SUBSTITUTE

HANDBOOK

Cañon City Schools 101 N.14th Street

Cañon City, CO 81212

(719) 276-5700

Revised August 2017

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INTRODUCTION

Welcome to the Cañon City Schools family! As a substitute you will play a vital role in helping

us accomplish our mission: To develop compassionate, responsible, independent, and

productive citizens through a quality education provided in a safe environment for students

and staff. We really count on you and other qualified professional substitutes to provide

continuity in classrooms even when the regular staff member cannot be there.

This handbook is designed to answer some of the questions about substituting in Fremont RE-1

Schools. Please keep it on hand or be able to access it when questions arise. If an answer cannot

be found in this handbook that meets your needs, please consult the principal's office.

It is imperative that a substitute's address and telephone number always remain current for

both substitute teaching contact purposes and for payroll purposes. If a substitute changes

their address or telephone number, they should notify the Human Resources Office. A

substitute’s neglect in providing updated contact information may result in an inability on the

part of the District to contact you and may result in you being dropped from the substitute

calling list.

Nondiscrimination/Equal Opportunity In compliance with Titles VI & VII of the Civil Rights Act of 1964, Title IX of the Education Amendments of 1972, Section 504 of the Rehabilitation Act of 1973, the Age Discrimination in Employment Act of 1967, the Americans with Disabilities Act, the Genetic Information Nondiscrimination Act of 2008, and Colorado law, School District Fremont RE-1 does not unlawfully discriminate on the basis of race, color, sex, religion, national origin, ancestry, creed, age, marital status, sexual orientation, genetic information, disability or need for special education services in admissions, access to, treatment, or employment in educational programs or activities which it operates. Complaint procedures have been established for students, parents, employees, and members of the public. The following person(s) have been identified as the compliance officer for the district: Misty Manchester, Director of Human Resources, 101 North 14th Street, Canon City, CO 81212; 719-276-5700

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APPLYING TO GET ON THE SUBSTITUTE LIST

To apply to be a substitute in School District Fremont RE-1, a candidate must complete an external Application

for Employment located on the Cañon City Schools website (www.canoncityschools.org). Applications must be

complete for consideration and must include all required information and attachments to be considered complete.

If assistance is needed with the online application process, candidates may contact the Human Resources

Department at the District Administration Building. All certified substitute applicants (teacher subs) must have a

substitute authorization or teaching license issued by the state of Colorado. The following link can be followed

to access information on how to apply: http://www.cde.state.co.us/cdeprof/Licensure_SubApp.asp .

No guarantee of employment is given to a substitute by placing their name on the approved substitute list.

Substitutes are utilized on an “as needed and/or requested” basis.

ARRANGING A SUBSTITUTE ASSIGNMENT

Except in emergencies, extenuating circumstances and in the food services and transportation departments, all

substitutes will be assigned by the Sub Caller located at the Central Administration Building. Only a

principal/supervisor (or designee) may call the Sub Caller office to arrange for a substitute. Please do not make

“side arrangements” with specific employees to substitute. Staff members must follow certain procedures for

approval of substitute coverage and arrangements.

When possible and when appropriate, every attempt will be made to honor a staff member's request for a specific

substitute. In the event a substitute cannot accept an assignment, they are asked to indicate the reason to the

school official/sub caller at the time of contact.

Staff members who are in need of a substitute are asked to contact their principal/supervisor no later than 7:00

a.m. of the day in question. Substitutes are then called as soon as possible. A substitute may be asked to return

to an assignment for successive days if the need is known before the workday ends.

Every attempt will be made to give the substitute as much advance notice as possible, but frequently a substitute

is called at a moment's notice. A substitute’s unwillingness to answer their phone and instead let it go to voicemail

may jeopardize their opportunity to substitute on the date requested. Continual refusal to substitute when

requested or refusal to answer the phone when called may result in being removed from the substitute list.

LENGTH OF ASSIGNMENT

A substitute is called for a specific length of assignment. For licensed substitutes (teacher subs), assignments are

made in full (7.5 hour) or half-day (3.75 hour) blocks. Classified substitutes (hourly subs) are requested and

assigned in quarter-hour increments, at a minimum of 2 hours. A substitute is responsible to the

principal/supervisor who will designate the specific assignment needed at the time. Extenuating circumstances

may result in a substitute being asked to cover other areas during the course of their assignment based on the

needs of the school or department.

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REPORTING TO AN ASSIGNMENT

Once a substitute has agreed to accept an assignment, it is the expectation that the substitute will report on the

date agreed upon. There will not be a phone call or email to remind the substitute to report, even if the assignment

is several weeks or months away. Therefore, substitutes should keep a calendar to record and track assignments

in order to stay organized.

When reporting to a building, the substitute should report first to the main office. In the main office he/she should

get any special instructions and any special duties to cover during the day, as well as the Substitute Report Form

(licensed subs only) or a time sheet (classified subs only). The substitute should also ask if there are any special

events scheduled that day. After checking in at the office, the substitute is free to go to the classroom or duty

location and get prepared for their day. Substitutes are to assume the assignment and all attending responsibilities

of the staff member they are replacing. A substitute carries the authority of the regular staff member for whom

they are substituting.

Substitutes should locate essential school locations (staff and student restrooms, the cafeteria, library, computer

lab, gymnasium, music room, etc.) or important resources (emergency radios, safety plans, etc.) Lunches are

served daily in the schools and a substitute has the option of purchasing a lunch or bringing their own lunch.

A substitute's contribution to the educational system is valued. Feel free to ask questions and familiarize yourself

with each building. Assistance will be given whenever possible. A substitute is expected to work with the

administration, teachers, students and parents in a cooperative, friendly manner.

CLASSROOM PROCEDURES FOR LICENSED SUBSTITUTES

A. General Information

1. If called in time, a licensed substitute should plan to arrive at the assigned room well in advance

of the students, but certainly at least a half hour in advance. This will afford an opportunity to

become familiar with the physical setting of the room and to locate materials necessary to carry

out the assignment in a successful manner. Remember that a licensed substitute’s full workday

is 7.5 hours, not including the 30-minute lunch time, so that allows plenty of time to come in

early and still stay after school to wrap up duties. A licensed substitute should not leave

school when the bell rings at the end of the students’ day, but rather should stay at least 30

minutes to ensure that all students have been accounted for, notes have been left for the

teacher and the classroom is left in good order.

2. A substitute should greet the students as they enter the classroom, introduce himself/herself to each

new group of students with whom they come in contact throughout the day and write their own

name on the board where the students can see it as a reminder.

3. A substitute should follow lesson plans left by the regular teacher as closely as possible. If

extenuating circumstances prevent this from happening, the substitute should consult the principal

for instructions and leave notes for the teacher as to the reason why plans could not be followed.

4. Written work should not be assigned and left to be graded by the regular teacher unless this has

been indicated in the lesson plans. Any written work assigned by the substitute, which is beyond

the lesson plan of the regular teacher, should be graded and left for the teacher to examine. In

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general, all written work should be graded by the substitute teacher over the course of the day, if

possible, unless specifically instructed otherwise by the regular teacher or the principal.

5. The substitute should try to fit into the regular program as nearly as possible by assuming the duties

of the regular teacher. It may be necessary for the substitute to perform routine tasks such as hall

duty, lunchroom supervision, playground duty, etc., in addition to the regular classroom work.

6. A substitute is not permitted to leave the building to which they have been assigned during

planning periods. If there is an emergency, check with the principal. Even if the regular

teacher’s planning time is at the end of the day, the substitute teacher should remain at the

assigned building and seek ways to help other teachers or the office staff.

7. Familiarization with the rules and regulations pertaining to safety drills and building culture

expectations in any building to which a substitute is assigned is a must. If the teacher has not left

specific instructions, check with the neighboring teachers or office regarding the procedures, and

then notify the principal that emergency procedures were not included.

8. Under no circumstances are parties involving food and prizes to be permitted by the substitute

without the approval of the principal.

9. At the end of the day, the room should be organized as the teacher had left it for the substitute and

notes should be left for the teacher to review of the substitute’s day and activities covered. All

lights and electronic devices should be turned off prior to leaving.

10. Personal cell phones should be turned off or to silent mode and NOT used during class time.

Full attention should be given to monitoring students at all times.

B. Classroom Management

1. Expectations

a. One speaker at a time unless group work is being conducted.

b. Students should raise their hands to speak.

c. Everyone should be respectful of others’ statements.

d. Use class time for learning and completing assignments.

2. The Lesson

a. Start class activities quickly.

b. Be actively involved in student learning.

c. Brainstorm together.

d. Make sure that students understand the expectations. Write the expectations on the board and

reinforce them verbally.

3. Interactions

a. Be positive and smile, nod or verbally express your approval.

b. Keep students actively learning and engaged.

c. Proximity is your friend. Stay close to off-task students.

d. Enhance positive communications and relationships by modeling them.

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C. Records

1. Careful records of the following should be kept and left in the regular teacher’s office or in a safe

location in the teacher’s desk:

a. Money and articles lost with the loser's name, if known.

b. Money and articles found with the finder's name.

c. Articles taken from students for safe keeping with the owner’s name.

2. Any money collected for fees or payments should be delivered to office personnel for safekeeping

with a note left for the teacher as to the amount collected, who it was collected from and who it

was delivered to in the main office.

3. A substitute should keep accurate records of happenings during the time they are substituting.

Items to pay special attention to include, but are not limited to: daily attendance, transfers, lunch

count, student entries, withdrawals, etc.

4. A Report of Substitute Teacher form (see Appendix B) is to be filled out at the completion of an

assignment and returned to the main office of the assigned building.

D. Discipline

1. Principals and teachers are responsible for maintenance of order within the classroom and the

school. Authority to use reasonable and prudent force and restraint for purposes of

maintaining order, specifically when student safety is jeopardized, is delegated by the Board

of Education. Board of Education policies concerning discipline are found in the Appendix of this

handbook (see Appendix D).

COMPLETING AN ASSIGNMENT

When a substituting assignment has been completed, report to the office. Be sure to return any keys, a Substitute

Report Form for certified substitutes, or a time sheet for classified substitutes (see Appendix B), and any other

materials that should be delivered to the main office. A substitute should check at this time to see if they are to

return the following day. A summary or an outline of the work covered during an assignment or any comments

which might be helpful to the staff member should be left at the office, on the staff member’s desk or in their

school mail box at the conclusion of a substituting assignment.

ITEMS REQUIRING OFFICE APPROVAL

1. Students are not to be contacted or removed from the classroom or building by anyone, including their

parents, without office permission.

2. Students are not to be excused to leave school under any circumstances without office permission.

3. Notes received from parents should be left for the classroom teacher unless an immediate answer is

needed. Any communications should be sent to parents only with permission of the principal.

4. Any student appearing to be ill should be sent to the office immediately, accompanied by one other

student, followed by a call to notify the office that the student is on his/her way.

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5. Accidents involving any of the students in a substitute's care must be reported to the office at once.

6. A substitute should not keep children after school hours without permission from the principal.

PROFESSIONAL CONDUCT

A friendly, cheerful, and cooperative attitude toward both the building personnel and students will help to start

the day right and to keep it running smoothly. A substitute's attitude will have a great deal to do with their

acceptance by faculty and students.

A substitute should plan to spend the entire assignment working with students. A substitute should keep all

students for whom they are responsible under supervision at all times. No personal work of any kind should be

done, even when the regular plan of instruction has been completed. The substitute is expected to carry out the

program as outlined by the regular staff member and/or assigned by the principal and is employed to provide

continuity, not simply "maintain order."

The substitute should exhibit a positive and professional attitude toward their work. Substitute teachers are

expected to observe the same ethical code as regular teachers. Standards of unethical behavior as defined by the

Colorado State Board of Education are included later in this booklet.

A substitute is legally responsible for students, equipment, and materials assigned to them, as is the regular teacher

for whom he/she is substituting. All school employees are covered by worker's compensation and legal liability

insurance. More information on these insurances is found later in this booklet.

A substitute should not have anyone visit them while they are on duty. A principal has the right to refuse to let

anyone see a substitute while on the job. Substitutes will not be called from the regular classroom for personal

calls except in emergency situations. Messages will be taken and delivered. Substitutes are not allowed to use

their personal cell phones or the school phones for personal business or texting while supervising students. Full attention should be given to actively supervising students while the students are under the care of a substitute.

Regular classroom teachers should not be called by the substitute concerning class work or any other matter unless

the substitute has been requested to do so. Any questions that arise should be referred to the principal.

Substitutes should not inject controversial issues, philosophies, or opinions.

Substitutes should dress professionally, in good taste and be neat in appearance in order to provide a favorable

example for the students. Preparations should be made to take into account a variety of climate conditions as well

as possible outside coverage needs that may involve inclement weather.

Substitutes should not administer medicine or allow students to ingest medicine. All medications must be kept in

the health technician’s office and must be administered by the regular staff who are trained to do so. Substitutes

should also not provide food or drinks to students due to possible student allergies.

Should a substitute be scheduled but their service is not needed, the principal may assign other duties for a

minimum of a half day for certified substitutes or a minimum of 2 hours for classified substitutes. A licensed

substitute will be compensated for at least one half day and a classified substitute will be compensated for at least

2 hours as long as they remained at the building to work that time. If the substitute chooses to leave rather

than stay and work the minimum time, they will NOT be compensated for work not performed.

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Substitutes shall not divulge any confidential information regarding students, staff, records or other

communications acquired during the course of the work with the School District, except to authorized personnel.

At times, during long-term substitute assignments, an account is established for the purpose of inputting student

grades/records and for electronic communication purposes. These accounts must be used solely for the purpose

of work-related matters. Using these accounts for any other purpose is strictly prohibited.

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SUPPLEMENTAL ASSIGNMENTS

Substitutes who are interested and qualified may be considered for supplemental assignments. Such assignments

range from sponsors of clubs and activities to coaching opportunities. If you wish to be considered for such

assignments, include this request as part of your online application. Most supplemental positions are assigned to

full-time employees of the District, but at times there are vacancies which have not been filled. Most but not all

supplemental assignments have a pay attached to them. A list of paid supplemental assignments and the amount,

if any, associated with them may be obtained by contacting the Human Resources Office.

THE SUBSTITUTE TEACHER AND BOARD POLICY

Included in Appendix D are pertinent School Board policies concerning staff and student personnel. A substitute

must review these policies as part of familiarizing themselves with the Substitute Handbook. A complete set of

School District Policies can be found on the District’s web site (www.canoncityschools.org). Once there, use the

following path to get to the link to the policies: District; District Resources; District Policies. Substitutes are

NOT covered under the Professional Negotiations Agreement between the Cañon City Education Association and

Board of Education, nor the Cañon City Educational Support Professionals Association and Board of Education.

If a substitute has questions concerning Board policy, they should contact the principal or Human Resources

Office.

FRINGE BENEFITS

A. Worker's Compensation Insurance

The District pays the full premium for Worker's Compensation Insurance, which provides that all employees are

insured while at work. If an employee is injured while on the job he/she must file an accident report at the Central

Administration Building or the school site within 24 hours. All accidents and injuries are to be reported even if

the employee stays at work or does not see a doctor. If an accident report is not filed as specified, the employee

may lose any benefits.

Benefits that may be received under Worker's Compensation are determined by the State Worker's Compensation

Plan.

B. If a trip to the doctor is required, you are required to go to one of the following four locations: Centura Urgent Care Southern Colorado Clinic Dept. of Occupational Medicine

Fremont Plaza, 3245 E. Hwy 50 3676 Parker Blvd. Suite 220

Cañon City, CO 81212 Pueblo, CO 81008

(719) 285-2888 (719) 553-2207

Centura Centers for Occupational Medicine Centura Centers for Occupational Medicine

3010 N. Circle, Suite 112 4112 Outlook Blvd., Suite 325

Colorado Springs, CO 80909 Pueblo, CO 81008

(719) 776-4800 (719) 562-6300

If emergency services are required between 8:00 p.m. and 8:00 a.m., go to St. Thomas More

Hospital, 1338 Phay Avenue, Cañon City, Colorado 81212.

C. Legal Liability Insurance

The District carries a comprehensive general liability policy, which has:

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(1) Coverage provided for the District and all employees and the Board of Education acting within the

scope of their duties. ($1,000,000.00)

(2) Coverage provided for personal injury including libel slander, false arrest, detention, malicious

prosecution, and invasion of privacy.

D. Public Employees Retirement Annuity (PERA)

A substitute teacher employed by School District Fremont RE-1 must become a member of PERA (except

retirees who have returned as substitute teachers). A substitute teacher, whether a retiree or not, will have

deducted from their substitute pay 8% of salary for PERA purposes. The District will contribute a

percentage (currently 19.65% as of 1-1-2017) of the substitute's salary. The percentage is set by PERA.

HOURS AND THE PAY SCHEDULE FOR SUBSTITUTE TEACHERS

The substitute rate shall be established on an annual basis. The Human Resources Office will notify substitutes of

the current pay rate, if there are any changes, at the start of each school year.

The current rates for classified substitutes are as follows:

The food server sub rate will be $9.30 per hour.

The custodial, paraprofessional, school aide, health technician and clerk sub rate will be $9.30 per hour.

The secretary sub rate will be $9.30 per hour.

The substitute bus driver rate will be $13.60 per hour (T6, Level A).

The current rates for licensed substitutes are as follows (effective January, 2015):

The Licensed substitute rate will be $75.00 per full day

Licensed subs who hold a Master’s Degree or better or are a retired teacher will be paid $90.00 per full day

- The term “retired” is not exclusive to retirees from Cañon City Schools, but does require that the individual

retired from a career in teaching.

*Long-term subs: When a licensed substitute teaches for ten (10) consecutive days or more for the same staff member,

then beginning on the eleventh (11th) day, those substitutes with a Bachelor’s Degree will receive $150 per day; those

with a Master’s Degree will receive $175 per day. Long-term sub pay will not be paid retroactive to the first day of

the consecutive days subbed. Only fully licensed substitute teachers will be eligible for such assignments and pay

benefits. Long-term classified substitutes will be paid at Level A of the position pay rate schedule beginning on the

11th day of substituting in a long-term assignment. All long-term subs will revert back to their regular sub pay upon

completion of the long-term assignment. Long term substitute assignments come with the added expectations that the

substitute will assume the role and duties of the regular staff member, including lesson plans, grading, staff meetings,

parent meetings, etc. Once the regular staff member returns or the long-term assignment ends, the long-term pay ends

and the substitute will be paid at the rate prior to the long-term assignment.

The district will pay a mileage fee of $15.00 per day of substituting to licensed or Emergency subs that must drive

from outside Fremont County.

Payday for substitutes for Fremont RE- is the last weekday of the month for the previous month’s work. To

receive payment for substituting, the necessary information must be received by the payroll office on or by the last

working day of the month. Information received after that date will be processed for the next pay date. Check stubs

may be picked up at the Central Administration Office on the last workday of the month for payment from the previous

month’s work time.

For licensed substitutes, 3.75 hours or less of work exclusive of lunch constitutes a half-day of substituting; anything

more constitutes a full-day of substituting. All substitutes must work the entire period for which they are paid and

should not leave early, nor should they leave during planning periods, even if the person for whom they are subbing

indicates that it is acceptable for the substitute to leave early. If a sub is called in to cover inadvertently, or a mistake

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has been made on the District’s part in calling in an unnecessary sub, the sub will receive the minimum pay for that

day (2 hours for classified & ½ day for certified), but the sub must work the entire time for the amount paid.

No credit for substitute teaching may be applied towards salary schedule placement in Fremont RE-1 or towards

permanent employment except as provided by law.

RESPONSIBILITIES OF THE REGULAR TEACHER

Regular teachers should have available for the substitute teacher the following items:

1. Lesson plans for the days in which a substitute is needed

2. An alphabetical list and seating chart of students in the room or in the various classes

3. A daily schedule of classes, activity schedules, early release days, duty assignments,

lunch periods, etc.

4. A record for the daily lunch count (in elementary schools)

5. A building level Policies and Procedures Handbook and/or Student Handbook

6. A file of supplemental assignments that can be given by the substitute and completed during the

day by students (These should be educationally relevant to the subject, standards and grade level.)

7. A written copy of the teacher’s and school’s behavioral expectations of the students

8. List of names of students identified as assistants or helpers

9. Names of two neighboring teachers and/or adult resources

10. Emergency procedures directions

If these items are not easily located, the substitute should consult the building principal.

The regular staff member and/or building administrator may from time to time complete an "Evaluation of

Substitute Teacher" form, especially in situations where there are concerns or accolades (See Appendix C). If

the Human Resources department receives evaluations of concern from a building regarding a particular

substitute, the substitute may be removed as a substitute option for that building. When a third evaluation of

concern arrives at the Human Resources department (from one or more buildings), the Director of Human

Resources may choose to remove the substitute from the Fremont Re-1 substitute list for performance reasons

that are disruptive to the learning environment.

IN-SERVICE ACTIVITIES

Substitutes are invited, but not required, to attend in-service and professional development activities that are

offered in School District Fremont RE-1 on a space available basis. Activities have a wide variety of range on

specific topics. Substitutes should periodically check with the Human Resources Office for scheduled in-service

activities. Occasionally certain activities and/or courses are required of regular licensed personnel. In these cases,

participation in the activity may be limited to regular personnel until such time as all persons have fulfilled the

requirement. Substitute attendance at in-service or professional development activities is voluntary, may require

a registration fee, will be considered outside of your regular duties as a substitute, and will not be considered for

compensation by the District. If you would like to participate in a given activity being offered by Fremont RE-1,

please contact the Human Resources Office.

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APPENDIX A

Colorado Department of Education

Standards of Unethical Behavior

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APPENDIX A

Rules

Colorado State Board of Education

COLORADO EDUCATOR LICENSING ACT OF 1991

Standards of Unethical Behavior

1 CCR 301-37 (15.02) The following is taken from Rules and Regulations of the Colorado State Board of

Education which were adopted May 12, 1994:

Standards of Unethical Behavior. The following shall serve as standards against which charges of unethical

behavior will be judged. To warrant denial, annulment, suspension or revocation of the license, violations must

be found to be substantial or continued. It shall be considered unethical behavior for a license holder or applicant

to:

1. Fail or to have ever failed to make reasonable effort to protect the student from conditions harmful to health and

safety.

2. Provide or to have ever provided professional services in a discriminatory manner regarding age, gender, gender

identity, sexual orientation, national origin, race, ethnicity, color, creed, religion, language, disability, socio-

economic status or status with regard to marriage.

3. Fail or to have ever failed to keep in confidence information obtained in the course of professional services unless

disclosure serves to protect the child, other children or school personnel, or is required by law.

4. Direct or to have ever directed a person to carry out professional responsibilities knowing that such person is not

qualified for the responsibility given, except for assignments of short duration in emergency situations.

5. Deliberately distort or suppress or to have ever deliberately distorted or suppressed curricular materials or

educational information in order to promote the personal view, interest or goal of the license holder or applicant.

6. Falsify or misrepresent or to have ever falsified or misrepresented records or facts relating to the license holder or

applicant’s qualifications, another educator's qualifications or a student’s records.

7. Make or to have ever made false or malicious statements about students or school personnel.

8. Solicit, accept or agree to accept or to have ever solicited, accepted or agreed to accept anything of substantial value

from any person when the license holder or applicant knows, or a reasonable person could construe, that the

conferment of the thing of value is for the purpose of influencing the license holder or the applicant’s professional

judgment or performance of professional duties.

9. Fail or to have ever failed to conduct financial transactions relating to the school program in a manner

consistent with applicable law, rule or regulation.

10. Engage or to have ever engaged in immoral conduct that affects the health, safety or welfare of children, conduct

that offends the morals of the community or conduct that sets an inappropriate example for children or youth whose

ideals the educator is expected to foster and elevate.

11. Engage or to have ever engaged in unlawful distribution or sale of dangerous or unauthorized prescription drugs or

other dangerous nonprescription substances, alcohol or tobacco.

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APPENDIX B

School District Fremont RE-1

Report of Substitute Teacher

And/or

Classified Substitute Time Sheet

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SCHOOL DISTRICT FREMONT RE-1

Cañon City, Colorado 81212

Report of Substitute Teacher

Name of Substitute ________________________________________________ Date __________

Substitute for _________________________________ Dates of Substitution ___________________________

Directions: This report is to be completed by the substitute after each assignment and returned to the office.

Thank you for your assistance!!

Principal: Detach the bottom portion of this report and submit it with the Absence Report.

Substitute Teacher: Please check on blank for each of the following:

Yes No N/A

1. Were lesson plans readily available? ________ ________ _______

2. Did you find a class roll? ________ ________ _______

3. Did you find a seating chart? ________ ________ _______

4. Did you have adequate information about the school? ________ ________ _______

5. Did you receive adequate faculty assistance? ________ ________ _______

6. Did you receive adequate administrative assistance? ________ ________ _______

7. Did you follow the teacher’s lesson plans? ________ ________ _______

8. Students were generally respectful, responsive, and helpful? ________ ________ _______

9. Other? (please identify) _________________________________________________________________

10. Comments: If you marked “No” to any of the above questions, please describe the situation. __________

__________________________________________________________________________________________

11. (Optional) Students who were discipline problems: Nature of Problems

__________________________________________________________________________________________

12. (Optional) Students who were especially helpful: How did they help?

_________________________________________________________________________________________

Please use the reverse side for any additional comments.

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FREMONT RE-1 SUBSTITUTE REPORT

Name of Substitute Teacher __________________________________________ Date_________

Dates Employed: Month _______________________________ Day ________________________

Month _______________________________ Day ________________________

Month _______________________________ Day ________________________

Name of Teacher Replaced ___________________________________________________________________

Signature of Substitute Teacher ________________________________________________________________

Approved: Principal ______________________________________________________________________

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CAÑON CITY SCHOOLS – FREMONT RE-1

CLASSIFIED SUBSTITUTE TIME SHEET SAMPLE

NAME: John Doe LOCATION: _______Lincoln_____

(Includes ALL hours worked and absences)

For the Period Starting: _09 /01/ __2012 _ thru __09 /30/ __ 2012 _

Mo /Day /Year Mo /Day /Year

Prior Month Comp Time/Extra Time Carryover: ________

Actual Hours

Worked

For Payroll Office

Use Only

Date

Day

Starting/Ending Time

(Please indicate lunch break)

Description of any Extra

Time, Comp Time Used,

and/or Absences

Supervisor

Initials for

Pre-

Approval

Hrs.

Min.

Reg.

Hrs.

O.T.

Hrs.

2/1 Sunday

2/2 Monday

2/3 Tuesday

2/4 Wednesday

2/5 Thursday

2/6 Friday

2/7 Saturday

2/8 Sunday

2/9 Monday

2/10 Tuesday 8:00/3:30 (11:00-11:30) Name: subbing for ? 7 0

2/11 Wednesday

2/12 Thursday

2/13 Friday

2/14 Saturday

2/15 Sunday

2/16 Monday

2/17 Tuesday 9:15-11:35 & 2:00-3:30 Name: subbing for ? 3 45

2/18 Wednesday

2/19 Thursday

2/20 Friday

2/21 Saturday

2/22 Sunday

2/23 Monday 8:00-11:45 Name: subbing for ? 3 45

2/24 Tuesday

2/25 Wednesday

2/26 Thursday

2/27 Friday

2/28 Saturday

Total

TOTAL EXTRA/COMP TIME HOURS TO BE PAID: _____________ (Supervisor’s Initials _____)

Extra/Comp Time to be carried to next pay period: _______

Employee’s Signature: _______SIGN YOUR NAME_____________ Date: _____DATE_______

Supervisor’s Signature: ______________________________________ Date: _________________

*Leave must be in 15 minute increments.

*Leave must not overlap the staff member you are subbing for.

*Time worked should coincide with schedule of person being subbed for.

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APPENDIX C

School District Fremont RE-1

Evaluation of Substitute Employees

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SCHOOL DISTRICT FREMONT RE-1

Evaluation of Substitute

School: Date:

DIRECTIONS:

A staff member should fill out this form for substitute performance issues which are noteworthy or of concern.

Name of Substitute:

Name of Staff Member:

Date(s) of Substitution:

Subject/Level/Area Subbed:

The Substitute: Don’t Not

Yes No Know Applicable

1. Implemented the lesson plan. _____ _____ _____ ____

2. Graded assigned work. _____ _____ _____ ____

3. Left the area neat and organized. _____ _____ _____ ____

4. Did assigned duties. _____ _____ _____ ____

5. Left notes for the staff member on work _____ _____ _____ ____

covered and noted any problems.

Comments about the Substitute:

6. Student feedback was positive. _____ _____ _____ ____

7. Faculty feedback was positive. _____ _____ _____ ____

I would/would not request the substitute again. (Circle one)

Comments Specifying Reason for Evaluation:

________________________________________

Staff Member’s Signature

________________________________________

Principal’s Signature

1 copy kept by building

1 copy sent to Human Resources

20

APPENDIX D

School District Fremont RE-1

Board of Education Policies

21

Personnel Policy

File: GBA

OPEN HIRING/EQUAL EMPLOYMENT OPPORTUNITIES

The Board subscribes to the principles of the dignity of all people and of their labors. It also recognizes that it is both culturally and

educationally sound to have persons of diverse backgrounds on the school district's staff.

Therefore, the district shall promote and provide for equal opportunity in recruitment, selection, promotion and dismissal of all

personnel. Commitment on the part of the district towards equal employment opportunity shall apply to all people without regard to

race, color, creed, sex, sexual orientation (which includes transgender), religion, national origin, ancestry, age, genetic information,

marital status, disability or conditions related to pregnancy or childbirth.

The district shall ensure that it does not unlawfully discriminate in any area of employment including job advertising, pre-employment

requirements, recruitment, compensation, fringe benefits, job classifications, promotion and termination.

Revised and adopted: January 9, 1986

Revised and adopted: July 10, 2017

LEGAL REFS.: 20 U.S.C. §1681 (Title IX of the Education Amendments of 1972)

29 U.S.C. §201 et seq. (Fair Labor Standards Act)

29 U.S.C. §621 et seq. (Age Discrimination in Employment Act of 1967)

29 U.S.C. §794 (Section 504 of the Rehabilitation Act of 1973)

42 U.S.C. §12101et seq. (Title II of the Americans with Disabilities Act)

42 U.S.C. §2000d (Title VI of the Civil Rights Act of 1964)

42 U.S.C. §2000e (Title VII of the Civil Rights Act of 1964)

42 U.S.C. §2000ff et seq. (Genetic Information Nondiscrimination Act of 2008)

C.R.S. 2-4-401 (13.5) (definition of sexual orientation, which includes transgender) C.R.S. 22-32-110

(1)(k)

C.R.S. 22-61-101 (discrimination in employment prohibited)

C.R.S. 24-34-301 et seq. (Colorado Civil Rights Division procedures)

C.R.S. 24-34-301 (7) (definition of sexual orientation, which includes transgender) C.R.S. 24-34-402 et

seq. (discriminatory or unfair employment practices)

C.R.S. 24-34-402.3 (discrimination based on pregnancy, childbirth or related conditions; notice of right to

be free from such discrimination must be posted "in a conspicuous place" accessible to employees)

CROSS REFS.: AC, Nondiscrimination/Equal Opportunity

GBAA, Sexual Harassment

Personnel Policy

File: GBEB

STAFF CONDUCT AND RESPONSIBILITIES

All staff members have a responsibility to make themselves familiar with and abide by federal and state laws as these affect their

work, and the policies and regulations of the district.

As representatives of the district and role models for students, all staff shall demonstrate and uphold high professional, ethical and

moral standards. Staff members shall conduct themselves in a manner that is consistent with the educational mission of the district and

shall maintain professional boundaries with students at all times in accordance with this policy’s accompanying regulation.

Interactions between staff members must be based on mutual respect and any disputes will be resolved in a professional manner.

Rules of Conduct

Each staff member shall observe rules of conduct established in law which specify that a school employee shall not:

1. Disclose or use confidential information acquired in the course of employment to substantially further personal financial

interests.

2. Accept a gift of substantial value or substantial economic benefit tantamount to a gift of substantial value which would

tend to improperly influence a reasonable person in the position, or which the staff member knows or should know is

primarily for the purpose of a reward for action taken in which the staff member exercised discretionary authority.

22

The phrase “economic benefit tantamount to a gift of substantial value” includes a loan at a rate of interest substantially lower than

the prevailing commercial rate and compensation received for private services rendered at a rate substantially exceeding the fair

market value.

It is permissible for an employee to receive:

a) An occasional nonpecuniary gift which is insignificant in value.

b) A nonpecuniary award publicly presented by a nonprofit organization in recognition of public

service.

c) Payment or reimbursement for actual and necessary expenditures for travel and subsistence for

attendance at a convention or other meeting at which he or she is scheduled to participate.

d) Payment for speeches, appearances or publications reported as honorariums.

3. Engage in a substantial financial transaction for private business purposes with a person whom the

staff member supervises.

4. Perform any action in which the staff member has discretionary authority which directly and substantially confers an

economic benefit on a business or other undertaking in which the staff member has a substantial financial interest or is

engaged as a counsel, consultant, representative or agent.

All staff members shall be expected to carry out their assigned responsibilities with conscientious concern.

It shall not be considered a breach of conduct for a staff member to:

1. Use school facilities and equipment to communicate or correspond with constituents, family

members, or business associates on an occasional basis.

2. Accept or receive a benefit as an indirect consequence of transacting school district business.

Essential to the success of ongoing school operations and the instructional program are the following specific responsibilities which

shall be required of all personnel:

1. Faithfulness and promptness in attendance at work.

2. Support and enforcement of policies of the Board and regulations of the school administration in regard to students.

3. Diligence in submitting required reports promptly at the times specified.

4. Care and protection of school property.

5. Concern and attention toward the safety and welfare of students.

Child Abuse

All district employees who have reasonable cause to know or suspect that any child is subjected to abuse or to conditions that might

result in abuse or neglect must immediately upon receiving such information report such fact in accordance with Board policy and

state law.

The superintendent is authorized to conduct an internal investigation or take any other necessary steps if information is received from

a county department of social services or a law enforcement agency that a suspected child abuse perpetrator is a school district

employee. Such information shall remain confidential except that the superintendent shall notify the Colorado Department of

Education of the child abuse investigation.

Possession of Deadly Weapons

The Board’s policy regarding public possession of deadly weapons on school property or in school buildings shall apply to district

employees. However, the restrictions shall not apply to employees who are required to carry or use deadly weapons in order to

perform their necessary duties and functions.

23

Felony/Misdemeanor Convictions

If subsequent to beginning employment with the district, the district learns or has good cause to believe that any staff member, has

been convicted of, pled nolo contendere to, or received a deferred or suspended sentence for any felony or misdemeanor other than a

misdemeanor traffic offense or infraction, the district shall make inquiries to the Department of Education and/or Colorado Bureau of

Investigation for purposes of screening the employee.

In addition, the district shall require the employee to submit a complete set of fingerprints taken by a qualified law enforcement

agency or any third party approved by the Colorado Bureau of Investigation. Fingerprints shall be submitted within 20 days of receipt

of written notification. The fingerprints shall be forwarded to the Colorado Bureau of Investigation for the purpose of conducting a

state and national fingerprint-based criminal history record check utilizing the records of the Colorado bureau of Investigation and the

Federal Bureau of Investigation.

Disciplinary action, which could include dismissal from employment, may be taken against personnel if the results of fingerprint

processing provide relevant information. Non-licensed employees shall be terminated if the results of the fingerprint-based criminal

history record check disclose a conviction for certain felonies, as provided in law.

Employees shall not be charged fees for processing fingerprints under these circumstances.

Unlawful Behavior Involving Children

The district may make an inquiry with the Department of Education concerning whether any current employee of the school district

has been convicted of, pled nolo contendere to, or received a deferred sentence or deferred prosecution for a felony or misdemeanor

crime involving unlawful sexual behavior or unlawful behavior involving children. Disciplinary action, including termination, may be

taken if the inquiry discloses information relevant to the employee’s fitness for employment.

Personnel addressing health care treatment for behavior issues

School personnel are prohibited under state law from recommending or requiring the use of psychotropic drugs for students. They are

also prohibited from testing or requiring testing for a student’s behavior without giving notice to the parent/guardian describing the

recommended testing and how any test results will be used and obtaining prior written permission from the student or from the

student’s parent/guardian. See the Board’s policy concerning survey, assessment, analysis or evaluation of students. School personnel

are encouraged to discuss concerns about a student’s behavior with the parent/guardian and such discussions may include a suggestion

that the parent/guardian speak with an appropriate health care professional regarding any behavior concerns school personnel may

have.

Adoption date: August 28, 1980

Revised and adopted: January 23, 1986

Revised and adopted: February 28, 1991

Revised and adopted: October 14, 2002

Revised and adopted: July 24, 2017

LEGAL REFS.: C.R.S. 18-12-105.5 (unlawful carrying/possession of weapons on school grounds)

C.R.S. 18-12-214 (3)(b) (school security officers may carry concealed handgun pursuant to valid permit)

C.R.S. 19-3-308 (5.7) (child abuse reporting)

C.R.S. 22-32-109 (1)(ee) (duty to adopt policy prohibiting personnel from recommending certain drugs for

students or ordering behavior tests without parent permission)

C.R.S. 22-32-109.1 (8) (Policy requiring inquiries upon good cause to department of education for purpose

of ongoing screening of employees)

C.R.S. 22-32-109.7 (duty to make inquiries prior to hiring)

C.R.S. 22-32-109.8 (6) (requirement to terminate non-licensed employees for certain felony offenses)

C.R.S. 22-32-109.9 (licensed personnel – submittal of fingerprints)

C.R.S. 22-32-110 (1)(k) (power to adopt conduct rules)

C.R.S. 24-18-104 (government employee rules of conduct)

C.R.S. 24-18-109 (local government employee rules of conduct)

C.R.S. 24-18-110 (voluntary disclosure)

Cross References: JLC, Student Health Services and Records

JLDAC, Screening/Testing of Students

JLF, Reporting Child Abuse/Child Protection

KFA, Public Conduct on District Property

24

Personnel Policy

File: GBEB-R

Staff Conduct

(And Responsibilities)

Professional Boundaries with Students

In a professional staff/student relationship, staff members maintain boundaries with students that are consistent with their professional

code of conduct and obligations. All district employees are expected to observe and maintain proper professional boundaries, in

accordance with this regulation and accompanying policy.

The following list provides examples of staff conduct that, in the absence of evidence of a legitimate educational purpose or other

reason deemed valid by the district, may be regarded as evidence that a staff member has violated professional boundaries with a

student:

any type of inappropriate physical contact with a student or any other conduct that might be considered harassment under

Board policy

furnishing alcohol, drugs or tobacco to a student or being present when any student is consuming these substances

repeating sexual or inappropriate romantic rumors

accepting massages, or offering or giving massages other than in the course of injury care administered by the appropriate

athletic trainer, coach or health care provider

singling out a particular student or students for personal attention or friendship beyond the ordinary professional staff-

student relationship

being alone with a student behind closed doors

initiating or extending contact with a student beyond the school day or outside of class times for the staff member’s

personal purposes

sending or accompanying a student on personal errands

inviting a student to a staff member’s home without appropriate chaperones

going to a student’s home when the student’s parent/guardian or an appropriate chaperone is not present

giving a student a ride in a vehicle without prior notification to and approval from both the student’s parent/guardian and

the building principal, except in an emergency under appropriate circumstances

giving gifts or money to the student

any other action or activity similar in nature to those listed above

Prohibited communications in any format (email, text messaging, written communications, in person, etc.) by a staff member with a

student includes, but is not limited to the following:

any communications without a legitimate educational reason

flirting, propositions or sexual remarks

sexual slurs, leering, sexual or derogatory comments

inappropriate comments about a student’s body

sexual jokes, notes, stories, drawings, gestures or pictures

displaying or transmitting sexual pictures, objects or depictions

disclosing personal, sexual, romantic, marital or employment issues or other private matters

other communications or activities similar in nature to those listed above

Reporting Violations and Disciplinary Action

Staff members shall promptly notify the principal or superintendent if they become aware of a situation that may constitute a violation

of this regulation. Depending on the specific circumstances of the allegations or suspicions, staff members may have a mandatory duty

under state law to report the violation(s) as child abuse, in accordance with applicable Board policy.

Students and their parents/guardians should notify the principal or superintendent if they believe a teacher or other staff member may

be engaging in conduct that violates this regulation.

In determining whether a violation of professional boundaries has occurred, the district shall consider the totality of the circumstances,

including the nature and extent of the conduct involved, the job description and duties of the employee, the employee’s intent or

25

purpose in engaging in the conduct, and whether the conduct caused harm to the student or adversely affected the education of

students.

Persons reporting in good faith regarding alleged violations or suspected violations of this regulation shall not be subjected to

retaliation in any form.

Approved: July 24, 2017

Personnel Policy

File: GBGB

PERSONAL SECURITY AND SAFETY

Offenses against school employees

The following procedures shall be followed in instances of assault, disorderly conduct, harassment, knowingly making a false

allegation of child abuse, or any alleged offense under the "Colorado Criminal Code" by a student directed towards a teacher or school

employee.

These same procedures shall be followed in instances of damage by a student to the personal property of a school employee, or the

school district and occurring on school district premises.

1. The employee shall file a written complaint with the building principal, the Superintendent, and the Board of Education.

2. The principal, after receipt both of the complaint and adequate proof of the charges, shall suspend the student for three (3) days in

accordance with established procedures.

3. The Superintendent shall initiate procedures for the further suspension or expulsion of the student when injury or property damage

has occurred.

4. The Superintendent or his designee shall report the incident to the District Attorney or the appropriate local law enforcement agency

or officer who shall then investigate the incident to determine the appropriateness of filing criminal charges or initiating

delinquency proceedings.

Communication of disciplinary information to teachers/counselors

The principal or designee shall communicate discipline information concerning any student enrolled in the district to all teachers and

counselors who have direct contact with that student. Any teacher or counselor who is assigned a student with known serious behavior

problems will be informed of the student's behavior record. Any school employee who is provided this information shall maintain its

confidentiality and shall not communicate it to any other person.

LEGAL REF.: C.R.S. 22-32-109.1 (3) (policy regarding offenses against school employees required as part of safe schools

plan)

C.R.S. 22-32-109.1 (9) (immunity provisions in safe schools law)

C.R.S. 22-32-126 (5)(a) (communication of disciplinary information)

CROSS REFS.: ECAC, Vandalism

JK, Student Discipline

JKD/JKE, Suspension/Expulsion of Students (and Other Disciplinary Interventions)

Adopted: August 8, 1984

Revised and adopted: January 23, 1986

Revised and adopted: July 24, 2017

26

Personnel Policy

File 508

PROFESSIONAL STAFF PART-TIME AND SUBSTITUTE EMPLOYMENT

The Board of Education shall maintain an authorized list of personnel to be used for substitute or part-time employment. Prior to adding

a person’s name to the list, a background check shall be carried out in accordance with state law. The Board authorizes the

Superintendent to notify and direct persons on the list to perform such service for the district as may be required on a temporary basis.

The Board authorizes principals to notify and direct persons on the list to perform as substitute teachers.

Such temporary or substitute employment shall not constitute any assurance or offer of continuing employment without specific Board

action.

LEGAL REF.: §22-63-102 (4) (8), C.R.S.

(Adoption date: August 28, 1980)

(Revised and adopted: January 23, 1986)

(Revised and adopted: February 28, 1991)

Personnel Policy

File 510

PROFESSIONAL STAFF MEMBERS’ QUALIFICATIONS

1. Professional staff members must be properly licensed by the State Department of Education to occupy the position to which

they are assigned. They must also provide the district personnel office with a copy of their professional license by September

15th of the current year.

2. Teachers must have training in the area in which they teach. High School teachers shall meet requirements of the North Central

Association.

3. All licensed employees shall provide a complete and official transcript of their earned college credits.

4. Upon request, licensed employees must furnish a health certificate.

(Adopted date: August 28, 1980)

(Revised and adopted: January 23, 1986)

(Revised and adopted: March 13, 1997)

Personnel Policy

File 520

DUTIES AND RESPONSIBILITIES

1. Work Day

a. Licensed employees shall be in their respective buildings at all times during the school day unless away on business

which has been approved by the Principal/Supervisor.

2. Activities

a. Licensed employees are expected to show an interest in their work, participate in school functions, and in activities

sponsored by or related to the schools even though such events may be outside regular school hours and assignments.

3. Supervision

a. Licensed employees are expected to be in their rooms or at their doors when pupils are entering the classrooms.

Licensed employees should not leave pupils unsupervised.

4. Grading

a. Licensed employees shall not promote, demote, or drop any student during the school year without the consent of the

Principal.

5. Licensed Employee Absence

a. A licensed employee shall notify the Principal/Supervisor of his/her absence no later than seven a.m. of the day in

question. The absent licensed employee should report his/her return to work no later than seven a.m. of the day in

question that he/she is returning. Upon returning, the employee must fill out an absence slip.

b. In case of absence the licensed employee shall provide plans, a list of duties, seating charts, schedule, and any

suggestions which might aid the substitute licensed employee.

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6. Substitutes

a. Substitutes are expected to follow the regular employee's plans and also to assume all duties of the licensed employee

who is being replaced.

b. Substitute licensed employee pay will be $75/day, or $90/day for those with a Master’s Degree or are a retired

teacher. A per diem rate of $150 for Bachelor’s Degree and $175 for Master’s Degree will be paid for Long-Term

Substitute Assignments beginning on the 11th consecutive day for the same licensed employee.

c. All substitute licensed employees shall possess a Colorado Teacher License or Substitute Authorization.

7. Meetings

a. Licensed employees shall attend all meetings called by the Superintendent, Principal, Supervisor, or Department

Chairman unless excused by the proper authority.

8. Collections and Drives Within the Schools

a. The Superintendent and the administrative staff shall approve all collections and drives within the schools.

(Adoption Date: August 28, 1980)

(Revised and adopted: January 23, 1986)

File: 843

USE OF PHYSICAL INTERVENTION

To maintain a safe learning environment, district employees may, within the scope of their employment and consistent with state law,

use physical intervention and restraint with students in accordance with this policy and accompanying regulation. Such actions shall

not be considered child abuse or corporal punishment if performed in good faith and in compliance with this policy and accompanying

regulation.

Physical Intervention Corporal punishment shall not be administered to any student by any district employee.

Within the scope of their employment, district employees may use reasonable and appropriate physical intervention with a student that

does not constitute restraint as defined by this policy, to accomplish the following:

1. To quell a disturbance threatening physical injury to others.

2. To obtain possession of weapons or other dangerous objects upon or within the control of a student.

3. For the purpose of self-defense.

4. For the protection of persons against physical injury or to prevent the destruction of property which could lead to physical

injury to the student or others.

Under no circumstances shall a student be physically held for more than five minutes unless the provisions regarding restraint

(contained in this policy and accompanying regulation) are followed.

Restraint

Restraint is defined by state law and this policy as any method or device used to involuntarily limit a student’s freedom of movement,

including but not limited to bodily physical force, mechanical devices and seclusion

District employees shall not use restraint as a punitive form of discipline or as a threat to control or gain compliance of a student’s

behavior. District employees are also prohibited from restraining a student by use of a mechanical restraint or chemical restraint, as

those terms are defined by applicable State Board of Education rules and this policy’s accompanying regulation.

File 823

CORPORAL PUNISHMENT

1. Corporal punishment is not permitted by the school district.

2. However, a staff member may use reasonable force for the immediate maintenance of good order and discipline. To illustrate:

a teacher may break up altercations by separating involved students or take action essential for self-defense, for the

preservation of order, or for the protection of property of the school district.

LEGAL REF.: C.R.S. 18-1-103

28

CROSS REF.: File 523 - Corporal Punishment

(Adoption date: May 28, 1981)

(Revised and adopted: July 1984)

(Revised and adopted: March 10, 1994)

Personnel Policy

File GBAA

SEXUAL HARASSMENT

The district is committed to a learning and working environment that is free from sexual harassment. Sexual harassment is recognized

as a form of sex discrimination and thus a violation of the laws which prohibit sex discrimination.

It shall be a violation of policy for any member of the district staff to harass another staff member or student through conduct or

communications of a sexual nature. Any conduct of a sexual nature directed toward students by teachers or others to whom this policy

applies, shall be presumed to be unwelcome. Sexual harassment committed by an employee of the district in the course of employment

shall be deemed a breach of duty, and as such, shall subject the offending employee to disciplinary action. This policy similarly applies

to nonemployee volunteers or any other persons who work subject to the control of school authorities.

Sexual harassment prohibited

For purposes of this policy, unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual

nature constitutes sexual harassment if:

1. Submission to such conduct is made either explicitly or implicitly a term or condition of a person's employment or educational

development.

2. Submission to or rejection of such conduct by an individual is used as the basis for employment or education decisions affecting

such individual.

3. Such conduct has the purpose or effect of unreasonably interfering with an individual's work or education performance or

creating an intimidating, hostile, or offensive working or educational environment.

The prohibition against sexual harassment applies whether the harassment is between people of the same or different gender.

Sexual harassment as defined above may include but is not limited to:

1. Sex-oriented verbal "kidding," abuse, or harassment.

2. Pressure for sexual activity.

3. Repeated remarks to a person with sexual or demeaning implications.

4. Unwelcome touching, such as patting, pinching, or repeated brushing against another's body.

5. Suggesting or demanding sexual involvement, accompanied by implied or explicit threats concerning one's grades, employment

status, or similar personal concerns.

6. Sexual violence.

Reporting, investigation and sanctions

It is the express desire of the Board to encourage victims of, or witnesses to, sexual harassment to report such claims through the district's

complaint process (AC-R).

Employees who feel that their superiors are conditioning promotions, increases in wages, continuation of employment, or other terms

or conditions of employment upon agreement to unwelcome conduct of a sexual nature, are encouraged to report these conditions to the

appropriate administrator or to the district's compliance officer.

All reports of sexual harassment received by any district employee shall be promptly forwarded to the compliance officer (AC-E-1).

The compliance officer shall ensure that every complaint is promptly investigated and responded to as set forth in the district's complaint

and compliance process (AC-R). No reprisals or retaliation shall be allowed to occur as a result of the good faith reporting of charges of

sexual harassment. Requests for confidentiality shall be honored so long as doing so does not preclude the district from responding

effectively to the harassment and preventing such conduct in the future.

Any employee found to have engaged in sexual harassment shall be subject to sanctions, including, but not limited to, warning or

reprimand, suspension, or termination, subject to applicable procedural requirements. Conduct of a sexual nature directed toward

29

students shall, in appropriate circumstances, be reported as child abuse for investigation by appropriate authorities in conformity with

policy JLF.

All matters involving sexual harassment complaints shall remain confidential to the extent possible.

Filing of a grievance or otherwise reporting sexual harassment shall not reflect upon the individual's status or affect future employment

or work assignments.

Notice of policy

Notice of this policy shall be circulated to all district schools and departments and incorporated in employee handbooks.

Adopted: September 23, 1993

Revised and adopted: January 26, 1995

Revised and adopted: July 10, 2017

LEGAL REFS: 42 U.S.C. § 2000E et seq. (Title VII of the Civil Rights Act of 1964)

20 U.S.C. §1681 et seq. (Title IX of the Education Amendments of 1972)

C.R.S. 24-34-401 et seq. (discrimination or unfair employment practices)

CROSS REFS.: AC, Nondiscrimination/Equal Opportunity

JLF, Reporting Child Abuse/Child Protection

Student Policy

File 800

EQUAL EDUCATIONAL OPPORTUNITIES

Every student of this school district shall have equal educational opportunities regardless of race, color, creed, sex, sexual orientation,

national origin, marital status, or handicap.

Further, no student shall on the basis of race, color, creed, sex, sexual orientation, national origin, marital status, or handicap, be excluded

from participating in, be denied the benefits of, or be subject to discrimination under any educational program or activity conducted by

the District.

More specifically, as prescribed by legal requirements, the school district will treat its students without discrimination on the basis of

race, color, creed, sex, sexual orientation, national origin, marital status, or handicap as this pertains to access to and participation in

course offerings, athletics, counseling, employment assistance, and extracurricular activities.

(Adoption Date: May 28,1981)

(Reviewed and adopted: March 13, 1986)

(Revised: July 23, 2012)

LEGAL REFS.: Civil Rights Acts of 1964, as amended in 1972

Title VI

Title VII, Executive Order 11246, 1965, as amended by

Executive Order 11375

Education Amendments of 1972

Title IX P.L. 92-318 45 CFR, Parts 81, 86 (Federal Register June 4, 1975;

August 11, 1975)

Section 504 of the Rehabilitation Act of 1973

CROSS REF.: Board of Education - 15

30

File: ADC

TOBACCO-FREE SCHOOLS

In order to promote the general health, welfare and well-being of students and staff, smoking, chewing or any other use of any tobacco

products by staff, students and members of the public shall be banned from all school property. Use of tobacco products by students

while in or on school properties, or under the school's jurisdiction during school hours, or while participating in a school-sponsored

event is prohibited.

For purposes of this policy, the following definitions shall apply:

1. “School property” shall mean all property owned, leased, rented or otherwise used by a school including but not limited

to the following:

A. All interior portions of any building or other structure used for instruction, administration, support services,

maintenance or storage.

B. All school grounds over which the school exercises control - including areas surrounding any building, playgrounds,

athletic fields, recreation areas and parking areas.

C. All vehicles used by the district for transporting students, staff, visitors or other persons.

D. At a school sanctioned activity or event.

2 “Tobacco product” means:

a. Any product that contains nicotine or tobacco or is derived from tobacco and is intended to be ingested or inhaled by or

applied to the skin of an individual, including but not limited to cigarettes, cigars, pipe tobacco, marijuana, snuff and

chewing tobacco, and

b. Any electronic device that can be used to deliver nicotine to the person inhaling from the device, including but not

limited to an electronic cigarette, cigar, cigarillo or pipe.

c. “Tobacco product” does not include any product that has been approved by the appropriate federal agency as a tobacco

use cessation product.

3. "Use" shall mean lighting, chewing, inhaling or smoking, ingesting any tobacco product.

Signs shall be posted in prominent places on all school property to notify the public that smoking or other use of tobacco products is

prohibited in accordance with state law and board policy.

Any member of the general public considered by the superintendent or designee to be in violation of this policy shall be instructed to

leave school district property.

Employees found to be in violation of this policy will be subject to appropriate disciplinary action.

Disciplinary measures for students who violate this policy will include in-house, detention, revocation of privileges and exclusion from

extracurricular activities. Repeated violations may result in suspension from school.

Adoption Date: June 9, 1994

Revised and adopted: August 10, 1998

Revised and adopted: August 27, 2011

Revised and adopted: December 9, 2013

Revised and adopted: August 22, 2016

LEGAL REFS.: C.R.S. 18-13-121 (furnishing tobacco products to minors)

C.R.S.22-32-109(1)(bb) (policy required prohibiting use of tobacco products on school grounds)

C.R.S. 22-32-109.1(2)(a)(I)(H) policy required as part of safe

schools plan.

C.R.S. 25-14-103.5 (tobacco use prohibited on school property)

C.R.S. 1010-6 RULE 5-306

C.R.S. 25-14-301 (Teen tobacco Use Prevention Act)

CROSS REFS.: File IHAMA, Teaching about Drugs, Alcohol and Tobacco

File KFA, Public Conduct on District Property

31

File GBEC

DRUG-/ALCOHOL-FREE WORKPLACE

The Board recognizes the importance of maintaining a workplace that is free from alcohol and drugs to enhance the safety and welfare

of employees and students and ensure compliance with applicable law. Accordingly, it shall be a violation of Board policy for any

district employee to possess, use or be under the influence of alcohol or illicit drugs on district property, in or on district vehicles, at

any school-sponsored or district-sponsored activity or event, or off district property when the employee is on duty.

For purposes of this policy, "illicit drugs" means narcotics, drugs and controlled substances as defined in law. Although some actions

involving marijuana are no longer prohibited by state law, federal law still prohibits the manufacture, sale, distribution, possession and

use of marijuana. As a recipient of federal funds, the district has an obligation to maintain a drug-free workplace. Thus, marijuana is

an illicit drug for purposes of this policy. "Illicit drugs" also includes any prescription or over-the-counter drug that does not meet the

following four criteria: (1) the employee has a current and valid prescription for the drug or the drug is sold over-the-counter; (2) the

drug is used or possessed for the purpose for which it was prescribed or sold over-the-counter; (3) the drug is used or possessed at the

dosage prescribed or recommended; and (4) the drug is used or possessed consistent with the safe and efficient performance of the

employee's job duties.

Observance of this policy is a condition of employment. A violation shall subject the employee to appropriate disciplinary action

which may include suspension, termination and referral for prosecution. In appropriate circumstances and at the district's sole

discretion, disciplinary sanctions may include the completion of an approved drug or alcohol abuse assistance or rehabilitation

program. Any such program shall be at the employee's expense. However, the district is not required to offer rehabilitation in lieu of

termination or other discipline to any employee who has violated this policy.

After investigation, the superintendent may reinstate an employee who has been suspended if it appears to be in the best interests of

the district. The matter shall be reported to the Board of Education.

Drug-Free Workplace Act

Under the federal Drug-Free Workplace Act (the Act), the unlawful manufacture, distribution, dispensing, possession, or use of

alcohol or any controlled substance is prohibited in Fremont School District RE-1. The Act defines "controlled substance" as a

controlled substance in schedules I through IV of 21 U.S.C. section 812, which includes but is not limited to marijuana, cocaine,

opiates, phencyclidine (PCP) and amphetamines (including methamphetamine).

The Act defines "controlled substance" as a controlled substance in schedules I through IV of 21 U.S.C. section 812, which includes

but is not limited to marijuana, cocaine, opiates, phencyclidine (PCP) and amphetamines (including methamphetamine).

This policy shall apply to all school district employees and to all other persons using or working on school property and/or in school

facilities.

Awareness and prevention program

The Superintendent shall establish a drug-and alcohol-free awareness program to inform employees about:

1. The dangers of drug and alcohol abuse;

2. The school Board's policy of maintaining a drug-and alcohol-free workplace;

3. Available drug and alcohol counseling, rehabilitation and employee assistance programs;

4. Penalties that may be imposed upon employees for drug and/or alcohol abuse violations occurring in the workplace.

Notification to employees

This information shall be communicated to employees in an appropriate manner on an annual basis. All employees who specifically

work under a contract or grant which is federally funded shall acknowledge in writing receipt of this policy and related information.

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LEGAL REFS.: 20 U.S.C. 7101 et seq. (Safe and Drug-Free Schools and Communities Act)

21 U.S.C. S812 (definition of controlled substance)

41 U.S.C. 8101 and 8102 (Drug-Free Workplace Act of 1988)

34 C.F.R. Part 84 (regulations implementing the Drug-Free Workplace Act)

Colo. Const. Art. XVIII, Section 16(6) (employers may restrict marijuana use, possession, sale, etc. by

employees)

C.R.S. 18-18-407 (2) (crime to sell, distribute or possess any controlled substance on or near school

grounds or school vehicles)

C.R.S. 25-1.5-106 (12)(b) (possession or use of medical marijuana in or on school grounds or in a school

bus is prohibited)

C.R.S. 25-14-103.5 (boards of education must adopt policies prohibiting use of retail marijuana on school

property)

Adopted: April 27, 1989

Revised and adopted: June 24, 1993 (Legal Refs. revised 1/18/96)

Revised and adopted: July 24, 2017

Student Policy

File 810

DETENTION

Keeping pupils after school should be practiced only when a specific purpose is to be achieved. If a pupil is detained more than one

half hour after dismissal time, or if the pupil regularly rides the school bus, the parents must be notified twenty-four hours (24) in

advance as to the time the pupil will be released.

(Adoption Date: May 28, 1981)

(Revised and adopted: March 13, 1986)

Student Policy

File 806

DISMISSAL OF PUPILS

1. No school or grade may be dismissed before the regular hour for dismissal except with approval of the Superintendent of

Schools.

2. No teacher may permit any individual pupil to leave school prior to the regular hours of dismissal except by permission of the

principal.

3. No pupil may be permitted to leave school or school property prior to the dismissal hour at the request of or in the company of

anyone other than a school employee, police officer, court official, parent or guardian of the child, unless the permission of the

parent has been first secured. If any police or court official requests the dismissal of a pupil during school hours, parents must

be notified at once.

4. Children of divorced or estranged parents shall be released in accordance with Board Policy File 421 Custodial and Non-

Custodial Parents’ Rights and Responsibilities.

(Adoption Date: May 28, 1981)

(Revised and adopted: March 13, 1986)

(Revised and adopted: April 25, 1996)

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Student Policy

File 808

LEAVING SCHOOL GROUNDS

Pupils are permitted to leave the school grounds during the school day only under certain conditions. The lunch period at schools may

be closed or open depending upon the approval of the Board of Education. In case of emergency, illness, or other good cause, the pupil

must receive permission of the school office to leave, in which case the parents or if parents cannot be reached, the party indicated as

an emergency contact on the enrollment card is to be notified prior to the student’s being dismissed.

(Adoption Date: May 28, 1981)

(Revised and adopted: March 13, 1986)

(Revised and adopted: January 24, 1991)

Student Policy

File 816

CONSUMPTION OF ALCOHOLIC BEVERAGES

The consumption or dispensing of alcoholic or fermented malt beverages of any type to any degree while attending or participating in

any function or activity related or sponsored by the school including extended day, night, weekend or out of town activities, is prohibited.

(Adoption Date: May 28,1981)

(Revised and adopted: March 13, 1986)

LEGAL REF.: § 22-1-110; 22-111, C.R.S.

Student Policy

File 817

NUISANCES

Any item or article, which may become a nuisance in the school or classroom or on the playground, is subject to immediate confiscation.

(Adoption Date: May 28, 1981)

(Revised and adopted: March 13, 1986)

Student Policy

File 814

DRUG AND ALCOHOL USE BY STUDENTS

Fremont School District RE-1 shall promote a healthy environment for students by providing education, support and decision-making

skills in regards to alcohol and controlled substances and their abuse. In order to accomplish this goal, a cooperative effort must be

made among the schools, parents, community, law enforcement, and its agencies.

It shall be a violation of board policy and considered to be behavior which is detrimental to the welfare, safety or morals of other students

or school personnel for any student to possess, use, sell, distribute or procure or to be under the influence of alcohol or controlled

substances. The unlawful possession or use of alcohol or controlled substances is wrong and harmful to students. In the event that a

student violates such policy, a report WILL be made to the appropriate law enforcement agency, which will usually be the Canon City

Police Department.

For purposes of this policy, controlled substances include--but are not limited to--narcotic drugs, hallucinogenic or mind-altering drugs

or anabolic steroids, any other controlled substances as defined in law, or any prescription or non-prescription drug, medicine, vitamin

or other chemical substances not taken in accordance with the board policy and regulations on administering medicines to students.

This policy also includes substances that are represented by or to the student to be any such controlled substance or what the student

believes to be any such substance.

This policy shall apply to any student who is on school property, in attendance at school, in a school vehicle or taking part in any school-

sponsored or sanctioned activity or whose conduct at any time or place interferes with the operations of the district or the safety or

welfare of students or employees.

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Students violating this policy shall be subject to disciplinary sanctions, which may include suspension and/or expulsion from school and

referral for prosecution. Expulsion shall be mandatory for sale or distribution of drugs or other controlled substances, in accordance

with state law.

It is anticipated that, for a first offense, a student who possesses or consumes a substance in violation of this policy will be expelled out-

of-school for 45 school days. In such an event, a parent of such child must make application for placement in an appropriate alternative

school program if available. After 20 school days from the date of expulsion, a student may apply for readmission to the school by

application to the Superintendent of Schools. The decision of the Superintendent shall be final. To be readmitted, the student must

demonstrate successful performance with the following:

a) Minimum of 20 school days in alternative placement.

b) Satisfactory performance in alternative placement.

c) Satisfactory performance in the Brainwise Program offered at Choice Points.

d) The presentation of information sufficient to show knowledge of the adverse effect such behavior has

on the student and other students in the school district.

For a first offense, the Principal may refer the student to Teen Court to determine the consequences of the drug and/or alcohol offense.

The student must meet the eligibility requirements for consideration through Teen Court, and must agree to abide by the decision arising

through Teen Court. A student who successfully completes Teen Court and meets the requirements set through Teen Court, will have

the suspension/expulsion waived for that offense.

Upon a subsequent offense, a student who has been disciplined previously for such use or possession will be suspended out-of-school

for 45 school days with no opportunity for review after 20 school days.

If a student distributes drugs or alcohol – including, but not limited to 3.2 beer – it is anticipated that the student will be expelled out-

of-school for the balance of the current semester and the next succeeding semester with no opportunity for review after 20 school days.

Situations in which a student seeks counseling or information from a professional staff member for the purpose of overcoming substance

abuse shall be handled on an individual basis depending upon the nature and particulars of the case. Parents shall be involved and efforts

will be made to direct the substance abuser to sources of assistance.

Whenever possible in dealing with student problems associated with drug and alcohol abuse, school personnel shall provide parents and

students with information concerning education and rehabilitation programs, which are available. Information provided to students

and/or parents about community substance abuse treatment programs or other resources shall be accompanied by a disclaimer to clarify

that the school district assumes no financial responsibility for the expense of drug or alcohol assessment or treatment provided by other

agencies or groups unless otherwise required.

The district shall provide all students and parents with a copy of this policy and its accompanying procedures on an annual basis.

The board shall conduct a biennial review of its drug prevention program to determine its effectiveness, to implement any required

changes and to insure that the disciplinary sanctions required are consistently enforced.

LEGAL REFS.: 20 U.S.C.3221 (defines drug abuse education and prevention)

20 U.S.C.3224a, Drug-Free Schools and Communities Act

of 1986 as amended in 1989

§18-18-102(3),(5), C.R.S.

§22-1-110, C.R.S.

§22-33-106(1)(d), C.R.S.

CROSS REF: File 524 - Student Discipline

(Adopted March 10, 1994)

(Revised and Adopted: November 14, 2005)

(Revised and Adopted: March 11, 2013)

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Student Policy

File 815

USE OF TOBACCO BY STUDENTS

In order to promote the general health, welfare and well-being of students and staff, smoking chewing or any other use of any tobacco

products and the conspicuous possession of tobacco products by students while in or on school properties, or under the school’s

jurisdiction during school hours, or while participating in a school-sponsored event is prohibited.

For purposes of this policy, the following definitions shall apply:

1. “School property” shall mean all property owned, leased, rented or otherwise used by a school including but not limited to the

following:

a. All interior portions of any building or other structure used for instruction, administration, support services,

maintenance or storage.

b. All school grounds over which the school exercises control including areas surrounding any building, playgrounds,

athletic fields, recreation areas and parking areas.

c. All vehicles used by the district for transporting students, staff, visitors or other persons.

2. “Tobacco” shall include cigarettes, cigars, pipe tobacco, snuff, chewing tobacco and all other kinds and forms of tobacco

prepared in such manner as to be suitable for chewing, smoking or both. “Tobacco” shall include cloves or any other product

packaged for smoking.

3. “Use” shall mean lighting, chewing, inhaling or smoking any tobacco product.

Disciplinary measures for students who violate this policy shall include in-house detention, revocation of privileges and exclusion from

extracurricular activities. Repeated violations may result in suspension from school. In accordance with state law, no student shall be

expelled solely for tobacco use.

EXEMPTIONS:

The board shall consider requests for exemptions from this policy, which demonstrate that extraordinary circumstances exist to warrant

such an exemption.

Requests for exemptions from students or staff members on behalf of students shall be submitted to the building principal. The request

shall include steps that will be taken by the school within the next year to work toward compliance with the district’s tobacco-free policy.

The building level accountability committee shall review the request and make a recommendation to the building principal. The

administrator’s recommendation shall be forwarded to the board for final decision.

Adoption date: May 28, 1981

Revised and adopted: March 13, 1986

Revised and adopted: June 23, 1994

LEGAL REFS.: §18-13-121, C.R.S.

§22-32-109(1)(bb), C.R.S.

§25-14-103.5, C.R.S.

6 CCR 1010-6, RULE 5-306

CROSS REFS.: File 114 - Tobacco-free Schools

File 708 - Teaching about Drugs, Alcohol, and Tobacco

File 811 - Suspension/Expulsion of Students

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Student Policy

File 829

REPORTING CHILD ABUSE

It is the policy of the Board of Education that this school district comply with the Colorado Children Code and the Child Protection Act

of 1987.

To that end, any school official or employee who has reasonable cause to know or suspect that a child has been subjected to abuse or

neglect or who has observed the child being subjected to circumstances or conditions which would reasonably result in abuse or neglect,

as defined by statute, shall immediately report or cause a report to be made to the Fremont County Department of Social Services or

local law enforcement agency.

School employees and officials shall not contact the child's family or any other persons to determine the cause of the suspected abuse

or neglect. It is not the responsibility of the school official or employee to investigate allegations of abuse and neglect.

The Superintendent shall submit such procedures as are necessary to the Board for approval to accomplish the intent of this policy.

(Adoption Date: May 28, 1981)

(Revised and adopted: March 13, 1986)

(Revised and adopted: November 14, 1991)

LEGAL REFS.: §19-3-303, C.R.S.

§19-3-304, C.R.S.

§19-3-309, C.R.S.

§19-3-307, C.R.S.

§22-32-109 (1) (2), C.R.S.

*PLEASE NOTE: Substitute teachers should make any and all reports of suspected child abuse through the school principal.

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SUBSTITUTE HANDBOOK ACKNOWLEDGEMENT

I have received, read, understand and will abide by the expectations set forth in the Cañon City Schools

Substitute Handbook. I agree to abide by the Board Policies of the District. I also agree to review the updated

Substitute Handbook prior to each subsequent school year in which I am employed as a substitute for Cañon

City Schools.

___________________________ ________________________________ ___/___/___

Printed Name of Substitute Signature of Substitute Date

This form must be completed and submitted to the Human Resource Office before you will be added to the

substitute list and called to substitute.

REVISED: August 2017