I 164 of 1991.

Policy Name: HIRiNC Policy Code: GBDDate Adopted: 05117193Arnended: 06114199Amended: 06/05/08Amended: 0711912010

The board of education shaii en,plov personneI based upon the Superintendent's recommendations. As a minimum, allcontracts shall comply vrirh ihe lorm mandated by the Sl.ate Board of Education.

l. The board of, e riuiaciorr shall be responsible for selecting and employing a Superintendent of schools whomeets all the quali,icaticns estalclished by law, the State Department of Education, and the North CentralAssociation of (i,;rliey,es and Seccndary Schoolt;.

2. The Superintendcrri snail be emp'loyed on a thrt:e (3) year contract. and election of the Superintendent shalltake place at thc i:,nir:rv meetinl; of the board. The Superintendent will have sixty (60) days to accept or rejectthe contract.

3. The Superinte,rci:rt lrischools shall be responsible to the board ofeducation in seeing that all certifiedpersonnel meet ,.,-:,i lrialificationr; esl.ablished b;r law, the board of education, and involved accreditingagencies.

4. All certified pei':,i.:.itel of this school district, e)icept the Superintendent of schools, shall be recommended bythe Superinteii.l,,r'r..r.',c', anproved by the board of education. If a candidate is not approved by the board, theSuperintenden i s.',a 1 r .'t,commen cl another candidate.

5. All deputy ?nc ;.j:ji:iio,ti Superintendents shall be employed at a February meeting of the board of education.Principals. assisia.,,t niincipals, and special services personnel will be employed at a February meeting.

6. Teachers:

A Emplc.,'nreni itf teachers in this schooL district will normally be in March and based on the followingcriteria:I . L;i'lc oi certifi<:ation2 .,,.t?,r,, of experience in leaching or coaching3. .:iegree or dep;r'ees held3. e ,rc)r-,rsement in subject area4. irL:inirer of hours tleyond degree5. nrr.ilter of hours of voluntary participation in in-service training, workshops, seminars, etc.6. ii;iattdoccupationalexperience1. i1:rs;" oerforrn(r:rce and evaluation

B. No p::s,'..;i'; sitilll be denied employment, re-employrnent or advancement on the basis of nationalorigi:i, :ex. iace, or handicapping condition.

C. No ciastrr'reri employee shall be hired to work on a campus where the supervisor of that campus iscefiiirec zrr-,c is the spouse/parent of the ciassified worker.

D. A.il scncct o,i.rif,ioyees must satisfy the: requirements of the Arkansas State I-aw, North Central, andpolictes ol'ti'r:: Doard o1'education. Ernergency waivers to these standards can be granted whendeemecl r',.lci:;s3ry by the Siuperintendent.

I of2

Continuation Sheet No

Legal References:A.C.A. 6-17 -30t - 5- I ',7-i Ci'A.C.A. 6-17-108

E.

Policy Code: GBI)

,Any cer,ified empl<lyee who has been hired on an emergency basis will be gil,en a one yearterminatin;i contract. The board may issue additional one year terminating contracts when necessaryand if tie l:,oard sees evidence of tlLe employee's work toward removal of the deficiency bv thestancial-cls ser by the Arkansas Department of Education guidelines.

Act ll r 3 of l9c)7 re,quires that each flrst time applicant lbr a license issued by the State Board ofEducatirrr iirrci each applicant for his or her first license renewal on or after Juiy l, 1997, shallapply' :rt rhe ldenrifircation Bureau of the Department of Arkansas State Police for a state andnationv,'lcie iriririnal recrlrdscheck,tobeconductedbl'theFederalBureauoflnvestigation. Itisthe polic'"-' r>i the Hc4re School District that the fee for such required background check is therespor.s,bility of prospective or current employee.

Each oeisc;-, i:ired fb,r a position which allows or requires that the employee operate any type of motorof'm;tlr:''u't;hiile which is privately owned and operated for compensation, or which is owned, leaserlor otn:ii'^/ise ooerated b1r, or lbr the benefit of the district, and is operated for the transportation ofchilcireir ri., rr fiom school or school sponsored activity shall undergo a physical examination,inciuiiirrg. a ri;ug test. Eilch person's initial employment lbr a job entailing a safety sensitive functionis conijj:ior,:d upon the employee't; signing an authorization for the request for information by thedis-rr:r, fr -,rn il'ic: Cornmercial Diver Alcohol and Drug Testing Database.

G.

2 of2

Policy Name: HIP.ING SEI-EC].ION I)F TEACHERS-PR.OFES SIONAL PERIJONNEL

Policy Code: GBDADate.Adopted: 05117193Amended: 07109101

In regard to the seiectiot', citi?:ci,ers, th,: staff will be tr;uided by the following:

1. The board recol'ni:.tiiis that thr: Surperintendent consider the current staff members for vacancies whenvacancies exist vr.tfr,r the school dlistrict, pro'rided that said staff member wishes to be considered. The finaldecision for anf itcornniendation t.o fill any !acancy is the responsibility of the Superintendent. Thisrecommendaticn ir;izlis all prcfessional positions except that of Superintendent. Should a vacancy occur,current staff insr..rcr:; roay app,ly fbr any vacancy by submitting an application to be-considered for_theposition. The fi:,::i i.lccision fur the selection of the Superintendent is the responsibility of the board.

2. All employees o'':rre school systern, except the Superintendent, shall be selected on nomination of theSuperintendeni. it a person n()minated by the Superintendent is rejected by the board, it shall be the duty ofthe Superinteirclert ic rnake another nomination. If the Superintendent of schools fails or refuses to makeanother nominaticr', aitu'r the origirral nomination has been rejected, then it shall be the responsibility of theboard to firl tl,r;..;.,irion.

3. The Superintenrl,'r.r,,. leibre making nonrinations of teachers for employ,rnent, will confer with the principals,supervisors, anC ;ie1::.i':inent he;ads, if applicable, under whom the teacher will work if employed. All personsbeing conside:-r-| :irLi:,r have a 0urrl?nt application on file.

4. An applicatioir ',crr;; ',vhich reveals the essent.ial personal and professional characteristics a teacher must havein order to b: :c:is;de reC for errnployment will be used in the selection of teachers. Information received fromthe candidate 's r' :J'eirces and;or in a oersona.l interview will also be considered.

5. Funds will be bi;rgettci for makintr; a thorough search for teaching talent, and fbr devising an adequate systemof evaluatior or" ie:rci eis whosa employment is being considered.

6. All professioi,al r--;'sr.,L'nel shar lmeet legal requirements as well as requirements of the State Department ofEducation.

Legal References:Ark. Stat. Ann. $$ 8C.519 8C-1304

PolicyName: RESiDt-.l.rCY REQUIREjMENTS Policy Code: GBDBDate Adopted: 05120102

Persons holding positior,s in aCri'rinistration including but not limited to Superintendent, assistant Superintendent,coordinator, director, pr:nt;.pal or assistant principal and all head coaches shall reside in the Hope School District.Persons currently employ'-"i ir srrch pos,itions at the tirne of adoption of this policy shall be exempt as lgng as theyremain in the same posi'i;,lJ)s ';,lthout irrterruption of st:rvice and unless residence was a stated requiremeni in the iime c,ftheir initial hiring for tiriir curient position. Persons hired for covered positions from outside the district will be given90 days fiom the date olili-ing or the b,:gir:rning of actual employment (w'hichever is longer) to relocate into the district.The school board may g.: i':i l..t extension of the time preriod if circumstances wzrrrant it. Residence within the district isidefined as having a bor,r, lrile ,esidencr: at lvhich one resides at least four nights per week during contracted days.Relocation outside the cirs,':r;i after employment shall constitute breach of contract and shall be considered reasonablecause for termination ci n,,jll-]:,:)itewal.

Policy Name: ASSiCI.JlviENT

Legal References:Ark. Stat. Ann. g 8A-12.34; r1,cr 654 of 1991.

Policy Code: GBEDateAdopted: 06lt9l9r)Amended: 06/15/01)

All teachers accepting enlclcyment in the Hope Schools shall agree to accept the assignment with respect to school,room, grade given to hirn/f,er b;r the Superintendent as approved by the board. The teacher shall be notified of thetentative assignment in Marcir ior the foll:wing year and will be notified of any change from this assignment as soon,aspossible.

Policy Name: ORIENTI.TICi.i-PR.OFESSICTNAL PERSONNEL Policy Code: GBFDate Adopted: 0511'1193Amended: 07109101

The board ofeducation necrerni:zes the irnportance ofan organized district-wide orientation program for all teachers newto the school district eacb schccl year. ifhe troard directs the Superintendent to plan and implement an orientationprogram in accordance vri'rh legrl and ott.er requiremenl.s that include personnel policies, programs and any othernecessary information. !;,:l-r canpus will provide orientation for new teachers that include policies and proceduresunique to that campus.

Legal References:Ark. Stat. Ann. $ 80-509.

PolicyName: SUpER'.,/i3iON--I,RCTFESSION,{L pERSONNEL

Legal References:Ark. Stat. Ann.;;80-2 13,80-509.

Policy Code: GBHDate Adopted: 05fi7193

The board of education is','e,iieci with the general a<lministration and supervision of the school district. Actualsupervision, administraris,l arlc maintenance of the district are delegatei to the Superintendent of schools as theexecutive officer of the bca:cl. .A-l the discretion of the Superintendent, appropriati supervisory duties may be delegatedto district staff member.s:rl ieiruired.

Policy Name: EVAT",IATICIN - PROFESSIONAL PERSONNEL Policy Code: GBIDateAdopte<l: 05117193Date Amended: 04115196Date Amended: 05119197Amended: 06114199

Each teacher employecl b), this school district shall be e'raluated annually. Evaluation criteria and proceclures shall be inaccordance with the requi,'ei:irsils of ther Ark.ansas Stater Board of Education. The evaluation instrument and proceduresshall be adopted by the sc;,cor !oard.

The term "Probationary '1-.:;rci:e-" as used in rthe teacher evaluation process shall be defined as a teacher rvho has notcompleted three (3) succsssr,.'e '/ears of employment in this school district. A teacher employed in a sch<lol district inArkansas for three (3) corrsecuti\/e years ihall be cleemed to have completed the probationary period, except that oneadditional year of probai ii',.ri,ry sratus shall b,e served by all first year employees of this school district.

The Superintendent o1'sci-or.rl:r shall insure th,at each teacher be evaluated by a principal, assistant principal, oradministrator each year',,,'rij i;ral a record of such evaluation shall be kept on file in the administrative office. Whenevera supervisor believes or ira.l r':ason to believe that a teacher is having difficulties or problems meeting the expectationsof the district and the su:ri:i\,isor beiieves or has reason to believe that the problems could lead to a termination or non-renewal of contract, th'? si.l,rt'r,iloi shall lrring the probhms to the attention of the teacher involved in writing anddocument the effbrts u,hich hurvr been tallen to assist the teacher correct whatever appears to be the cause for potentialtermination or non-rene\r'a, A "eacher rlay be evaluated by the principal, supervisor, and Superintendent if there isevidence of unsatisfactcr\ vr'Jil{.

Teachers will not be eir:,i..::',el :;olelv on the basis of student scores on state ornational standardized tests.

Teachers will be notifl.-d ili'irn\r nrgotive itern placed in the teacher's personnel file and their signature '*'ill be required.Teachersmar,'rebutii'r.i;','sr,.r i:-qire.hov',ever.arefusal tosignshall beconsideredabreachofcontract.

Policy Name: DRESS CODE CF CERTIFED STAFF- Policy Code: GBJDate Adopted: 06/05/08

Certified staff members shollirl dress in a maruler that reflects professionalism. Adults are models for all students i1 theschool; therefore they have a r;sponsibiliriy to model appropriate dress. The image we project as profbssionals isassociated with how we cl'ass, tlie inrage of the school in the community is related to how all aclults i1 the school dress.Reasonable accommoCairi.r't shali be made by their appropriate supervisor for employees because of religious belief,cultural heritage, or me clicai reason.

Policy Name: s"JSpEi.{sroNS Ar,rD ADMINIS'IRAT]VEACTl Cl\ S-PR.OFil SSITCNAL PEITSONNEL

Policy Code: GBKDate Adopted: 05117193Amended: 06114199Amended: 01109101

SUSPENSIONS

Whenever the Superiilte::c,e ::i has reason to believe that just cause exists for the termination of a teacher and thatimmediate suspension o:":i,i: tei,cher is ner;essary, the Superintendent may suspend the teacher withrrut notice or ahearing. Suspension snall be iv;lh pay unlil such time as the school board upholds the suspension. All procedures anddue process rights accorded er:rpioyees under Ark. Code Ann. 6-17-1508 (copy in appendix) shall be observed.

'fhe immediate supervisir oiLire employer: has the responsibility of determining the severity of any infraction anddeciding the appropriale .crr:;r of action. When any of t.he above administrative actions become necessary, writtennotification will be foru,';r'r:cd es soon as 1'easlble to the fiuperintendent and the assistant Superintendent.

Policy Name: STAFii ;iEJUC"f tOI.,t IN FORCE Policy Code: GBKADate Adopted 6-15-92Amended: 06114t99Amended: 05l16120lO

DEFINITION:

Reduction in force shal I be leiined irs a reduction in the number of stafr members to be employed fbr the succeedingyear when compareci io ihe ni:mber employed at the end of the current year.

REDUCTION PRINC,i ir- BS Atll D pROCEDURES :

1' RIF shall be accon"rp!ishcd by altrition (retirement, resignation, or leave) whenpossible.

2' 9t":tll:o,o:sitjors ';,'ili be r:valuated and reductions considered in those areas along rvith potential reductionsIn cenlrled sta{i.

Administrative r:),i-sitrons wiill be evaluated and reductions considered in those areas.

l'he board shaLli d'ei:ice the grade level or programs to be reduced. Consideration will be given to continuing,maintenance oi's;r,l.c anri Nrrrth Central Association Accreditation standards in selecting ieas for reduction.clourse enroliinenr:, irr non-nranclated areas shall also be considered.

When the gracle ie"er oi prc'lfan:l is chosen, staff members will be laid off with the following priorities:First-Seniont.,, t,, c.sirict (lo,rvest to highest)Second-Horizor-,,i. ilosiiion teducational level) on the salary schedule (lowest to highest)T'hird-Teaching,:,.r:lreiierce outside the distr-ictFourth-'fhese r,,i:-rgs being equal, a decision shall be made by the board upon advice of the Superintendent a'd

appr r1',i''a.r' cr i,'rci;ral considering the teaching ability (based on annual evaluations).

6. Notification proc;'ilr.l..es will follow the requirements of the Teacher Fair Dismissal Act A.C.A. 6-l: -506.

RE-EMPLOYMENT P Ji(;i : E i]U RES; :

i. If the board inct',:i',s,s the nuunber of staff members or has a staff member resign at any time within l2 montbsfiom the date ci..,oi:r'j action on the recomrnendation of the superintendent thit the staff mernber be non-renewed or teir:lr:are:i to achievr: a reductic'n in force, the board shall first offer re-employment to the staffmember laid o1t itt ,te reverse order of layoff for the same position in which they were non-r'enewed.

2' A staff member's iriiure to r,:spond affirmatively within fifteen (15) calendar days after receipt of the board'soffer of re-elll'li:)r',:i.lnt (sent by registered mail to the address on fiI. in the personnel recor4i) annuls the staffmember's;ig!11 . :;. .,.t.*i!.

3. No vacancv in :, t:i.i cosition shall be fillect by the board until the procedures set forth have been compiledwith.

4.

Policy Name: TEACrlEii. FAIR DISIV{ISSAL ACT OF 1983S l,! 1r, .i1lTiON PR OFESSIONAL PERSONNEL

Policy Code: GBNDate Adopted: 05117193

Policy Name: EMFLOYEII D|?iJG ITBUSE Policy Code: GBNADate Adopted: 08l20ll)0

Sale, distribution, use or to:ise ssion c'f alcoholic berrerages, controlled substances, (illegal drugs), marijuana, or othermaterials expressly prciirr-.lteil irl' ferleral, state or local law is not permitted by employees in sihool buildings, onschool property, or at schocl functicr s. A.lso, the sa.le, distribution or abusive use bf irescription, patent or imitationdrugs is nor permitted.

Violation of this polic5,';,iii resuh in imnrediate job suspension or termination.

Procedural Guide I ine s ib'' .' i.. r S irsrrension :

l. The school mus'' ilfo:m the entployee, in vriting, of the charges against him,trer and of'the evidence to supprortthose charges

2. The school nL.il!: !r.,': ,ne errrployee an opporhrnity to deny the charges and present hisiher side of the story.

Procedural Cuidelines io; " :;it ierrnination:

l. 1'he employee lit -!!: :e notifred, in w'iting, of the specific charges against him/her which, if proven, wouldjustify employee -;,;b iermineLtion.

2. The emploirec rLL;:rili ile gi'ron the names of the witnesses against him/her and an oral or written report on ttLetacts to which ci:;:ir ',,':i.ness ,.,,ri11 testily.

l'he emplo,vet sir.;:rlcr rrave the opponunity to present his/her own defense against the charges and to produc,:witnesses or ";sr,r;,cr:l on his/her own behalf.

J.

Policy Name: COBRA - .):,?SONN|EL Policy Code: GBNAADate Adopted: 05117193

CONSOLIDATED Olvir'lirlUS BUDGFT RJCONCILIATION ACT - Employee Eligibility For Continued HealthCoverage Benefits

All employees, spouses a:,.d cie;:ei.rdent children nray be, eligible under certain conditions for continued health or dentalcoverage if elected at ths ,::i^::lor,ee's expense, if that employee or their beneficiaries would otherrvise lose coverage asa result of one of the fc;ll:'.,',i'r;,:l r,N/e nts:

A. Termination of a cove l ed emp kryee for reason s other than gross misconduct or reduction in hours ofemploy'rnent.

B. Death of a coveirrr eir,Dloyee.C. Divorce or leqai :l-ir,itrzrrion of the covered employee.D. Cessation of a r:lrp,:,rc';nl child's status as a dependent.

Coverage may be cont.nu:cl ior up to l8 months for thr: terminated employee, for up to 36 months under any of theother applicable circunlsi,rni0:l Above.

COBRA will notify an 1 : :;1ii:ri; employ,:e or the spouse o{'a deceased employee within l1 days o[termination or deathof their right to remain i:, iir,-: group insuiance coverage. The employee or surviving spouse has 60 days to electcoverage and 45 days ai.,,: tl:ctirig coveragr3 to pay ther full premium. In the event of a divorce or a dependentbecoming ineligible cil.e tc ::.:t' the employee must notify the central office within 30 days in order to continuecoverage in the gror-rp.

An employee is ineligil,i - i:,r f i:is continued coverage if they can be covered under Medicare, other group insuranceprograrns, or if they fa.l i.r ra'l :he premrums. COBRA. has the right to charge up to 102% of the premium rate to coveradministratir e exptrns - s.

Legal References:Consolidated Om ni b i:s tl'.:.d g at R.econ c:ili ation Act.

Policy Name: RESiGi'll,'i I0N Policy Code: GBODate Adopted: 05117193Date Amended: 04115196

During the period of the t,;,pir.ryment c()ntract or withln ten (10) days after the end of the school year, ateacher maydeliver or mail by regi:;tc,:c:1 r-::a.ii to the board a letter of resignation as a teacher.

When teachers resign iic:l :itt: school system before the close of the year, the principal will be responsible for seeingthatall recordsandorh;.','t-,isar')/itenrsarecornpleted,thesameasisrequiredofalltheotherteachersattheendofthe school year. All St.ri'l;;:i:;' crogress records, gradel;, etc. shall be complete. The teacher's pay'check will be helduntii the principal has cr;'il:l;,'ci fliat the teacher's work has been completed satisfactorily.

Legal References:Ark. Act 936 of 198-: Tei.lrer Fair Dismissal Act c,f 1983.

Policy Name: Policy Code: GBODate,A.dopted: 05117193Date,A.mended: 04115196

During the period of ihe :r',iric,yment cc'ntract or within ten (10) days after the end of the school )'ear, a teacher maydeliver or rnail by registe ::.d tiail to the boa.rd a letter of resignation as a teacher.

When teachers resign i'r.;:'r :ne school s;zstem befbre thLe close of the year, the principal will be responsible for seeingthatallrecordsandother'.:--'-rSh!-)iternsarecompleted,thesameasisrequiredofall theotherteachersattheendofthe school year. All s.-tcir;;-ri:;' 3rogress records, grades, etc. shall be complete. The teacher's paycheck will be helduntil the principal has ce,:'i:i,:d iliat the teacher's work has been completed satisfactorily.

Legal References:Ark. Act 936 of 198,1: f;i:chei- Fair ttisrrLissal Act of 1983.

Policy Name:

All teachers and other ;r,s.-;iTeachers can choose [o': ;,member, retirement bene ;'irs

PI?.'}i- JS S IONIIL PERSONNELRr] r.r IN4EN'f

Policy Code: GBQDateAdopted: 05117t93,Amended: 06ll4l99l

: ci:rployr:es are by law required to join the Arkansas Teacher Retir.ement System.i,iil!tutor\/ or non-contributory members. I1'a teacher chooses to be a non-contributory.', iil be re,Juced by l/3.

.Age 70 is the mandaiolir:'t1-.i."tn.nt a61e for all professional personnel. Ilowever, any employee of the school districtmay be permitted to cci;,,r..,: ;r-r itis/he: employment beyond the attainment of age 70 upon the written authorization ofthe Superintendent. St:c,. :,'.; l'.o,^izatiotr shall be required on a year-to-year basis solely on the ability of the individual toperform emplolment tasii3.

A teacher may retire vritlr iiril 'lenefits after 28 years of credited service in the Arkansas Teacher Retirement System(ATRS). Regulation of .i r :': 'rll be in effect for persons retiring with less than 28 years of service.

Policy Name: FF,RSC1,.iNEL - \fOI{KING CONDITIONS Policy Code:Date Adolrted:Amended:Amended:Amended:

GBR0str7 t9306/14t91'0l t09/0,l06113t0:;

It shall be the policl, oi'rr; S-:hool Boirrcl that:

A special effbrt shall be :'rracl': to protect the school buildings and equipment. Each teacher and pupilshould take pride in ke:pr:rg :he buildings and equipment in good condition. A spirit should be builtup on the part of the St;rC:ri!; '.c oiotect school property. Students who lvillfully injure or deface schoolproperq/ will be expecte:l r: i,:ry fbr replacement of properfy damaged.

Because of the many rect:isi:i tr.lr use of school buildings during the evening hours, teachers shouldsecure the approval of-lr: itr.incipal br:fore scheduling such an activity. 'Ihe principal will in turnclear all requests for the L:se (.r.-a schoc'l building during such hours through the office where a calendarof assignments of schor.l i,;,ilcings is k.ept, The teacher in charge of a group having been givenpermissiontouseascr,c:.l,,rllrngshoulcl assumeresponsibilityforthecaieofthebuildingduringthetime it is being used b' , .. ..,;.'i,r

Teachers who find it ti:cc:rs,;r,'i io remain in a school building after working hours or custodians shouldassume responsibility i'or:;r,:,, y tha'r rrrindows are closed and locked, lights turned off, and all exteriordoors securely lockecl.

Keys needed by tee"chersr it; ;,c ie checkecl out at the principal's office and are for the use only of theteacher to r.vhom the\,?rr: ::,:.rrtcj. Teachers shall not have dupticates macle of keys to school locks, and inno case should a kev b; i..: ,:r. :- ,it a student.

A. Use of Ccnli:,'cr-:,; : ir::; icCs:Conference pti',1'is ti'e to be rrsecl forpreparation of instructional materials, parent cont-erences, administrativeconferences, :.:l'..- 'i, ,''-t,i:il school-related responsibilities. Teachers are not to use conference periods to conductpersonal busir.::,t ri;..;ect in ce'ses of extreme emergency. Extreme emergencies shall be determined by theprincipal.

Use of Teiep;.. -.,::School te lepi'c ,;: i,:r:i fbr p,:rsonal business should be kept to a minimum. The use olcelluiar phones is

forbidcien dr-ii,.',1,.r, ,;::e cefiified stalf is responsible for instmcting and supervising students. Appropriateuse of celluiai Lr i':itr.,l,:iS in emergency situations will be determined bythe principals.

Lear ine Se hr. .is:Anvteacherv'ir, -::\e-qihes<:hool groundsduringtheschool dayforanyreasonshall followtheestablishedcheck-out i;t"J tJ::':, :. : : :.

B.

I of2

Continuation Sheet IIo Policy Code: GBI(

E.

F.

Food in Classrc,rrr:No teacher o: rl-'r',' s;riTmernber shall eat food of any kind or chew gum in the classroom during scheduledinstructiona] tii;.', ll:tceptiorrs may be made in cases of medical necessity. A doctor's order an'd approval b1.the principai i' . ,,. .

Liability fclr l'e :'.;.,.:i's Debts:When it is thc cl :.;i:tr o I'the board that all teachers should pay their financial obligations, the 6oard shall notbecome a colleclrc',' ;iE(;]lcy b,y accepting orders to deduct certain amounts from their monthly salary until theirdebts are liquio;i:d .x,cept by court order. All legal expenses incurred by the school district for processinggarnishments- t;arti:itpt,;ies, e:tc. For an employee, will be deducted from that employee's salary.

Use of Tooacca; i-:o:--r(:Ls:Use of tobac'.'lr 'r'tilrr,c.s by staff is not perrnitted on any property belonging to Hope School District.

PetitionsA petition fbr air;' cirl:se ma)/ not be circulated in any school building without the approval ol theSuperintende.lt.

I.

All salesmen l; .:

shall secure r,1,," ,,permission to il::,involves leavirg

Teachers a:e ::slvalue, whether ;,

,',-,r,::i'iots, including school district employees, desiring to sell in the schools of this districti,i ir;:r',:frissic,n in advance at the office of the Superintendent and present the signedi.:,:i.;.,:'tal. :\ teilcher shall not be permitted to talk with a salesman or any other person if this

.. '. '.:'. rr grr)up unsuperviSed.

::., iii :tse purposeful tact in discouraging pupils or parents flom presenting them with gifts o1l,- .,r - !11 or as a group project.

D.

G.

H,

2of2

Policy Name: HE,r, r, l'i i E){AMINA'|IONS - PERSONNEL Policy Cocle: GBRADate Adopted: 05117193

'lhe board of educaiiori .i.:: ti .i'-;Lile every newly hired employee to present, to the central office, a ceftificate of health.This certificate must strtr ,i-.a: tlte employee is liee ffom tuberculosis. The certificate must be dated no more than 90days prior to the date cf ii,; :;:.:seniation.

'fhis certificate may be r:.,.iit:r: b), a regrrlarly licensed ph1'sician or regularly constituted health authority, butinterpretation of any I'l:.r, 1 l:.-, rrL:st br: made by a competent roentgenologist or physician experienced in tuberculosis.

Reactors to tuberculii'l si.:r:. 1.;::;is ,rust undergo sufficient additional tests prescribed by regulation of the State Board ofHealth and shall be sci :iit . i,:tr ibi a periodic re-examination according to their risk status.

Policy Name: IlE".,.,l-il E){A-MINA'IIONS - PERSONNEL Policy Code: GBRADate Adopted: 05117193

The board of educatiorr.t-,:,jr , rirLife every newly hired ernployee to present, to the central office, a certificate of healttL.This certificate must staie ihai t,:e emptoyee is fiee from tuberculosis. The certificate must be dated no more than 90days prior lo the daie cf i., ^r,.s.. nration.

This certificate may be is.lierl by a reeularly licensed phy'sician or regularly constituted health authority, butinterpretation of any x-i..:. 1-,i: r :rLrst bt: mirde by a competent roentgenologist or physician experienceri in tuberculosis.

Reactors to tuberculirr si:-:;', l-il,s lxust r,ndergo sufficient additional tests prescribed by regulation of the State Board ofHealth and shall be sci,e"jt..i,:cr f-oi a periodjc re-examination according to their risk status.

Policy Name: Policy Code: GBRBDateAdopted: 05l17l9:\Date Amended: 04115196DateAmended: 06ll8l0'7

Opening of Sc;,1,c 'i lr irEmployees are ::.li..iltc| as to r:he time at which they shall report for the year's work. Unless specific notice isgiven thern. all i:-rtl'uciional e,mployees are expected to attend the workshop meetings, which are regularlyscheduled in ac,',,:)rice of the cpening of school.

Close of Schc;. ric,",,rThe Superinteri.,rr,, cr lils,/hel designee shall determine, by individual or by position, those records a teacher isresponsibletol'r.,:etrrr,j inosereportshe/sheisrequiredtomaintain. Itisarequirementofemploymentthatallrequired records. ai':, , errrorts be completed, submitted, or otherwise tendered, and be accepte,C by the principllorSuperintenc,r.-:: c.)rnpletilandsatisfactory,beforethelastrnonth'spaywillbereleasedtothecertifiedemployee.

C. Daily Scheciirl::Tire norrnal v',or.. rrz,i' oi'the te,acher will be 7 l/2 hours determined by respective campuses Monday throughFriclay during 1,: :: rji')),s school is in session unless otherwise notified. All teachers shall attenrl promptly allmeetings desigr::,iri ir;r them. Salary deductions are authorized for that portion of the day which may bemissed by a tc'a':.,:i 'l eachers employ'ed under contract for more than nine months shall work those additionaldays specifre:: .:..C;, :,te contt'act.

D. Rainy Days o:' --1,r.. ',ir,;e.herEach principi.r r,i'i., :..'lalge to take care of pupils arriving early on rainy days or in bad weather. Pupils shouldbe permittec! to {j,:ii':l liito the building only under supervision. Likewise, children who wait for their parents inthe afternoon sr.:.ir : c,: supervised.

Legal References:A.C.A $ 6-17-104

B.

Policy Name: :rrr',i-,iTESSIONAL STAFF WORK LOADi1':]l.cllERsi)

Policy Code: GBRCDateAdopted: 0511711993Amended: 06119106

The board reserves to iis:.1 ;r,,:r ,.lerermi,:lation of class size and workloads. However, the board recognizes that ateacher's printary dut-n- ,s .. .'r1ch. and t:very reasonable effort will be made to confine teachers' activities to thisprimary responsibility. .',.::,: iire, the liuperintendent will strive to equalize the teaching load.

All teachers shall have a r.'..ii'ri-niltute, uninterrupted, duty-free lunch.

Legal References:Ark. Stat. Quality Eouc:.iirr A.ct 445 of 1983. Act 558 of 1987.A.C.A.6-t7-111

Policy Name. EXTR.A rliTY - ITR.OITESSIONAL STAFT- Policy Code: GBREDate Adopted: 05117193Amended: 07109101Amended: 0711912010

Teachers will be expecic-,i; io iLssrme reasonable duties over and above their regular teaching responsibilities.Activities and services i,,'i.icir irrake rninor rlemands on the teacher's time will be part of each teacher's basicassignment. Teachers slr::, alsist in the suLpervision of students. Assignments of duties will be made by the principalof each school. Admi:,i:lt'i,;:r's will stnve to equalize such duties among teachers.

Extraresponsibilitiesthar r-,,ai-tdemanrlsonateacher'stimebeforeorbeyondthecontracteddaywillbecompensatedas per law.

6- 17 - | 1 1 Non Instruc ri Ji'.e'. :',,1,1':'j,6-17-80'l Da1,s Worked

Policy Name: EXpENSES;Policy {Jode:Date Adopted:Amended:Amended:Amended:Amended:Amended;Amended:Amende:d:Amended:

GBR]04/1st9606/14t9903/20/9910t22/0106n3'0506/18,,0706/05,'0906/15/0906/ llt 12

Reimbursement for expe rllijs ielatecl to travel and/or attendance at conl'erences and professional development activitiestncurred by district emllc)!':r's irrid'/.t'members of the Board of Dir".,-, on behalf of the district-shall be doneaccording to the follov"i'll' i:rl'c'ir:iines., Reimbursement may be made fbr travel which is at the request of, or hasreceived prior approvaj r:i:;l:. the srp.rint.na"nt and said .rproy". ,lmmediate supervisor. Such reimbursement s'allbe at a rate as set b1, th:: i:.r,r: :i in accordance wrttr estaufisn.a'p.J."a*"s. prior approval:Hi:iJ.::ilpleted

anr sit': i:cf irav;l A.uthorization Form) for alt rravet shall be obtained before any travel expenses

To the extent practicabir-' 'l :':-'l)vees shall have the dishict pay initial confbrence and professional developmentregistration t-ees anci as:;l-'.;i-r:cl ".o"rrury'materials. tn the o"casionul

"ircu.stun"", *rr"., irrl, i, no, practical, thelJ:"''ft"aili[i,[:,1. , ,,,,;,,*'ff,3;rui**t:ly";;;ffi;;.d in advance and are supported with proper

EXPENSiTS NOT CC.,ri.: i,:,_i:

Alc;oholic be .nar :. ir.i, rr:

Enlertainlnerl. ' : ": :1!,.s' ine luding sports or sporting events or pay per view or game expenile at hotels;Replacement o: :.,.,;,_.,rir of penl;onal property due to loss, damage, or thefl;Discretionar.i/ c; . : :r:t ! ,l:l icr itt:ms such as ctothing or gifts;Medical expe'i:rcj -'-;::Llired while on route to or from or at the destination of the reason for the travel;Erprenses 1cr f:. , : ; ,--.r:rmbe*;, fiiends, or other persons not school employees;

?,oJl:"t' ct 3rr'r;' :r'' '''r:irv insur;tnce obtained by the employee for inJp..lo,l covered during, rravel;

Erpenses inclt'-"'" 'rlI riie personill convenience of the,employee and/or expenses not requirerl by reason of tbe,TJiiJJ,j?;;:i:,,;r

i,.isiness (renlar cars must be specificailv;pil;;Jly the Superintendent,s office in

RATES OF REIMBLrils.rr,,- :rl\i-i S

Mileage ailorvance tbr p.'' '':: i ' l,v cwned vehicles when the employee is on official school business for the district equalto the state rate' 'fhe nar i ' ' t rileage claimed should be aeierminJ by'mileage, no, un oJo*"ter reading. Mileage iscalculated from Hope or. ':'': cl,rploy.!'', ho*., *hichever is closer ro *a aoln the approved destination. onlytr;:?:i:fff:ifi:\*"' :" 'eirtlrrsea eo. it"""r to school sponsored e'ents (school district vehicles wiri be used

a

a

a

a

o

a

a

o

a

l oF2

Continuation She,qt \rc , POLICY CODE: GBRF

Reimbursement for o'ui.' c.' :; :;ie Lrzvel will be the lesser of coach class airfare or the established rate o1, private carmileage. Only assignecl i, rs,::,.,nel will be reimbursed for travel to school sponsored events (school district vehicles willbe used whenever poss,,;,,r,:.

In-state reimburserneni o.,'t.,1;: ises shall be as foliows (unless approved in advance by the Superintendent):o Hotels: $85.LlC 1.( ir! olus laxes and parking (if applicable)" N4eals: S+0 0i

20% breakfast $8.00, ii9'r ,.ir-.;i Sl2 00 50% dinner $20.00. (No deductions will be made for Continental Breakfast.)Any mean which is pa,i, r';r ::st pa( orf regiistration fees can not be a duplicative repay.

Out-of-state reimbrr:r.r'r'.;^t,. -,,'ci:oens,ls strall be as follows (unless approved in advance bythe Supermtendent):o Holels: $ I 00 :l . .r;,- :ay plus taxes and parking (if applicable)o Meals: $60.0a. r ..,. i il'.ri,,

Employees using coii,lt,. r :.. a':'iines for,out-of-state travel should make travel arrangements and whern possible havethe school district biiieci r.,.'r.:,;ri,,. lf not, airline receipts must be presented fbr each seating reimbursernent.

20% breakfast, $12.011,,ii.Lr':, , rirr $lti.00 50% dinner $30.00 (No deductions will be made tbr Continental Breakfast.)Any meal which is p:ti,-, , r': ;,;: ;,a:'t of regirstration fees can not be a duplicative repay.

When a conl'erence is l::, : r . l,'iei, e:mployees are encouaged to make hotel reservations on site as soon as possible.

IN-DISTRI('I TR-," L:,

In-district travel is ario-'1,-,,i ,,., l,ln'iinistrative staff as pan of position pay or fringe benefits. Teachers who travelbetween schools for s.,1. -:.:r,.r-, :re, assignments will be paid a monthly stipend of twenty dollars ($20.00).

EDUCATIONAT- !rY-,r:lt ri.::

The board recognizes Lr.,: .r:' :,'iL curric:ulum is expanded and new educational programs are added to the districtschoois, sorne membei! . '.rrj

.r'iculty' may require additional education to be qualified to implernent the new programs.The board also recog,.,, ,:::, ,....: i: is.rict's responsibility in sharing in the cost of this additional training under certainconditions. 'lhecrilelii','tl'r;,r,^,bursernentandexpenseelementsallowedareasfollows:

L Recluirement 'i: ir-: ; :dr,iiional education must have been generated as the result of board action.

2. It must have :,. ' t 1. ,, ;i:ined by the board to be more advantageous to the school district to provide additionaltrai,ling tcl e:,: :, . r:,r:r.il.\i mr:mbers than to hire additional staff with the required skills.

3. Faculty menl,c -r: ,r'i-.i) frave been approved under the guidelines of I and 2 participating in a training prograrrwlll be reirl,'D:l::.r.. .i..- :-li tuition and fbes.

4. Cash advalicc ::i i.,::.::rri,i)s mly bre approved by the Superintendent if the need is justified.

5. Each case wil- r; r:ri ir:riderecl bv 1.he board.

2 of i:.

,\CIi. SCi{O()L EMPLOYMENT BYPolicy Name: --ll,rSSSIO\lAiL STAFF MEMBERS

Policy Code: GBRGDate Adopted: 05117193Amended: 07109101

When a person is hirec .. i: t.:!r\.Zr, full-time basis, the board considers rhat it has given him full-time employ.rnent.Therefbre, it will expel: :i,, .r.:ri,li)yees to give the responsibilities of their district positions precedence over any t;pesof outside work.

The outside r,vork done l, ',. r;::i'iremlter is of concern to the board insolar as it may:

l. Pre'n'enttheer,r::1,:;;,..rclrperforminghisschool responsibilitiesinaneffectivemaruler.

2. Prejudice his ,:1?t;t '',er-r,'ss in his position, or cornpromise or embarrass the school system.

3. Raise a qLlest,or: '., :' ::i;, ,i'rc t o{ interest -- for example, where the employee's position in the district gives himaccess to inl'oi.-::,::. :t iri another advantage useful to the outside enrployer.

On the other hand, Sot-:{1 .','ir';: 11'cutsirle professional assignments requested of and undertaken by a staff member--such as consultative wlr'li, r:,.;l,;go teaching, prof'essional writing, etc.--reflect credit upon the school system and maycontribute tc the siait'1,r,' :,r.,,1:'s ;liofessional growth.

Therefbre, the policy ci ir,ii; i,ri:.-.1'r-i on the outside employment of its staff members will be as follows:

1. An emplovee r'',,1 1 ;, , :r :if'orrr any duties related to an outside job during his regular working hours or duringthe additicni:i i,,: .: .:,. ;',e needs to fuIfilI the responsibilities of the position.

2. An employ'e : i' , I ir. , rlSi dn! district tacilities, equipment, or materials in performing outside: work.

3. Private tutcr*.r .: .',';:;i'' will not be allowed on school premises.

4. When the pi"c): j::'.r . L,ii< .reflr:cts credit on the professional abilities of district personnel and,/,cr wouldcontribute to ri: r ; .'"i;ssional growth" certain exceptions may be made to I and2 of this paragraph, providedthis has ihc a.,.- r.,: -,. ite Su.perintendent.

5. Itisrecorr:ir-rer.":,'(l 'ii.i;lentclo)ieeconferswithhisimmediatesupervisorbeforeacceptinganyoutsideemploymer.r.,r-u -:,r i,:r:r ;he prospective job in relation to the three points listed above.

Policy Name: S.A,EB l'it I r i-S Policy Code: GBRI{;\Date Adopted: 05117193Amended: 06114199

Leave of absence, wi.uhor. r,:i',,\, , rta)/ be granted by the board of directors of the school district, upon therecommendation of t,',: lr -,r:r; ,-, ":ndert of'schools, for advanced study in teaching or administrative fields.

PROFESSioNAL LEA \,.]

It shall be the policy or" irre , ;cpe pubric Schoois to adhere to Ark. code Ann. 6-ri_702.A teacher may be grailiei' tcl:rol Susiness leave for worthwhile endeavors. including (l) accompanying students tocontests' workshops' oi' : ''.i' !; :rncl (2)teacher in-service events. All school busineis'leave musthave priorapproval ofthe superintendent.

EXCHANGE TEACHi..J ]

The term "exchange le:'ll',:;" i .,;ries both to teachers from foreign countries and to teachers liom other Americancommunities who conrl; 1'-' ')rl

" iiorrm'nity on a direct exchange io*uity upp."u"J uy htr"p".intendent. officialarrangements will incll'1"' ; ::'-r-4llres that the teacher is prope"rly certifiecl and qualified for work in the district schools.Teachers may apply tbi::.:' : l-'grante,c a l2-month leave of absence to permit them to teach in schools in foreigncountries' Teachers oi .l';':"': .'or ihis purpose may also request and be granted a l2-month extension in time to permit asecond year in such ass' - i rJpcn returning to the district school system, the teacher will not ordinarily be grantedanother leave of abse|rl ' ' I'r same lrurpose until five additional years of teaching in the district schools iscompleted.

TEACHER FERSON,. I , Lt:,riF,SS L,EAVE DAyA teacher under colt:'i:rt .r r .:i.iire sr:hool term shall be allowed two (2) days absence at full pay fbr personal reasonsasdeterminedbytheLir:r "':- ,rilslealeshallbenon-cumulativeandcanbetakenattheconvenience'ftheteacherprovided that it meets i,i..: .t11.;1,'i11g crileria;

(l) 'l r:i_. -. ::.,,,1 is notified three days in aclvance.

(2) ri is .:,r. i,,. ,-,;.,,, befbr: or after a scheduted school holidar,..

(3) ,{ sLiit:, :.,r. rr,.ti:,!ii.ure c:an be found by the principal.

Policy Name: LUt,V:

Teachers are discor,':,,:,..:"

SICK LEAVE

A teacher under contr: ,-. ,

maximum of one hurc,..receive under the pres_iri. ithe school term. Teacil::ofone da1 for each ,: .

Policl,Code: GBzuDate Adopted: 06/05/0gAmended: 07Agl20l0

:s!n6,. thr:se rCays during the month of May.

i;; allowed one day sick leave at full pay for each month taught uncler the contract until ai:;i ( 120) cayr; has been accumulated. The lotal number of dlys which the teacher mat'i-':: is efft,ctil'e on the date the teacher is required to report foi work at the beginning of- lo1''ed afb:r the term begins or on a part-time basis may accumulate sick leave at the rater ;ne scnool vear.

I of3

Continuation Sheer li: Policy Code: GBRI

The maximum nurnbe'' ;,'r.:i ,,i, ;rcvided under this policy shall not exceed the one hundred and twenty (120) daysaccumulated at no exil"i:.:ir;,:r., he reach€,r. Iror all absences in excess of those described above, a deduction in theamount of the empic,v ..':, .,:.,.',t)' pey rate shilll occur. Daily pay rate is calculated by dividing the total salary of theemployee by the numbe,- :.',rrr:-ilcted days,.

Sick leave covers s icrnr:l ; r.r' r, iit il-timo teacher or the death or illness of the teacher's spouse, children, parents,grandparents, andior oi.,r,:r.'i,::.::i;,,res living i:n the same household as the teacher. One day of sick leave rnay be allowedasunspecifiedbereav'e.-,t,'. :,';i.. leavesheLll alsoincludeanyillnessoftheteacherincludinganl'disabilityconnectedwith or resulting fiom :',:',-,,:',. r":y'" Sick lea're may be used for pregnancy or adoptive parent purposes.

Inorderforsickleav:ti. .::t:,,r'reci.thr:teacherwillnotilytheprincipalofthenecessityofbeingabsent. Theteachermust complete a sick ii:r,l,, - i,. r,r :L,rcl frla w:ith the principal upon return to work. An accurate, up-to-date record of allsick leaves will be ,irrt,..r. . , ;,, , , ilie ollice of the superintendent. A physician's statement may be required for proof ol'illnessorinjurytbr':l:r:r,,,, .',r.rfethanttu'ee(3)consecutivesickleavedays. Thispolicyshallnotprovidereimbursement fbr:he .-'. ,rri-, :'l-r':ion of any sick leave accumulated by a teacher. A statement of accumulated sickdays and personal buslii,r:,. ll,:;'l r,rtill be provided.

The teacher may tr.",nsr':i' i ; ,, r.,..e-;y (!)0) ,Cays of unused sick leave to another school district in Arkansas. This schooldistrict wili accept ut i.r : .., , ' .r,0) da,rs urnused sick leave tiom any district in Arkansas provided a statement of thenumber of days is:ecc ". rt". rne school district.

For emplo;,,ees who ieir.,...... ,',. e under the Family Medical Leave Act, such leave shall run concurrently withaccumulated sick leavr rt: ::i r.r rr leave is exhausted. After all paid sick leave is exhausted all further Iiamily MedicalLeave time shali b- ..

Any full-time empiol ,,., lt -,,:.: l,rouse is also a full-time employee of the school district, may use sick leaveaccumulated by that spo.: r., :;, '.,,rided that rthe employee requiring the sick leave has no accumulated days of leave andthe spouse consents iii " , :t 1ir ,i,s use of'his/her accumulated days.

MILITAR"Y LEAV!

The school district wi,, '., r.,r,,' 'ii;. rliientents of Arkansas state law in regard to granting leave of absence for militaryand civil def'ense a-r:. . : . ;' ... ilode Ann. 6-17-306 in appendix.

BEREAVEMEN'I

Each teacher will b. :::'i: - .'- ,,,1'.;,t i3) clays of bereavement leave per schooI year in the event of the death of animmediate l'amil), i-.er,' ..: ,: r:; r,;rrpiqryee or employee's spouse. lmmediate family member shall include mother,mother-in-law, i'arrLer'. t:.. -,. -; -::,,v, sii;ter, sister-in-law, brother, brother-in-1aw, husband, wife, child, son-in-law,daughter-in-laln,gran.1:. t-,,:,:.'.rndparentcrranyrelativelivinginthesamehousehold. BereavementLeaveDaysarenot accumulatirre. Si.:i.: ::. ,: -r:o)/s will be used for additional days needed.

2 of3

Continuation Sheet lil" 2 Policy Code: GBIU

VACATIOI\ LEAVE ''Ci. ,fCN'fH EMPLOYEES

Ail twelve month ernpi;t"ct,r smii be granted rlays off for vacation (10 per year) and the following holidays: July 4h,Labor Day, Thanksgivlr" l:.'-::-:,.,s. Ihrisitmas Eve, Christmas, New Years, Memorial Day and one other iroliday asgranted by the schooi r;a,,: ",, ia,'. \,la,catiorr days may be taken any time other than during the teacher contract period.Vacation days may be a:l1' ,.,1,.,I:,ted up to twenty (20) days. The accumulated vacation days beyond twenty 1)Oy witt UeforfeitedatterAugtr,: :,,.\('ar.All 240'5 day emplol'ec:j ,',' ,., ii:rve eu:curnulated unpaid vacation days will be reimbtused fbr up to 2r) days at their tc,taldaily rate of pay upon .'g5ij,iltir,i,.r or retirement flom the school district.

Legal References:Arkansas Act 40 cl i 999r"A.C.A. 6-17-nA4" 6-,- -i ): 3 of l

Policy Name

Allcertified employe:spremises.

Principals should notity

Policy Code: GBzuADateAdopted: 06l05l0tJ

-::- ,.:r,ir.lit il disrlrict leave fbrm indicating the tlpe of leave for all absences from school

i: !, .5r,:r'intendent in advance of their Absences.

Policy Narne: SIC.(- -..:.^'.i,'-i BANII pOt_ICy

The Sick Leave Bank r! s,,,. lto the member or to the :r: ;i.r,leave does not quailfi,.

A member shall no: bi e,;:, rrThe member must LSI :

employees musl ujr i._, '.request more than a nj::)i ri ,,District, whichever is qr.:,, 1 ,r.

policy Code: GBRLBADate Adopted: 06129104Amended: 06/19106Arnended: 06105/09

i; i hi:{p members in recurring, chronic, or catastrophic iltrnesses or disabilities occurringi:,,;r's i.mediate family as defined in policy,cBzuB (Sick Leave ,;[.;). Rourine parenral

':r ';-'-ry rlays fionr the Sick Leave Bank until he/she has exhausted all other sources of leave.:'r-,:ri <iays before requesting days fiom the sick Leave Bank. All twerve (12) monthrica:!o., days as allowed in policy GBRIE before making a request. A member may not,': oi'20 day's per contract year or one (1) riay for each year of service to the Hope School

' l' rrc assessed for days when the Sick Leave Bank has reached a point of near depletion'r,lure to rJonate will result in termination of sick leave bank membership.

,r r,iill/ donate one (l) day at atime by submitting a signed release.

" 'r' rj:lnl:lot be returned to employees and will be carried forward in the Sick Leave Bank.

,. ;,.tilg sick leave days fiom the bank will not have to replace those days excepr as a. i.r:;tinc member'.

r:cle'S ancl new employees with accumulated sick leave days may use days alreadyI ,:r lieu of appropriated days.

i{; aocLrnulated sick days would have to sacrirrce one incentive ($a0) day.

ELiGIBIL[1''l

l i'he : r ' i .t:r.r ": [J:nk is to be set up fbr certilied employees of the Hope School District.2' To;;": i '';':: ihe' entployeemustcontributeone(l)dayofsickleavetotheSickl-eaveBankwhen

he/:ri.. l L: r-) rr::r a rnember or as stated in section d trluint"nunce, number 1.

3' '/ln i:;'' rl ;' -c :ttay become a member by enrolling no laterthan September 1, At such time, he/she._l'']]l

|l'.' t lt':'r'C rj13 (l ) day New entployees hired during the year may become a member at the

'..!; .. , , , v,r'grrt. I{e/she will be assessed one (l) day at this time.

i\ldl\[!,lr]7r",r. i .-

)

Mer-r!,.l; .,( i [iC ::. ',r ,.

l.{e:r t ".r .',

D:tYr- 1,.:-.:;:,Ar.r v;r _!1r _. r.I i

! i,-

..i::

J.4.

6.

Lxlji, t,',

acc it i t'

'l'i'r,l: .-

I of2

Continuation Sheei Nc,.

C. ADMINIS I-llrrl I

2.

An e il:ll.assisii;-,'Priil.l. _,

Pei:sl.'. ,

lach r::.'

r/ear:,,-, ..

C0n) !! .,Si:Ci i-t:..I ,.

l-ftl', .-l I t'

'l'fll -r ; r.. i.

{':C,.: . : ..tLhai,'.:r.',rapplr,'..,,;'0i- ni:rr: r.

t-.,]:':,, -:,.

! r'ti':.t '- .tlllii,li €::,'': i r

is rr'ri:r:,,

).

Policy Code: GBRIBA

j: :-'r:ember committee will oversee the adntinisfration of'the Sick l-eave Bank with thei '.': .11e Stlperintendent. The committee will consist of I Administrator, 2 from Clintoni r'c'r Berryl Henry Elementary, T {iom Yerger, 2 from Fligh School/Gartand and 1 from ther i'_'.,, {lonunittee.

r: ";'ll e lect representatives to the Sick Leave Bank Committee. Each representative will' ' i':wo (2) years from the time he/she is elected. (These terms will be rotated every other'i,,rmiiree 'will always have a member with experience serving). The first terms will

'r,.rr-r 3-)'ear terms. The Sick Leave Bank committee will elecia chairperson and ar ;,'ill <eelt records of all meetings.

;: , ioil clerk wiil keep the records of the Sick Leave Bank.

:': r': Bzrnk comnittee will determine the need for activating the Sick Leave Bank, uponi, 'iri lerve R.equest Form. 'I'his form is to be submitted to ihe Sick Leave tsankrDmlrreo to tne Slck Leave tsankrr i,y ther employee or hisaer representative, if the employee is unable to do so. -fhe;r:i.rst b,r acc,ompanied by a physician's statement. (Request form shoul<l be submitted at",,.;n of acc:umulated sick leave and before pay.oll deduction is made.)

r ,.;;-applica.tion, the committee will call a meeting as soon as possible.

-.;t'\/e lJirnk committee has questions concerning an application, the person or his,4rer' r; rlrbin itting the application may be asked to meet with the comrnittee before a decision

2 of2

Policy Name:

Personnel who are con;,days provided the; a.e ,

follows:

t. Submit "Exre,5 days prior tc

Approvecl c1ar,:the required i;:.

,:.,<.',- r,'.''-rED MONTH EMPLOYEE CONTRACTS:..':r1t',-urtt.O,

Policy Code:Date Adopted:Amended:Amended:Amended:Amended:

GBRIF05/r 5/0006t13t0s06t19t0606/1s/0907119/2010

i-ri .xtenrled days are eligible to substitute non-contract days for the extended contract';- r)'ieci b1'ther Supervisor, Principal and Superintendent. The approval process is as

;r',lir Employee Substitute Form" to the Supervisor, Principal and Sr.rperintendent at least:,;rlried ron-contract days fbr preapproval.

:, oe ailowe,C to substitute tbr the 178 student instructional days, parent conf-erences, or.;l'staff develoDment.

2.

I o1-2

I{CIPE SCHooL DISTRICl.E.KT'ENDED CONTRACT DAY

Request for Substitution

Name: Job Title: Date Submitted:

Description of activity or event:

Explanation of why it shoLrid be c,:nsidered in lieu of an extenderl contract day(s).

Date(s)

Date ./,ppi:ovcdDate Deiiied

Date Apuror,'edDate Denled

Date'A';prorredDate Denie,r

Supervisor

Principal

Superintendent of Schools

I lltl I I lr lll I I r r t t I | | r t I lllrrtltrl:lrrrllrr rrrrrrrrrrlrtr t r arr rr rar r t:r rr rr rtr r lr

TIOR OFFICE USE ONLY

Docnrreniaiion of w,lrk or attendance received

_- -

Posteci to enployee.r; records

2 of2

Policy Name: Ar;IRANGEMENTS FoR pROFESSIONALSTA.F,C SU[}STITUI'ES

Policy Code: GBR.IDate Adopted: 05llj tg3Amended: 07l0g/01

Lesson Plans and Emerg;r,,i",, Fcjder.s

Each teacher is to keep a se'i of claily pla;ns. These plans are to be made five working days in advance & kept in theteacher's desk where, if an ernei'gency arises, a subititute will have easy access to them. Duplicate plans are to be fi ledin the principal's office.

Each teacher should have an e rirergency folder containing the folrowing as applicabre.

l. Daily scheCule.

2' Title(s) and locali'ns of oorlks used (including teachers' guides and general procedures and plans for use).

3. Seating chan (c,- names on ,leslis in 1.he lower grades).

4. Location of special matei"ials (tr:sts, work sheets, etc.).

5' Emergenc,v proct:riltiies and materials if daily lesson work cannot for some reason be covered by a substitute:.

6. List of routine p J,.t'dures and hLow to hanclle them.

7 Special duty lis'l cfs',i-idents who generally take care of class chores or of especially reliable students.

8. Schedule of slu.ieirts and release time for religious instruction (if applicable).

9. Schedule of stucents and tinres for instrumental music instructions.

l0' Cafeteria, assemol','. assembly seating, club, detention, recess schedules (where applicable).

I l. Bus lisr.

12' Pertinent person:.1 riaia (suctL as any special requirements related to students with handicapping conditions).

l3 ' outline of garae s, :rclivities, or prrojects that students might be involved in and which rvould support theachievement of :,,.,e iall goals for that class.

Policy Name: PI.I.R.i..Tl Iv{ F ANI) SIJB SI.ITUTE PROFESSIONALSTAITF Eh4PI-OYMENT

Policy Code: GBzuADate Adopted: 05117193Amended: 06114199Amended: 01121103

It will be the responsibil,:i :1':hu principal or his designee to assign a substitute to fill any vacancy caused by thetemporary absence of a lijgura. staff mt:mber. The substitute teacher will be selected from a list of approved substitutesfurnished by the Super,ric,nJe rrt's office.

In the frlling of these terr:rori.r)' vaLcancies, an elfort will be made to secure substitutes who have full certification, andat the least, training or e:tiri:,,:rce at the le,rel or in the subject specialization of the teacher who is absent. Only fullycertified substitutes r.lri ll b-'a"s;ig,red to clasises whose regular teachers are on long-term leaves of absences. If a fullycertified substitute canloi r* ,oiind, an individual holding a degree from an accredited college/university can beemployed at the daily ra.le ct 1:a.v- deterrnined by the Superintendent.

Principals will attemp'i tc, '::ri.':iain as nruch conl.inuity as possible by engaging only one substitute for lhe full period o1absence of one teacher i:; (t -;,r'ca-iling ltacll a substitute to serve in a classroom in which he has already'performedsuccessfully.

Long-term substitute teat i;is (substitut.e pr:rsonnel hired to fill the position of an employee absent on an extendedleave) will be entitleci t:; iiie ;riivileges rnd benefits afforded regular professional employees until the return of theregular teacher.

All substitutes shall be pl:ct .r',,' ,ie disnict. These substitutes will be paid an amount on a daily basis as determined bythe Suoerintendent.

Policy Name: PROFiT S S I Cl,lA.L R ESIIARCFIAN) iruBI-lSF{lNCi

Policy Code: GBTDate Adopted: 05lIil93

The board considers thai't-,r: srcilool districl has proprietary rights to publications, instructional materials, and devicesprepared by district en:rcl:yees cir-iring their paid work time. Howevir, the board also recognizes the importance ofencouraging its prof'essiorrzr!s vn'i'iiing, research, and other creative endeal,ors.

When original materiais a:e li:rieloped by employees or staff committees during working time, or as part of regular orspecial assignments for- i"'i,:ch tltev are paid, the district will have sole rights in-matters olpubiication.r reproJuction.However, the district r.',':i. l.cir:;y recosniz€: and note the identity of the ernployees who created the materials.

In situations where the ii,"'I)rrttai'v righr:s tc, material is in doubt--as for example, when original inslructional materialshave been developed pa'.:aiiy during rvorking time or as part of a paid assignment and paiia[y during the staffmember's own time, aire.tt.,lrrents will be made for the appropriate assignment of righti and any profi1s.

However, a staff memL-; .t-:.i! 'rse his b,ackground of knowledge of district programs and operations in professionalwriting of any type. witl,-,'rr ri': board clainning irny rights to the materials or.aulhority to approve them prior topublication, except thai t, - rics lurporting to represent dishict policy will be cleared by the ^Superintenrjlnt

who may, ifthe subject warrants, Si:aii .1.,,i .cj ;,le arar,ce.

Policy Name: STAFF IITI{ICS Policy Code: (iBUDate Adopted: 05l17lg3Amended: 06/14199Amended: 05/l5l0}Amended: 06/15/09

An effective educational.program requirr:s the services of men and women of integrity, high ideals, and humanunderstanding' All district :mployeei are expected to maintain rrilrrctunau.as in their sch-ool relationships. ,lhesestandards include the foilovring

l ' An educator maintains a prcfesiiional relationship with each student, both in and outside the classroom.2' An educator mainiains comPetence regarding skills, knowledge, and dispositions relaling to hisiherorganizationa I positi on, subj ect mafter, and/Jr pedagogicut prictl"".3' An educator honesl.iy flrlfills reprorting obligations associated with professional practices.

4' An educator entrusted with Public funds and property honors that ffust with honest, responsible stewardship,5' An educator maint:.ins integ|ity regarding acceptance of any gratuity, g]ftrr compensation or favor that mightimpair or appear to int-luence' profeisional decisions or actionf and shail refrain from using the educator,sposition for personel gain.

6' An educator keeps in ccnfide:nce' secure standardized test material as well as information about students andcolleagues obtajned in the course ofprofessional service unless disclosure serves a professional purpose or iriallowed or required by law.

1' An educator rel'rains fi'om using, possessing and/or being under the influence of alcohol, tobacco, orurauthorized cru-gs while on school premises or at school-sponsored activities involving students.

Legal Reference:6-17-422

Policy Name: coMPUTE,IiNET'frioF:I?TItcHNoLoGy policy code: GBUADate Adopted: 05/15/00Date Amended: 07119104

NFORMATION TECHNOL_IIiI)I: Guidelinesgldj.gipalirbtlXics

The Hope Public Schooi iloard of Edur;ation recognizes the need to effectively use computer technology to firtherenhance the educational gcais ofthe school district. I{owever, protection and security ofthe various informationnetworks and computei s)'stem is necer;sary. The Board fi.rther expects all faculty, students, staft and associates to usethe district's computers and networks responsibly. All computing resources should be used in an effective, ethical. an<llawful manner. Users aii: ais<, ex-pecte,J to learn and fbllow normal standards of polite conduct and responsiblebehavior in their use oicorirtuter resoLrceii.

A. Generallv

l. To provicle guiceiines and responsibilities for the use of the Information Technology provided by theHope Fublic Sctiools (F{PS) rvhich are consistent with HPS educational objectives and securityrequiremen:s. -r'his regulation covers all Inlbrmation 1'echnology and services provided by HPS md useclby HPS studenis;, staff, ard arlministrators.

2. This regulailor r-rpplies to all HPS users of computer systems. This also includes all staff whenrepresentlng HPS. regardiess of computer system used.

B. Definitions

1. Acceptable l-lse Policy (r\UI') A contract signed by teachers, parents and students that sets the rules forcomputer use, ri(itwork access, Internet access and web page publishing in schools.

2. Compurei 3,'sior-n - .A.ny computer within the Hope Public Schools that may or may not be comected tothe \\ AIr a. .i .:riernet s(:rvicL's.

3 . Core Sysierr, - li i-nission-critical application or system that is protected lrom general public access.4. Inforrnatioi S.,stem(s) - .includes, but is not limited to: hardware, software, communication lines and

devices" teiiiri,',als" printers, CD-ROM devices, tape drives and servers, mainfiame and personal computer.5. lnternet laii::e ss ilcludes all methodologies used to connect to individual computer nefworks around the:

world. Tlris inc.udes all initiatives for providing access for HPS regardless of funding or facilitatingsources.

6. Internet Ser';ices Incluc.es access to external systems and information sources using the Internet; accessto and hosiirrg c.'\Vorld \Vide Web (WWW) services and information; use of Intemet tools such as FTP,gopher, Teir,el., ,:hai, E-mail, etc.

7 . System V/i,-',e .rircrmation - Inclucles any information (data, statistics, publications, etc.) that pertains tothe entire schoc,i <livision or that involves more than one department.

8. Users - I,rcl,ries ali stafl students, volunteers, parents or other individuals utilizing any portion of theHPS inroi:rlatror-r sysiems.

9. Webmasi:r- A cerson assigned by a school or department to maintain a set of web pages on the HPS webserver.

10. Webirage A ljrige of inforrnation located on a web server and accessible through the lnternet. 'Ihe pagecan contain a i'nlrture of grap,higs and text and can include embedded references to other such pages.

I 1 . Wide .Area r"ielrvorir - The network of all comouters in HPS that are cormected to their buildins's localarea rretwolk.

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Continuation Sheet No. I

C. Employee Guid;ijires

Compl;t:i Use

A.B.

L.

D.

Dt.

2. Networ< ,rt.a;cess

C.

D.

C.

B.

,t,"iJ employeel; must abide by the HpS Computer User Guidelines.liil, ziccess to Irps computer systems shail b! approved by the appropriate principal ort.' :h::clog.v coordinator.clor"nputerr; owned by the private individual may be used in the Hope public Schools.l-loviever, they rnsy not us,e software purchasedby the school divisi.n wrthout authorizationsfi'on the te:chnLology coordinator or desienee.Privaiely cwned computers may not be Jonnected to the HpS wide.Area Network withoula;tiiorization liom the Supervisor of Instructional Technology.h PS personnel shall not service. any privately owned p"|,ron-ui computers. Any damageilir.rsci by rse in the Hope public Schools is the responsibility of the owner.iro privately owned computer maycontain any internal pieces of equrp-"n, memory, diskc'ivcs' expans:ion boards, etc., that has been purchased 6y ". io;dJnlpe euuric Schools.

Policy Code: GBUA

B.

;l-cccss to itPS core Systems is prohibited unless otherwise pre-approved by the technology^. U,,iilialol. or designee.i:l-r"ail accoss, if provided, shall comply with all.HPS policies and regulations including, but:ri'L linlitecl to: privacy, stanclards of conduct, and the use of rips equiprn.ot. The principar,ie':hnologSr coordln31s1, or disfrict administrator can terminate the user's e-mail access if th.eruser does not comply with thp HpS Computer tjser Guidelines.u:ie.s :rhall not reveal their passwords to anyone without prior approvar by thep,'ilcipal/technologl' coordinator.

;:l::t *t prohibited fi'om using passwords and IDs other than those specirrcally assigned to

cop;T ighterl software shall not be downloaded from network resources or firther transmitt*d"i arrl' ficrm without compliance with all terms of a pre-authorized licensrng agreement. F{I,S" ;l not tole'rate infiingement or violation of lJnitedStates or international copyright laws or.ls:iiciions.

.4rl users are pr()hibited from accessing portions of the Internet that d9 not promote thec::il ca. r cnai/ instructional missi on or administrative function or trre l{ps.l-;--bound access to the Internet shall be in accordance *itt uppii"Ji, Hps rules andre:,ularions. Monitoring and management of acceptable use i, tt . rerponribility of the::'i:rcipal or teclnology coordinator.hi'oilrici access to HPS systems and services fiom the Intemet shall be restricted to the Hpsicial in server unless otherwise authorized by the technology coordinator or his,&er designee.I rrs includes Internet services such as FTp, Ternet, time,*gopher, ping,-fing.r, .tr.

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Continuation Sheet No. 2 Policy Code: GBUA

D. Cc,ryrlghtecl so.ftware shall not be downloaded from the Internet or further lransmitted in anyio:ln withot Lt compliance with all terms of a pre-authorized licensing agreement. HPS willr1o'i tolerate infringement or violation of the United States or international copyright laws ori'e s.;lcrions.

E. A!l cl,anges to the HPS firewall configuration must be approved in advance by the HPSnerwoik securitv marlager or desisnee.

4. Webpa3,e .D'lblishing

A" 1-ne esrablishment of web pages on the lnternet must have an educational purpose that isle r:,rtd to a Hopre Public School assignment, project, job, or function.

B. ,!r r s)'stem rvide information to be published on the Internet must be reviewed and approvecl;t;"'lile technolol3y coordinator or designee prior to being uploaded to the HPS web server.

C. !-rc;elopers of vueb pages should follow the HPS Webpage Guideline to promote the quality.,.-, 1.,''nforrnation.

D. i.t'lynghtecL material shall not be placed upon any part of a webpage without priorp;r'r:rission liom the copyight owner.

E. illbrrnation may not be posted on the Internet if it: violates the privacy of others, jeopardizes,i,; heaith and safety of students. is obscene or libelous, causes disruption of schoolacii,'ities, plagiarizes the work of others, is a commercial advertisement, or is not approvedh1, ihe prinr:ipal or technology coordinator.

F. ^li i',reir pages should contain the name of the responsible HPS official, the name of thei^,,':brnaster and the date that the page was last undated.

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Continuation Sheet No, i Policv Code: CBUA

Computer and Network Fac u ]t:'lStaff_Agfeement:

As an employee of Hcpe Public School District # I , I agree to follow the computer use policy and its behavioralstandards. I agree to cover the ecuipment daily', protect it from foreign materials, and run the anti-vims program on ttLefixed drive once a week, anc on every diskette placed into the computer s)'stem. I agree to attend a | %how Computr:rIntroductory Class proviciec by ihe district within a one-year period of time.

I understand that I will 'uc p,iverr network and Internet privileges that students may or may not have. I agree to monitorstudents while they are usir''!r !fie oornputers and network. If I allow student(s) access to the Internet through my ownlogin and password, I agreo: :o take responLsibility for monitoring the student while they are using the computer. I agre,eto maintain security on m) .iil.ri:luter, netrvork, and account by not giving out my password or any other passworddeemed for "facultyista:tf u:t'y"'. tr understand that I should not write down my password, but rather make my passwordsomething I can remen','or:r. ' also understand that my hard drive (C:) could be replaced at any point in time, and that lt

should save all data to a :-i.s ;:i.Le {Drive A).

I have read, understand. t.;'L(,i\jie. to follow all poiicies outlined in the Flope Public Schools District ComputerAietwc,rkUse Policy as well as rlr.ni,lic this agreement with the students. I agree to use the network in accordance with thepolicy and model to ri", si !:iiij.lL's proFrer network etiquette. I also agree to report any misuse of electronic informationto the proper authority'.

I understand that if I vici;rir.r ii-,: ccrnpruter/network use policy, my computer and/or network privileges could berevoked.

Faculty/Staff Name

S,gnaiurr:

Building (RoomrOifice )

Date

AII Network login nair,e : ,,,, i re your first initial and last name with no spaces. Password will need to be at least 5characters long and can ccrs:::t oilefit:rs or nurnbers and must be original.

liee r a copy of this agreement your records!! Give the original to the site technology coordinatoribi vo"ir school.

Policy Name; ST/"FF jCS j"Ct'tON'S Policy Code: GBUDDate Amended: 05/15/00Amended: 07/09101

It is the intent of the board tc ei:sure that district education programs function without intem.rption. f.or this reason i1;will seek to ensure that coi:.acts which are in force with thi diitrict are furfilled. If necessaLrf ihe uoard will enter intolegal recourse to fulfill i'rs ot;i;gationii an,c responsibilities to dishict citizens.

Any employee who coe:llic,r; l:i-r'self in a manner.which is disruptive to disfrict educational programs and/or violatesthe provisions of his cont'.a,)i ',r, ith thc dis;trict subjects himself willfully; to the possibility of legal action by the board.An employee who brearcircs l:; individual contract has, in essence, terminatediis ".plogneni'with the district.

It is the responsibility of evfir',' edministrator to ensure that the obligations and responsibilities of the board are fulfill,odas the board directs.

In the event of any ciisru,l,ir'-- :rcI:ons by rstaff groups, emergency personnel regulations will go into effect.

Policy Name: RESPO:I S1!,:LITIES GOVERNING BULLYING Policy Code: GBUEDate Adopted: 06113105Amended: 06118107

Teachers and other schccl cinllclree:; wtLo have witnessed or are reliably informed that, a student has been a victim .fbullying as defined in tnrs pr-.lrcv, includr,ng a single action which if allowed to continue would constitute bullying, slallreport the incident(s) to the i:rincipal The principal or his/her designee shall be responsible fbr investigating theincidents(s) to determine if :,isciplinary action is warranted.

District staff is require C ,c fitb enforce implementation of the district's anti-bulling policy. The district's definition ofbullying is indicateo be''.l'.,v. S:rcienlS who bully another person are to be held accountable for their actions whether itoccurs on school grourrds,. i:l'sclrooi grounds at a school sponsored or approved function, activity, or event; or going, toor from school or a school arr'r'it!,. :;tudents are encouraged to report behavior they consider to be bulling; includin6S asingle action which if allorve c'.o conrinue would constitute buliying, to their teacher or the building principal. Thereport may be made ?.nor1r61s;is1u. f'_psrson or persons who hle a bullying complaint shall not be subject to retaliationor reprisal in any fo{Ig.

Definition:Bullying means the in't.,:,:,i'o:,al h;rasr;ment, intimidation, humiliation, ridicule, defamation. or threat or incitement ofviolence by a student agai,":sr, :,noriter student or public school employee by a written, verbal, electronic, or physical rrctthat causes or creates z c',:?.:. alr-l pres,ent danger ofi

o Physical harri.:: r l,rLrlic school employee or student or damage to the public school employee's or student'spropeny;

o Substantial inir:' e-r:i::e *,'rilJr a studerrt's education or with a public school employee's role in education;r Ahostileeduc.l ,it,.i'3ix'!'ir'onmentforone(l)ormorestudentsorpublicschool employeesduetotheseverity,

persistencr, o, - '! ';irt',':,res; of the act; oro Substantisl 6ii5..1':i,irr i.rf the orclerly operation of the school or educational environment;

Electronic act means wiflr,ri riri.itation a communication or image transmitted by means of an electronic device,including without Iimi'ia i,rrr, r :ei:Flhone, wireless phone or other wireless communications del'ice, computer, or pagorthat results in the suL,sta"r::a t. isrr::ptirrn c,f the orderly operation of the school or educational environrnent.

Electronic acts of buill ii,r,i ?l'r prciii'cited whether or not the electronic act originated on school properry or with schc,olequipment, if the electlc":.c ar:: is di:r-,:cted specifically at students or school personnel and maliciously intended for thepurpose of disrupting i. :,.,-. :,:i hes a high likelihood of succeeding in that purpose;

Harassmentmeansaii:i.ijr -rrii.rwcicorneverbalorphysical conductrelatingtoanotherperson'sconstitutionallyorstatutorily protected sr:,i:.: -;l;1:,l?r-rsr3s. or: reasonably should be expected to cause, substantial interference with theother's Derformance ir, a--,,' ,.:lro.l, en,lironment: and

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Continuations Sheet No. l Policy Code: GBUE

Substantial disruption rerii,! r/,'iihout limitation that any one or more of the following occur as a result of the bullying:

c Necessary ce ssaL:ci. ,ri instruction or educational activities;o Inability ofstur:erts lr educational staffto focus on learning or function as an educational unit because ofa

hostile enviro:.',ierti:. Severe or reueir',ii,; irr:rirrlina'y measures are needed in the classroom or during educational activities; oro Exhibition of o,1.":i f:iraviors by students or educational staff that substantially interfere with the learning

environment.

Examples of "Bull1'lnu" r",;1,' rrcl'.rde blrt are no1 limited to a pattern of behavior involving one or more of thefollowing:

l. Sarcastic ''ci.,r.r,irnents" trbout another student's personal appearance;2. Pointed qutili.-'rs .n';ended to embarrass or humiliate;3. Mocking, ,',:,::r:ir';;. or belirtling;4. Non-vercai ,i,i i;:rs :rod./or intimidation such as "lionting" or "chesting" a person;5. Demeani:ri: ,i.,r.loi reia"ting to a student's race, gender, ethnicity or personal characteristics;6. Blackma.;. rriijf-i"ior, derr.and.s for protection money or other involuntary donations or loms;7. Block-rng i-. ';(r:r:r .1.-. i,chool property'or facilities;8. Deliberaic r)rr-,:tr;'21 conta(tt or injury to person or property;9. Stealing cr . rl:i:g blohs or belongings, and/or10. Threats oi ,' ,iii.': .,-', silldent(s), possessions, or others.

Legal Reference:A.C.A. $ 6-18-s14

zo'tz

]fl-rqD OF POLICIES FOR

I, TIU- $&TIFIED EMPLOYEE S